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Equal opportunity

The Global Equal Opportunity Policy is a statement affirming the University's commitment to promoting equal opportunity in education and employment in compliance with the laws applying in its countries and regions of operation, and to eliminating unlawful direct and indirect discrimination. It refers to beliefs in the value of free and rational inquiry and in the pursuit of knowledge as a key to understanding, tolerance, and improvement of the human condition; to being fair, equitable and sensitive to the diverse needs of its students and staff; and to supporting access by disadvantaged groups.

The policy is available at http://adm.monash.edu/sss/equity-diversity/equal-opportunity/policies/globaleopol.html

Monash University aims to provide a working and learning environment which is open to the perspectives and experiences of individuals and groups from different backgrounds and which is free form all forms of discrimination and harassment. To this end, the University actively promotes a workplace and environment for study where maximum potential can be realised, productivity and morale heightened and conflicts reduced. Under its Global Equal Opportunity Policy, the University makes a commitment to ensure fairness and equity in all policies and practices and undertakes to comply with the laws of the country in which it operates.

Monash University's Global Equal Opportunity Policy, based on Australian state and federal legislation, forbids discrimination on the basis of the following (known as `protected grounds'):

  • race, colour, national or ethnic origin, nationality
  • sex or gender, lawful sexual activity, gender identity, marital status, pregnancy or potential pregnancy, breastfeeding, status as a parent or a carer
  • religious or political belief or activity, industrial activity
  • age, physical features, disability (past, present or imputed), medical record
  • personal association with a person who is identified by reference to any of the listed attributes, and
  • on any other ground which the University Council on the advice of the equal opportunity committee will after due consideration determine to be a basis of discriminatory practice.

University-appointed advisers are available to staff and students for confidential advice and information on all matters relating to equal opportunity. No action will be taken on a student's behalf without their knowledge and consent.

Discrimination, vilification and sexual harassment

The Discrimination and Sexual Harassment Grievance Procedures (associated with the Global Equal Opportunity Policy) can be used to resolve complaints of sexual harassment or of selected forms of direct/indirect discrimination. The University must have jurisdiction over the parties involved and the initial complaint must have included an allegation of discrimination, sexual harassment or vilification.

Monash University has established discrimination and sexual harassment grievance procedures in recognition of its commitment to equal opportunity in education and employment and its obligations under Australian equal opportunity and anti-discrimination legislation. The University is committed to providing an environment where students and staff are able to work and study effectively, without fear of unlawful discrimination or harassment. Staff or students may seek advice or complain under these procedures if they believe that they have been subjected to unlawful direct or indirect discrimination, sexual harassment, racial or religious vilification or victimisation.

Any unfavourable treatment that a person suffers as the result of having been involved in a discrimination, sexual harassment or vilification complaint as complainant, other party, or as a witness may constitute victimisation and is unacceptable.

What is discrimination?

Direct discrimination is treating or proposing to treat a person less favourably on the grounds of race, colour etc (see the list under `Equal opportunity' above) than another person is treated or would be treated in the same or similar circumstances. Indirect discrimination is when a requirement, condition or practice is imposed which has a disproportionately negative impact on a particular group because of a protected ground such as race or sex and the requirement, condition or practice is not reasonable.

What is vilification?

Vilification covers conduct that incites hatred against, serious contempt for, or revulsion or severe ridicule of another person or class of person on the grounds of their race or religion.

What is sexual harassment?

Sexual harassment is an unwelcome sexual advance or unwelcome request for sexual favours or other unwelcome conduct of a sexual nature, in circumstances in which a reasonable person would anticipate that the person harassed would be offended, humiliated or intimidated. Sexual and other forms of harassment may occur among peers or co-workers, or in staff-student, student-staff or student-student situations.

Sexual harassment may occur as a single incident or a series of incidents and may include:

  • personally offensive comments
  • sexual or smutty jokes
  • comments or teasing about a person's alleged sexual activities or private life
  • persistent unwelcome invitation/s or telephone calls on campus or at home
  • being followed home from campus
  • offensive hand or body gestures
  • physical contact such as patting, pinching, touching or putting an arm around another person
  • the display of sexually suggestive material
  • unwanted declarations of affection
  • sexual assault and rape.

In specific cases where stalking, sexual assault or other forms of criminal conduct are involved, referral to the University's investigations supervisor will be provided.

Forms of sexual behaviour which may initially appear mild or trivial can constitute severe harassment in staff-student or employer-employee relationships where there is formal inequality of personal status.

Further information