Casual Staff Induction
Equity, Ethics and
Social Justice
University of New England
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UNE Equity Policies and Procedures
• Anti-Racism Policy & Guidance Materials
• Cultural Diversity Priority Statement
• Equal Employment Opportunity Policy
• Gender Representation on Decision Making &
Advisory Committees
• Sex-Based Harassment Policy
and Procedures
UNE Values
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Formative
Respectful
Inclusive
Flexible
Innovative
A GUIDE FOR ETHICAL
DECISION MAKING
• Is the decision or conduct lawful?
• Is the decision or conduct consistent with University policy,
UNE’s strategic plan and code of conduct?
• What will the outcome be for the staff member; colleagues;
students; the University and other parties?
• Do these outcomes raise a conflict of interest or lead to
private gain at the expense of the University?
• Can the decision or conduct be justified in
terms of the public interest and would it
withstand public scrutiny and the standards
set by the NSW Ombudsman’s Office and
ICAC?
Valuing Diversity
 Show courtesy,
sensitivity and respect
 Value different
perspectives
 Allow for a range of
needs
 Use inclusive language
and check language is
not a barrier
Valuing Diversity
 Be open to unfamiliar
aspects of interpersonal
behaviour (body
language, space, eye
contact etc.)
 Offer assistance where
appropriate
 Seek
information/assistance
for yourself if required
Email your
enquiries to:
staffequity@un
e.edu.au
UNE EQUAL EMPLOYMENT
OPPORTUNITY POLICY AIM
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promote the development of a University culture supportive of employment equity and diversity
principles;
provide equal employment opportunities within UNE, identify and remove barriers to
participation and progression in employment, and implement an affirmative action program for
Equity groups as defined in the legislation, namely women, Aboriginal and Torres Strait Islander
peoples, racial, ethnic and ethno-religious minorities, and people with disabilities;
ensure that appointment and advancement of staff are determined on the basis of merit;
prevent and eliminate discrimination against staff on the grounds of sex, marital status,
pregnancy or potential pregnancy, race or ethnic background, age, carer responsibilities, sexual
orientation, disability, political or religious belief or transgender status;
take active steps to redress any past discrimination through the provision of programs for Equity
group members; and
ensure that all of its management and educational policies and practices reflect and respect the
social and cultural diversity contained within the University and the community it serves.
The University expects all staff to act in accordance with this policy
EEO Rights and Responsibilities
• Your EEO rights include a workplace free from
discrimination and harassment; fair treatment;
grievances dealt with in accordance with correct
procedures; and equal access to training and
development opportunities.
• Your EEO responsibilities include treating others
fairly; taking action to prevent harassment and
discrimination; respecting diversity; and carrying
out your work to the best of your ability and
providing quality service.
HARASSMENT AND
DISCRIMINATION
UNE is a
harassment and
HARASSMENT AND
DISCRIMINATION
• Harassment is any form of behaviour which is unwelcome,
unsolicited and unreciprocated, which makes the
workplace unpleasant, humiliating or intimidating for the
person who is the target of that behaviour.
• Direct discrimination is where someone is treated less
favourably than another in the same or similar
circumstances on any of the grounds and in any of the
areas covered by legislation i.e. where a characteristic or
presumed characteristic is used as the basis for a
decision.
• Indirect discrimination is where apparently neutral
practices, rules or decisions in reality exclude or
disadvantage certain categories of people covered by
legislation.
Race related discrimination
It is unlawful to discriminate against or harass someone
because of their:
• Race
• Colour
• Descent
• National or ethnic origin
In the classroom, academic staff must ensure that both their
own commentary and the discussion of students is
reasonable, mild, and does not impact on the human dignity
of any party to the discussion.
Sex and gender related
discrimination
It is unlawful to discriminate against or harass someone
because of their:
• Sex
• Marital or relationship status
• Pregnancy or potential pregnancy
• Breastfeeding
• Family responsibilities
• Sexual orientation
• Gender identity
• Intersex status
Disability-related
discrimination
It is unlawful to discriminate against or harass someone who:
• Has a disability
• Had a disability in the past
• May acquire a disability in the future
All types of disability are covered, including: physical,
intellectual, psychiatric, sensory, neurological or learning
disabilities, physical disfigurement, illnesses such as HIV/AIDS
Age-related discrimination
It is unlawful to discriminate against
someone because of their age
Internet, Social Media and
Email
• Harassment can occur in cyberspace as well as in physical
locations.
• Interactions between work colleagues on the internet, via
email, text message or on Facebook, Twitter or other social
media are covered by anti discrimination laws. If
harassment occurs during these interactions, the
perpetrator can be held responsible.
• Use of social media can blur the line between your
professional and personal life. You should think about
where you want to maintain that line. For example, if you
are an academic, you might want to consider carefully
whether you are willing to accept your students as social
media ‘friends’ as this might be perceived as conflict of
interest.
UNE Social Media Policy
UNE Social Media Policy aims to ensure
that all members of the University
community using social Media, have
guidance about the University’s
expectations of online etiquette and
responsible conduct within a social media
environment
UNE Social Media Policy
• While engaging with social media can deliver
significant benefit to the University, it is also a
medium that due to its scale and speed of
transmition, can magnify both positive and
negative discourse and publicity
• The University expects everyone to act in
accordance with Social Media Policy
Bullying
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Bullying is repeated unreasonable
behaviour that is intimidating, offensive,
humiliating or degrading.
Bullying could be a form of unlawful
harassment if it is directed at someone
because of one of the grounds covered by
anti-discrimination legislation, e.g. their
sex, race, disability etc., or if it creates a
hostile environment on one of these
grounds.
Bullying is not limited to conduct by a
senior person. Behaviour by a person at the
same level as you, or even junior to you,
may be bullying.
Bullying behaviour can breach industrial
and/or criminal laws, as well as the
University policy.
Inappropriate Relationships 1
• A conflict of interest arises when the professional
responsibilities of a staff member towards a student or a
subordinate colleague are effected, or perceived to be
affected, by a special personal relationship with the student
or colleague.
• Teachers, supervisors and managers hold special positions
of authority and trust over their students and employees.
Engaging in sexual relationship violates this trust.
Inappropriate Relationships 2
Conflict of interest and abuse of trust are just some
issues to consider. Other issues include:
• Academic Integrity
• Supervision of PhD Students
• Teachers, supervisors and managers need to
ensure, for their own protection, that there is no
basis for a student to claim to have
misinterpreted their actions - potential for
relationship to become ‘sexual harassment’
Inappropriate Relationships 3
It is a good practice to avoid socialising ALONE with a
student you are supervising. For example, you should avoid:
• Meals to celebrate birthdays or other occasions
• Supervisory meetings held at your or your student’s home
• supervisory meetings held over a drink in a pub or bar
• Going for a quick drink after a meeting
Inappropriate Relationships 4
• The staff student relationship must not jeopardise the
academic integrity or effective functioning of the University.
In relationships with students, the staff member is expected
to be aware of their professional responsibilities and must
avoid apparent or actual conflict of interest, favouritism or
bias.
• The University expects that: (i) employees will declare any
conflicts of interest in accordance with the Conflicts of
Interest Policy; (ii) employees will behave in accordance with
the Code of Conduct; and (iii) where close personal
relationships exist, employees will act in a professional
manner whilst conducting the University's work.
Inappropriate Relationships 5
Where a staff member has a
student relative or friend,
that staff member should
not take any part in any
academic or administrative
decision-making processes
in respect of that student,
for example assessment
procedures or evaluation of
a students work,
classification for honours,
etc.
Legislation
Fair Work Act 2009, section 351(Cth)
Racial Discrimination Act 1975 (Cth)
Sex Discrimination Act 1984 (Cth)
Australian Human Rights Commission Act 1986
(Cth)
• Disability Discrimination Act 1992 (Cth)
• Age Discrimination Act 2004 (Cth)
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Complaints & Grievances
If you are discriminated against or harassed
you can complain about this treatment through
the internal process at the University or
through an external agency such as the Fair
Work, WorkCover, ComCare or the Australian
Human Rights Commission.
Grievances 1
• Where possible the preferred method of resolving
issues of harassment, bullying and discrimination
within the workplace is informal
• Where a staff member does not feel safe or
confident enough to self manage a situation, they
can seek the assistance of another person to raise
the issue, such as their supervisor or health and
safety representative
Grievances 2
Where this is not appropriate or where informal
attempts have been unsuccessful
 as a formal complaint under the Grievance
Procedures provided in the relevant Enterprise
Agreement, or
 where the matter is health or safety related by
submitting an Incident Report to Human Resource
Services
Complaints
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Chief University Ombudsman
University Secretariat
Booloominbah S11
University of New England
Armidale, NSW 2351
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Complaints to the
Chief University
Ombudsman should
be lodged in writing
• It is unlawful to victimise a person who makes
a complaint or who provides evidence about
someone else’s complaint
• If you are involved in a complaint in any way –
as a complainant, a respondent, a witness or a
manager – you must maintain confidentiality
about the complaint
Support Services - HR
Support Services – Employee
Assistance Program
The Employee Assistance Program (EAP) is a
professional, independent and confidential
counselling service with Centacare New
England North West
All UNE staff can access the counselling services provided through EAP
Access to the Employee Assistance Program
02 6738 7200
8 a.m. – 5 p.m. Mon-Fri
Thank you