Equal Employment Opportunity &
Affirmative Action Policy
1. Overview The University of Wollongong is guided in all its activities by a commitment to the principles of equal employment opportunity and social justice, high ethical standards including accuracy, honesty, cooperation, respect, tolerance and acceptance of obligations as well as rights.
The University aims to create a positive, equitable environment in which all staff and students are treated fairly. It is committed to providing an environment where students and staff can work effectively without fear of discrimination or harassment. It seeks to celebrate the diversity of our campus community.
2. Scope This policy applies to all staff of University of Wollongong at campuses located within Australia and to all staff of the University of Wollongong employed within Australia undertaking activities overseas.
3. Delegations
The Vice-Chancellor and the Pro Vice-Chancellors (Operations and Academic) with special responsibilities for equal opportunity are responsible for equal opportunity, discrimination and harassment policies.
Development, coordination and implementation of the employment equity and diversity policies are the responsibility of Director of EED (in consultation with the EED Committee). Accountability for ensuring that employment equity and diversity is implemented throughout faculties, schools, departments and divisions rests with all Deans, Associate Deans, Directors and Unit Heads.
Implementation of equal employment opportunity is the responsibility of all staff.
4. Equal Opportunity on Campus
Equal opportunity will be actively promoted on campus by:
- creating an environment free of discrimination and harassment
- providing clear and accountable educational and management policies and practices
- developing, implementing, monitoring and reporting on equity strategies and plans
- developing and operating affirmative action programs to increase access and promote success in employment for designated under-represented groups
- providing the campus community with comprehensive learning and awareness programs on equity issues
- enhancing the quality of student learning through the provision of culturally, socially and gender inclusive curricula, teaching methods, assessment and campus support services, and
- providing effective mechanisms to resolve complaints.
5. Equal Employment Opportunity
The University undertakes to promote equal employment opportunity for staff in all aspects of the University’s activities. Equal employment opportunity results when the person best qualified is successful without discrimination through processes which are open, transparent, competitive and based on merit. The University has a longstanding commitment to the elimination of unlawful direct and indirect discrimination and harassment on the basis of:
- race , colour , descent , national or ethnic origin , ethno-religious background
- sex
- marital status
- pregnancy or potential pregnancy
- disability, (including physical, intellectual or other disability and illnesses such as HIV/AIDs) whether real or imputed, past, present or future disabilities
- age
- homosexuality
- transgender status
- carers' responsibilities.
This policy relates to all aspects of employment, including recruitment and selection, promotion, job classification, staff development, supervision and interpersonal relationships.
The University is committed to policies and programs ensuring that persons with equivalent skills and qualifications have an equal chance of obtaining a position and of advancing within the University.
Staff members have the right to work and access services in an environment that is safe, equitable, free from discrimination and harassment, and in which everyone is respected and treated fairly. Staff also have a responsibilityto treat other staff and students fairly, with respect and without discrimination or harassment.
Heads of Units, managers and supervisors are required to implement equal opportunity in the workplace on a day-to-day basis. In practice, this includes but is not limited to:
- taking active steps to prevent and eliminate discrimination and harassment
- dealing fairly and equitably with complaints or grievances from staff
- managing staff fairly, including consulting staff about decisions affecting them
- providing all staff with equitable access to development opportunities (ie training, study leave) to achieve career goals
- conducting recruitment and selection processes fairly and in accordance with correct procedures; and by
- assisting members of equal employment opportunity (EEO) target groups.
This policy complies with Commonwealth and NSW anti-discrimination legislation. Reference to specific legislation, and a summary of the grounds and areas covered by specific legislation are available through EO Online at
6. EO Online
To create the environment as outlined in paragraph 5 above, the University has initiated an equal opportunity online learning program.
"EO Online: fair play on campus" http://eoonline.uow.edu.au/ is a comprehensive education program forming part of the University's pro-active strategy to reduce discrimination and harassment on campus. EO Online provides both the theoretical knowledge and practical understanding of how to apply equal opportunity principles on campus. All staff are encouraged to complete module 1 as a minimum.
Module 1 must be completed by all new staff in the first 6 months of their employment.
Module 1 and 2 must be completed by the following groups of staff involved in activities which make it particularly important for them to complete both modules
- All senior staff, Heads of Units, managers and supervisors
- Personnel staff
- Members of recruitment or promotion committees.
7. Affirmative Action
Affirmative Action is a systematic approach to the identification and elimination of barriers encountered by target group members. It involves the development of specific programs in consultation with all members of the University community and their respective unions or associations.
The University recognises that certain groups of people are affected by past or continuing disadvantage or discrimination in employment. As a result they may be more likely to be unemployed or working in lower paid jobs. These groups include women, Indigenous Australians, members of racial, ethnic and ethno-religious minority groups, and people with a disability.
The University is committed to the development of affirmative action programs appropriate to our staff profile.
8. University of Wollongong 's Equal Opportunity Reporting and Programs
The University provides a number of annual reports under various federal and state legislation including
- Equal Opportunity in the Workplace for Women Act 1999 (Commonwealth)
- Anti-Discrimination Act 1977 (NSW)
Current reports and programs are available on the University’s website at http://staff.uow.edu.au/eed/
9. Responses to Discrimination or Harassment
Staff members who believe that they have been subjected to discrimination or harassment should raise the issue with their immediate supervisor. The matter should be raised with a supervisor at the next level should their immediate supervisor be part of the problem.
Advice may also be sought from the EED Unit or from human resources staff, or from staff union advisors.
The University also provides a counselling service to staff.
9.1 Informal Grievance Resolution
Resolution of grievances is usually most effective at a local level through direct communication between the parties involved or alternatively through a management representative or impartial mediator. While it is suggested these informal internal processes should be explored in the first instance, complainants always have the option of making a formal complaint through either internal or external processes.
9.2 Formal Grievance Resolution
Formal complaints lodged internally can be made through the Grievance Resolutions Procedures. http://staff.uow.edu.au/eed/grievanceresolution.html
The NSW Anti-Discrimination Board or Federal Human Rights and Equal Opportunity Commission are both external agencies, which receive discrimination or harassment complaints. Normally once a complaint has been lodged externally, internal processes will not be activated.
Refer to the University Directory for internal points of contact or EO Online for up to date internal and external contact and procedural information.
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