Non-Discrimination Policies for Transgender

The University has a clear policy of non-discrimination that includes protections for transgender people. We are committed to creating a safe, inclusive, and respectful environment where all staff and students feel free to express their identities. In 2025, these protections were established in University policy across both employment and education, with explicit recognition of gender identity and transgender status.

University-wide protection against discrimination

The University’s Equity, Diversity and Inclusion (EDI) Policy, effective from 10 December 2024, applies to students, staff, contractors, volunteers, Council and University-controlled entities, including teaching, research, external placements and physical and digital environments. The policy expressly recognises gender identity within its definition of diversity, commits to equitable opportunities and resources, and sets expectations for inclusive learning and working environments and accessible reporting pathways.

In 2025, our Workplace Bullying, Harassment, and Discrimination Policy explicitly supports the rights of transgender individuals. Specifically, Section 7, Clause 20(d) of the policy prohibits discrimination based on gender identity (including transgender status), as well as sexual orientation and intersex status. This policy was effective from the 8th of April 2024 and will be reviewed in 2027.

This workplace policy prohibits direct and indirect discrimination, including unfair treatment in recruitment, employment and access to services. Workers must not discriminate against students or others they encounter through University work. It also addresses unlawful harassment, sexual and sex-based harassment, vilification on the grounds of transgender status, and victimisation of people who report discrimination. Reporting pathways are identified for staff, students and other members of the University community.

Fair and respectful conduct

The Staff Code of Conduct, effective from 15 December 2025, states that fairness guides actions that are impartial and consistent and encompasses the principles of inclusivity and natural justice. It reinforces the University’s zero tolerance for unlawful harassment or discrimination and its commitment to equitable access to opportunities, resources and information. The Student Code of Conduct also requires students to respect diversity and avoid bullying, harassment and discriminatory conduct.

Supporting inclusion in practice

In addition, our Equity, Diversity and Inclusion (EDI) team plays an active role in promoting awareness, supporting inclusive practices, and ensuring that the needs of transgender members of our university community are respected and upheld. The Equity, Diversity and Inclusion (EDI) 2023-2025 Strategy has been developed in consultation with students, staff (professional and academic), and University leaders, with special consideration by the University EDI Committee. The accompanying action plans set out intended measures to strengthen policy co-design, accessible engagement, safe consultation and inclusive communication; these are strategy commitments rather than a claim that every action was completed in 2025.

The University’s LGBTIQ+ ALLY Network supports awareness of gender, sexuality and sex-characteristic diversity. Its staff and student-leader training programme includes a 6.5-hour session incorporating a four-hour ACON awareness component, while trained Allies provide listening, confidentiality and referral support. Separately, the University’s staff gender affirmation/transition guidelines, last updated in June 2020, describe practical planning and workplace support for staff affirming their gender identity.

Through explicit non-discrimination protections, clear conduct expectations and dedicated inclusion initiatives, the University supports transgender staff and students to participate in education and work with dignity and respect.