Equity-Related Complaints
UTS takes the rights of its students and staff seriously and is committed to eliminating discrimination and harassment in university study and work environments.
- What is an equity-related complaint?
- What is not an equity-related grievance?
- Principles for complaint resolution at UTS
- Possible outcomes of the equity-related grievance resolution process
- Who can I talk to at UTS?
- External agencies that can help
- Other types of student complaints
- Other types of staff complaints
What is an equity-related complaint?
An equity-related grievance is when you believe you are being discriminated against or harassed in your work or study because of your sex (including pregnancy), sexual preference, transgender status, race, colour, ethnic or ethno-religious background, descent or national identity, marital status, disability, age, political conviction or religious belief.
More information about discrimination and harassment.
What is not an equity-related grievance?
Complaints that do not involve allegations of unlawful discrimination or harassment on one of the above grounds are not equity-related. These other complaints could include interpersonal conflict, unfair or differential treatment, performance issues, industrial matters, or academic issues. There are a range of avenues for students and staff to seek help with non-equity complaints.
Principles for complaint resolution at UTS
The University's grievance resolution procedures cover all types of complaints and are based on confidentiality, impartiality, protection from victimisation and prompt resolution.
- Managers and supervisors have the responsibility to identify and attempt to prevent or redress problems in the university
- Where possible, grievances are resolved at the lowest appropriate level of management
- Complaints are responded to as quickly as possible in the circumstances
- Procedural fairness is observed for each party in all aspects of handling a complaint
- No grievance is pre-judged
- Confidentiality is respected
- Resolution of the grievance takes into account wherever possible the preferred process of resolution of the person who made the complaint. However, there may be instances where a complaint is of such a serious nature that formal action is required.
- Staff and students have a responsibility not to pursue grievances with a mischievous or malicious intent.
Possible outcomes of the equity-related grievance resolution process
Some of the possible outcomes to your complaint include:
- After receiving advice and support you address the matter directly with the person concerned.
- Through the process of resolution you gain a better understanding of the situation so that your concerns are addressed.
- You receive an apology, or the issue or behaviour you are complaining about is modified.
- You reach a mutually acceptable resolution through conciliation.
- In some cases, your complaint cannot be substantiated and no further action results.
- In more serious cases, the university's formal grievance processes will be invoked. Disciplinary action may be taken, and in the most serious cases could result in dismissal.
Who can I talk to about equity-related complaints?
The Equity & Diversity Unit advises and assists UTS students and staff who have an equity-related complaint. The Unit can also advise managers or supervisors about appropriate equity-related grievance-handling processes.
If you have an equity related complaint, you can get advice and help from the Equity & Diversity Unit on UTS policy and processes, legislative requirements, and other related material.
Both students and staff can seek assistance for personal support needs from the Student Counselling Service.
External Agencies
Although the University has a strong commitment to respond to equity-related grievances, students and staff also have the right to seek advice or pursue their complaint through an external agency. The contact details are as follows:
Human Rights and Equal Opportunity Commission
The Human Rights and Equal Opportunity Commission is responsible for handling complaints under the Racial Discrimination Act 1975, Sex Discrimination Act 1984, Disability Discrimination Act 1992 and the Human Rights and Equal Opportunity Commission Act 1986. Under each of the Acts, complaints of discrimination or breaches of human rights are made to the Commission. They are then referred to the relevant Commissioner, who is responsible for inquiring into and attempting to conciliate the complaint.
Human Rights and Equal Opportunity Commission Central Office
Level 8, Piccadilly Tower
133 Castlereagh Street
SYDNEY NSW 2000
GPO Box 5218
SYDNEY NSW 1042
Ph: (02) 9284 9600
Complaints infoline: 1300 656 419
Publications enquiries: (02) 9284 9609
TTY: 1800 620 241
Fax: (02) 9284 9611
New South Wales Anti-Discrimination Board
The NSW Anti-Discrimination Board is responsible for handling complaints under the NSW Anti-Discrimination Act 1977 and the NSW Anti-Discrimination Regulation 1999 relating to:
- Sex Discrimination
Where you are treated unfairly or harassed either because you are a woman or because you are a man. Sexual harassment is a type of sex discrimination. And discrimination against a woman because she is pregnant can also be sex discrimination.
- Race Discrimination
Where you are treated unfairly or harassed because of your race, colour, ethnic background, ethno-religious background, descent or nationality.
- Age Discrimination
Where you are treated unfairly or harassed because of your age - for example, because people think you are too old, too young or too middle aged. Forcing people to retire at the old retirement age is also against the law. This is called compulsory retirement.
- Marital Status Discrimination
Where you are treated unfairly or harassed because of your particular marital status, for example, because you are single, or married, or living in a de facto relationship.
- Homosexual or Lesbian Discrimination
Where you are treated unfairly or harassed because you are gay or lesbian, or someone thinks you are gay or lesbian.
- Disability Discrimination
Where you are treated unfairly or harassed because you have a disability, or someone thinks you have a disability. It is also against the law to treat you unfairly or harass you because you had a disability in the past, or because you will or may get one in the future. Disability includes physical, intellectual and psychiatric disabilities, learning and emotional disorders, and any organism capable of causing disease (for example, an infectious disease, HIV/AIDS or hepatitis).
- Transgender Discrimination
Where you are treated unfairly or harassed because you are transgender, or someone thinks you are transgender. You are counted as transgender if you live or seek to live as a member of the opposite gender (sex) to your birth gender.
- Relative or Associate
Where you are treated unfairly or harassed because of who you are related to, or who you associate with. For example, where you are treated unfairly or harassed because of the sex, race, age, marital status, homosexuality/lesbianism, disability or transgender of one of your relatives, friends or work colleagues
New South Wales Anti-Discrimination Board
Level 17, 201 Elizabeth Street,
Sydney, NSW 2000
Ph: (02) 9268 5544
Fax: (02) 9268 5500
TTY: (02) 9268 5522
Toll-free: 1800 670 812 (within New South Wales)
