University of Sydney
PA-5: Diversity and Equity Coordination

The University has a Diversity and Inclusion Team embedded within Human Resources, it comprises of 3 consultants and an overarching manager. They are responsible for supporting the University to drive diversity, equity and inclusion. They focus in particular on Disability, LGBTIQ, Gender, Aboriginal and Torres Strait Islander, Gender and Cultural and Linguistically Diverse and equity. See https://www.sydney.edu.au/about-us/vision-and-values/diversity.html.
The Diversity and Inclusion team aims to deliver diversity and inclusion principles detailed within The University of Sydney Strategic Plan 2016-20 and Culture Strategy are underpinned by the University’s core values of diversity and inclusion, openness and engagement, respect and integrity and courage and creativity.
Non-discrimination for both staff and students in higher education is driven by Commonwealth and State anti-discrimination laws which are translated into strategy, policies, procedures and targeted programs. Examples of relevant Commonwealth and State Legislation include:
• Age Discrimination Act (2004)
• Disability Discrimination Act (1992)
• Disability Standards for Education (2005)
• Disability (Access to Premises – Buildings) Standards (2010)
• Racial Discrimination Act (1975)
• Sex Discrimination Act (1984)
• Australian Human Rights Commission Act (1986)
• Workplace Gender Equality Act (2012)
• NSW Anti-Discrimination Act (1977)

These anti-discrimination laws are embedded in the University’s strategic frameworks and relevant policies, procedures and programs and have informed the development and implementation of key strategic frameworks and programs to embed diversity and inclusion into the culture, research, education and operation of the University. These framework and programs are:
Culture Strategy – A Culture Built on Our Values. For Aboriginal and Torres Strait Islander culture, the Wingara Mura Bunga Barrabugu Integrated Strategy, the Aboriginal and Torres Strait Islander Workforce Strategy and Unfinished Business Action Plan 2020. Imagining a uniquely Australian University Disability Inclusion Action Plan 2019-24 – Providing leadership to the community in developing an inclusive Australian Society Women’s Career Acceleration and Leadership Strategy – Increase female representation at leadership levels across the University.

The Senate sub-committee for People and Culture also has a role in advising on diversity and inclusion.

The University uses a mixture of mandatory and optional training requirements to deliver training on cultural competence, anti-oppression, anti-racism, and social inclusion. Mandatory modules include training on our code conduct which includes requirements on quality and sustainability, equity and diversity in our student and staff, professionalism and respect. We also require all staff to complete a module titled: Respect in our community: Preventing bullying, discrimination and harassment and from 2020, all staff are required to undertake anti-slavery awareness training.
Optional training includes cultural competency modules designed by our National Centre for Cultural Competence (https://www.sydney.edu.au/nccc/training-and-resources.html), anti-bully, harassment and discrimination training and training to support colleagues with disabilities - this is available in two streams, as a colleague and as a manager/supervisor.