# Relationships

**Source**: https://about.uq.edu.au/strategy-values/reconciliation/stretch-rap/relationships
**Parent**: https://about.uq.edu.au/strategy-values/reconciliation/stretch-rap

Relationships are the essence of The University of Queensland and who we are.

The core characteristics of positive relationships are reciprocity and trust. Reciprocal and trusting relationships are also ethical relationships. They are genuine, engage our spirit and are founded on integrity.

As an organisation, we strive for creativity, excellence, truth, integrity, courage, respect and inclusion, and we acknowledge that this begins with building genuine relationships among all Australians.

Through relationships of respect and justice with Aboriginal and Torres Strait Islander peoples, we undertake our key work of education and research, benefitting our students, staff, communities and the world.

## Focus areas

- Foster a sense of belonging and wellbeing for all learners, enriched by our vibrant campus cultures, rich residential options, world-class sporting facilities and highly valued student services.
- Foster mutually beneficial partnerships for research translation and commercialisation at scale, to create positive impact for our communities, the environment and economy.

## Recent achievements

- **2019:** Reconciliation Action Plan (RAP) artwork, [A Guidance in Time](https://www.uq.edu.au/news/article/2019/05/uq-rap-artwork-reveal), was created by Quandamooka artists Casey Coolwell-Fisher and Kyra Mancktelow, to represent reconciliation at UQ.
- **2021:**UQ launches its [RAP Network](https://indigenous-engagement.uq.edu.au/engage/rap-network) to ensure a culturally respectful workplace and study environment.
- **2022:**UQ releases its [Indigenous Procurement Strategy (login required, PDF 221KB)](https://staff.uq.edu.au/files/85040/2022-2025-uq-indigenous-procurement-strategy.pdf) to help direct its procurement spending towards creating opportunities for strengthening relationships with Indigenous businesses and communities.
- **2023:**UQ publishes [An Introduction to the Language of Relationships with Aboriginal and Torres Strait Islander Peoples Guide](https://uq.pressbooks.pub/languageofrelationships/ ) to help the UQ community build stronger relationships between Aboriginal and Torres Strait Islander and non-Indigenous peoples.

[Download UQ's Stretch RAP Plan (PDF, 6.9 MB)](https://about.uq.edu.au/sites/default/files/2024-11/stretch-reconciliation-action-plan.pdf) for a complete timeline of actions and achievements.

## Case study

### Indigenous knowledge meets contemporary innovation and technology: Learning co-design and spinning an unbreakable partnership

In a groundbreaking collaboration, the Advanced Spinifex Biofuture Materials Centre, part of the National Indigenous Science Translation Centre (NISTC) has emerged as Australia’s pioneering initiative and operational model to bridge the gap between Indigenous knowledge and contemporary innovation and technological advancements.

[Download the case study (PDF, 704.95 KB)](https://about.uq.edu.au/sites/default/files/2024-11/stretch-rap-relationships-case-study.pdf)

## Actions

### 1. Develop mutually beneficial relationships between UQ and Indigenous peoples

#### 1.1 Co-develop an Aboriginal and Torres Strait Islander Engagement Framework in collaboration with Aboriginal and Torres Strait Islander peoples internal and external to UQ

**Timeline:** December 2025\
**Lead:** DVC(IE)\
**Support:** Provost

#### 1.2 Foster, increase and maintain quality partnerships with Aboriginal and Torres Strait Islander organisations, industries, business and/or communities to build capacity and support mutual advancement, utilising qualitative metrics to monitor and inform continuous improvement activities on an annual basis.

**Timeline:** Review June 2025, 2026, 2027\
**Lead:** VC\
**Support:** USET, COO and DVC(IE)

#### 1.3 Increase representation of Aboriginal and Torres Strait Islander people in engagement activities, including Strategic Roundtable discussions and the VC Regional Roadshow by 10% annually

**Timeline:** December 2025, 2026, 2027\
**Lead:** VP(ACE)\
**Support:** CCEO

#### 1.4 Establish and further embed partnerships with UQ Aboriginal and Torres Strait Islander Alumni, including the Indigenous Alumni Reference Group, to encourage and facilitate ties with the broader community

**Timeline:** June 2025\
**Lead:** CCEO\
**Support:** DVC(IE)

### 2. Build relationships by promoting and celebrating National Reconciliation Week (NRW)

#### 2.1 Circulate Reconciliation Australia’s NRW resources and reconciliation materials through the University website

**Timeline:** May 2025, 2025, 2027\
**Lead:** DVC(IE)\
**Support:** DVC(A) and COO (M&C)

#### 2.2 RAPOC members commit to attend a minimum combined total of ten external NRW events

**Timeline:** 27 May–3 June 2025, 2025, 2027\
**Lead:** VC\
**Support:** RAPOC (CO-Chair)

#### 2.3 Encourage and support staff and senior leaders to participate in internal and external events that recognise and celebrate NRW and other significant events, increasing participation by 10% each year

**Timeline:** 27 May–3 June 2025, 2025, 2027\
**Lead:** VC\
**Support:** USET

#### 2.4 Deliver a minimum of five internal NRW events, including at least one organisation-wide NRW event

**Timeline:** 27 May–3 June 2025, 2025, 2027\
**Lead:** VC\
**Support:**DVC(A)

#### 2.5 Register UQ NRW events on the Reconciliation Australia website

**Timeline:** May 2025, 2025, 2027\
**Lead:** DVC(A)​​​\
**Support:** DVC(IE) and CCEO

#### 2.6 Utilise the reach of the UQ Alumni Contact online magazine, Community Events monthly email and the quarterly Yarning newsletter to promote NRW events

**Timeline:** May 2025, 2025, 2027\
**Lead:** CCEO\
**Support:** DVC(IE) and CMCO

### 3. Promote reconciliation through our sphere of influence

#### 3.1 Activities which aim to collaboratively develop and implement innovative approaches to advance reconciliation through quality partnerships and outcomes with RAP and other like-minded organisations increase annually by 10%

**Timeline:** December 2025, 2026, 2027\
**Lead:** VC\
**Support:** COO, DVC(IE) , DVC(RI) and VP(ACE)

#### 3.2 Develop and implement a staff engagement strategy to raise awareness of reconciliation across our workforce, including research, training and induction

**Timeline:** June 2025\
**Lead:** CHRO\
**Support:** DVC(IE)

#### 3.3 Communicate our commitment to reconciliation publicly, including in all staff employment advertisements and student marketing, and across campuses and institutes through displays, social media, websites, merchandising and RAP Network communications

**Timeline:** January 2025\
**Lead:** VC\
**Support:** CHRO, DVC(A) and COO (M&C)

#### 3.4 Implement a marketing strategy to use Contact Magazine and the Yarning Newsletter to promote reconciliation to the 335,000+ of alumni community

**Timeline:** June 2025\
**Lead:** COO (M&C)\
**Support:** CMCO and DVC(IE)

#### 3.5 Participate in Reconciliation Australia’s quarterly Leadership Gatherings for Stretch and Elevate RAP partners

**Timeline:** February 2025, 2026, 2027\
**Lead:** DVC(IE)

#### 3.6 Increase staff participation in internal and external reconciliation activities through recruitment to the RAP Network. Encourage division, school and faculty RAP members to engage with their peers, students and stakeholders about enacting reconciliation initiatives in their spheres of influence through Yarning sessions, workshops, events and visual displays

**Timeline:** Reports due September 2025, 2026, 2027\
**Lead:** DVC(IE)\
**Support:** USET

#### 3.7 Each Faculty and Institute will develop and deliver their own External Engagement Strategy including activities, with the aim of increasing engagement activities by 10% annually

**Timeline:** Reports due September 2025, 2026, 2027\
**Lead:** Provost\
**Support:** USET

### 4. Promote positive race relations through anti-discrimination strategies

#### 4.1 Engage with Aboriginal and Torres Strait Islander staff and/or Aboriginal and Torres Strait Islander advisors and students to review, evaluate and continuously improve HR policies and procedures relating to anti-discrimination to ensure best practice

**Timeline:** December 2025, 2026, 2027\
**Lead:** CHRO\
**Support:** DVC(IE)

#### 4.2 Review, enhance, and communicate UQ policies and procedures to address and report discrimination

**Timeline:** December 2025, 2026, 2027\
**Lead:** COO\
**Support:** CHRO and M&C

#### 4.3 Alongside the existing UQ Diversity, Equity and Inclusive Behaviours Policy and Prevention of Discrimination, Harassment and Bullying Behaviours Procedure, UQ will develop and implement a UQ policy and procedures to address racism specifically, including systemic racism, in accordance with State, National and International policies and agreements to which Australia is a signatory

**Timeline:** Review 2025, 2026, 2027\
**Lead:** CHRO\
**Support:** VC, COO and USET

#### 4.4 Provide ongoing education to senior leaders and managers on identifying the effects of racism and how to best manage to ensure a safe and accepting work environment

**Timeline:** December 2025\
**Lead:** CHRO\
**Support:** COO and USET

#### 4.5 Senior leaders to publicly support anti-discrimination campaigns, initiatives, and stances against racism, to be delivered UQ-wide

**Timeline:** December 2025\
**Lead:** COO\
**Support:** CHRO and M&C

#### 4.6 Implement an anti-racism media campaign for staff and students on campus (including the harm that racism does in mainstream society)

**Timeline:** July 2025\
**Lead:** COO\
**Support:** CHRO, DVC(A) and M&C

### 5. Ensure that resources are developed and available to enable best practice in engagement and service delivery

#### 5.1 Review policies, protocols, and guides in relation to use of commissioned Aboriginal and Torres Strait Islander artwork and the RAP artwork in promotional and educational material, and research outputs

**Timeline:** December 2025\
**Lead:** COO\
**Support:** DVC(IE), DVC(RI) and DVC(A)

#### 5.2 Finalise and implement the terminology and protocol guide with Aboriginal and Torres Strait Islander Peoples

**Timeline:**December 2025\
**Lead:** DVC(IE)

#### 5.3 Develop and/or review policies, protocols, and guides in relation to all event management at UQ

**Timeline:**June 2025\
**Lead:** COO

#### 5.4 Implement appropriate relationship principles and protocols for Aboriginal and Torres Strait Islander peoples, priorities, and activities in new CRM

**Timeline:** June 2025\
**Lead:** COO\
**Support:** M&C, ITS and VP(ACE)