Monash as a leading Australian university with an international reputation for innovation and excellence in teaching and research, recognises that honesty, fairness, mutual respect and the responsible exercise of power are fundamental to achieving equity for all.
The University strives, through a process of continuous improvement, to fully integrate equal opportunity into all aspects of its activities through its decision-making and planning processes.
Monash University is committed to providing staff, students, contractors and visitors with an environment free from all forms of unlawful discrimination, harassment, vilification and victimisation. This will be achieved by:
- requiring all staff, students, contractors and visitors to ensure their conduct complies with the equity principles outlined in this policy and the University's Ethics Statement;
- providing an inclusive and flexible environment for students and staff by identifying and removing any remaining systemic barriers to equitable access and participation;
- using non-discriminatory, inclusive language and practices;
- developing plans and facilitating programs to successfully increase access and promote success in education and employment for designated under-represented groups in order to overcome disadvantage;
- ensuring that all Monash University students and staff have access to benefits and services in an equitable manner, including assistance to reasonably accommodate a person’s disability;
- developing and promoting processes that support the systematic implementation, monitoring, reporting and management of equal opportunity; and
- providing effective mechanisms to resolve complaints of unlawful discrimination, harassment, vilification and victimisation.
Staff, students, contractors and visitors are required to comply with all procedures made under this policy applicable to their position.
Discrimination: is treating or proposing to treat, an individual unfavourably because of a personal attribute that is protected under discrimination law, such as: a disability, disease or injury, including work-related injury; race, colour, descent, national origin, or ethnic background; age; parental status or status as a carer; pregnancy or potential pregnancy and breastfeeding; marital status or relationship status; political belief or industrial activity, such as being a member of a trade union or student association, or lack of activity; religious belief; sex, sexual orientation, gender identity, lawful sexual activity or intersex status, including gay, lesbian, bisexual, transsexual, transgender, queer and heterosexual; an association with someone who has, or is assumed to have, one of these characteristics; employment activity (meaning a reasonable request for information about, or an expression of concern about, the provision of employment entitlements).
Direct Discrimination: can occur when a person or group is treated less favourably than another person or group in a similar situation, because of a protected attribute.
Indirect Discrimination: involves imposing a requirement, condition or practice that operates to disadvantage a person with a protected attribute, and it is not reasonable.
Harassment: is unwelcome conduct that might reasonably cause a person to be offended, humiliated or intimidated because of their sex; pregnancy; marital or relationship status; family responsibility; breastfeeding; race, colour, ethnic or ethno-religious background, descent or national identity; age; sexual orientation, gender identity, trans-sexuality or intersex status; disability; union affiliation, political conviction, religious belief or any other characteristic specified under human rights legislation. Harassment can also happen if someone is working in a 'hostile' - or intimidating - environment. The behaviours can be overt or subtle, verbal, non-verbal or physical.
Vilification: is any form of conduct that incites hatred against, serious contempt for, or revulsion or severe ridicule of a person or group of people because of their race or religion. Such conduct can be a single event or series of events over a period. It may include the use of internet, Facebook, Twitter and e-mail to publish or transmit statements.
Victimisation: is any detriment suffered because a person has made or been involved in the expression of a concern or making of a complaint about conduct covered by these procedures.