Equal opportunity and anti-discrimination policies and practices are required of universities and other organisations under state and federal legislation in Australia. It is unlawful to discriminate against staff and students in employment and education on the grounds of their sex, race, sexuality, marital status, pregnancy, family responsibilities, age, disability, political or religious beliefs.
The legislation includes the Equal Employment Opportunity for Women in the Workplace Act (1999) which aims to ensure that present and potential female employees have the opportunity to achieve their greatest potential in the workplace.
At Flinders University we strongly support equal opportunity and inclusive practice. We have a number of internal policies and strategies that support the legislative requirements. These are complemented by the development of programs and initiatives in all areas and at all levels of the University that support and encourage diversity in our staff and student population.
We have a well-established structure to address grievances associated with discrimination and harassment, including sexual harassment. Our procedures have an emphasis on informal resolution processes and in many instances we are able to respond quickly to problems that arise and achieve a positive outcome for all people concerned.
Flinders also places a strong emphasis on the prevention of discrimination and harassment. We have a range of programs aimed to support diversity in our community and ensure that all staff and students, including those who have in the past been excluded from some or all aspects of University life, have an equal opportunity to study or work at Flinders.
As Vice-Chancellor to Flinders University, I encourage all staff and students to incorporate equal opportunity principles into their academic and working practices so that the culture of equal access and equal opportunity that we have created within this University extends into all aspects of university life.
Professor Michael N Barber