Equal Opportunity Policy
Overview
The University of Adelaide recognises that honesty, integrity, respect, fairness, and embracing differences are fundamental to achieving the advancement of learning and knowledge.
The University strives, through continuous improvement, to integrate equal opportunity principles into all aspects of its activities through its decision-making and planning processes.
Through this policy the University seeks to promote the principles of equal opportunity; equity, fairness and social justice and to acting in accordance with relevant legislation.
For immediate assistance contact:
* HR Service Centre 8313 1111 (staff)
* Ask Adelaide 8313 5208 (students)
* Security 8313 5444 (after hours)
Scope and Application
This Policy seeks to encourage an inclusive, respectful and fair environment for all people whilst engaged in University-related activities.
This Policy is intended to operate in conjunction with the University of Adelaide's Code of Conduct, Enterprise Agreement (as amended), related policies, procedures, and the relevant legislation. This Policy is in addition to any code of conduct that may apply to a particular profession or arising from membership of a professional organisation.
The Equal Opportunity Policy applies to the activities of the University and the University encourages its Controlled Entities and Affiliates to adopt the policy principles.
Policy Principles
1. The University requires all people engaged in University-related activities to ensure their conduct complies with the principles of equal opportunity outlined in this Policy and in accordance with the University's Code of Conduct, Enterprise Agreement (as amended), related policies, procedures, and the relevant legislation.
2. The University aims to provide an inclusive environment for all people by identifying and eliminating where possible systemic barriers to equitable access and participation.
3. The University uses non-discriminatory, inclusive language in its corporate documents.
4. The University is pro-active in developing strategies, frameworks and training programs to successfully increase access and encourage success for designated under-represented groups in order to overcome disadvantage.
5. The University seeks to ensure that all people engaged in University-related activities are provided equitable access to available opportunities.
6. The University develops monitoring and reporting processes that support the systematic implementation and management of equal opportunity objectives and strategies.
7. The University adopts effective procedures and processes to resolve complaints of unlawful discrimination.
Responsibilities
The Vice-Chancellor and President is the University's designated Equal Opportunity Coordinator and has responsibility under this Policy for endorsing strategies, frameworks and plans that promote equal opportunity and enhance an inclusive, non-discriminatory environment. The Vice-Chancellor is assisted by the senior executive team comprising the Deputy Vice-Chancellors, Chief Operating Officer and Vice-President (Services and Resources), Executive Deans and Pro Vice-Chancellors.
All members of the University Community have a responsibility to work individually and collectively to achieve a work and study environment in which equal opportunity is fostered. This will assist the University to achieve equal opportunity in employment and education.
Managers and supervisors have the responsibility to communicate the policy to employees and ensure it is followed.
Procedures
2. Conflict of Interest Procedure
4. Student Behaviour and Conduct Process
Training Programs
The University will provide training and refresher courses and these will be available on an ongoing basis.
DEFINITIONS
Equal Opportunity: means fairly treating staff and students.
Fair treatment is:
- treating people as individuals without making judgments based on irrelevant personal characteristics
- creating a work environment free from discrimination, harassment, bullying and victimisation
- allowing all members of the University Community to work and participate to their full potential
- making decisions based on merit.
The University Community: Staff, students, volunteers, visitors, titleholders, contractors and consultants at campuses, sites and centres of the University of Adelaide are members of the University Community for the purposes of the Policy.
Discrimination: is treating or proposing to treat, an individual unfavourably because of their particular personal characteristics (e.g. ethnicity, place of origin, language and culture) or because they belong to a certain group (e.g. socio-economic status).
Discrimination can be direct or indirect:
- Direct discrimination can occur when a person or group is treated less favourably than another peron or group in a similar situation, because of a particular characteristic.
- Indirect discrimination involves imposing a requirement, condition or practice that operates to disadvantage a person or group with a particular characteristic, and that is not reasonable.
Unlawful Discrimination includes unfair treatment of a person in areas of public life on the basis of the following characteristics: age, association with a child, caring responsibilities, gender identity, disability, marital or domestic partnership status, pregnancy, race, religion, religious appearance or dress (in work or study), sex, sexual orientation, or spouse or domestic partner's identity. Sexual harassment, bullying or victimisation (including of a person who is a whistleblower) is also unlawful. See the Fair Treatment Procedure Information Sheet.
Harassment: is unwelcome conduct that might reasonably cause a person to be offended, humiliated or intimidated because they have a particular attribute. Harassment can also occur if someone is working in a 'hostile' - or intimidating - environment. The behaviours can be overt or subtle, verbal, non-verbal or physical.
Victimisation: is unfairly treating people for complaining, helping others to complain, either within the University, to the Equal Opportunity Commission or another external agency. Unlawful victimisation is unfair treatment for complaints about discrimination or sexual harassment.
This document is a component of Equal Opportunity Policy
https://www.adelaide.edu.au/policies/4183
Policy Control Information
RMO File No. | 2016/7018 |
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Policy custodian | Vice-Chancellor and President |
Responsible policy officer | Executive Director, Human Resources |
Related Policies | Academic Integrity Policy Behaviour and Conduct Policy By-Laws of the University of Adelaide Code of Conduct Disability Action Plan 2020-2024 Dornwell Framework 2020-2022 Health, Safety and Wellbeing Policy and Handbook Inclusive Language Guidelines Legal Compliance Policy Preventing and Responding to Workplace Bullying Reasonable Adjustments to Learning, Teaching and Assessment for Students with a Disability Policy Reconciliation Action Plan Recruitment Policy Responsible Conduct of Research Policy Statutes of the University of Adelaide Student Charter Student Misconduct Rules The Higher Education Standards Framework (Threshold Standards) 2015 University of Adelaide Enterprise Agreement (as amended) University of Adelaide Wellbeing Framework University Volunteer Policy Values and Behaviour Framework |
Related legislation | Age Discrimination Act 2004 Australian Human Rights Commission Act 1986 Civil Liability Act 1936 (SA) Disability Discrimination Act 1992 Disability Services Act 1986 Disability Inclusion Act 2018 (SA) Disability Standards for Education 2005 Education Services for Overseas Students Act 2000 [ESOS Act] Equal Opportunity Act 1984(SA) Fair Work Act 2009 Racial Discrimination Act 1975 Racial Vilification Act 1996(SA) Sex Discrimination Act 1984 Work Health and Safety Act 2012 (SA) Workplace Gender Equality Act 2012 |
Effective from | 30 March 2023 |
Review Date | 29 March 2026 |
Contact for queries about the policy | Human Resources Service Centre, tel: 8313 1111 or email hrservicecentre@adelaide.edu.au |
Please refer to the Policy Directory for the latest version.