A 2012 report from The Franchise Council of Australia highlights around 700 000 people to be employed by franchises nationally. Interestingly though, only one third of franchisors employed human resources (HR) or industrial relations (IR) professionals, or provided access to such advice for franchisees; nor did they conduct internal audits into how franchisees executed employment processes in their operations.
A team of WOW researchers, led by Research Fellow, Dr Ashlea Kellner, have considered how the franchise model influences the way people are managed in Australian cafe sector franchises. Conducting interviews between 2009 — 2011, the team (which includes Ashlea’s PhD thesis supervisors, Associate Professor Keith Townsend, and Professors Adrian Wilkinson and David Peetz) undertook case studies with three market-dominant Australian-owned food service franchises to determine the role of franchisor control, compliance monitoring and responses to franchisee misconduct relating to their industrial relations (IR) obligations.
Taking a step back, we asked Ashlea to first explain how the franchisor-franchisee relationship works:
“A franchisor owns and controls a brand while the franchisee owns and operates the (typically small or medium-sized) business. The support that the former provides the latter can vary, but it typically includes a full system for business operations.”
Such an arrangement has its pros and cons, Dr Kellner adds:
“Efficiencies and consistency of the product (such as the eponymous ‘muffins’) arise from greater control and intervention from the franchisor, but result in decreased franchisee autonomy. However, too much autonomy can lead to franchisees misbehaving. This is the case in franchises; agreements that specifically address in detail a franchisee’s responsibility in the area of employment relations are uncommon.”
Could a higher level of compliance to IR come with more franchisor control?
Although many things contribute to how a franchisee operationalises its industrial relations obligations, the view that they work in the best interests of the franchisor, and that both seek to ensure the success of the franchisee’s business, does not always play out. Particularly, where opportunistic behaviour of the latter prevails in their strive for profit, and the former seeks to maximise turnover and preserve the brand:
“…high rates of compliance with IR standards become unlikely in a business model that uses the advantages of control over product and processes of a large organisation, with the low-wage and low-compliance model of small business. Findings from our case studies support this,” says Dr Kellner.
In the three case studies, low levels of franchisor IR involvement was present at the same time as high instances of misconduct — both intentional and unintentional — which were represented by interviewees as the consequence of misinterpretation or oversight of their responsibilities, and/ or a lack of franchisor support in this area.
How was IR compliance monitored and how did the franchisor respond to franchisee misconduct around this issue?
Previous studies report that non-compliance by businesses to IR obligations is generally a purposeful decision prompted usually by intense competition, non-unionisation, under-resourced agencies of enforcement, and the precarious nature of work of those they employ e.g. youth, female.
Franchisors in all three of Ashlea’s case studies reported a clear understanding of what constituted, and were the consequences of, critical breaches (relating to regulation or legislative compliance), compared with the far less serious nature of non-critical breaches (relating to company-specific guidelines or recommendations). Most topically too, because franchisors tend to deflect the responsibility for breaches of industrial relations law onto the franchisee, the underlying threat of terminating the franchisee agreement was seen as a major deterrent in franchisees engaging in negative, opportunistic behaviour.
Did differentiating the risks between preserving the product/ brand reputation and labour compliance explain franchisees’ responses to enacting their IR obligations?
The team found that it was in the best interest of the franchisor to maintain tight control over the areas of product quality and labour conditions because, unlike other small and medium sizes businesses, both parties are accountable to the customer for the product. Whilst franchisees were found to continue focussing their resources on maintaining product quality rather than IR compliance, by disassociating themselves from the legal and moral accountabilities of misbehaving franchisees, franchisors also relied on administering heavy penalties to bring franchisees into IR compliance.
In concluding, Dr Kellner called for more research into the global context under which franchises operate in an effort to better understand IR within in them. And of the three Australian case studies, says Ashlea:
“To franchisors, ‘good IR’ was exhibited by a lack of known indiscretions [about employment matters]. They were more focussed on the muffins [the product] – on the internal regulation of product quality – than on IR.”
Under the banner of the ‘Asian Century Futures Initiative’, Griffith University and Peking University have established a Griffith-Peking University Collaborative Research Scheme to facilitate reciprocal research exchanges and joint funding proposals for the purpose of developing collaborative research.
2014 Collaborative Research Scheme Projects
The development of empathy in Chinese and Australian Children
Collaborators: Dr Glenda Andrews, School of Applied Psychology, Griffith University and Professor Yanjie Su, Department of Psychology, Peking University
Responses of soil carbon under different land uses of Australia and China to global warming: biogeochemical mechanisms
Collaborators: Assoc Professor Chengrong Chen and Professor Tony Carroll, School of Environment, Griffith University and Professor Jin-Sheng He, College of Urban and Environmental Sciences, Peking University
Anti-infectious drug discovery from traditional Chinese medicines
Collaborators: Dr Yun Jiang Feng, Eskitis Institute for Drug Discovery, Griffith University and Assoc Professor Yafen Wu, School of Pharmaceutical Sciences, Peking University
Tandem nanocatalyst for carbon dioxide hydrogenation
Collaborators: Dr Ziyang Huo, QLD Micro- and Nanotechnology Centre, Griffith University and Professor Yawen Zhang, College of Chemistry and Molecular Engineering, Peking University
Enhance and promote the use of waste stabilisation ponds for wastewater treatment in Australia and China
Collaborators: Dr Miao Li, Smart Water Research Centre and Professor Charles Lemckert, Griffith School of Engineering and Smart Water Research Centre and Associate Professor Mingquan Yan, College of Environmental Sciences and Engineering and Professor Hansong Zhang, Peking University – Ministry of Water Resources Joint Research Center for Safe Drinking Water in Rural Areas, Peking University
Implementing research evidence into clinical management of Peripheral Intravenours Catheter (PICV) in a Chinese tertiary hospital – a pilot knowledge translation study
Collaborators: Dr Frances Lin, Griffith Health Institute, Griffith University and Professor Shaomei Shang, School of Nursing, Peking University
Managing rapid urbanisation in an age of climate change and increasing environmental concern – lessons from China and Australia
Collaborators: Professor Darryl Low Choy, Urban Research Program, Griffith University and Professor Canfei He, Centre for Urban Development and Land Policy, Peking University
To establish the reliability and validity of the Beijing Performance-Based Functional Ecological Test (BJ-PERFECT) in individuals with Schizophrenia
Collaborators: Professor David Shum, Griffith Health Institute and Professor Raymond Chan, Institute of Psychology, Chinese Academy of Science and Professor Xin Yu and Dr Chuan Shi, Institute of Mental Health, Peking University
Sweet approach to Sino-Australian drug discovery
Professor Mark Von Itzstein, Institute for Glycomics, Griffith University and Professor Xin-Shan Ye, State key Laboratory of Natural and Biomimetic Drugs, Peking University
Rule-based systems for Wasterwater Resource Control
Collaborators: Professor Kewen Wang, Institute for Integrated and Intelligent Systems, Griffith University and Professor Kedian Mu, School of Mathematical Science, Peking University
Investigating the potential of sustainable tourism to enhance the bilateral relationship between Australia and China
Collaborators: Professor David Weaver, Dr Ying Wang, Dr Anna Kwek, Griffith Institute for Tourism (GIFT) and Professor and Director Tiger Wu, The Centre for Recreation and Tourism Research, Peking University
Low cost and environmentally benign 3D graphene networks for energy storage devices
Collaborators: Assoc Professor Shanqing Zhang, Griffith School of Environment and Professor Yanglong Hou, College of Engineering, Peking University
The announcement was made by the Federal Minister for Education, The Honourable Christopher Pyne MP, at an awards ceremony in Canberra.
The Australian University Teacher of the Year award recognises an academic with an exceptional record of advancing student learning, educational leadership and scholarly contribution to teaching and learning. It has a value of $50,000.
And in an extraordinary achievement, Griffith received a further four prestigious Australian Awards for University Teaching.
Vice ChancellorProfessor Ian O’Connorhas warmly congratulated Associate Professor Bartleet and the other Griffith winners.
“These awards are an acknowledgment of the quality teaching and outstanding contributions made to student learning here at Griffith,” Professor O’Connor said.
“I am so very proud that the commitment and dedication of Associate Professor Barleet and her fellow recipients has been recognised on the national stage.”
In addition to the Teacher of the Year Award, Associate Professor Bartleet also received an Award for Teaching Excellence for her work in the development of innovative practices and community engagement initiatives in music learning and teaching. She is a national leader in arts-based service learning with First Peoples and internationally recognised as a catalyst for the creation of learning programs that mobilise and connect students, educators and community partners.
Associate Professor Leonie Rowan, from Griffith’sSchool of Education and Professional Studies, is another recipient of a Teaching Excellence Award. Associate Professor Rowan has made an extensive practice and scholarly contribution to developing our “teachers of the future”. She has been particularly influential in developing transformative strategies to facilitate quality educational outcomes for diverse learners. In 2013, Associate Professor Rowan was awarded the Australian Teacher Education Association: Teacher Educator of the Year.
The Griffith English Language Enhancement Strategy (GELES),implemented by Ms Pamela Humphreys, Dr Ben Fenton-Smith, Dr Ian Walkinshaw, Dr Rowan Michael, Dr Ana Lobo, Mr John Smith and the Student Linx Team, received the Award for Programs and Teams that Enhance Student Learning.
GELES is designed to enhance the academic success of both international and domestic students with English as an Additional Language (EAL) background. Its systematic service delivery across the student life cycle is unique in Australia and a series of state, national and international awards have benchmarked GELES as best practice in its field.
The Griffith University Widening Tertiary Participation Program for Pasifika Communities (Pasifika),implemented by Ms Suzanne Wilkinson (Lead), Ms Glenda Stanley, Mrs Francella Timu, Dr Judith Kearney, Ms Martina Donaghy andAdjunct Associate Professor Barrie O’Connor, was also acknowledged with the Award for Programs and Teams that Enhance Student Learning.
This program supports Pasifika peoples by encouraging aspirations for university study, building the capacity of future and current Griffith University students, and enhancing community engagement with higher education.The program has received recognition at state, national and international levels and has been influential in shaping education policy for Pasifika students.
Academic Provost Professor Adam Shoemaker also thanked the winners for their sustained contribution to outstanding learning and teaching at Griffith: “Added to the six out of six national citations we received mid-year, this is a terrific and well deserved achievement.”
A challenging and inspirational film demonstrating the life-changing power of education will be screened by the Asia Pacific Centre for Sustainable Enterprise at Griffith University’s South Bank campus on Friday (December 12).
‘Girl Rising’ spotlights the lives of nine girls growing up in different parts of the developing world, from Nepal to Haiti, from Cambodia to Afghanistan, and tells their individual stories through the voices of renowned actors like Meryl Streep, Liam Neeson and Cate Blanchett.
The documentary-film presents the harsh realities encountered by girls around the world, and the positive impact that education has on their future lives.
“Our events aim to support and promote new and innovative business models and in this case we are focusing on school as sustainable enterprise,” APCSE Director, Professor Jeremy Williams, said.
“For this screening we are working with Melbourne-based enterprise One Girl.”
Anyone interested in seeing the film can log on to Asia Pacific Centre for Sustainable Enterprise website for more information and details about how buy tickets, which cost $20. Proceeds go to One Girl.
The screening starts at 6pm at the Griffith Film School at Dock Street, South Brisbane.
Meryl Streep said the movie delivers tangible hope that ‘the world can be healed and helped to a better future’.
Forty-plus degree temperatures could not keep delegates–including Centre members Kate Shacklock, Georgina Murray, Elliroma Gardiner, and Higher Degrees Research (HDR) students Jessica Blomfield (pictured right), Mahan Poorhosseinzadeh and Vishal Rana–away from the G20 International Dialogue on Women in Leadership held at South Bank, Brisbane on the 16-17 November, 2014. With welcomes from Professor Ian O’Connor, Vice Chancellor Griffith University, and The Hon. Dame Quentin Bryce AD CVO, delegates were encouraged to focus conversations on action and progress. The inclusion of a target in the G20 communiqué to reduce the gender gap in the workforce by 25% by 2025 (which will bring 100 million women into the workforce) was a hot topic for all speakers in the opening sessions.
Griffith University Chancellor The Honourable Leneen Forde AC.
Griffith University’s own Chancellor, the Hon. Leneen Forde AC (pictured left), told interesting tales of her younger years as a lawyer, receiving much less pay than male counterparts doing exactly the same job!In a sign of dramatic changes having since occurred in pay equality, the audience drew breath in disbelief! Winnie Byanyima(Chief Executive, Oxfam International) was a highlight from the first evening. She argued that women’s participation in work is a human rights issue, not an economic one, but commented that if making it an economic issue is what was needed to get it on the global agenda – then ok! There was a heated debate around quotas for women in leadership roles as Michaelia Cash (Minister Assisting the Prime Minister for Women) outlined the Liberal National Party’s (LNP) position on quotas in parliament. She claims that women should be elected based on merit, not gender. The opposing argument (which the crowd seemed most in favour of) was that quotas create the opportunity for women to be elected based on merit, made memorable by one delegate commenting “if you don’t have a seat at the table, you are probably on the menu”!
Day two saw seven panels and three keynote speakers. The panel on ‘Women in politics and government: alliances, strategies and power’ was particularly excellent. Professor Anne-Marie Slaughter (President and CEO, The New America Foundation) and Professor Jane Halton PSM (Secretary, Department of Finance, Australian Government and the highest ranked woman in the public service), advocated for flexible working conditions and mentoring. Professor Slaughter sparked many Tweets (#IDWL14) when she declared that men who take the role of primary caregivers are breaking boundaries in gender equality along with women in leadership roles.
A key theme to emerge from all discussions was the need to shift social norms around gender, with many speakers affirming that women’s participation in leadership roles creates a symbol for broader social norms and change. Delegates were also urged to remember the varying contexts and conversations of gender equality across cultures and development. The final session closed on a positive note, with agreement that while much has been achieved for women in leadership and in the workforce, there is still much more to be done.
For the sixth year in a row, students from the Queensland Conservatorium Griffith University have made the incredible 2,484km journey to Tennant Creek in remote central Australia
The Winanjjikari Service Learning Program, run in collaboration with Barkly Regional Arts, is an immersive project bringing together students and Indigenous musicians for a cross-cultural learning and performing experience.
The initiative was established in 2009 and then expanded on a national scale in 2012, following the awarding of an Office for Learning & Teaching grant to Associate ProfessorBrydie-Leigh Bartleet.
Intercultural friendship
According to Associate Professor Bartleet, the annual trip allows students to experience first-hand the “richness of Indigenous cultures”.
“The project develops intercultural understanding, deepens students’ appreciation of Indigenous culture and also supports Indigenous communities through arts activities that directly benefit them,” she says.
“Each year the students are able to collaborate with the local musicians and ultimately develop wonderful relationships with each of the artists they work with.”
A digital story showcase has since been created to present student experiences from the latest trip, which Associate Professor Bartleet describes as being embedded with “some wonderful insights about music, culture and life”.
Queensland Conservatorium students and local Indigenous musicians in Tennant Creek.
Success from thelatest trip
“Our sixth year was bigger and better than ever!” she says.
“Students performed under the stars at a special jam night as part of the Desert Harmony Festival to an audience of over 600 people, including both locals and others via online streaming, as well as taking part in BAMFest.
“They also worked on sound recording projects, mixing, camerawork for live broadcasts, lighting and stage set-ups, workshops in the local schools, painted backdrops, catalogued paintings and artworks, attended cross-cultural classes and acted as roadies.
“As always, there were tremendous lessons in music, culture, festival work, and life in remote Australia and our students certainly did us proud this year.”
This year’s students included Caleb Colledge (classical percussion), Madi Morris (jazz guitar), Mikayla Birthisel (popular music), Ben Lamberton (music technology) and Anders Pize Teo (music technology).
Influencing national curriculum
Associate Professor Bartleet explains that the original intention of the national project was to incorporate Indigenous arts into Australian universities and colleges.
“While some educators have brought Indigenous artists into creative arts classrooms, the inclusion of Indigenous content is often tokenistic and abstract,” she says.
“This arts-based service learning project aims to demonstrate how collaborative partnerships between students and Indigenous communities can create Indigenous curriculum content in a culturally appropriate way.
“Tennant Creek and the Barkley region are rich in Indigenous cultural life with about 70 per cent of the populations Indigenous, so made for an ideal location.”
Partner Barkly Regional Arts provides an interface between Indigenous and on-indigenous cultures, providing 50 annual programs and projects to more than 800 artists across the region.
Winanjjikari Music Centre, run by Barkly Regional Arts, is a music production house and training centre for Indigenous musicians and music production technicians in Tennant Creek.
Tertiary partners include Curtin University and the University of Western Sydney.
To learn more about the research that informs this work, click here
The clarion call for feminists — male and female — from the G20 summit and the subsequent International Dialogue onWomen in Leadership was the triumphant 25% for 2025. That is, we will get women to be 25 % of the paid workforce by the year 2025. We are not saying how we will do it, but we will do it.
And why not?
Isn’t it emancipatory to get women into the paid workforce away from the drudgery of the kitchen, unpaid child-care and the penury of unpaid domestic labour?
Maybe-maybe not.
Maybe the reality of having a tough domestic situation would be made twice as tough, overlaid by a challenging paid work situation where you have to work anti-social long hours or undertake anti-social work — a brothel, for example, is one of the few relatively well paid jobs for working women.
This is the current deal:
Household, Incomes and Labour Dynamics in Australia (HILDA) Survey shows that workforce participation in Australia has gone up between 2001 and 2008, labour force participation rates of mothers with children under the age of 15 increased from 63% to 69% for partnered mothers, and from 52% to 61% for lone mothers.
Amongst mothers whose youngest child was under the age of two, participation rates increased from 40% of partnered mothers and 30% of lone mothers in 2001, to 52% of partnered mothers and 40% of lone mothers in 2008.
Families were able to claim 30% of their out-of-pocket costs for approved childcare, and the subsequent increase in the rebate to 50% of out-of-pocket expenses in July 2008.
BUT in 2008, 20% of working mothers and fathers said they felt worried about what goes on with their children while they are at work and both mothers and fathers noted lower levels of life satisfaction.
There is a 17.5% gender gap between what males are paid and what females are paid (ABS).
In 2010, single men’s wealth was on average 23% higher than single women’s wealth holdings. This is a doubling of the gender wealth gap since 2002, when it was 10% (HILDA).
Women, even in top jobs — such as university jobs — are paid less.
About 40% of households have little or no wealth. However, in 2010, single female households in the top-quartile of the wealth distribution achieved, on average, a net worth of A$814,900 while single males in the top quartile had wealth of close to A$1 million (HILDA).
Why don’t we go back to giving men and women real choices?
“Women can also hinder themselves by their own attitudes. Senior women should not be waiting around for the right male mentor to come along, but they do need support to network and create their own opportunities.” Or “[s]ometimes perception is part of the problem. Women need to put themselves in the centre of the picture, or the business problem.”
Or have an Abbott paid parent maternity leave scheme that gives to the rich disproportionately.
But look instead to structural solutions such as –
Having a single non-means tested lump-sum payment per child. This would give mothers or fathers a real chance to stay at home with the child or get high quality child care. This could be assisted by having a single family unit based tax as currently allowed in other OECD countries.
How do we pay for all of this I can hear the Neo-liberals cry: through a Robin Hood tax or the Financial Transaction Tax (FTT), or as referred to in this case, to the European Commission’s proposal for a tax of 0.1% on the transfer of shares, bonds and other financial instruments, and 0.01% on derivatives.
Making real well funded choices for women and men with excellent child care means that women would really have a choice not be driven by necessity as they currently are into a workforce that continues to exploit their labour and stress their home lives.
Two international experts in the field of human services and disability will partner with Griffith University for a symposium ahead of the roll-out of the National Disability Insurance Scheme (NDIS) in Queensland.
Professor Tim Stainton from the University of British Columbia in Canada, and Dr Michael Kendrick from Kendrick Consulting in Massachusetts, USA will headline the Griffith University-hosted NDIS Symposium on the 8th December 2014.
People with disability will also speak at the symposium, sharing their experiences with current disability support, and outlining what they believe to be the most important issues for the implementation of the NDIS.
Griffith University’s Professor Lesley Chenoweth, one of Australia’s leading social work and disability scholars, will chair the event being held at the Anti-Discrimination Commission on Albert Street in Brisbane.
“Griffith University’s NDIS Symposium is an opportunity to hear from, share ideas with and network with people who have a disability, their families, service providers and researchers in the sector,” Professor Chenoweth said
“It is critically important that the voices of all those who will be most impacted by the NDIS are heard.”
The Symposium is the third and final Griffith NDIS event for 2014. It will focus on housing, self-direction of support, and safeguards such as protecting people from neglect, abuse and exploitation.
Tony Hayes, Deputy Director General of the Department of Communities, Child Safety and Disability Services, will deliver the opening presentation which will be an overview of Queensland’s preparedness for the NDIS roll-out.
Tony is a member of the Queensland Planning and Implementation Group for the NDIS in Queensland.
The NDIS is a national insurance scheme, which individualises funding and support to accommodate the choices of a person. It will provide greater equity and enhance an individual’s capacity for social inclusion and independence.
As one of the last states in Australia to adopt the NDIS, Queensland will be rolling out the Scheme between 2016 and 2019.
Resources and a transcript from the day will be available online after the event.
Fly-in fly-out maintenance manager Grant Wise has taken full advantage of program flexibility since taking his first steps to an MBA with Griffith University.
He flies out of Brisbane each Monday morning to a central Queensland mine and returns on Friday, and manages to effectively combine online study options with intensive classes at the weekend.
“It is working brilliantly for me because I’ve an hour and a half on the plane to read and do nothing else. During the week I’m away from my family, so I can lock myself in a room and study without interruptions. Most of my good work is done up here or on the plane.”
Grant has worked for NRW, a leading contractor to the Australian resource and infrastructure sectors, at Middlemount Coal Mine for the past two years.
He says his employers and Griffith University have been very supportive since he started studying a Graduate Certificate in Business Management in July 2014.
“Starting study was daunting but at the same time I’ve really enjoyed it. I’ve really got into the reading and have been learning subjects outside of my core business. It’s been a great eye-opener.”
Grant has worked in mining since 1997, first plying his trade at a Kalgoorlie gold mine in WA, before moving on to coal mines in NSW, New Zealand and Queensland. He currently runs a workshop on a dry-hire contract at Middlemount, hiring equipment to the mine owner.
“I manage the on-site business and through the MBA I want to build on this experience and learn how to run a business. I’m looking to step up the professional ladder and get to a point where I can enter the corporate side of the business. I want to influence the industry.”
One key area where he hopes to apply his MBA knowledge is sustainability. “It’s going to involve thinking differently, thinking a little more for the future than we have done. As an industry we’ve got to think smarter.”
The MBA includes a commencing semester subject — Sustainability Thinking and Systems — plus seven core subjects on management disciplines, three electives, and a capstone subject on strategy and innovation in the final semester. To qualify for the course, students need an undergraduate degree and three years’ relevant full-time work experience.
The Griffith MBA is the highest-ranking Australian MBA in the Aspen Institute’s Centre of Business Education’s most recent Beyond Grey Pinstripes Global 100 list, ranking at 26 due to its focus on responsible leadership, sustainability business practices and the Asia-Pacific region. It is also ranked one of the country’s top 10 MBA programs in the annual Australian Financial Review BOSS magazine MBA survey.
Three Griffith University graduates have made the prestigious GradConnection list of Australia’s top 100 most employable students of 2014.
The trio comprises Griffith Business School graduate Christina Ruiz (Finance and Accounting) — who also won the Westpac Group Accounting and Financial Services Top 100 Award — and Engineering graduates Brodie Chan (Civil Engineering) and Krystine Chung (Electronic and Biomedical Engineering).
GradConnection links graduates with prospective employers offering positions, programs, work experience and internships across Australia and the Asia-Pacific. Launched in 2008, it is partnered with more than 200 active employers across 40 industries.
Applicants for the Top 100 list undergo a rigorous selection process and Christina, who has also represented Australia in surf lifesaving, was singled out by the judges for the Westpac-sponsored award for her maturity, drive and outstanding achievements.
“For the first step in my full-time career, I would like to work in a graduate program that provides me with the opportunity to learn, grow and succeed,” she says.
Brodie Chan
“The quotation I live my life by is ‘If it is to be, it’s up to me’. You can’t rely on other people to make things happen. As an individual, I am motivated to be the best that I can be and never stop wanting to challenge my skills and myself.”
As well as working as a sessional tutor for the Griffith School of Engineering and as an undergraduate civil engineer with Brisbane consultancy GHD, Brodie Chan is the outgoing Chief Operations Officer for ENACTUS Griffith University, which supports the local community via student-run engagement projects.
“My long-term goal is to make a difference to society through being part of a team that delivers sustainable infrastructure,” he says.
Krystine Chung
Meanwhile, having completed her Master of Engineering (Engineering Management) in 2014, Krystine Chung is a laboratory demonstrator for multiple undergraduate engineering courses at Griffith. A former recipient of the University Medal and the Award for Academic Excellence, Krystine was listed among the Top 20 most employable graduates.
The 2014 GradConnection Top 100 Awards dinner was held at Sydney’s Museum of Contemporary Art.
