Responsible officer: Vice-Chancellor
Designated officer: Deputy Vice-Chancellor
Approval authority: Council
Approval: C06/17, 21 February 2006
Last amended: 30 October 2007
Effective starting date: 22 February 2006
Any policies replaced by this policy:
Policy number: G9
Related policies and plans:
- Discrimination and Harassment - Governing Policy
- Code of Conduct
- Certified Agreement
- Student Conduct and Discipline Policy
- Student Grievances and Appeals - Governing Policy
- Recruitment, Selection and Appointment Policy
- University Health and Safety Policy
Related procedures:
- Staff Discrimination and Harassment Complaint Procedures and Guidelines
- Student Grievances and Appeals – Procedures and Guidelines
1. Overview
The University of the Sunshine Coast Equity Policy provides a statement of commitment to the principles of equity in employment (staff) and education (students), freedom from discrimination on the basis of attributes unrelated to the purpose of the University and from harassment of all forms.
2. Policy
2.1 The University of the Sunshine Coast Council and staff are committed to the elimination of discrimination on the basis of attributes which are not relevant to the proper conduct of University business including:
- 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
- physical appearance (body shape and size)
- association with, or relation to, a person identified on the basis of any of the above attributes.
2.2 The University will take all reasonable steps to actively promote an environment in which there is equality of opportunity, freedom from discrimination on the basis of attributes listed in 2.1 and from all forms of harassment in employment and education for all staff, students and visitors to the campus.
2.3 The University will put in place specific policies and procedures aimed at promoting equity and eliminating discriminatory and harassing practices and providing a means of redress where discrimination or harassment have occurred.
2.4 The University will take steps to actively promote equality of opportunity and elimination of discrimination and harassment by:
- addressing past and current disadvantage
- education of the University community
- integration of equity considerations into all University wide, Faculty and area plans
- providing adequate funding for equity measures
- reviewing University policy, rules and procedures to eliminate any direct, indirect or systemic discriminatory provisions or practices.
2.5 The University Council may determine that particular groups or attributes in addition to those named in state and federal legislation, will be included as identified equity groups or attributes for the purposes of University equity plans and equal opportunity, discrimination and harassment policies.
2.6 The University will promote social and cultural cohesion by respecting and valuing the diversity of staff and student backgrounds and cultures through teaching and management practices and in the provision of administrative and other services on campus.
2.7 University policies will include special measures (additional services or special conditions which are only available to identified equity groups or persons with particular attributes as defined in this policy) where there is justification for doing so on the basis of past or current disadvantage and inequity.
2.8 Equity in employment shall be encouraged and addressed in conditions of service including appointment, progression, classification (equal pay for equal work) and access to staff development for all targeted equity groups and Indigenous people. Selection and progression of staff shall be based on the merit principle.
2.9 Equity in educational access, participation and success of students shall be encouraged and addressed through programs contained in a Student Equity Plan, an Aboriginal and Torres Strait Islander Education Strategy and a Disability Action Plan.
3. Definitions
3.1 Merit principle: (in employment) the extent to which a person has the relevant abilities, aptitude, skills, qualifications, knowledge, experience and achievements (including community experience), characteristics and personal qualities; and where applicable, the manner in which the person carried out the duties or functions of any previous position or previous educational or other learning experiences; and the extent to which a person has the potential for development.