Employment Equity & Diversity Lyn Tucker EE&D Officer University of New England

Employment Equity & Diversity… towards an inclusive environment Support and programs for Equity groups Indigenous Australians People with disability People whose first language is other than English Women EO Adviser Scheme Ally Network

Employment Equity & Diversity… towards an inclusive environment EEO Management Plan Sex-based Harassment Policy Anti-racism Policy Cultural Diversity Priorities Statement Gender Representation on Decision making Committees Policy Dignity and Respect in the Workplace Charter EO Online: Fair play

Sex-based Harassment Policy Sexual harassment Harassment on the basis of sexual orientation Gender based discrimination Other harassment

Sex-based Harassment Policy Other harassment … is unwelcome may influence, directly or indirectly an individual’s employment, promotion prospects or related issues, academic status or academic accreditation; or may have the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile or offensive working, university residential or academic environment.

Grievance and complaint handling through the Equity Office — procedures … sort the matter out directly with the other person (if possible/appropriate) options of moving straight to the formal procedure or to the Human Rights and Equal Opportunity Commission and/or the Anti-Discrimination Board of NSW. supervisor, Equity Officer or EO Adviser can intervene with permission of complainant and facilitate informal discussions/ mediation and/or conciliation

Procedures cont’d lodge formal complaint (goes to Vice- Chancellor and is investigated by a delegated officer) the other party (or a third party) can also initiate formal complaint) in writing right of reply investigation

informal discussions/mediation and/or conciliation built in at various stages confidentiality stressed throughout –(6 month time frame from date of incident)

Questions? Thank you