1. The purpose of our policy

This policy sets out the principles under which Adelaide University will foster equity and inclusion in all areas of work and learning, enabling a culture of belonging. It establishes the governance-level responsibilities for our equity and inclusion activities and our commitment to continuous improvement.

This policy provides authority to maintain the:

• [Supporting gender identity and affirmation procedure]
• [Workplace adjustments procedure]

2. Who our policy applies to

This policy applies to members of the Adelaide University community.

3. Our equity and inclusion principles

Adelaide University values and celebrates the social and cultural diversity reflected in our community. The following principles underpin this policy:

3.1 We are committed to building an equitable, safe, and respectful environment that reflects the diversity of our communities and the global context. We foster systems where all community members—across race, ethnicity, nationality, culture, gender identity, sexuality, disability and religion—are supported, included, and able to learn from one another.

3.2 We will champion inclusion and remove systemic barriers to enable equitable opportunities for people with protected attributes, those from diverse socioeconomic backgrounds and those experiencing intersectionality.

3.3 We are committed to offering support for all staff and students including culturally appropriate support for international students and First Nations staff and students.

3.4 We recognise disability as a natural part of human diversity and actively empower people with disability. We will provide flexible, accessible options and support for those with disability.

3.5 We aim to deliver an inclusive and responsive curriculum and embed inclusive principles across our teaching, research and operations. We use inclusive language in our communications and promotional materials and aim for our platforms, tools, and communications to be accessible to all.

3.6 We do not tolerate any form of discrimination, harassment, sexual harassment, violence, gender-based violence, racism, bullying, and intimidation, and act proactively to prevent them.

4. Who holds a responsibility within this policy

This policy does not assign or confer decision-making authority. Refer to the Delegation Policy for all delegations of authority at Adelaide University.

4.1 The [Vice Chancellor’s Executive Leadership Group] is responsible for:

• modelling equity focused decision making, monitoring and reporting
• endorsing strategies, frameworks, and plans that promote equity and foster an inclusive, non-discriminatory environment.

4.2 Line managers are responsible for:  

• modelling and promoting the behaviours and conduct expected as per the [Code of Conduct and Values Policy].

4.3 Adelaide University community members are responsible for:  

• modelling and promoting behaviours in line with the [Code of Conduct and Values Policy] to contribute to a safe and inclusive culture
• considering equity and inclusivity in all university-related activities.

5. Definitions used in our policy

Please refer to our Adelaide University glossary for a full list of our definitions.

Adelaide University community refers to the broad range of stakeholders who engage with Adelaide University and includes (but is not limited to) students, staff, and non-staff members including alumni, honorary titleholders, adjuncts, visiting academics, guest lecturers, volunteers, suppliers, and partners who are engaging with and contributing to the work of Adelaide University.

Bullying refers to the repetitive, intentional hurting of one person or group by another person or group. Bullying can be physical, verbal or psychological.

Disability is defined in the Disability Discrimination Act 1992 (Cth)

• total or partial loss of the person’s bodily or mental functions
• total or partial loss of a part of the body
• the presence in the body of organisms causing disease or illness
• the presence in the body of organisms capable of causing disease or illness
• the malfunction, malformation, or disfigurement of a part of the person’s body
• a disorder or malfunction that results in the person learning differently from a person without the disorder or malfunction
• a disorder, illness or disease that affects a person’s thought processes, perception of reality, emotions or judgment or that results in disturbed behaviour Disabilities may:
• be temporary or permanent
• presently exist or previously existed but no longer exist
• exist in the future (including because of a genetic predisposition to that disability)
• be imputed to a person.

Discrimination means treating an individual and/or group unfairly because of specific personal protected attributes.

Diversity refers to anything (both visible and not visible) that makes people different and unique. This includes race, gender, ethnic or cultural background, characteristics of physical and mental ability, age, sexual orientation and religion.

Equity refers to the removal of systemic barriers and protective reinforcement of attitudes, actions, policies and practices that produce equitable power, access, opportunities, treatment, impacts and outcomes for all.

Gender-based violence means any form of physical or non‑physical violence, harassment, abuse or threats, based on gender, that results in, or is likely to result in, harm, coercion, control, fear or deprivation of liberty or autonomy.

Gender identity refers to a person's internal and individual sense of being male, female, neither, both, or somewhere along the gender spectrum. It is distinct from biological sex and can be different from what was assigned at birth.

Harassment is unwelcome behaviour or language that has the effect of offending, intimidating, or humiliating a person, in circumstances which a reasonable person, having regard to all the circumstances, would have anticipated that the person harassed would be offended, humiliated, or intimidated.

Inclusion refers to embracing diversity and creating an environment that is welcoming to everyone and that values people’s backgrounds, perspectives and lived experiences, so that individuals can fully participate, thrive and succeed.

International student means a person (whether inside or outside of Australia) who requires a student visa to study in Australia.

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

Protected attributes means a person’s characteristics or features that are protected against discrimination by this policy and by legislation:

• age, disability or impairment  
• carer, family responsibilities or status, marital or relationship status, breast feeding, pregnancy or potential pregnancy  
• political conviction and opinion and/or religion and religious conviction  
• race, including colour, descent, ethnic or national origin, and/or nationality
• gender history and identity, sex, sexual orientation and intersex status  

Race includes a person's nationality, country of birth, colour, ancestry, ethnic origin, or people associated with those of a particular race. The word 'race' is used in these procedures to reflect relevant legislation.

Racism is the process by which systems, policies, actions and attitudes create inequitable opportunities and outcomes for people based on race. Racism occurs when individual or institutional prejudice is accompanied by the power to discriminate against, oppress or limit the rights of others.

Senior staff refers to staff who are in leadership positions, classified as Level 1-4 roles in the Adelaide University role title framework, including but not limited to, including Deputy Vice Chancellors, Executive Directors, Deans of School and Pro-Vice Chancellors.

Sexual harassment is an unwelcome sexual advance or request for sexual favours or conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated where a reasonable person would anticipate the possibility of that reaction in the circumstances.

Systemic barriers refer to ingrained obstacles within social structures, policies, and practices that create disadvantage for certain groups, often resulting in unequal access to resources, opportunities, and power.

5. How our policy is governed

This policy is categorised, approved and owned in line with the governance structure of Adelaide University and the offices and officers listed below.