| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 59.36 |
| Liaison | Ben Dharmendra |
| Submission Date | July 30, 2021 |
University of Sydney
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 3.00 |
Zoe
Morrison Strategy Advisor Strategy Office |
"---"
indicates that no data was submitted for this field
Non-discrimination statement
Yes
The non-discrimination statement, including the website URL where the policy is publicly accessible:
ANTI-DISCRIMINATION
The University is committed to employment practices that promote diversity and inclusion and help prevent and eliminate discrimination on the basis of race, colour, sex, sexual orientation, gender identity, intersex status, age, physical or mental disability, marital or relationship status, family responsibilities, pregnancy, religion, political opinion, trade union membership and activity, national extraction or social origin.
The statement is outlined in Part B: Employment Arrangements of the University of Sydney Enterprise Agreement 2018-21 (https://www.fwc.gov.au/documents/documents/agreements/fwa/ae428081.pdf)
The University is committed to employment practices that promote diversity and inclusion and help prevent and eliminate discrimination on the basis of race, colour, sex, sexual orientation, gender identity, intersex status, age, physical or mental disability, marital or relationship status, family responsibilities, pregnancy, religion, political opinion, trade union membership and activity, national extraction or social origin.
The statement is outlined in Part B: Employment Arrangements of the University of Sydney Enterprise Agreement 2018-21 (https://www.fwc.gov.au/documents/documents/agreements/fwa/ae428081.pdf)
Bias response team
Yes
A brief description of the institution’s discrimination response protocol or team:
The University of Sydney Bullying, Harassment and Discrimination Resolution Procedures 2015 outlines the University's response and procedures when claims of discrimination are made. (https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2015/406&RendNum=0). Response to claims of bullying, harassment and/or discrimination are the responsibility of the Human Resources team.
The University has several policies and procedures that cover conduct and the response to discrimination, bully and/or harassment for staff and students:
The Student Charter (https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2011/215&RendNum=0) and Student Complaints Procedures 2015 (https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2015/408&RendNum=0) describe the definitions of bullying, harassment and discrimination and the processes for reporting such incidences. The procedures also outline the process the University will undertake to take complaints through to resolution once submitted.
There are several policies and procedures for:
* Sexual misconduct (https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2018/471&RendNum=0)
* other forms of wrongdoing (https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2012/271&RendNum=0).
In terms of support, the University has a dedicated Safer Communities team which provides individualised and trauma-informed support and case management for survivors (students, staff, former students and former staff) of sexual misconduct, bullying and harassment and/or issues related to modern slavery. Within the Safer Communities team there is a dedicated Preventative Education Officer role that works to put measures and initiatives in place across the University to prevent wrongdoing related to bullying, harassment, sexual misconduct and modern slavery. [https://www.sydney.edu.au/about-us/vision-and-values/safer-communities.html].
The University has partnered with the Royal Prince Alfred Hospital, a full-service hospital that neighbours the University’s biggest campus, to provide free specialised sexual assault counselling is provided to students through an agreement with the RPA Sexual Assault Counselling Service.
Through the University Pride Network, a network of trained Student Support Liaison Officers (SSLO) provide a safe and confidential environment for people to ask questions about LGBTIQ diversity and seek support. The SSLOs provide access to peer support if students, staff or other members of our community experience or witness a bias incident, act of discrimination or hate crime linked to homophobia, transphobia and biphobia and homophobic attitudes and behaviours. [https://www.sydney.edu.au/about-us/vision-and-values/diversity/pride-network.html]
The University also provides and strongly recommends staff and student leaders undertake First Responder (Responding with Compassion) training. The training is designed to provide staff in identified ‘first responder’ roles (such as Security, Student Affairs Unit and Residential Assistants in University-owned accommodation) with the skills on how to respond appropriately and compassionately to a disclosure of sexual assault. It is delivered by Rape and Domestic Violence Services Australia via the Safer Communities team. [https://www.rape-dvservices.org.au/]eq
The University also provides MATE bystander training (delivered by Griffith University) annually to all student leaders of residential colleges and student accommodation to ensure that all student leaders are equipped with skills and knowledge to be leaders in the prevention of violence and problematic behaviour. [https://matebystander.edu.au/]
The University has several policies and procedures that cover conduct and the response to discrimination, bully and/or harassment for staff and students:
The Student Charter (https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2011/215&RendNum=0) and Student Complaints Procedures 2015 (https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2015/408&RendNum=0) describe the definitions of bullying, harassment and discrimination and the processes for reporting such incidences. The procedures also outline the process the University will undertake to take complaints through to resolution once submitted.
There are several policies and procedures for:
* Sexual misconduct (https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2018/471&RendNum=0)
* other forms of wrongdoing (https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2012/271&RendNum=0).
In terms of support, the University has a dedicated Safer Communities team which provides individualised and trauma-informed support and case management for survivors (students, staff, former students and former staff) of sexual misconduct, bullying and harassment and/or issues related to modern slavery. Within the Safer Communities team there is a dedicated Preventative Education Officer role that works to put measures and initiatives in place across the University to prevent wrongdoing related to bullying, harassment, sexual misconduct and modern slavery. [https://www.sydney.edu.au/about-us/vision-and-values/safer-communities.html].
The University has partnered with the Royal Prince Alfred Hospital, a full-service hospital that neighbours the University’s biggest campus, to provide free specialised sexual assault counselling is provided to students through an agreement with the RPA Sexual Assault Counselling Service.
Through the University Pride Network, a network of trained Student Support Liaison Officers (SSLO) provide a safe and confidential environment for people to ask questions about LGBTIQ diversity and seek support. The SSLOs provide access to peer support if students, staff or other members of our community experience or witness a bias incident, act of discrimination or hate crime linked to homophobia, transphobia and biphobia and homophobic attitudes and behaviours. [https://www.sydney.edu.au/about-us/vision-and-values/diversity/pride-network.html]
The University also provides and strongly recommends staff and student leaders undertake First Responder (Responding with Compassion) training. The training is designed to provide staff in identified ‘first responder’ roles (such as Security, Student Affairs Unit and Residential Assistants in University-owned accommodation) with the skills on how to respond appropriately and compassionately to a disclosure of sexual assault. It is delivered by Rape and Domestic Violence Services Australia via the Safer Communities team. [https://www.rape-dvservices.org.au/]eq
The University also provides MATE bystander training (delivered by Griffith University) annually to all student leaders of residential colleges and student accommodation to ensure that all student leaders are equipped with skills and knowledge to be leaders in the prevention of violence and problematic behaviour. [https://matebystander.edu.au/]
Recruitment programs
Yes
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Yes
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
Yes
If yes to any of the above, provide:
Students:
The University values social inclusion and student equity and is committed to widening access and participation in higher education for students from a low socio-economic background, rural, regional and remote areas and Aboriginal and Torres Strait Islander backgrounds. (https://www.sydney.edu.au/about-us/vision-and-values/diversity/widening-access-to-university.html)
Full details of all of the programs that the Widening Participation and Outreach area can be found in their 2019 Program Guide.
One program that has had successes in increasing access and participation of Aboriginal and Torres Strait Islander students in higher education is under the Wingara Mura – Bunga Barrabugu ("thinking path to make tomorrow") Strategy (https://www.sydney.edu.au/about-us/vision-and-values/our-aboriginal-and-torres-strait-islander-community.html), through which we aim to enrich Aboriginal and Torres Strait Islander participation, engagement, education and research. The Wingara Mura Summer and Bunga Barrabugu Winter programs (https://www.sydney.edu.au/engage/schools/widening-participation/aboriginal-and-torres-strait-islander-programs.html) which form an immersive experience on the University’s Camperdown/Darlington campus give students from partner schools a full academic and student life experience at university. Details on the successes of the program, including the Gadigal Access Program and Mani Yura student services, can be found on page 10 of the Unfinished Business Strategy 2020 (https://www.sydney.edu.au/content/dam/corporate/documents/about-us/values-and-visions/unfinished-business-strategy.pdf).
Staff:
The University participates in the Australian Network on Disability, Stepping Into Internship Program which offers graduates with disability to work at the University on a short term basis in an internship role. The University has participated in this program annually since 2016 engaging 17 interns over this time. This has led to ongoing employment opportunities for some interns taking part in the program.
To increase Aboriginal and Torres Strait Islander staff through enhanced recruitment and retention efforts, key activities were documented and reported against quarterly under the "Aboriginal and Torres Strait Islander Workforce Strategy." To further support recruitment across all areas, a Merit Appointment Scheme (MAS) was created to ensure recruitment was financially supported for Aboriginal and Torres Strait Islander staff members to their respective work areas. To increase the recruitment, support and retention of Academics and Professionals, the "Wingara Mura Leadership Program" was developed which included mentoring, support and networking opportunities, particularly for Academics. The development of an Indigenous-specific Research Strategy was also developed to highlight and support Indigenous researchers conducting Indigenous research. Support was also provided to all Aboriginal and Torres Strait Islander staff through the weekly staff network meetings, where all staff members were invited to attend, network, support each other and progress identified priorities. The University also developed a key working relationship with AFL Kickstart, to recruit Aboriginal and Torres Strait Islander trainees on an ongoing basis.
The University values social inclusion and student equity and is committed to widening access and participation in higher education for students from a low socio-economic background, rural, regional and remote areas and Aboriginal and Torres Strait Islander backgrounds. (https://www.sydney.edu.au/about-us/vision-and-values/diversity/widening-access-to-university.html)
Full details of all of the programs that the Widening Participation and Outreach area can be found in their 2019 Program Guide.
One program that has had successes in increasing access and participation of Aboriginal and Torres Strait Islander students in higher education is under the Wingara Mura – Bunga Barrabugu ("thinking path to make tomorrow") Strategy (https://www.sydney.edu.au/about-us/vision-and-values/our-aboriginal-and-torres-strait-islander-community.html), through which we aim to enrich Aboriginal and Torres Strait Islander participation, engagement, education and research. The Wingara Mura Summer and Bunga Barrabugu Winter programs (https://www.sydney.edu.au/engage/schools/widening-participation/aboriginal-and-torres-strait-islander-programs.html) which form an immersive experience on the University’s Camperdown/Darlington campus give students from partner schools a full academic and student life experience at university. Details on the successes of the program, including the Gadigal Access Program and Mani Yura student services, can be found on page 10 of the Unfinished Business Strategy 2020 (https://www.sydney.edu.au/content/dam/corporate/documents/about-us/values-and-visions/unfinished-business-strategy.pdf).
Staff:
The University participates in the Australian Network on Disability, Stepping Into Internship Program which offers graduates with disability to work at the University on a short term basis in an internship role. The University has participated in this program annually since 2016 engaging 17 interns over this time. This has led to ongoing employment opportunities for some interns taking part in the program.
To increase Aboriginal and Torres Strait Islander staff through enhanced recruitment and retention efforts, key activities were documented and reported against quarterly under the "Aboriginal and Torres Strait Islander Workforce Strategy." To further support recruitment across all areas, a Merit Appointment Scheme (MAS) was created to ensure recruitment was financially supported for Aboriginal and Torres Strait Islander staff members to their respective work areas. To increase the recruitment, support and retention of Academics and Professionals, the "Wingara Mura Leadership Program" was developed which included mentoring, support and networking opportunities, particularly for Academics. The development of an Indigenous-specific Research Strategy was also developed to highlight and support Indigenous researchers conducting Indigenous research. Support was also provided to all Aboriginal and Torres Strait Islander staff through the weekly staff network meetings, where all staff members were invited to attend, network, support each other and progress identified priorities. The University also developed a key working relationship with AFL Kickstart, to recruit Aboriginal and Torres Strait Islander trainees on an ongoing basis.
Mentoring, counseling and support programs
Yes
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Yes
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
Yes
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
Whole of University:
The University’s vision and values embody diversity, inclusion and equity for all staff and students. As part of its commitment, the University has integrated several programs across the organisation to support its values:
• The LGBTIQ Community (https://www.sydney.edu.au/about-us/vision-and-values/diversity/lgbtiq-community.html) - Supporting staff and students of diverse sex, sexuality and gender including the Pride Network. In 2019, the University was also rated at a Silver level as an employer of choice in the Australian Workplace Equality Index.
• Disability Inclusion Action Plan 2019-24 - ensuring that students, staff and visitors with disability have equal opportunities to excel at and enjoy our university - https://www.sydney.edu.au/about-us/vision-and-values/diversity/disability-action-plan.html.
• Cultural Competency resources to help staff and students to build their understanding of different cultures and value the benefits that diversity brings to the University - https://www.sydney.edu.au/nccc/training-and-resources/resources.html.
• Information on initiatives to encourage and celebrate the cultural diversity of the University can be found on the Cultural Diversity webpage.
The University has an Aboriginal and Torres Strait Islander staff network and the staff Mosaic Network for cultural diversity, as well as more than 40 student clubs and societies based around ethno-cultural connections and many others uniting people across cultures with a shared passion.
Staff and students at the University of Sydney have access to special leave to enable participation in cultural/religious days of significance that fall on a working day, including Aboriginal and Torres Strait Islander cultural and ceremonial obligations.
Staff:
HR EQUITY AND DIVERSITY POLICIES
Bullying, Harassment and Discrimination Prevention Policy and Resolution Procedures 2015 - https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2011/168&RendNum=0
Confirmation of Aboriginal and Torres Strait Islander Identity Policy 2015 - https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2014/364&RendNum=0
DIVERSITY AND INCLUSION DEVELOPMENT PROGRAMS FOR STAFF
Sydney Women’s Leadership Program as part of the Women's Career and Leadership Strategy, is aimed at Academic and Professional staff provide the opportunity to build leadership capability, connect cohorts of past and present mentors and mentees and enhance our culture at the University.
Chief Executive Women’s (CEW) Development Program aims to inspire women to take on senior leadership roles and enhance their career opportunities. The course brings together women from a range of disciplines and sectors for a unique opportunity to grow personally and professionally.
Vice-Chancellor's Sponsorship Program is a University-wide targeted effort to support culturally diverse women at the university, who possess the potential to move into senior leadership roles at The University of Sydney and who are Professional women at Levels HEO 9 - SPSB, and Academic women at Levels C – Level D.
Aboriginal and Torres Strait Islander Coaching and Mentoring Programs including the Culturally Competent Leadership Program hosted by the NCCC. The CCLP supports leaders from across the University to develop their capability, capacity and resilience for culturally competent leadership. It also helps deepen connections between leadership, cultural competence and Aboriginal and Torres Strait Islander contexts.
The Research Portfolio have committed to diversity and inclusion with targets directly related to research including lifting SOAR Fellowships to at least 50% awardees will be female identifying and one prize specifically dedicated to supporting a person identifying as Aboriginal or Torres Strait Islander. The Research Portfolio also award three equity based prizes - Brown (colleagues with significant carer responsibilities; Laffan (colleagues with disabilities) and Thompson (Women seeking promotion from Associate Professor to full-Professor. There is also an additional prize designated to supporting a person identifying as Aboriginal or Torres Strait Islander.
Students:
The University has 17 meritorious-based scholarships that are available to students across the University. In 2019, the University awarded over $4.2m of scholarships to equity category students, over half of which were awarded through E12 program for students from low socio-economic backgrounds. (https://www.sydney.edu.au/scholarships/). For example, there are specific scholarships to improve access for Aboriginal and Torres Strait Islander students (https://www.sydney.edu.au/scholarships/domestic/bachelors-honours/aboriginal-and-torres-strait-islander.html). The Student Services and Amenities Fee (SSAF) which students pay as part of their fees provides funding to support services including a campus-based, bulk-billing health service and counselling support (https://www.sydney.edu.au/students/health-wellbeing.html). It also provides funding to the University of Sydney Union (USU) who support student clubs and societies that provide a network for underrepresented groups. They also provide support to our international students through language and cultural classes (https://www.usu.edu.au/uni-life/international-students.aspx)
Faculties have specific peer-to-peer support programs which offer peer-led support to first in family students, students with disabilities and mature-age students. For example, The Lucy Mentoring program, available to Law, Business and Economics students provides mentoring and education opportunities to students in these disciplines who identify as female (https://www.sydney.edu.au/students/lucy-mentoring-program.html).
The University’s vision and values embody diversity, inclusion and equity for all staff and students. As part of its commitment, the University has integrated several programs across the organisation to support its values:
• The LGBTIQ Community (https://www.sydney.edu.au/about-us/vision-and-values/diversity/lgbtiq-community.html) - Supporting staff and students of diverse sex, sexuality and gender including the Pride Network. In 2019, the University was also rated at a Silver level as an employer of choice in the Australian Workplace Equality Index.
• Disability Inclusion Action Plan 2019-24 - ensuring that students, staff and visitors with disability have equal opportunities to excel at and enjoy our university - https://www.sydney.edu.au/about-us/vision-and-values/diversity/disability-action-plan.html.
• Cultural Competency resources to help staff and students to build their understanding of different cultures and value the benefits that diversity brings to the University - https://www.sydney.edu.au/nccc/training-and-resources/resources.html.
• Information on initiatives to encourage and celebrate the cultural diversity of the University can be found on the Cultural Diversity webpage.
The University has an Aboriginal and Torres Strait Islander staff network and the staff Mosaic Network for cultural diversity, as well as more than 40 student clubs and societies based around ethno-cultural connections and many others uniting people across cultures with a shared passion.
Staff and students at the University of Sydney have access to special leave to enable participation in cultural/religious days of significance that fall on a working day, including Aboriginal and Torres Strait Islander cultural and ceremonial obligations.
Staff:
HR EQUITY AND DIVERSITY POLICIES
Bullying, Harassment and Discrimination Prevention Policy and Resolution Procedures 2015 - https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2011/168&RendNum=0
Confirmation of Aboriginal and Torres Strait Islander Identity Policy 2015 - https://www.sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2014/364&RendNum=0
DIVERSITY AND INCLUSION DEVELOPMENT PROGRAMS FOR STAFF
Sydney Women’s Leadership Program as part of the Women's Career and Leadership Strategy, is aimed at Academic and Professional staff provide the opportunity to build leadership capability, connect cohorts of past and present mentors and mentees and enhance our culture at the University.
Chief Executive Women’s (CEW) Development Program aims to inspire women to take on senior leadership roles and enhance their career opportunities. The course brings together women from a range of disciplines and sectors for a unique opportunity to grow personally and professionally.
Vice-Chancellor's Sponsorship Program is a University-wide targeted effort to support culturally diverse women at the university, who possess the potential to move into senior leadership roles at The University of Sydney and who are Professional women at Levels HEO 9 - SPSB, and Academic women at Levels C – Level D.
Aboriginal and Torres Strait Islander Coaching and Mentoring Programs including the Culturally Competent Leadership Program hosted by the NCCC. The CCLP supports leaders from across the University to develop their capability, capacity and resilience for culturally competent leadership. It also helps deepen connections between leadership, cultural competence and Aboriginal and Torres Strait Islander contexts.
The Research Portfolio have committed to diversity and inclusion with targets directly related to research including lifting SOAR Fellowships to at least 50% awardees will be female identifying and one prize specifically dedicated to supporting a person identifying as Aboriginal or Torres Strait Islander. The Research Portfolio also award three equity based prizes - Brown (colleagues with significant carer responsibilities; Laffan (colleagues with disabilities) and Thompson (Women seeking promotion from Associate Professor to full-Professor. There is also an additional prize designated to supporting a person identifying as Aboriginal or Torres Strait Islander.
Students:
The University has 17 meritorious-based scholarships that are available to students across the University. In 2019, the University awarded over $4.2m of scholarships to equity category students, over half of which were awarded through E12 program for students from low socio-economic backgrounds. (https://www.sydney.edu.au/scholarships/). For example, there are specific scholarships to improve access for Aboriginal and Torres Strait Islander students (https://www.sydney.edu.au/scholarships/domestic/bachelors-honours/aboriginal-and-torres-strait-islander.html). The Student Services and Amenities Fee (SSAF) which students pay as part of their fees provides funding to support services including a campus-based, bulk-billing health service and counselling support (https://www.sydney.edu.au/students/health-wellbeing.html). It also provides funding to the University of Sydney Union (USU) who support student clubs and societies that provide a network for underrepresented groups. They also provide support to our international students through language and cultural classes (https://www.usu.edu.au/uni-life/international-students.aspx)
Faculties have specific peer-to-peer support programs which offer peer-led support to first in family students, students with disabilities and mature-age students. For example, The Lucy Mentoring program, available to Law, Business and Economics students provides mentoring and education opportunities to students in these disciplines who identify as female (https://www.sydney.edu.au/students/lucy-mentoring-program.html).
Support for future academic staff
No
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
N/A
Optional Fields
Yes
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Yes
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
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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.