The purpose of our code
The Staff Code of Conduct (‘our code’) conveys the standards of conduct we expect from staff and affiliates, and sets out how everyone can expect to be treated as a member of our community.
Our code aims to foster respectful, co-operative and productive relationships within the Adelaide University community. It outlines the obligations and responsibilities of staff and affiliates undertaking work or other activities, or providing services to the University.
Together with other policies and procedures that regulate acceptable behaviours, our code supports Adelaide University in fulfilling its duty of care to staff and students and in providing a safe environment for our community.
Our code should be read in conjunction with the policies listed at the end of this document and provides authority to maintain the [Transitional Staff Misconduct Procedure].
Who our code applies to
Inclusions
Our code applies to:
- staff members employed by Adelaide University
- affiliates (including third-party providers)
- students (including graduate research students) employed as staff while undertaking activities connected with their employment at the University.
Exclusions
Our code does not apply to:
- students (including graduate research students), covered by the [Student Code of Conduct], unless employed as staff
- Adelaide University Council members or external members of Council committees covered under the [Council Code of Conduct], unless employed as staff
- staff and governing bodies of any controlled entities of Adelaide University, as those entities are expected to have their own codes of conduct or expressly adopt our code.
Our staff code of conduct principles
Staff and affiliates at Adelaide University are expected to conduct themselves in a manner consistent with the principles set out in our code.
1. We are committed to creating and sustaining a culture consistent with our values
1.1 Our staff and affiliates are required to uphold the values of trust, inclusivity, ambition, respect and discovery.
1.2 Staff and affiliates are expected to demonstrate these values in action. We all play a part in creating a culture of shared leadership, empowering every individual to make a positive and meaningful impact.
2. We welcome and respect people of all backgrounds
2.1 Staff and affiliates must promote equal opportunity for all.
2.2 Staff and affiliates must treat others with respect and dignity, and value and celebrate the social and cultural diversity of our community. We must not engage in any form of:
- discrimination, bullying, harassment, victimisation or intimidation
- violence and gender-based violence, including sexual harm
- racism, racial and religious vilification.
2.3 Staff and affiliates are expected to be inclusive of members of LGBTIQA+ communities. We have a positive duty to advance gender equality.
2.4 Staff and affiliates are expected to promote the cultural safety, cultural awareness and recognition of the knowledge systems of First Nations Peoples, in particular the Kaurna, Boandik, and Barngarla Peoples, who are the Traditional Owners of the lands that are now home to our campuses. This includes the appropriate recognition and respect for the rights of Aboriginal and Torres Strait Islander Peoples to be engaged in research that affects, or is of particular significance to them.
3. We pursue and disseminate knowledge responsibly and honestly, with a focus on innovation and creativity
3.1 Staff and affiliates are required to deliver teaching and research that are relevant, contemporary and informed by the highest standards. We are curious and collaborative, and we are open to new experiences, challenges, methods of working and opportunities for improvement.
3.2 Staff and affiliates must comply with obligations imposed by ethics committees, policies, legal requirements, or the codes of practice of relevant funding or professional bodies. We must respect and protect intellectual property rights.
3.3 Staff and affiliates are expected to uphold the fundamental values of academic freedom and freedom of speech. This includes the freedom to engage in lawful intellectual inquiry, express opinions and beliefs and to contribute to public debate without undue constraints.
3.4 Staff and affiliates must apply intellectual rigour and integrity in their scholarship, research, practice and administration. We are expected to demonstrate mutual respect, collegiality and tolerance for others, and foster inclusive and open discussion in the exchange of ideas.
3.5 When making public comment, staff and affiliates must ensure that they do not purport or appear to be conveying the official view of Adelaide University, unless authorised to do so.
4. We take care of the safety and wellbeing of ourselves and others
4.1 Both individually and collectively, staff and affiliates are responsible for taking reasonable care regarding the physical and psychological safety and wellbeing of themselves and others in the Adelaide University community. These wellbeing and safety responsibilities include:
- complying with relevant wellbeing and safety legislation and related Adelaide University policies or procedures
- following wellbeing and safety instructions at all times
- undertaking all necessary safety training
- conducting work in a safe manner
- using and maintaining equipment correctly, including in laboratories and other high-risk environments
- promptly reporting any hazards, accidents, near misses and incidents of noncompliance
- working together to introduce or improve systems to eliminate or minimise psychosocial and physical safety risks.
4.2 Staff and affiliates are expected to support the safety, participation, empowerment and wellbeing of children and vulnerable people. We must not abuse, neglect or exploit children and vulnerable people. We must take reasonable steps to prevent or respond to instances of neglect, harm or potential harm, in compliance with legislation.
4.3 Staff and affiliates must not attend work or perform duties on behalf of Adelaide University while affected by substances such as drugs, alcohol or a controlled substance. Staff and affiliates responsible for University functions and events where alcohol is provided must ensure that it is served lawfully and responsibly. We must not induce or place social pressure on others to consume drugs, alcohol or a controlled substance.
4.4 Staff and affiliates must not possess, use, sell or distribute a controlled substance while attending Adelaide University’s campuses or events.
5. We act responsibly, professionally and sustainably
5.1 Staff and affiliates are responsible for behaving professionally, ethically, with integrity, and in the best interests of Adelaide University.
5.2 Staff and affiliates are expected to take accountability for their decisions and actions, and to exercise authority within their delegations or responsibilities with due care and diligence.
5.3 Staff and affiliates must comply with applicable University Enterprise Agreement(s), and associated policies, procedures and rules.
5.4 Staff and affiliates must respect the trust underpinning the staff-student relationship. We must ensure interactions with students are professional and respectful. We must avoid intimate or romantic relationships with students for whom we have a professional responsibility.
5.5 Staff and affiliates are required to prevent situations where current or previous family, sexual, or other close personal relationships with other University staff, affiliates or students could influence, or appear to influence, academic or professional judgements and decisions. Where such a relationship exists, the relationship must be disclosed and managed appropriately.
5.6 Staff and affiliates must avoid all conflicts of interest where possible. We must identify, declare and manage any actual, potential or perceived conflicts of interest.
5.7 Staff and affiliates must ensure that any gifts or benefits they receive in a University context:
- are appropriately declared or disclosed
- cannot influence, or appear to influence, decision-making
- are not actively sought or solicited.
5.8 Staff and affiliates must comply with all rules relating to the protection of commercially sensitive, confidential or personal information. Data and other records must be collected, accessed, used, stored, handled, updated, and destroyed in line with applicable legislation policies and procedures.
5.9 Staff and affiliates are encouraged to create and maintain true, complete and accurate material and records.
5.10 Staff and affiliates are required to respect, maintain, protect and responsibly use University resources, and act in ways that support sustainability.
6. We act lawfully and with integrity
6.1 Staff and affiliates must comply with South Australian and Commonwealth legislation, Adelaide University statutes and by-laws, and local laws when interstate or overseas.
6.2 Staff and affiliates are required to disclose any criminal charges or convictions to the University. We must not use our position, information gained, or resources accessed in connection with our work for the University in a way that gives undue advantage or disadvantage to any person in a personal, commercial, or thirdparty capacity.
6.3 Staff and affiliates must not engage in fraud, corruption, maladministration, or other forms of illegal or improper behaviour. We are expected to make ourselves aware of, and support, the implementation of the University’s strategies for the prevention, detection and control of fraud and corruption. We are required to report any reasonable suspicion of fraud, misconduct, maladministration to the University or relevant authority.
6.4 Staff and affiliates are required to comply with University systems designed to minimise the risks of anti-competitive practices, modern slavery, money laundering and terrorism. We are expected to prevent the risk of foreign interference by disclosing foreign interests, affiliations, relationships, and financial interests.
6.5 Staff and affiliates must not use University funds, resources or assets to make political contributions or donations, or attend any political fundraisers as representatives of the University.
7. We speak up
7.1 We are encouraged to speak up when we observe behaviour that is inconsistent with our code. We respectfully challenge inappropriate behaviour, where it is safe to do so, particularly in matters that affect ourselves or others in the University community.
7.2 Staff and affiliates must report and document any inappropriate behaviour they observe and are encouraged to support individuals who are affected by this behaviour.
Breaches of our code
University staff and affiliates are required to comply with our code and are responsible for understanding all aspects of the code.
A breach of our code may constitute misconduct or serious misconduct and may result in disciplinary action. Adelaide University may take disciplinary action in accordance with the [Transitional Staff Misconduct Procedure], the applicable Enterprise Agreement, or other processes available to address reported breaches.
Disciplinary action may include termination of employment, termination of a relationship with the University, or termination or recission of an honorary title.
Definitions used in our code
Please refer to our Adelaide University Glossary for a full list of our definitions.
Adelaide University community refers to a broad range of stakeholders who engage with Adelaide University and includes (but is not limited to) all students, staff, and non-staff members of Adelaide University 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.
Affiliates mean honorary titleholders, adjunct appointees, visiting academics, guest lecturers, volunteers and third-party providers that contribute to the activities of Adelaide University.
Bullying means repeated unreasonable behaviour by an individual or group towards a student or staff member, or a group of students or staff members, that creates a risk to health and safety. This includes cyberbullying.
Discrimination means harm to a person because of a protected attribute.
Gender means the gender-related identity, appearance or mannerisms or other genderrelated characteristics of a person. This includes the way people express or present their gender and recognises that a person’s gender identity may be an identity other than male or female.
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.
Harassment means unwelcome behaviour or language that has the effect of offending, intimidating or humiliating a person based on a protected attribute, in circumstances where a reasonable person, having regard to the circumstances, would anticipate that the person harassed would be offended, humiliated or intimidated.
Intimate or romantic relationship means having or being likely to create a very close friendship or a physical or sexual relationship or a relationship that is conducive to or characterised by the expression of love, whether conducted in person, by correspondence or by electronic means.
Protected attribute means the unlawful grounds for discriminating against a person, which includes the person's race, colour, sex, sexual orientation, breastfeeding, gender identity, intersex status, age, physical or mental disability, marital status, family or carer's responsibilities, subjection to family and domestic violence, pregnancy, religion, political opinion, national extraction or social origin.
Race means a person’s colour, country of birth, ancestry, ethnic origin or nationality.
Racial and religious vilification means behaviour in a public place that incites hatred, serious contempt or ridicule of a person or group of people, because of their race and/or their religious activities and/or religious beliefs.
Racism means the process by which systems and policies, actions and attitudes create inequitable opportunities and outcomes for people based on race. Racism is more than just prejudice in thought or action. It occurs when this prejudice – whether individual or institutional – is accompanied by the power to discriminate against, oppress or limit the rights of others.
Religious activities means engaging in, not engaging in or refusing to engage in a religious activity.
Religious beliefs means holding or not holding a religious belief or view.
Sexual harm means any unwanted behaviour of a sexual nature.
Staff means any person employed by Adelaide University, including students employed by the University and undertaking activities connected to their employment with the University.
Third-party provider means an entity and its staff members, sub-contractors and consultants, engaged by Adelaide University through a legally binding agreement, to work for or with the University or to provide goods or services to the University.
Violence means physical force or actions that are intended to hurt, damage or kill someone (for example, aggravated assault).
Vulnerable people refers to individuals over 18 who may not be able to protect themselves from harm or exploitation by reason of age, illness, trauma, disadvantaged backgrounds or disability.
How our code is governed
Our code is categorised, approved and owned in line with the governance structure of Adelaide University and the offices and officers listed below.
| Policy category | Council |
|---|---|
| Approving authority | Transition Council / Council |
| Policy owner | Transition Council / Council |
| Responsible officer | Deputy Vice Chancellor - People and Culture |
| Effective from | 1 January 2026 |
| Review date | Three years after the Effective date. |
| Enquiries | Interim Central Policy Unit/[Central Policy Unit] staff.policy.enquiries@adelaideuni.edu.au |
| Replaced documents | Code of Conduct |
Documents related to our code
| Category | Documents |
|---|---|
| Associated legislation | Adelaide University Act 2023 (SA) Age Discrimination Act 2004 (Cth) Children and Young People (Safety) Act 2017 Disability Discrimination Act 1992 Disability Inclusion Act 2018 (SA) Equal Opportunity Act 1984 (SA) Fair Work Act 2009 (as amended 2025) (Cth) Human Rights and Equal Opportunity Commission Act 1986 (Cth) Public Interest Disclosure Act 2018 (SA) Racial Discrimination Act 1975 (Cth) Racial Vilification Act 1996 (SA) Sex Discrimination Act 1984 (as amended 2013) (Cth) |
| Related policy documents | [Academic Freedom and Freedom of Speech Policy] [Bullying and Harassment Procedure] [Complaints and Appeals Policy] [Confirmation of Identity Procedure] Conflict of Interest Policy Corporate Credit Cards Procedure Delegation Policy Delegation Procedure Equity and Inclusion Policy Financial Management of Assets Procedure [First Nations Policy] [Fraud and Corruption Policy] [Fraud and Corruption Prevention and Response Procedure] [Gender and Identity Confirmation Procedure] [Gender-Based Violence Prevention and Response Policy] [Gender-Based Violence Prevention and Response Procedure] [IT Acceptable Use Policy] [IT Acceptable Use Procedure] [Intellectual Property Policy] [Intellectual Property Procedure] International Collaborations and Agreements Policy International Collaborations and Agreement Procedure Open Access Procedure [Outside Work Procedure] Privacy Policy Privacy Management Procedure Procurement Policy Procurement Procedure [Public Interest Disclosure Procedure] [Records Management Procedure] Relationships with Students Procedure Research Integrity Policy [Safety of Children and Vulnerable People Policy] [Staff Complaint Resolution Procedure] [Transitional Staff Misconduct Procedure] [Sustainability Policy] Treasury Policy Treasury Management Procedure Wellbeing and Safety Policy |
History of changes
| Date approved | To section/clauses | Description of change |
|---|---|---|
| 19 December 2025 | N/A | New code |
At the time of writing, Adelaide University’s organisational structure, position titles, and committee names have not been confirmed. Square brackets [ ] indicate placeholders for these details. Brackets are also used to identify policy elements that are subject to further decision-making or confirmation. These will be updated once final decisions are made.