Policy of Non-Discrimination Against Women

The University of Newcastle is committed to ensuring that women can participate equally and safely in university employment, education, research and campus life. Formal policies in force in 2025 prohibit sex-based discrimination, address sexual harassment and provide clear responsibilities for preventing and responding to harmful behaviour.

University-wide protection for women

Equity, Diversity and Inclusion (EDI) Policy, approved on 1 November 2024 and effective from 10 December 2024, establishes inclusive and equitable expectations across the University. It applies to students, staff, volunteers, contractors, University-controlled entities, teaching, research, placements, and physical and digital environments. The policy recognises gender among the dimensions of diversity and commits the University to equitable opportunity and support, including accessible ways to report discrimination, harassment and exclusion.

Protection from discrimination in University workplaces

The University has a clear policy of non-discrimination against women in our Workplace Bullying, Harassment, and Discrimination Policy. Section 7 explains unlawful discrimination, while the policy states that the University does not tolerate and is actively committed to preventing all forms of unlawful discrimination.

Specifically, Clause 20 outlines protections against discrimination based on characteristics including (but not limited to):

  • Sex and sex characteristics
  • Pregnancy or potential pregnancy
  • Breastfeeding or expressing milk
  • Marital or relationship status
  • Sexual orientation
  • Gender identity (including transgender status)
  • Intersex status
  • Parental, family, or carer responsibilities

The workplace policy addresses direct and indirect discrimination and extends to University workers during work activities, including their interactions with students and members of the public. Sections 8, 9 and 11 also address sexual and sex-based harassment, hostile workplace environments and victimisation. Managers and workers have responsibilities to prevent these behaviours and respond through appropriate processes.

The policy was effective from 8th of April 2024 and will be reviewed in 2027.

Preventing sexual harassment and supporting safe reporting

The University’s Prevention and Response to Sexual Assault and Sexual Harassment Policy was updated with effect from 17 April 2025. It applies to all members of the University community and expressly prohibits sexual assault, sexual harassment and sex-based harassment. Its prevention provisions include education, training and communication; its response provisions provide reporting pathways, trauma-informed support and options for reasonable study or work adjustments. The policy also prohibits victimisation of people involved in reports or supporting those who report.

This policy complements the University’s Action Plan for the Prevention of Sexual Assault and Sexual Harassment 2022–2025, which sets out a coordinated framework for governance, prevention, education, awareness and response. University students can also seek confidential advice and assistance through Campus Care, which supports those affected by sexual harm and other concerning behaviour.

An inclusive and accountable University environment

These protections demonstrate the University’s commitment to fostering an inclusive, respectful, and equitable environment for women and all staff and students.

By combining explicit protections against discrimination based on sex, pregnancy and caring responsibilities with University-wide inclusion requirements and prevention of sexual harassment, the University maintains a clear policy framework supporting women’s participation in work and study. These policies were in effect in 2025 and provide responsibilities and reporting pathways across the University community.