Attribute: as defined in Equal Opportunity Act 2010 (Vic) discrimination is prohibited on the basis of the following attributes: age, breastfeeding, employment activity, gender identity, disability, industrial activity, lawful sexual activity, marital status, parental status or status as a carer, physical features, political belief or activity, pregnancy, race, religious belief or activity, sexual orientation, personal association (whether as a relative or otherwise) with a person who is identified by reference to any attributes.
Discrimination: as defined in the Equal Opportunity Act 2010 (Vic), Age Discrimination Act 2004 (Cth), Disability Discrimination Act 1992 (Cth), Racial Discrimination Act 1975 (Cth), Sex Discrimination Act 1984 (Cth). Generally described as the unfair or unfavourable treatment of a person because of a personal characteristic or attribute, real or imputed, including the setting of a requirement, condition or practice that is unreasonable and that people with a particular characteristic cannot meet.
Diversity: differences between individuals or groups of people in age, cultural background, disability, ethnicity, family responsibilities, gender, language, marital status, religious belief and sexual orientation; diversity may also include other ways in which people are different, such as learning, life experience, work experience and socio-economic background. Acknowledging diversity enables differences to be recognised and valued in the learning environment and in the workplace.
Equal opportunity: equal access to, and participation in, aspects of public life, including learning and employment.
Equity: the fair treatment of people on the basis of respect and merit, the recognition of disadvantage and the absence of discrimination.
Equity groups: identifiable groups of people within the community that, due to one or several personal characteristics, have been affected by systemic disadvantage with regard to access to educational or employment opportunities and have experienced less favourable outcomes in education or employment.
Harassment and Discrimination Contact Officer: a person who provides information and support to an individual who believes they may have been subjected to or accused of unlawful conduct.
Inclusive practices: practices that anticipate and accommodate the needs of a diversity of people, minimising the need for adjustments to respond to individual needs, while maintaining quality and other standards.
Member of the University: any person within section 4(3) of the Deakin University Act 2009 and includes the Council; staff, graduates; students; emeritus professors of the University and, for the purposes of this Policy, prospective students and staff.
Natural justice: procedural fairness in decision making, including the right to a fair hearing.
Reasonable adjustment: an adjustment that balances the interests of all parties affected and does not cause the University unjustifiable hardship as defined in the Disability Discrimination Act 1992 (Cth).
Sexual harassment: as defined in the Sex Discrimination Act 1984 (Cth), a person sexually harasses another person (the person harassed) if:
in circumstances in which a reasonable person, having regard to all the circumstances, would have anticipated the possibility that the person harassed would be offended, humiliated or intimidated.
- the person makes an unwelcome sexual advance, or an unwelcome request for sexual favours, to the person harassed; or
- engages in other unwelcome conduct of a sexual nature in relation to the person harassed;
Staff: as defined in section 3 Deakin University Act 2009, any person employed by the University.
Student: means a person enrolled in, or seeking to be enrolled in one or more units of study.
Victimisation: any form of detriment directed at a person for alleging, making or participating in, supporting or resolving a complaint of discrimination, sexual harassment or victimisation; or a person associated with a person who alleges, makes or participates in, supports or resolves a complaint of discrimination, sexual harassment or victimisation.
Workplace: any place where a person attends for the purpose of carrying out any functions in relation to his or her employment. In the University context, this includes all work-related activities at all campuses as well as off-campus if the activities are directly related to a staff member’s employment.