| Overall Rating | Silver |
|---|---|
| Overall Score | 59.36 |
| Liaison | Ben Dharmendra |
| Submission Date | July 30, 2021 |
University of Sydney
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
Zoe
Morrison Strategy Advisor Strategy Office |
Does the institution have a diversity and equity committee, office, and/or officer tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights?:
Does the committee, office and/or officer focus on students, employees, or both?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
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.
Estimated proportion of students that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
A brief description of the institution’s cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
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.
Website URL where information about the institution’s diversity and equity office or trainings is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.