1. Purpose

1.1 This policy provides a statement of the commitment by the University to create a work and study environment which values the rich diversity of its staff and students. The University aims to facilitate equitable access and full participation for those staff and students from disadvantaged backgrounds or who are under-represented. The University encourages all members of the University community to take personal responsibility for working to eliminate discriminatory practices.

1.2 This policy is consistent with the University’s requirements under the following legislation:

• University of the Sunshine Coast Act 1998 (Qld)
• Age Discrimination Act 2004,
• Anti-Discrimination Act 1991
• Australian Human Rights Commission Act 1986
• Disability Discrimination Act 1992
• Fair Work Act 2009
• Fair Work Regulations 2009
• Human Rights Act 2019
• National Higher Education Code to Prevent and Respond to Gender-based Violence 2025
• Racial Discrimination Act 1975
• Sex Discrimination Act 1984
• Work Health and Safety Act 2011
• Workplace Gender Equality Act 2012

If inconsistencies exist between this policy and legislated provisions the latter prevails to the extent of the inconsistency.

2. Scope and application

2.1 This policy applies to staff and students of the University in any area and at any time they are undertaking work or study related activities both within Australia and overseas, including during work placement and international conferences. This policy also applies to volunteers, contractors and visitors to the University. It draws its principles from the values and strategic goals stated in the University of the Sunshine Coast Strategic Plan 2025-2028.

3. Definitions

3.1 Please refer to the University’s Glossary of Terms for policies and procedures. Terms and definitions identified below are specific to this policy and are critical to its effectiveness:

Attribute: a characteristic which a person has, or may be imputed to have now, previously or in the future. A protected attribute is one that is listed in the Anti-Discrimination Act 1991 (Qld) and includes:

• parental status
• pregnancy
• breastfeeding
• religious belief or activity
• political belief or activity
• relationship status
• sex
• lawful sexual activity
• gender identity
• sexuality
• age
• race, nationality or ethnic origin
• disability or impairment
• trade union activity
• family responsibilities
• association with, or relation to, a person identified on the basis of any of the above attributes.

Intersectional approach recognises that individuals may experience overlapping and compounding forms of discrimination, disadvantage, or privilege (e.g., based on gender, Indigeneity, race, disability, sexuality, socio-economic status). In practice, this means considering the whole person and understanding that people may be affected by GBV in different ways depending on their identity and circumstances. This ensures responses are culturally safe, inclusive, and responsive to diverse realities.

Reasonable adjustment: a specific measure put in place to enable equitable access or participation in employment or education.

Trauma-informed response refers to responses that recognise the impact of trauma, prioritise safety and agency, use clear communication, avoid re-traumatisation, and promote empowerment and choice.

4. Policy Statement

4.1 Principles

4.1.1 The University is committed to the principles of equity, fairness and inclusivity. It recognises that there are groups have experienced long term or systemic disadvantage and is dedicated to addressing this by taking appropriate and reasonable measures to ensure equal access and participation in all aspects of university life for its staff, current and prospective students and other members of the university community.

4.1.2 The University strives to prevent unlawful discrimination, bullying, harassment (including sexual harassment), victimisation, vilification, violence (or threats of violence), and gender-based violence in all aspects of its operations and to create an environment where all members of the University community can work and study within a culture based on mutual respect. Such a culture encourages the use of inclusive language and respectful interpersonal interactions.

4.1.3 The University takes an intersectional approach, recognising that individuals may experience overlapping forms of disadvantage. The University is committed to ensuring that its policies, practices and services are culturally safe and informed by an understanding of trauma.

4.2 Actions

4.2.1 The University will take all reasonable steps to actively promote an environment in which the diversity of its staff, students and wider community members is valued and where people can reach their full potential without fear of being discriminated against or bullied or harassed, either on the basis of an attribute protected under anti-discrimination legislation or some other attribute irrelevant to their role within the University community.

4.2.2 The University will systematically review its policies, procedures and guidelines to ensure they are consistent with and reflect the principles of equity and social justice and are compatible with human rights. The aim is to remove barriers to full participation in employment or education, making reasonable adjustments as necessary, and to undertake consultation with those most affected by its decisions.

4.2.3 The University recognises the distinct cultural rights of Aboriginal peoples and Torres Strait Islander peoples of Australia as a human right, and in partnership with the local Elders and their communities, will develop plans and programs to increase access to employment and education for Aboriginal and Torres Strait Islander people.

4.2.4 The pedagogical principles of universal design will be considered and incorporated as appropriate in order to enhance the quality of the student experience by catering for the diversity of students and the range of learning styles, and by ensuring the teaching and learning experience is inclusive of cultural, social and gender diversity.

4.2.5 The University will systematically review its employment programs, including recruitment, retention, performance management, promotions, talent identification and workforce planning, learning and development, turnover, and remuneration to ensure practices are consistent with the principles of this policy and free from bias.

4.2.6 The University will provide mandatory induction and periodic refresher training for staff and students on respectful relationships, gender-based violence prevention, bystander intervention, trauma-informed practice (role-appropriate), and technology-facilitated abuse.

4.2.7 Where safety risks are identified (for example, gender-based violence related risks), interim protective measures may be implemented, such as no-contact directions, adjustments to study/work arrangements, or safe rostering/class allocation, consistent with applicable procedures.

4.2.8 While all members of the University community have a role to play in the implementation of this policy, the Director, People and Culture and Academic Registrar and Director, Student Services are specifically tasked with promotion of this policy and ensuring staff and students respectively, are aware of their rights and obligations.

5. Authorities and responsibilities

5.1 As the Approval Authority, Vice-Chancellor and President approves this policy in accordance with the University of the Sunshine Coast Act 1998 (Qld).

5.2 As the Responsible Executive Member the Vice-Chancellor and President can approve procedures and guidelines to operationalise this policy. All procedures and guidelines must be compatible with the provisions of this policy.

5.3 As the Designated Officer the Director, People and Culture can approve associated documents to support the application of this policy. All associated documents must be compatible with the provisions of the policy.

5.4 This policy operates from the last amended date, with all previous iterations of policy documents on Equity, Diversity and Inclusion are replaced and no longer operating from this date.

5.5 All records relating to Diversity, Equity and Inclusion must be stored and managed in accordance with the Records Management - Procedures.

5.6 This policy must be maintained in accordance with the University Policy Documents – Procedures and reviewed on a standard policy review cycle.

5.7 Any exception to this policy to enable a more appropriate result must be approved in accordance with the University Policy Documents – Procedures prior to deviation from the policy.

5.8 Refer to University Delegations – Governing Policy in relation to the approved delegations detailed within this policy.

The following authorities are delegated under this policy:

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