Overall Rating Silver
Overall Score 50.39
Liaison Corey Peterson
Submission Date July 15, 2020

STARS v2.2

University of Tasmania
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 2.00 / 3.00 Sustainability Team
UTAS
Infrastructure Services and Development
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :
Yes

The non-discrimination statement, including the website URL where the policy is publicly accessible:

University of Tasmania Behaviour Policy (https://www.utas.edu.au/__data/assets/pdf_file/0006/1181985/University-Behaviour-Policy.pdf)

"Respect is valuing others, their difference and diversity and also oneself. It is
acknowledging Aboriginal culture and heritage and the traditional custodianship of the
lands on which the University is located. A respectful community begins with being a
safe community.
Our University community is characterised by behaviour where we:
• do not tolerate any forms of unlawful discrimination, bullying or sexual misconduct;
• behave and communicate in a manner that does not degrade or humiliate or
unreasonably offend;
• respect each other’s ideas and contributions;
• promote collegiality and work collaboratively to achieve outcomes"


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
Yes

A brief description of the institution’s discrimination response protocol or team:

The University of Tasmania is committed to ensuring that it takes all reasonable steps to provide a study and work environment that is free from inappropriate workplace behaviour, including discrimination (bias).

The University Behaviour Procedure sets out the process and avenues that University community members and others can access to resolve concerns and complaints regarding inappropriate behaviour by a University community member. What constitutes inappropriate behaviour is set out in the University Behaviour Policy, and includes any form of discrimination, conducts that offend, humiliate or intimidate, vilification and bullying among other non accepted behaviours. Discrimination is defined as treating a person or group less favourably on the basis having a particular characteristic or attribute, including (but not limited to): age, race, disability, gender, gender identity, intersex variations of sex characteristics, sexual orientation, religion, association with a person who has or is believed to have any of the mentioned (and other) attributes. The policy includes actual and assumed attributes, as well as direct and indirect discrimination, and states that intention is irrelevant.
The Safe and Fair Community Unit (SaFCU) is a University-wide service providing support, advice and information to assist all University community members to be safe and well. They respond to notifications of sexual assault or sexual harassment, concerns raised in relation to wellbeing or behaviour (including bias), reports of misconduct and the lodgement of general concerns or complaints.
Behaviour Contact Officers (BCOs) are also available to assist university community members as a first point of contact for anyone experiencing perceived adverse behaviour by others, while at work or study. BCOs are trained by the Equal Opportunity Commission and have an understanding of different types of inappropriate behaviour, such as discrimination, harassment, unwanted sexual behaviour and bullying. BCOs provide information (about rights, options and counselling services) and can act as a support person.

Anyone who has experienced or witnessed discrimination at the University, or has concerns regarding this type of behaviour, is encouraged to: seek advice, seek informal resolution, lodge a written complaint or request investigation by the University. Generally, the complainant will direct the progress of the complaint through this procedure sequentially, but they have the right to request the complaint to be progressed to a later stage at any time. Complaints can be lodged online or via direct contact with SaFCU or a BCO. All complaints are documented and managed by SaFCU. After a complaint is submitted, SaFCU contacts the reported to discuss the incident. Information about rights, procedure options and counselling and other services is provided (or expanded upon if the reporter has already talked to a BCO). The complainant is also notified of any follow up related to the complaint if relevant.


Does the institution have programs specifically designed to recruit students from underrepresented groups?:
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

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:

There are a number of scholarship specifically designed to recruit student from underrepresented groups. Some examples are:
- Tasmanian Asylum Seeker Scholarship - Up to three scholarships are provided by the University of Tasmania annually to support Tasmanian Asylum seekers to undertake undergraduate tertiary studies
- Campus Community Builders at UTAS Scholarship - Available to a student commencing undergraduate study in any discipline at a Launceston campus of the University of Tasmania. Applicants must be able to demonstrate financial need.
- Women in Maritime Engineering Scholarship - To increase female participation in maritime engineering programmes, the National Centre for Maritime Engineering and Hydrodynamics, Australian Maritime College offers great scholarships to young women. Scholarships will be awarded to female students who are commencing study in Semester 1 (...) for any maritime engineering courses with specialisations in naval architecture, ocean engineering or marine and offshore engineering.

Several strategies have been inplemented to date to assist in promotion and recruitment of Aboriginal people into academic and non-academic positions by the Executive Officer Aboriginal Employment Equity & Diversity:
• Internship roles – 6 weeks for Aboriginal students to undertaking an intern role in their area of study
• Identified positions – these are roles that allow positive discrimination for Aboriginal people only recruitment. Such roles require inherent tasks that engage with Aboriginal people and communities within the position description.
• Creation of Indigenous Research Fellow positions (Social Work, Education and Nursing) for early academic recruitment
• Ensuring that the current Aboriginal staff cohort are supported and provision of professional development funding opportunities
• Targetted recruitment – where Aboriginal people with a particular skillset is identified, that area of the University is approached for negotiation of employment
An Aboriginal Employment Plan is currently under development.


Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
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:

The Ally Network (https://www.utas.edu.au/equity-diversity/ally-network) is formed by staff and students and it has an active role in directly supporting University community members with diverse sexualities and gender identities. A list of Allies is publicly available.
The main aims of the Network are to:
- Provide a visible network of identified ALLIES to people of diverse sexualities and gender identities to be agents of change
- Create a safe, nurturing, inclusive, and affirming University environment
- Build a support and advocacy network through education; develop further awareness and visibility of staff and students of diverse sexualities and gender identities and their issues


Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:
No

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
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Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
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:
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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 and complete the Data Inquiry Form.