In pursuing its vision of "maintaining an exemplary working environment for its staff", the University of Tasmania has formulated the goal of "attracting and supporting staff of the highest quality and being an exemplary employer". The University also accepts that it has a responsibility to act in conformity with the spirit and intent of equal opportunity and affirmative action legislation. This legislation includes the Racial Discrimination Act 1975 (Commonwealth), the Sex Discrimination Act 1984 (Commonwealth), the Human Rights and Equal Opportunity Commission Act 1986 (Commonwealth), the Equal Opportunity for Women in the Workplace Act 1999 (Commonwealth), the Disability Discrimination Act 1992 (Commonwealth) and the Anti-Discrimination Act 1998 (Tasmania).

Consistent with this mission, goal and related legislation, the University is committed to a policy of equal opportunity in employment and affirmative action which undertakes to:

• promote equal opportunity in all aspects of the University’s activities;

• eliminate unjustified direct and indirect discrimination on the grounds of:

  • race, colour, national or ethnic origin, nationality;

  • sex or gender, sexual preference, marital status, pregnancy, status as a parent or a carer;

  • religious or political belief or activity, industrial activity;

  • age, physical features, disability, medical record,

  • personal association with a person who is identified by reference to any of the listed attributes; and

  • on any other ground which the Council on the advice of the Equal Opportunity Committee shall after due consideration determine to be a basis of improper discriminatory practice.

• create an environment where staff are able to work effectively, without fear of discrimination or harassment;

• use non-discriminatory, inclusive language in all official documents and encourage its use in teaching fora, meetings and other formal settings;

• establish appropriate programs in employment to overcome disadvantage;

• establish appropriate programs to overcome disadvantage in employment for Aboriginal and Torres Strait Islander people, people with disabilities, women and other equity groups;

• ensure that all University of Tasmania staff have reasonable access to benefits and services;

• provide effective mechanisms to resolve sex-based harassment and other complaints of discriminatory treatment; and

• ensure that such further obligations that the law may impose from time to time are appropriately addressed by the University.

In accordance with legislation, where applicable, the University’s broad equal employment opportunity programme will include the following components:

The equal employment opportunity programme is consistent with the merit principle whereby only criteria related to the ability to do the job are used in selection. Affirmative action, as defined in the Act, is compatible with the principle of appointment and promotion on the basis of merit ensuring equitable treatment of all applicants; and to provide a balanced representation of women and men across all occupational groupings and classifications and on all decision-making bodies.

The Vice-Chancellor is responsible for the overall direction of the program delegating as appropriate through the Deputy Vice-Chancellor and Director, Human Resources to the Executive Officer, Equal Employment Opportunity, the day-to-day implementation of the policy with regular reporting to the Equal Opportunity Committee. In addition, there is devolved responsibility to Deans in each Faculty for implementing the policy as consistent with the University’s strategic and operational plans.

Last revised:

October 1996

Nomenclature revised:

January 2002