Employment Policy: Discrimination

The University of Newcastle is committed to creating a workplace where all people are treated with dignity, fairness and respect. Its Workplace Bullying, Harassment, and Discrimination Policy prohibits unlawful discrimination, harassment and bullying, supported by reporting pathways, prevention measures and education.

Workplace Bullying, Harassment and Discrimination Policy

The University’s Workplace Bullying, Harassment, and Discrimination Policy, effective from 8 April 2024 and in force throughout 2025, prohibits unlawful discrimination, harassment and workplace bullying. Section 7 covers direct and indirect discrimination during recruitment, throughout employment and when employment ends.

The policy protects against discrimination based on sex and sex characteristics, pregnancy, sexuality and gender identity; race, colour, nationality or national and ethnic origin; religion; age; disability; marital or relationship status; and family or caring responsibilities. It also covers political belief, employment status, industrial activity and association with a person with protected characteristics.

The policy covers University workers, including academic and professional staff, volunteers, contractors, Council members and external committee members, at workplaces, work-related events, on work travel and in interactions with students and the community.

Preventing discrimination and supporting staff

Reporting, response and protection against victimisation

The University has various reporting pathways for preventing discrimination and protecting staff. Supervisors and leaders must assess risks of inappropriate workplace behaviour, implement controls and review their effectiveness. Staff can raise concerns through University workplace grievance processes, with separate pathways for sexual misconduct and complaints from students or community members. The policy prohibits victimisation of people making, proposing or assisting with discrimination, harassment or bullying complaints.

The University’s Respectful and Collaborative Workplace resources encourage early intervention and local resolution before concerns escalate, alongside formal reporting and wellbeing support.

Prevention of sexual harassment and sex-based discrimination

The Prevention and Response to Sexual Assault and Sexual Harassment Policy, updated on 17 April 2025, complements these protections through targeted education, accessible reporting, trauma-informed support and risk-based prevention across the University community.

Embedding equity and inclusion in employment

The Equity, Diversity and Inclusion Policy, effective from 10 December 2024, requires merit, fairness, transparency, equity and diversity in recruitment, hiring and promotion, recognising non-linear careers and achievement relative to opportunity. It also commits to training, accessible complaints processes, equity data collection and monitoring.

The Equity, Diversity and Inclusion Strategy 2023–2025 and Disability Inclusion Action Plan 2024–2025 reinforce inclusive leadership, safe workplaces and accessible employment. The latter addresses recruitment, onboarding, reasonable workplace adjustments and staff capability development.

Building disability confidence

The University’s 2025 Excellence Awards finalist profiles reported that Disability Confidence Training had reached 685 staff since December 2022 and the Accessibility Champions Network included more than 550 champions. These initiatives build disability awareness and improve inclusive practice for colleagues and students.

Through clear policies, accessible reporting and staff development, the University works to prevent discrimination and uphold equal opportunity in employment. Its approach supports safe and inclusive workplaces where people from diverse backgrounds can contribute and succeed.

At the University of Newcastle, we value and celebrate diversity and provide a safe and respectful environment for our staff and students.

The University of Newcastle promotes the early identification, intervention and management of conflict and concerns at a local level. We have updated our Diversity and Inclusiveness Policy, to undertake a range of developmental activities to ensure that the University of Newcastle continues to build a respectful and collaborative workplace.

We can achieve a positive workplace culture by encouraging and empowering you to proactively manage your relationships in the workplace and resolve workplace concerns and conflicts as early as possible. In the event of bullying or a conflict, we encourage you to use the resources available to you for reporting an issue where you will find information on how we can support you throughout the resolution process. Together, we will achieve a culture that does not tolerate bullying or harassment.

The Resolving Workplace Concerns and Conflict Procedure (PDF 216KB) has been developed to ensure that issues are dealt with when they first occur, rather than leaving them to potentially escalate to a complaint and become more complex to resolve.

University supervisors, managers and leaders who manage staff are encouraged to familiarise themselves with resources developed to assist you, via the Conflict Resolution page.