Bulletin Board - Document Comments

Bulletin Board - Review and Comment

Step 1 of 3: Comment on Document

There are 3 steps in the submission process. You must complete all three steps in one session, otherwise your comments will be lost.

1. Use this Protected Document icon to open a comment box.

2. Type your feedback and then click the"Save Comment" button in the lower-right of the comment box.

3. Do not open more than one comment box at the same time.

4. When you have finished making comments, go to step 2 by clicking on the “Save and Continue” button at the very bottom of this page.

Important Information

During the comment process you are connected to a database. Like internet banking, the session that connects you to the database may time-out due to inactivity or if you close your browser or go to a different tab/window and try to come back.

To ensure that your comments are received:

  1. DO NOT jump between web pages/applications while logging comments.

  2. DO NOT log comments for more than one document at a time.

  3. DO NOT leave your submission unfinished. If you need to take a break, submit your current set of comments now and return later to make a further submission. You will receive a copy of your comments so that you can see what you have already said.

  4. DO NOT exit from the interface until you have completed all three steps of the submission process.  Simply saving a comment in the comment box does not mean it is submitted and if you exit the system, you will not be able to retrieve it later.

When you finalise your submission in step 3 your comments will be emailed to the Document Author with a copy to you, and to policy@mq.edu.au for record keeping purposes.

Equality and Community Safety Policy

Section 1 - Purpose

(1) This Policy outlines the University's commitment to the dignity and equality of all members of its community and to providing a fair and equal opportunity to flourish regardless of their background or identity. It confirms the University’s commitment to accessible educational and employment opportunities for all students and staff.

(2) The Policy sets out the conduct expectations and responsibilities for all members of the University community and members of the public when on University land or in relation to University activities, including in online environments, use of social media, or in external locations.

(3) The conduct expectations in the Policy set out how the University will deliver on its commitment to the safety, wellbeing, dignity and equality of all members by establishing required standards of behaviour that are in addition to the requirements of laws.

Background

(4) Equality, dignity, and mutual respect are integral human rights recognised by the United Nations Universal Declaration of Human Rights. The Legislation outlined in Section 6 identifies legislation that may require certain conduct by law.

(5) Work health safety laws require the University to ensure its campuses are safe places of learning and work.

(6) Racism, Discrimination, Vilification, Incitement to Racial Hatred, Intimidation, Bullying, and Harassment may be unlawful and have a harmful impact on student, staff, and visitor safety, wellbeing, and experience and participation in their university experience. They also have a negative impact on the University’s overall performance, achievements, and reputation.

(7) The University acknowledges the Wallumattagal clan of the Dharug Nation as the traditional custodians of the land on which our university stands, and the Gadigal people as the traditional custodians of the land where our city campus is located. Their cultures and customs have nurtured this land since time immemorial and continue to do so today. We pay our respects to their Elders, past and present. The University’s commitment to Indigenous inclusion and empowerment is set out in the Macquarie University Indigenous Strategy 2026 – 2030.

(8) The University values diversity of thought and experience and believes that an inclusive and collaborative culture underpins educational, research, and health excellence, and facilitates a positive student and staff experience. Its commitment to Equity, Diversity and Inclusion principles and priorities is outlined in the Diversity, Inclusion and Belonging Framework 2024 –2028.

Scope

(9) This Policy applies to all University Community members and Affiliates. 

(10) The Policy applies to conduct on any University campus, including the Wallumattagal (North Ryde) campus, Sydney City campus and all University controlled buildings, facilities, places, and equipment. The Policy extends to conduct relating to any University Activities, regardless of location, where University staff or students are engaged and includes behaviour that is in-person or via communication technologies including online or social media.

(11) The Policy applies to all members of the public who are on any University campus or who are participating in any University Activities.

Top of Page

Section 2 - Policy

Principles

(12) To cultivate a cohesive community that values and represents diverse perspectives, backgrounds, and identities, the University:

  1. is committed to providing a safe, and accessible education, research, and health environment underpinned by values of dignity, equality, Diversity, respect, and Inclusion;
  2. expects all members of the University Community, Affiliates and members of the public to contribute to a positive and inclusive culture and to treat others with respect and consideration for their dignity and in accordance with the University’s commitments and expectations in this Policy;
  3. fosters education, research, and health practices that value diverse experiences including those of First Nations peoples;
  4. promotes policies, processes and values that reflect the University's commitment and action on Equity, Diversity, and Inclusion, highlighting the needs of a diverse University Community;
  5. strives to remove barriers to access, achievement, and progression for students and staff;
  6. rejects all forms of Racism;
  7. rejects all forms of Vilification and Discrimination on the basis of race, colour, national, ethnic or ethno-religious origin, sexual orientation, gender, gender identity, age, class, disability or religious belief and affiliation;
  8. rejects all forms of Incitement to Racial Hatred;
  9. rejects all forms of Intimidation, Bullying and Harassment;
  10. acknowledges the impact on individuals and communities of the intersectionality of different forms of adverse and unlawful behaviour;
  11. promotes a safe, inclusive, and respectful learning and working environment free from adverse and unlawful behaviour (including Discrimination, Vilification, Intimidation, Bullying, and Harassment), and is committed to the elimination of this behaviour in all aspects of the University community;
  12. provides education programs to ensure students and staff are made aware of what constitutes acceptable standards of behaviour within the University Community and the University’s rejection of adverse and unlawful behaviour; and
  13. encourages all members of the University Community who believe they have experienced Adverse Behaviour to raise their concerns through the appropriate channel/s within the University, and commits to addressing such concerns in a fair, timely and transparent manner.

Equity, Diversity, and Inclusion Priorities

(13) The University’s Equity Diversity and Inclusion priorities are to:

  1. actively grow Diversity at all levels by providing equitable and inclusive opportunities for access, participation, belonging and success;
  2. create pathways and support systems to enable historically marginalised and under-represented groups and individuals to achieve their full potential;
  3. ensure fair and equitable student admission and staff recruitment practices and advancement opportunities;
  4. build inclusive leadership for all people managers and to support leaders to model inclusive practice;
  5. apply an inclusive design approach that considers intersectional perspectives and empowers the University community to create solutions that serve everyone;
  6. create physical, psychological, social and cultural safety for all members of our University community;
  7. increase visibility and knowledge of Diversity and Inclusion at the University through encouraging meaningful connections and celebration of the array of backgrounds, perspectives and lived experiences; and
  8. review University systems, policies and practices regularly, aiming for continuous improvement to ensure their fairness and the absence of inequity or exclusion.

No Tolerance for Adverse and Unlawful Behaviour

(14) The University does not tolerate Racism, Discrimination, Vilification, Intimidation, Bullying, or Harassment in any form and expects members of the University Community to behave in a manner that respects the dignity and equality of all, and to refrain from and prevent actively occurrences of adverse and unlawful behaviours (where safe and practicable).

(15) The University is committed to eliminating, preventing, and actively responding with reasonable and proportionate actions to concerns raised about Adverse Behaviour. This commitment is in accordance with its obligations under Positive Duty and broader responsibilities under relevant legislation to eliminate sexual harassment and all forms of gender-based violence.

(16)  The University is committed to its obligations under the Universities Accord (National Higher Education Code to Prevent and Respond to Gender-based Violence) Act 2025 (Cth) through the Prevention and Response to Gender-based Violence Policy and Guidelines and whole-of-institution Prevention and Response to Gender-based Violence Plan 2026-2030.

(17) The University expects the conduct of all members of the University Community to conform with the University’s commitments set out in this Policy (whether such conduct is, or is not, also a breach of any law) and will consider concerns or complaints with regard to the terms of this Policy.

(18) The University will have regard to the degree of harm that may be caused to a person or to people, the broader University Community or the University in assessing whether conduct is of a kind that is not tolerated and the outcomes for a breach of this Policy.

(19) For the avoidance of doubt, the University may find that Adverse Behaviour has violated the Student Code of Conduct or the Staff Code of Conduct even in the absence of a determination by a court or tribunal that the behaviour was unlawful.

Examples Provided in this Policy

(20) The Policy sets out examples of Racism, Discrimination, Vilification, Intimidation, Bullying, or Harassment to provide information to the University Community, Affiliates and members of the public about conduct that may be in breach of this Policy or the law.

(21) A breach of an example is not necessarily a breach of this Policy, but the University may have regard to a relevant example when considering whether a breach of this Policy may have occurred.

Discrimination

(22) Discrimination may occur at the University when a person, or group of persons, is treated less favourably (directly or indirectly) in the delivery of education services by the University.

(23) Unlawful Discrimination can be direct or indirect:

  1. direct Discrimination is treating or proposing to treat someone unfairly because of a characteristic (such as race, sex, age, etc.) in the same or similar circumstances; and
  2. indirect Discrimination is imposing or intending to impose a requirement, condition, or practice that is the same for everyone, but which has an unequal or disproportionate effect on particular individuals or groups.

Vilification

(24) Vilification occurs when speaking or writing publicly about a person or group of persons in an abusive, disparaging, or dehumanising manner.

Incitement to Racial Hatred

(25) Incitement to Racial Hatred occurs when a person acts to publicly to incite racial hatred, causing a reasonable person to fear Harassment, Intimidation, violence, or for their safety.

Intimidation

(26) Intimidation is conduct intended to frighten or coerce a person or persons into acting or not acting in a particular way.

Bullying

(27) Bullying is repeated and unreasonable behaviour by a person or group of people directed towards a person or group of persons where that behaviour creates a risk to health and safety. The types of behaviour, whether intentional or unintentional, that may be considered Bullying if they are repeated, include, but are not limited to:

  1. abusive, aggressive, insulting or offensive actions, both verbal and physical;
  2. unjustified criticism or complaints, or demeaning and undermining remarks;
  3. deliberately withholding information, supervision or consultation, or inappropriately excluding or alienating someone from workplace activities;
  4. setting unreasonable timelines or constantly changing deadlines;
  5. setting tasks that are unreasonably below or beyond a person’s skill level or role;
  6. regular unfair or inappropriate allocation of work; and
  7. spreading misinformation or malicious rumours.

(28) Bullying can also be Discrimination if it is based on, but not limited to, a person's background or personal characteristics such as their gender identity, race, age, marital status, sexual orientation, disability, pregnancy, breastfeeding, intersex status, or carer or family responsibilities. 

(29) Bullying may occur in person or conducted via the internet, email, or other electronic means.

(30) Bullying does not include action during management of the University (including management of its education, research, and health programs) carried out in a reasonable manner.

Harassment

(31) Harassment is any type of behaviour, explicit or implicit, verbal or non-verbal that is unwelcome, offensive, abusive, belittling, or threatening.

(32) Sexual Harassment may occur where there is an unwelcome sexual advance, or other unwelcome sexual behaviour towards another person, in circumstances where it can reasonably be expected that the person will feel intimidated, humiliated, or offended by the behaviour.

Actions Taken by the University to Mitigate Adverse and Unlawful Behaviour

(33) To mitigate the effects of adverse and unlawful behaviour which may occur, the University will:

  1. assist those affected by such behaviour and take all reasonable steps to protect them from any further incidents;
  2. support and keep informed all parties affected by matters raised about such behaviour;
  3. take seriously and deal promptly and effectively with allegations of such behaviour made by members of the University Community;
  4. not tolerate the victimisation of a person for making any such allegation or being associated with a person making any such allegation; and
  5. provide educative strategies across the University Community to ensure that students and staff are aware of their rights and responsibilities in relation to the prevention of and effective response to any such behaviour.

Concerns and Complaints

(34) Students who feel they have experienced any form of behaviour prohibited under this Policy are encouraged to raise their concerns in accordance with the Complaints Resolution Procedure for Students and Members of the Public.

(35) Staff who feel they have experienced any form of behaviour prohibited under this Policy are encouraged to raise their concerns in accordance with the Complaint Management Procedure for Staff.

(36) The University offers a range of personal support and services related to matters of diversity and inclusion. These services are available for staff and students on- and off-campus and can be accessed at any time.

Breaches of this Policy

(37) Breaches of this Policy by members of the University Community will be managed in accordance with the applicable provisions of the Student Code of Conduct, Student Conduct Rules, Student Conduct Procedure , Staff Code of Conduct and other relevant policy instruments.

(38) Breaches of this Policy by Affiliates or members of the public will be managed in accordance with applicable rights of the University including contractual rights and the right of the University to control and manage its land and operations.

(39) Breaches of this Policy may be referred to the Police or regulatory authorities where the breach may also amount to a breach of a law.

Top of Page

Section 3 - Procedures

(40) Nil.

Top of Page

Section 4 - Guidelines

(41)  Nil.

Top of Page

Section 5 - Definitions

(42) The following definitions apply for the purpose of this Policy:

Term

Definition

Examples
Accessible
Able to be reached, entered, or used by all individuals to enable equal engagement and participation. It includes, but is not limited to, enabling physical, digital, linguistic, cultural, technological, and socio-economic access to resources.
See Student Accessibility Action Plan 2025-2028 
Adverse Behaviour
Adverse behaviour refers to actions that present an unacceptable safety or wellbeing risk or that are harmful, inappropriate, or cause detriment to others,
Adverse Behaviour is behaviour which a reasonable person would not consider appropriate.
Racism, Discrimination, Vilification, Intimidation, Bullying, or Harassment
Affiliate
Persons holding Honorary titles with the University, consultants and contractors, and volunteers working for the University.
 
Bullying
Repeated and unreasonable behaviour by a person or group of people directed towards a person or group of persons where that behaviour creates a risk to health and safety.
 
Bullying may also be unlawful (see Section 6 Legislation)
Bullying includes, but is not limited to, conduct that occurs in person, via the internet, email, or other electronic means.
Discrimination
The unjust or prejudicial treatment of different categories of people especially on the grounds of race, ethnicity, sex, religion, age, etc.
 
Discrimination may also be unlawful (see Section 6 Legislation)
See below.

Forms of discrimination
Age Discrimination
Discrimination against age and age-specific characteristics in areas of public life.
Including, but not limited to, employment, education, accommodation, and use of services (e.g. banking and insurance, transport, and telecommunications).
Disability Discrimination
Discrimination against disability-related characteristics
Including, but not limited to, physical, mental, intellectual, psychiatric, sensory, neurological or learning disabilities and impairments; HIV/AIDS status; and medical record.
Gender and sex Discrimination
Discrimination against gender and sex-related characteristics
Including, but not limited to, sex (female, male or intersex), sexual orientation, gender identity, and transgender status.
Family/carer
Discrimination
Discrimination against family/carer-related characteristics
 
Vilification may also be unlawful (see Section 6 Legislation)
Including, but not limited to, marital or relationship status, pregnancy or potential pregnancy, breastfeeding, and family or carer responsibilities.
Race Discrimination
Discrimination against a person or group of persons because of characteristics including race, colour, descent, national extraction, nationality, descent or national or ethnic origin, and in some circumstances also immigrant status.
By way of example:
 
First Nations People (Aboriginal and Torres Strait Islander Peoples)
Discrimination against Aboriginal and Torres Strait Islander peoples refers to the unfair treatment, exclusion, or prejudice they face due to their cultural identity, often manifesting in limited access to healthcare, education, employment, and justice, as well as ongoing impacts from colonisation and systemic racism.
Racism
Racism, which can be prejudice, discrimination, or antagonism by a person, a group of people against a person or people on the basis of their race, colour, descent, national extraction, nationality, descent or national or ethnic, ethno-religious origin, can take on other forms such as jokes or comments that are likely to cause offence or hurt, name-calling or verbal abuse, harassment or intimidation, or commentary in the media or online that inflames hostility towards certain racial groups.
 
Racism may also be unlawful (see Section 6 Legislation)
By way of example:
 
Jewish People
Racism against Jewish people (Jews) is called Antisemitism. This is discrimination, prejudice, harassment, exclusion, vilification, intimidation or violence that impedes Jews’ ability to participate as equals in educational, political, religious, cultural, economic or social life. It can manifest in a range of ways including negative, dehumanising, or stereotypical narratives about Jews. Further, it includes hate speech, epithets, caricatures, stereotypes, tropes, Holocaust denial or distortion, and antisemitic symbols. (Universities Australia’s Statement on Racism)
For further information see the inter-governmental agency The International Holocaust Remembrance Alliance
Religious Discrimination
Discrimination against a person or group of persons because of their religious affiliation or political belief or activity.
By way of example:
 
Muslims
Discrimination against Muslims is referred to as Islamophobia. This is a perceived fear of, and threat from, Islam and Muslims, and encapsulates a range of anti-Muslim behaviours, such as anti-Muslim hatred, anti-Muslim sentiment, and anti-Muslim prejudice. (Malik, A. 2025, A National Response to Islamophobia: A Strategic Framework for Inclusion, Safety and Prosperity, p. 15)
 
Non-discrimination
‘The practice or policy of not discriminating against someone, especially on the grounds of race, colour, sex, age, etc.’. (Macquarie Dictionary)
 
Diversity
The representation of people from different backgrounds, social groups or identities. These may include gender, age, ethnicity, race, cultural background, socio-economic background, disability, religion, and sexual orientation.
See the University’s the Diversity, Inclusion and Belonging Framework 2024 –2028
Equity
Recognising and responding to individual differences and needs when providing services, support, learning, and teaching.
See the University’s the Diversity, Inclusion and Belonging Framework 2024 –2028
Harassment
Behaviour, explicit or implicit, verbal or non-verbal (including on social media) that is unwelcome, offensive, abusive, belittling, or threatening.
 
Harassment may also be unlawful (see Section 6 Legislation)
 
By way of example:
 
Sexual Harassment occurs where there is an unwelcome sexual advance, or other unwelcome sexual behaviour towards another person, in circumstances where it can reasonably be expected that the person will feel intimidated, humiliated, or offended by the behaviour.
 
Examples of sexual harassment include, but are not limited to:
unwelcome touching;
staring or leering;
stalking, following or unwanted invitations to meet;
unwanted requests for sexual contact;
intrusive questions about a person’s private life or body;
sexually explicit emails or messages; and
touching a person’s clothing.
Incitement to Racial Hatred
Intentionally incitement to hatred towards another person or a group of persons on the ground of race in circumstances that would cause a reasonable person who was the target of the incitement to hatred to fear harassment, intimidation, violence or for their personal safety.
 
Incitement to Hatred may also be unlawful(see Section 6 Legislation)
 
Including, but not limited to:
chants or public speeches that advocate for violence or discrimination on the grounds of race;
encouraging others to discriminate against another group on the grounds of race; and
speech that threatens or demeans a particular group on the grounds of race.
Inclusion
The removal of any structural and cultural barriers to full participation and access, and empowering individuals to use all information and resources available to them.
An inclusive culture, learning and workplace environment requires continuous and mindful practice to ensure barriers that exclude are removed to enable individuals to feel valued and respected, to contribute, engage, and express themselves.
Intersectionality
‘The complex, cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, and classism) combine, overlap, or intersect especially in the experiences of marginalised individuals or groups.’ (Merriam Webster Dictionary)
 
Intimidation
Conduct intended to threaten, frighten, embarrass or overawe someone to coerce that person into acting or not acting in a particular way.
 
Intimidatory acts may also be unlawful (see Section 6 Legislation)
Examples from the Crimes (Domestic and Personal Violence) Act 2007 (NSW) include:
(a) conduct (including cyberbullying) amounting to harassment or molestation of the person; or
(b) an approach made to the person by any means (including by telephone, telephone text messaging, e-mailing and other technologically assisted means) that causes the person to fear for his or her safety; or
(c) conduct that causes a reasonable apprehension of:
(i) injury to the person or to another person with whom the person has a domestic relationship; or
(ii) violence to any person; or
(iii) damage to property; or
(iv) harm to an animal that belongs or belonged to, or is or was in the possession of, the person or another person with whom the person has a domestic relationship.
Positive Duty
Refers to the positive obligation on employers under the Sex Discrimination Act 1984 (Cth) and Work Health and Safety (WHS) legislation to take reasonable and proportionate measures to eliminate Sexual Harassment in the workplace.
See the University’s whole-of-institution Prevention and Response to Gender-based Violence Plan 2026-2030 
Vilification
‘To speak evil of; defame; traduce.’ (Macquarie Dictionary)
‘Abusively disparaging speech or writing.’ (Oxford Dictionary)
 
Vilification may also be unlawful (see Section 6 Legislation)
An act that could incite hatred, serious contempt, or severe ridicule towards a person or a group of persons.
 
It is also unlawful to vilify a person or a group of persons based on the following characteristics:
race
religion
homosexuality
being transgender
having HIV or AIDS.
Racial
Vilification
A public act that incites hatred towards, serious contempt for, or severe ridicule of, a person or group of persons on the grounds of the race of the person or members of the group.
 
Racial Vilification may also be unlawful (see Section 6 Legislation)
Public acts that can be used to vilify a person or a group of persons include:
communications that can be seen or heard by the public (this includes print, radio, video or online);
signs, flags or clothing that could be seen by the public; and
distributing and sharing information to the public.
Religious Vilification
To incite hatred towards, serious contempt for or severe ridicule of a person or a group of persons on the grounds that they have, or lack a religious belief or affiliation, engage, or choose not to engage, in religious activity.
 
Religious Vilification may also be unlawful (see Section 6 Legislation)
Religious Vilification can include acts that target a person’s religious clothing or attire or important religious books or symbols.
 
Top of Page

Section 6 - Legislation

This Policy supports the University’s compliance with the following relevant laws, regulations, standards or other legislative instruments including:

Legislation

Relevant provisions
Anti-Discrimination Act 1977 (NSW), Age Discrimination Act 2004 (Cth), and Disability Discrimination Act 1992 (Cth)
These Acts prohibit certain acts that may discriminate against a person on the basis of:
sex and intersex status;
pregnancy or potential pregnancy;
responsibilities as a carer;
marital or domestic status;
race, colour, nationality, descent or ancestry, and ethnic, ethno-religious or national origin (racism is a term used to describe these forms of racial discrimination);
age;
disability or presumed disability;
sexual orientation;
gender identity and gender expression; and/or
religious affiliation or political belief or activity.
 
These Acts also make it unlawful to incite hatred towards, serious contempt for, or severe ridicule of, a person or group of persons on the grounds:
of the race of the person or members of the group; or
that they have, or lack a religious belief or affiliation, or engage, or choose not to engage, in religious activity.
Crimes Act 1900 (NSW) and Criminal Code 1995 (Cth)
Make it unlawful to:
intentionally incite hatred towards another person or a group of persons on the ground of race in circumstances that would cause a reasonable person who was the target of the incitement to hatred to fear harassment, intimidation, violence or for their personal safety;
intimidate (including by stalking) another person with the intent to cause them to fear physical or mental harm;
use a form of communications device in a harassing or offensive manner; and
advocate (counsel, promote, encourage or urge) or threaten the use of force or violence against a person or group distinguished by race, religion, sex, sexual orientation, gender identity, intersex status, disability, nationality, national or ethnic origin or political opinion.
Crimes (Domestic and Personal Violence) Act 2007 (NSW)
Makes it unlawful to do acts such as monitoring, or approaching someone with the intention of causing them to fear physical or mental harm.
Fair Work Act 2009 (Cth)
Contains provisions to prevent bullying in a workplace and allows a person or a group of people to apply to the Fair Work Commission for an order to stop bullying.
Racial Discrimination Act 1975
Makes it unlawful:
in certain circumstances to treat someone unfairly because of their race, colour, descent, national or ethnic origin, or immigrant status; and
to do an act in public that is reasonably likely to ‘offend, insult, humiliate or intimidate’ someone because of their race or ethnicity.
Sex Discrimination Act 1984 (Cth)
Makes it unlawful to treat someone unfairly because of their sex, gender identity, or other protected attributes in various areas of life, including work, accommodation, and services.
Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth)
Places a positive duty on the University to take reasonable and proportionate steps to prevent certain unlawful conduct, including sexual harassment and sex-based harassment from occurring in the workplace.
The Universities Accord (National Higher Education Code to Prevent and Respond to Gender-based Violence) Act 2025 (Cth)
Requires the University to take action to prevent and respond to all forms of gender-based violence including harassment.
Work Health and Safety Act 2011
Places responsibility on the University to do everything reasonably practicable to eliminate safety and wellbeing (which includes psychosocial harms) and creates an obligation on all employees and others to take reasonable care not to adversely affect the health and safety of others.