Discrimination & Harassment Resources
The following brochures are available from the Equality for staff in
Discrimination, Sexual Harassment People and Fairness Unit at
and Bullying Policy and Procedures
The Discrimination, Sexual Harassment and
Bullying Policy and Procedures provides a Somewhere over the Rainbow: Eliminating
process under which staff and students can Sexuality Discrimination
raise concerns about discrimination on the Outlines the relevant legislation, the benefits
grounds of sexual orientation/sexuality, of respecting diversity, and the costs of
gender identity, or any other grounds discrimination.
covered by equal opportunity legislation.
Discrimination: Who can I talk to?
It also covers harassment of a sexual nature Discusses the relevant legislation and
between people of the same gender, and University policy, and provides further
harassment of a sexual nature that relates to information on the role and contact details of
a person’s known or assumed sexual Discrimination Advisers.
Sexual Harassment: Who can I talk to?
Provides a definition of sexual harassment and
addresses some of the common The University of Melbourne is committed to the
misconceptions. The brochure also provides principle of equal opportunity in
Advice & Assistance
further information on the role and contact education and employment.
The University has a network of details of the Sexual Harassment Advisers.
Discrimination Advisers (DAs) and Sexual Equal opportunity means that all staff and students have
Harassment Advisers (SHAs) who can advise University Policy Library the right to fair and equitable treatment and access to
staff who have concerns about resources and services at the University.
discrimination on grounds of sexual The University Policy Library contains all
orientation/sexuality, gender identity, or any policies relating to staffing issues, including
other grounds covered by the University’s parental leave, flexible work options, and
Discrimination, Sexual Harassment and family leave provisions. The University Policy
Bullying Policy and Procedures and related Library is available at
The names and details of these Advisers can
be found on the People and Fairness Unit
website at People and Fairness Unit
www.hr.unimelb.edu.au/strategic/equity, or The University of Melbourne
(03) 8344 7798
by calling the People & Fairness Unit on www.hr.unimelb.edu.au/strategic/equity
Equal Opportunity Human Resources Policies
at the University of Melbourne
In accordance with state and federal legislation
which cover staff in same-sex relationships
the University endeavours to make all areas of
employment, such as recruitment, conditions
of employment, training and development,
promotion and the supervision and
management of staff, free from direct or Parental Leave Compassionate/Bereavement
indirect discrimination on the grounds of: The University’s parental leave policy includes Leave
age maternity leave, partner leave, and adoption Upon the death of a close family member, a
leave. staff member is entitled to two days of paid
The University of Melbourne Collective leave up to and including the day of the funeral.
disability or impairment
Agreement 2010 acknowledges the diversity of Generally, upon the death of a wife or husband
employment actvity relationships and families. (including a de facto spouse), same-sex
gender Partner Leave and Adoption Leave policies domestic partner, father, mother, brother,
marital status provide equal entitlements to men and women, sister, child, or step-child and, in some cases,
improving access and equity for staff in same- father-in-law or mother-in-law, a staff member
pregnancy or potential pregnancy
sex relationships. is entitled to 2 days paid leave up to and
sexual orientation or preference including the day of the funeral.
lawful sexual activity Family Leave Flexible Work Options
parental or carer status Eligible staff members are entitled to up to five days' The University has in place a number of
physical features non-cumulative carer’s leave per year, to care for policies which provide flexible work options
members of the staff member’s immediate family or for staff.
race or colour household.
religious belief or activity These include: home-based work, job share,
If a staff member has not yet accrued or exhausts flexi-time, reduced working week year scheme,
social and economic circumstances his or her entitlement to carer’s leave under this planned career break, and fractional and part-
industrial activity provision, he or she may access his or her accrued time employment.
political beliefs or activity sick leave entitlement for the caring purposes
outlined above, up to an aggregate of ten days paid These options can be used by any member of
National extraction or social origin leave per annum. staff when seeking to balance work and family
personal association with a person who is responsibilities.
identified by reference to any of the above