• Section 1 - Purpose
• Background
• Scope
• Section 2 - Policy
• Part A - Diversity, Inclusion and Belonging Principles
• Part B - Diversity, Inclusion and Belonging Commitments and Priorities
• Part C - Diversity, Inclusion and Belonging Accountabilities and Responsibilities
• Section 3 - Procedures
• Section 4 - Guidelines
• Section 5 - Definitions
• Section 6 - Related Legislation

Section 1 - Purpose

(1) This Policy outlines the commitment of Macquarie University and its Controlled Entities (the University) to provide an Accessible, equitable and inclusive learning and work environment for Students, Staff and the University Community.

Background

(2) The Diversity, Inclusion and Belonging Framework 2024-2028 sets out the University’s strategic priorities for advancing Diversity, Inclusion and Belonging. This Policy establishes the University’s commitment and approach to Diversity, Inclusion and Belonging and specifies the principles, priorities and responsibilities that support the University's purpose, values and strategic aims.

(3) The University's teaching, learning, research, health, service and employment practices should reflect and respond to the diverse needs, experiences and perspectives of its community and enable Equitable Participation and success.

(4) The University has a range of governance structures, specialist functions, programs, services and networks that support the implementation of this Policy and advance Diversity, Inclusion and Belonging across the University. These arrangements include, but are not limited to, University-wide and local governance bodies, specialist Diversity, Inclusion and Belonging functions, Indigenous strategy and support functions, accessibility and widening participation services, Human Resources, Student Wellbeing and Staff and Student networks and communities of practice. 

(5) This Policy supports the University in meeting its obligations under applicable legislation, higher education standards and national relevant codes and frameworks as listed in Section 6 of this Policy.

(6) This Policy is consistent with the expectations of the Gender-based Violence Prevention and Response Policy, the Gender-based Violence Investigation Procedure, the Complaint Management Procedure for Staff, and the Complaints Resolution Procedure for Students and Members of the Public.

Scope

(7) This Policy applies to all Students, Staff, and Affiliates of the University and its Controlled Entities (the University Community).

Section 2 - Policy

(8) The University is committed to ensuring that the study and work environments it provides are equitable, Accessible, and inclusive and that members of the University Community can participate meaningfully and experience a sense of Belonging. The University recognises that a community that represents diverse perspectives, backgrounds and identities is a strength to be developed and celebrated.

(9) The Policy should be read in conjunction with other relevant University policies, including the Racism, Discrimination, Bullying and Other Adverse Behaviours Policy (in draft) and the Gender-based Violence Prevention and Response Policy.

Part A - Diversity, Inclusion and Belonging Principles

(10) The University's commitment to, and action on, Diversity, Inclusion and Belonging is underpinned by the following principles:

1. Education is fundamental to human experience and is recognised under the United Nations Universal Declaration of Human Rights. The University is committed to equitable access to higher education and to providing opportunities for participation and success for people from diverse backgrounds and circumstances.
2. Members of the University Community are expected to treat others with respect and consideration of their dignity.
3. Diversity, Inclusion and Belonging requires deliberate action and intent. All members of the University Community are responsible for contributing to a positive and inclusive culture.
4. University Community members are expected to work together to create learning and workplace cultures where people are supported, welcomed, valued and able to belong.
5. The University recognises that Diversity, Inclusion and Belonging and Equity are interconnected, and that achieving Equitable Participation and a sense of Belonging may require different approaches to address different needs and barriers.
6. The University promotes policies, processes and cultures that reflect its commitment to Diversity, Inclusion and Belonging and Equity and responds to the needs of a diverse University Community.
7. The University is committed to identifying and removing barriers to access, achievement and progression for Students and Staff.
8. The University recognises that inequity and exclusion can arise through individual behaviours and interactions, as well as through institutional structures, systems, policies, practices and cultures. The University is committed to identifying and addressing systemic and structural barriers that result in inequitable access, participation, experience, achievement or progression.
9. The University recognises that people may experience multiple and intersecting forms of advantage, disadvantage, Discrimination or exclusion. The University will consider Intersectionality in the design, implementation and evaluation of relevant policies, programs, services and initiatives.

Part B - Diversity, Inclusion and Belonging Commitments and Priorities

(11) The University's Diversity, Inclusion and Belonging priorities are to:

1. meet its legal obligations to provide equitable, inclusive, and Accessible learning and work environments including online, virtual and physical environments;
2. design institutional policies, procedures, processes, practices, and approaches that are equitable, inclusive and meet diverse needs;
3. build Student and Staff capability to co-create inclusive work and learning cultures and service provision;
4. apply principles of inclusive, universal and Accessible design in the development of learning, teaching, research, employment, services, technology, communications and physical and digital environments;
5. provide Reasonable Adjustments to meet the needs of Students and Staff with a disability so that they have the opportunity to meet Inherent Requirements;
6. improve educational access, participation and success for underrepresented or disadvantaged Student groups via widening participation initiatives;
7. provide Staff with development, training and career progression opportunities that are inclusive and Accessible;
8. ensure that curricula and teaching approaches and practices represent diverse knowledge and experiences;
9. ensure research methodologies and practices are inclusive and, where relevant, consider of Diversity impacts and outcomes;
10. develop and implement targeted strategies and action plans to address identified barriers and advance Equity, Diversity, Inclusion and Belonging across the University, including in relation to gender Equity, access and Inclusion, Indigenous Inclusion and cultural safety, Racism and other identified priorities; and
11. implement accountabilities for Diversity, Inclusion and Belonging priorities and action plans, and monitor and evaluate progress using data, evidence, consultation and feedback to identify barriers, assess outcomes and inform continuous improvement.

Part C - Diversity, Inclusion and Belonging Accountabilities and Responsibilities

(12) The University Executive Group is accountable for the progress of Diversity, Inclusion and Belonging and for ensuring accountability mechanisms are in place to support implementation of this Policy and associated priorities.

(13) The Deputy Vice-Chancellor (Academic) is responsible for oversight of Student Diversity, Inclusion and Belonging progress and actions, and the Deputy Vice-Chancellor (People and Operations) is responsible for oversight of workforce Diversity, Inclusion and Belonging progress and actions.

(14) The University may identify Executive Group sponsors to lead and oversee progress on specific Diversity, Inclusion and Belonging strategies and priorities.

(15) The University may establish committees to progress and implement Diversity, Inclusion and Belonging strategies and priorities.

(16) Faculties, departments, and portfolios/offices may establish committees to take responsibility for local level action plans and to support the progress of University-wide priorities.

(17) University leaders and managers/supervisors are responsible for applying policies and processes equitably, identifying and addressing barriers within their areas of responsibility, and fostering inclusive and respectful cultures.

(18) All Staff engaged in developing University activities are responsible for ensuring that the activities are inclusive. This applies to the design and provision of curricula, teaching practices, and learning culture.

(19) All Staff and Students are responsible for contributing to equitable, inclusive and respectful learning and work environments and to a sense of Belonging. This requires Staff and Students to be accountable for their actions and behaviours.

(20) The University provides mechanisms for members of the University Community to seek advice, raise concerns, provide feedback and make complaints about matters covered by this Policy. Relevant matters will be managed in accordance with applicable University policies and procedures (see the Complaint Management Procedure for Staff and the Complaints Resolution Policy for Students and Members of the Public.)

(21) The University will review this Policy at least every five years, or earlier where required by changes in legislation, regulatory requirements, University strategy or material changes to the University's Diversity, Inclusion and Belonging priorities or operating environment.

Section 3 - Procedures

(22) Nil.

Section 4 - Guidelines

(23) Nil.

Section 5 - Definitions

(24) The following definitions apply for the purposes of this Policy:

Section 6 - Related Legislation