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Equity, Diversity and Inclusion Rule

Section 1 - Purpose and Scope

(1) This rule provides an overarching statement of the University of New England’s commitment to equity, diversity and inclusion as one of the foundations of excellence in teaching, research and community service.

(2) This rule applies to all UNE representatives and students of the University of New England.

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Section 2 - Rule

(3) UNE recognises that fostering diversity benefits the University community and results in a safe, innovative and prosperous environment. UNE strives to build a vibrant community which respects the inherent dignity of the individual and values the unique knowledge, skills, abilities, life skills and competencies that each person can contribute to learning and workplace culture.

(4) UNE is dedicated to providing an environment that upholds the principles of social justice without fear of discrimination, harassment or bullying, where all students, employees and others participating in our community are treated with dignity, courtesy and respect. It thrives to build a vibrant community which respects the inherent dignity of the individual and values the unique knowledge, skills, abilities, life skills and competencies that each person can contribute to learning and workplace culture.

(5) UNE acknowledges that societal historic and ongoing disadvantage has created barriers to access and progression for some groups in the community and will work to become part of the solution of inequality. UNE is committed to our social and community responsibilities in line with the principles founded on the Universal Declaration of Human Rights.

(6) UNE recognises that many members of its community experience multiple forms of prejudice and discrimination and that equity and diversity targets can only be met if they consider the intersectional lived experience of its members.

(7) Each member of the UNE community is recognised and valued for their diversity. The significance of Aboriginal and Torres Strait Islanders as the nation’s First Peoples is particularly acknowledged.

(8) UNE is committed to promoting equity, diversity and inclusion by providing an environment that values and understands diversity in society. UNE will promote and support diversity and inclusion in all its activities, through the following:

   a. Fostering a culture that embraces equity in employment, education and research with a particular focus on gender equity and Aboriginal and Torres Strait Islander inclusion;
   b. Zero tolerance for unlawful discrimination, sexual harassment, victimisation or vilification and the provision of avenues for resolving complaints. Resolution processes will be fair, consistent, transparent and timely.
   c. Zero tolerance of hate advocacy. There may be instances where academic freedom and freedom of speech prevail within UNE’s institutional autonomy under law and as per UNE’s Freedom of Speech Rule and Academic Freedom Statement.
   d. Meeting its compliance requirements in relation to modern slavery.
   e. Continuous review of employment practices including: recruitment, retention, performance management, promotions, talent identification and identification of high potentials, succession planning, training and development, resignations and key performance indicators for managers and remuneration, to avoid discrimination and bias;
   f. Providing relevant training to UNE representatives and students, including cultural competence, unconscious bias and disability awareness training;
   g. Promoting the participation of people from diverse backgrounds through Representation Action Plans and the Representation on Decision Making and Committees Procedures, which includes the implementation of a 40:40:20 gender balance and representatives from a culturally and racially marginalised background, from the LGTBQIA+ community and representatives with a disability;
   h. Encouraging UNE representatives and students to communicate in ways that are inclusive and reflect UNE’s commitment to valuing diversity. UNE’s publications and official documents will use inclusive and non-discriminatory language;
   i. Working towards making digital content, services and systems as accessible to as many people as possible. Our online content aims, where possible, to conform to Level AA, of the World Wide Web Consortium’s Web Accessibility Striving to meet the Digital Transformation  Agency’s Requirements for Australian Government websites (WCAG 2.0).

(9) UNE operationalises all objectives identified in this rule through representation action plans, targeted strategies, Equity, Diversity and Inclusion Procedures, Acknowledgement of Country Guidelines and the UNE Inclusive Language Guidelines

(10)  This rule must be read in conjunction with the following legislation, standards and codes:

   a. United Nations Convention on the Rights of Persons with Disabilities;
   b. Workforce Gender Equity Act 2012 (WGE Act);
   c. Disability Discrimination Act 1992 (Cth);
   d. United Nations and Australian Convention Agreements;
   e. Australian Human Rights Commission Act 1986 (Cth);
   f. Age Discrimination Act 2004 (Cth);
   g. Fair Work Act 2009 (Cth);
   h. Racial Discrimination Act 1975 (Cth);
   i. Racial Hatred Act 1995 (Cth);
   j. Sex Discrimination Act 1984 (Cth)
   k. Disability Standards for Education 2005 (Cth);
   l. Higher Education Standards Framework (Threshold Standards) 2021 (Cth);
   m. Higher Education Support Amendment Act 2023
   n. Anti-Discrimination Act 1977 (NSW)
   o. Government Sector Employment Act 2013; and
   p. Multicultural NSW Act 2000 (NSW)

 

Part A -  Roles and Responsibilities

(11) Each UNE Representative and student is responsible for ensuring they uphold the principles in this Rule.

 
Role Responsibility
Vice-Chancellor and Chief Executive Officer (VC&CEO) The VC&CEO has the ultimate responsibility for staff equity, diversity and inclusion policies, practices and programs across the University.
UNE Representatives  UNE Representatives are expected to have an understanding of equity, diversity and inclusion and responsibility for the implementation of such within their sphere of activities.
Equity, Diversity and Inclusion Advisory Committee (Equity Committee) The University’s Equity Committee provides oversight and guidance on the University’s performance in equity, diversity, inclusion and belonging to the VC&CEO and the UNE Executive Team. The Equity Committee makes recommendations, through the Chairperson, to the executive sponsor, the UNE Executive Team and UNE’s governance bodies, including the Audit and Risk Committee,on matters relating to equity, diversity, inclusion and belonging in education and employment at UNE. 
Chief Operating Officer (COO) The COO has responsibility for staff equity, diversity and inclusion matters.
Deputy Vice-Chancellor (DVC)  The DVC has responsibility for student equity, diversity and inclusion matters.
Director People and Culture (DirP&C) Director People and Culture (DirP&C) (as Rule Administrator) is authorised to make procedures and guidelines for the operation of this Rule. The procedures and guidelines must be compatible with the provisions of this Rule.
Committee Chairs Committee Chairs are responsible for examining the terms of reference of their Committees to ensure compliance with the Representation on Decision Making and Advisory Committees Procedures. This may include: limited term membership; provision for ex-officio members (particularly those who also chair committees) to be represented by a nominee who will be a member of one or more minority group; provide for a deputy chairperson or for rotation of the chairperson's office; or broaden eligibility to include more junior members of staff. 
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Section 3 -
Authority and Compliance

(12) The Vice-Chancellor and Chief Executive Officer, pursuant to Section 29 of the University of New England Act, makes this University Rule.

(13) University Representatives and Students must observe it in relation to University matters.

(14) The Director People and Culture (as Rule Administrator) is authorised to make procedures and guidelines for the operation of this University Rule.  The procedures and guidelines must be compatible with the provisions of this Rule.

(15)  The Executive Principal Student Experience is authorised to make procedures and guidelines for procedures and guidelines under this Rule that are student related. The procedures and guidelines must be compatible with the provisions of this Rule.

(16) This Policy operates as and from the Effective Date. 

(17) Previous Rule on Equity and Diversity and related documents are replaced and have no further operation from the Effective Date of this new Rule.

(18) Notwithstanding the other provisions of this University Rule, the Vice-Chancellor and Chief Executive Officer may approve an exception to this Rule where the Vice-Chancellor and Chief Executive Officer determines the application of the Rule would otherwise lead to an unfair, unreasonable or absurd outcome.  Approvals by the Vice-Chancellor and Chief Executive Officer under this clause must be documented in writing and must state the reason for the exception. 

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Section 4 - Quality Assurance

(19) The Deputy Vice-Chancellor (DVC) and Director People and Culture will regularly monitor and report to the VC&CEO on the operation and effectiveness of this Rule. 

(20) The Deputy Vice-Chancellor (DVC) and Director People and Culture will be required to provide an annual attestation to Audit and Risk Committee on compliance with the Rule, and to report breaches of the Rule in accordance with the Compliance Rule and Compliance Procedures. 

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Section 5 -  Definitions specific to this Rule

(21) Aboriginal and/or Torres Strait Islander - Is a person who is of Australian Aboriginal and/or Torres Strait Islander descent, identifies as an Australian Aboriginal and/or Torres Strait Islander person, and is accepted and known as an Australian Aboriginal and/or Torres Strait Islander person by the community in which he or she has lived. A member of a group of persons in the modern Australian population who are descended from the first inhabitants of Australia immediately prior to European settlement. 

(22) Intersectionality - refers to the ways in which different aspects of a person’s identity can expose them to overlapping forms of discrimination and marginalisation.

(23) Hate Advocacy - Means advocacy, promotion or incitement, in any form, of the denigration, hatred or vilification of a person or group of persons, as well as any harassment, insult, negative stereotyping, stigmatisation or threat in respect of such a person or group of persons and the justification of all the preceding types of expression, on the ground of "race", colour, descent, national or ethnic origin, age, disability, language, religion or belief, sex, gender, gender identity, sexual orientation and other personal characteristics or status. Also referred to as ‘Hate Speech’ by the European Commission against Racism and Intolerance, see https://www.humanrightsguide.sk/en/themes/freedom-of-expression-media/freedom-of-expression/hate-speech.  

(24) LGBTQIA+ – Is an acronym for people who are lesbian, gay, bisexual, transgender and gender diverse, intersex, queer and questioning, asexual and a-romantic, plus other related identities. Variations of this acronym are used by different organisations and individuals.

 

All comments provided via the Bulletin Board are made available the Policy Owner. governance and management committees and must comply with the UNE Code of Conduct.