Policies Protecting Those Reporting Discrimination

The University of Newcastle is committed to ensuring that people can report discrimination and other inappropriate behaviour without fear that raising a concern will adversely affect their work or studies. University policies prohibit victimisation and set out clear complaint pathways.

Policies that protect people who speak up

An explicit prohibition on victimisation

The University’s Workplace Bullying, Harassment, and Discrimination Policy took effect on 8 April 2024 and was in place throughout 2025. Clause 54 states that workers must not victimise someone for making or proposing to make a complaint about unlawful discrimination, unlawful harassment or workplace bullying, or for providing information about such a complaint. Victimisation means subjecting a person to a detriment, such as ostracism after a harassment complaint.

The policy applies to University workers, including staff, volunteers and contractors, across work activities involving the University community. Breaches may lead to disciplinary action. It identifies reporting routes, including the Resolving Workplace Concerns and Grievances Procedure for workers and the University’s general complaints processes for students and other community members.

Protection for students, staff and other complainants

The University’s Complaint Management Policy provides an additional framework for complaints from students, staff and members of the public, including discrimination-related matters. Its 2024 version was effective during 2025. It requires fair complaint handling and reasonable steps to prevent negative treatment of complainants. It covers student concerns about academic decisions or conduct connected to study, as well as staff and public complaints within its scope.

Complaints may be addressed informally, or formally where more serious or complex. Records are handled confidentially, subject to necessary disclosures and law. Complaints suited to a specific pathway, such as workplace grievances or sexual harassment reporting, are referred to that process.

The University’s guide to making a general complaint also expressly advises students that they will not be penalised or disadvantaged for making a complaint and explains how to seek formal review when informal resolution is not suitable.

Policy continuity and review

Both policies took effect on 8 April 2024 and remained in place in 2025. The Workplace Bullying, Harassment, and Discrimination Policy followed a full review in 2024. The Complaint Management Policy was approved in January 2024 and subsequently received administrative amendments in July and December 2025. It was updated on 10 June 2026 and on 1 October 2026, when confidentiality provisions were clarified. Its next review is scheduled for April 2027.

Research supporting more accessible complaints processes

Dr Christine Armstrong, University of Newcastle.

University of Newcastle researcher Dr Christine Armstrong and colleagues Dr Alicia Kulczynski, Dr Margurite Hook, Dr Moji Barari and Dr Bin Li have investigated how generative AI might make consumer complaints processes more accessible, particularly for people who speak English as an additional language. The research, supported by the NSW Ombudsman, tested an AI-assisted complaints approach with approximately 1,000 consumers across English-dominant countries.

The team’s work was recognised among the University’s 2025 Innovation through AI Excellence Award finalists. The research concerns access to consumer complaints, rather than internal discrimination reporting policies.

These policies support people who report discrimination through anti-victimisation protections and accessible complaint pathways, helping safeguard their educational and employment opportunities.