Diversity and Inclusion Policy

Intent

This Policy has been established to promote equity and diversity, foster inclusion, and enhance staff engagement and retention through the adoption of policies, procedures and practices that ensure a learning and working environment that promotes a culture of respect and equity.

This Policy seeks to ensure that underrepresented and marginalised groups at James Cook University (JCU; the University) have equal access to opportunities and resources with regards to recruitment, selection, promotion, staff training and development, and conditions of service, and that all Staff Members, Affiliates, contractors, volunteers and members of the public are treated with respect, courtesy and dignity.

Scope

This Policy applies to all Staff Members, Affiliates, contractors and volunteers working at JCU Australia (JCUA) campuses. JCUA will work with the Singapore campus and JCU controlled entities towards harmonisation to the extent permissible by law in any other jurisdiction with this Policy.

Definitions

For a comprehensive list of definitions, please refer to the Human Resources Policy Glossary.

Policy

1. Diversity and inclusion are central to JCU’s approach to enhancing the social, cultural, environmental and economic options available to current and future generations in northern Australia, the tropics and globally.

2. JCU acknowledges the distinct cultural rights of Aboriginal and Torres Strait Islander peoples as a human right and continues to implement strategies to increase access to employment and education for Aboriginal and Torres Strait Islander peoples.

3. JCU has implemented strategies and policies which incorporate elements of diversity and inclusion. These include the JCU Corporate Strategy, the Bullying, Discrimination, Harassment and Sexual Misconduct Policy, Staff Code of Conduct, Indigenous Workforce Strategy and Reconciliation Action Plan. In addition, JCU has established active groups focused on elements of diversity and inclusion, an Equity Contact Officer Network and an Equity and Diversity Reference Group.

4. JCU strives to be a university where:

• diversity and inclusion are celebrated as core pillars in living the values of authenticity, excellence, integrity and respect;
• the diversity of our Staff Members reflects the communities in which we work;
• all Staff Members have equitable access to benefits and services;
• relevant legislation and its intent are upheld;
• diversity is celebrated and recognised;
• every Staff Member may express themselves while respecting the rights of others without fear of unlawful discrimination, harassment, prejudice, victimisation or vilification;
• recruitment and promotion processes are transparent and free from biases, ensuring equal opportunities for all qualified candidates; and
• policies and procedures are regularly assessed to identify and remove any barriers that may hinder the full participation and advancement of Staff Members from diverse backgrounds.

5. Promoting a Diverse and Inclusive Workplace

5.1 Fostering an inclusive and diverse University workplace is the collective responsibility of the entire staff of JCU. This involves advocating for and upholding inclusive and equitable practices, norms, culture, and systems, where Staff Members can learn from and support one another, and empowering Staff Members to address and challenge unlawful discriminatory practices that conflict with the principles outlined in this policy.

5.2 The principles of equity are incorporated into decision-making, including the practice of assessing achievement relative to opportunity within all employment-related policies and processes to combat bias and support a diversity of perspective on all JCU decision-making bodies.

6. Responsibilities

6.1. It is the responsibility of the Director, Human Resources to:

• provide learning resources and relevant training to support Staff Members to cultivate an inclusive workplace;
• ensure recruitment processes support inclusion; and
• ensure all Human Resources policies and procedures are inclusive and support diversity.

6.2. It is the responsibility of the Human Resources Directorate to:

• oversee implementation of this policy and monitor its effectiveness;
• provide training resources and coordinate initiatives relating to diversity and inclusion.

6.3. It is the responsibility of all managers and supervisors to:

• fulfill their obligations in relation to mandatory training requirements, to fully understand the various forms of discrimination that may occur in employment and their obligations under relevant legislation;
• ensure their Staff Members fulfill their obligations in relation to mandatory training requirements;
• provide reasonable adjustment measures for Staff Members with disabilities to ensure equal access to opportunities and resources;
• provide reasonable flexible work arrangements, consistent with legislative requirements, to promote work-life balance and inclusivity;
• create and foster an environment which promotes dignity, mutual respect, acceptance, cooperation, collaboration and productivity.
• be alert to the possibility of bullying, discrimination and/or harassment by monitoring key indicators such as workplace culture, complaints data, absenteeism and staff turnover, and take appropriate action if they become aware of any alleged bullying, discrimination and/or harassment.
• demonstrate a commitment to responsible practice, inclusion and diversity, and model appropriate behaviour;
• promote awareness of relevant policy documents within their work area including this policy; and
• ensure Staff Members are recruited, advanced and treated in alignment with JCU’s principles of enhancing diversity and inclusion.

6.4. It is the responsibility of all Staff Members to contribute to the development of an equitable and inclusive workplace through:

• engaging with JCU’s equity and inclusion events, learning opportunities and other activities;
• championing the elimination of harassment, discrimination and racism;
• seeking input from diverse stakeholder groups where decision-making processes may have a direct impact on diverse groups;
• taking all reasonable steps to ensure all communication is free of intentional or perceived prejudice, bias, discriminatory language and stereotyping; and
• actively including examples of diverse groups in promotional material and course content where this supports equity and inclusion.

7. Reporting

7.1 JCU undertakes internal reporting relating to diversity and inclusion as part of its strategic priorities.

7.2 JCU undertakes external reporting relating to diversity and inclusion outcomes to Commonwealth and State agencies as per legislative requirements.

Related policy instruments

James Cook University Enterprise Agreement

Staff Code of Conduct

Bullying, Discrimination, Harassment and Sexual Misconduct Policy

Bullying, Discrimination, Harassment Complaint Procedure for Staff and Affiliates

Sexual Misconduct Procedure

Relative Opportunity and Performance Evidence Guidelines (ROPE)

Indigenous Workforce Strategy

Reconciliation Action Plan

Health Management Policy

Statement of Commitment to the Elimination of Sexual Harassment and Sexual Assault

Schedules/Appendices

Nil

Related Documents and Legislation

Age Discrimination Act 2004 (Cth)

Australian Human Rights Commission Act 1986 (Cth)

Disability Discrimination Act 1992 (Cth)

Disability Standards for Education 2005 (Cth)

Fair Work Act 2009 (Cth)

Racial Discrimination Act 1975 (Cth)

Sex Discrimination Act 1984 (Cth)

Workplace Gender Equality Act 2012 (Cth)

Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Act 2023 (Cth)

Anti-Discrimination Act 1991 (Qld)

Criminal Code Act 1899 (Qld)

Criminal Law Amendment Act 1993 (Qld)

Disability Services Act 2006 (Qld)

Human Rights Act 2019 (Qld)

Industrial Relations Act 2016 (Qld)

Work Health and Safety Act 2011 (Qld)

Workers Compensation and Rehabilitation Act 2003 (Qld)

Administration

NOTE: Printed copies of this policy are uncontrolled, and currency can only be assured at the time of printing.

Approval Details

Revision History