The following University Codes and Policies relate directly to equity and diversity
A Code of Conduct for Staff applies to all officers and employees of the University. The ethical obligations contained in the Code are derived from the Public Sector Ethics Act 1994.
The Student Charter and the Research Higher Degree Candidate Charter define the rights and responsibilities of both students and the University.
The University's Internet Code of Practice is intended to operate within and be consistent with existing University policies and statutes in areas such as: sexual harassment, racism, equal opportunity, freedom of information and student discipline and misconduct.
The Equity and Diversity policy commits the University to provide equal opportunity of access, participation and advancement in employment and education, and a work and study environment free of discrimination and harassment.
The Family Support for Work and Study policy affirms that the University is 'committed to the principle of equal opportunity for staff and students and promotes a work and study environment that respects work, study and family responsibilities.'
The policy Professional Development Support for Staff with Carer Responsibilities provides access to some financial relief for staff with these responsibilities who wish to engage in key professional development activities.
The Recruitment and Selection Policy affirms equitable application of the merit principle throughout recruitment and selection processes.
The Racism policy states 'racism and its manifestations including racial prejudice and racial discrimination constitute unacceptable behaviour and that racism is actively discouraged within the University community'. Refer also to Valuing Diversity, Opposing Racism.
The University statement on Reconciliation establishes commitment to the process of national reconciliation with its indigenous peoples.
Education Principles on Indigenous Australian Matters 'provide a basis to develop policy and strategies to improve the understanding of students and staff of Indigenous issues and to recognise the importance and contribution of Indigenous Knowledge as an emerging discipline.'
The University's commitment to the Aboriginal and Torres Strait Islander Employment Policy 'will directly contribute to the development and maintenance of the University as a place for diversity that will attract and retain Aboriginal and Torres Strait Islander students, increase the pool of Aboriginal and Torres Strait Islander candidates for employment across all areas of the University, and ensure the recognition and further development of the abilities and skills of Aboriginal and Torres Strait Islander employees.'
The University Disability Policy applies to both staff and students and 'supports the right of people with disabilities to work and study on an equitable basis with other members of the University community'. Policies on provision of alternative academic programs and arrangements for reasonable adjustment in examinations relate to students only.
Goals, actions and accountabilities are set out in the University's Disability Action Plan for Staff and Students.
An overarching Discrimination and Harassment Policy aims to ensure that staff, students and visitors are not subjected to behaviours, practices or processes that may constitute discrimination, harassment, vilification, bullying or victimization.
The policy on Student Grievance Resolution includes administrative procedures, a flowchart depicting the resolution process for a variety of grievances, and information on support for students.
The Staff Grievance Resolution policy and procedures encourage less formal and early resolution of many types of staff grievances. Some matters are dealt with under other polices and procedures.
Management of Sexual Harassment Grievances explains the University's policy and procedures for identifying and dealing with sexual harassment.