Further to UQ’s strategies for preventing discrimination, harassment and bullying, the EAIT Faculty is committed to creating a thriving, diverse community where all staff, students and members of the UQ Community feel welcome and safe. Together, we are responsible for eliminating unacceptable behaviour and maintaining a safe, healthy and supportive environment that promotes the values of personal integrity, respect for all persons and collegiality:  

What are the Faculty’s Expectations from staff and students?

What are the Faculty’s expectations from staff and students?

Personal integrity

Integrity is the foundation for building relationships and trust and is a commitment to accountable, responsible and truthful action that is consistent.  

  • Demonstrate sound moral and ethical principles.
  • Be accountable for my outcomes and actions and encourage others to do the same. 
  • Behave in accordance with University Values, the Code of Conduct, and the standards expressed by this Framework. 
  • Address behaviour which falls short of our standards, and support others to do the same. 

When we have a workplace comprised of people with integrity, we can build a community based on trust.   

Respect

We embrace diversity and accept and acknowledge somebody for who they are, even when they are different from us or when we don't agree with them.

  • Respecting and valuing all people who are our greatest asset through striving to support career and personal goals
  • Recognise and appreciate that the valuable contributions people make are influenced by diverse backgrounds, experiences and capabilities. 
  • Enable the views of others to be heard and genuinely value their input. 
  • Demonstrate empathy and concern for others by making time to understand and support their unique needs. 
  • Communicate with each other in a positive, constructive and professional manner. 
Collegiality

We explore ideas collaboratively, and are united in our commitment to the Faculty community.

  • Create opportunities for collective idea generation, knowledge sharing, and decision making. 
  • Generously pitch-in to support each other, our communities and the University, and participate in local and whole of University events. 
  • Encourage active challenge of assumptions. 
  • Welcome and explore competing views through reasoned and robust debate. 

The Faculty of EAIT expects all staff and students to act in accordance with the Staff Code of Conduct and/or Student Charter as well as all relevant policies and procedures.

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What is not acceptable workplace behaviour?

Behaviour which would be considered unacceptable at the Faculty of Engineering Architecture and Information Technology includes (but is not limited to) the following:

  • Aggressive or abusive behaviour 
  • Verbal abuse 
  • Unsafe work practices or behaviour which may harm the staff member or others
  • Bullying, harassment or intimidation
  • Unwelcome physical contact including that of a sexual, intimate or threatening nature
  • Name calling or ridicule or making someone the brunt of pranks or practical jokes
  • Withholding approval for or denial of requests maliciously, discriminatorily, unfairly or without basis
  • Excluding or isolating individuals 
  • Spreading rude and/or inaccurate rumours including about an individual’s sexuality or disability status
  • Undermining others by deliberately withholding information, resources or authorisation or supplying incorrect information
  • Malicious or mischievous gossip or complaint
  • Belittling opinions or unreasonable and unconstructive criticism
  • Offensive gestures and behaviour
  • Stealing or misuse of University resources
  • Fabrication, falsification, or plagiarism in proposing, performing, or reviewing research 
  • Abusive or harassing notes, emails, telephone calls, text messages, etc during or after working hours
  • Discrimination in any form 
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Our shared responsibilities

Every staff member has a responsibility to ensure that their behaviour is consistent with UQ’s policy on Ethical Conduct in the Workplace and to take appropriate action when they directly experience or observe behaviour which they consider to be inappropriate.

  • Ethical principle 1
    Integrity and impartiality
    • Proper use of position
    • Appropriate use of University information
    • Professional conduct of external activities and in public comment
    • Responsible conduct of research
    • Respect for persons without partiality
    • Integrity in research commercialisation

     

  • Ethical principle 2
    Promoting the Public Good
    • Using resources for University purposes
    • Maintain and enhance standards of performance
    • Duty to take care
    • Use of substances do not affect work or harm others
    • Disclosure of fraud or corrupt conduct

     

  • Ethical principle 3
    Commitment to Systems of Governance
    • Complying with the law
    • Complying with the University's policies, procedures and decisions
    • Preventing fraud, corruption or maladministration

     

  • Ethical principle 4
    Accountability and Transparency
    • Acting in a professional and conscientious manner
    • Answerable for actions and consequences of actions
    • Maintaining the confidentiality of information
    • Declare Conflicts of interest
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Where to turn to when there are problems

Who is most appropriate for you to contact for support, advice or information will depend on the circumstances. It should be someone you feel comfortable talking to. This can include (but is not limited to) the following:

  • Student Services
  • Student Help on Campus (SHOC) centre.
  • Your supervisor
  • A Postgraduate Coordinator
  • Head of School or School Manager
  • Your HR Professional Services Team 
  • The Employee Assistance Program (EAP)
  • A Member of the Employee Relations Team
  • Workplace Diversity and Inclusion
  • UQ Discrimination and Harassment Contact Officer (DHCO)
  • The UQ Sexual Misconduct Support Unit
  • The UQ First Responders Network
  • Research Integrity Advisors
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Suggestions for Reporting and addressing inappropriate behaviour

The University takes allegations of inappropriate behaviour in the workplace seriously and supports students and employees in raising honest concerns. Students and employees will be protected from any repercussions if they make a genuine complaint. Staff and students who feel they have witnessed inappropriate behaviour are encouraged to contact their supervisor or our HR Professional Services team for advice and assistance. Any complaints will be handled with sensitivity, discretion and confidentiality.

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Informal Resolution Process

Staff and students can choose to raise their concerns directly with the person(s) their complaint is about and requesting the alleged behaviour to stop, if they are comfortable with this approach. This could be face-to-face or in writing. If you want to discuss the wording of a conversation, you can seek confidential and impartial advice from HR, an Advisor (Research Integrity, DHCO), or a trade union representative. In some cases, taking a direct approach may not be possible, and in these cases, seeking advice and support will be even more important in finding a path to resolution. The aim is to reach an acceptable outcome that minimises any potential detriment to ongoing workplace relationships.

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Referral for information resolution

If an informal approach is unsuccessful or inappropriate, you should then raise the matter with either:

If staff/students do not feel comfortable with the direct approach, or this approach fails to resolve the issue, the matter can be referred on for confidential informal resolution. Strategies may include requesting a relevant staff member to raise the matter with the individual requesting a conciliation or mediation be arranged. It is important that due process is followed during efforts to resolve the matter, and that all staff member(s) involved in the matter are given an opportunity to present their side, to facilitate a positive and agreed resolution.

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Submit a written formal grievance

Where informal resolution is unable to resolve the matter, or such informal processes are inappropriate or unsafe, staff and students may consider filing a formal complaint. This may also be appropriate if the matter is sufficiently serious to warrant a formal investigation. Staff and students who wish to pursue a grievance should contact our HR Professional Services team or Student Services, who will support them through the process of seeking resolution according to The University of Queensland Staff or Student Grievance Resolution Procedures.

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Resources

  • Student grievance or complaint

For student issues relating to academic or administrative matters, including student appeals. Find out more.

  • Staff grievance

For staff in relation to issues affecting their employment with the University. Find out more.

  • Sexual misconduct

For all persons: staff, students, UQ community and supporters, in relation to incidents of sexual misconduct. Find out more.

  • Discrimination and harassment

For all persons: staff, students, and UQ community, in relation to matters of discrimination and non-sexual harassment. Find out more.

  • Privacy

For all persons: staff, students, and UQ community, in relation to matters of personal information and privacy breaches. Find out more.

  • Sexual harassment

For all persons: staff, students, and UQ community, in relation to matters of sexual harassment. Find out more.

  • Staff misconduct/ serious misconduct

For matters relating to unsatisfactory, inconsistent or misconduct of a serious and wilful nature. Find out more.

  • Research integrity complaints

For complaints regarding the responsible conduct of research at UQ. Find out more.

  • Occupational Health & Safety

For all persons: staff, students, and UQ community, in relation to matters of occupational health & safety, including complaints and feedback. Find out more.

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Equity, Diversity and Inclusion Committee

Chair: Ross McAree
Contact: PAexec@eait.uq.edu.au