Chapter 2 – Student and general information

Equity and diversity

This information is current as at January 2008. The latest information is available from the Equity and Diversity Unit.

UTS is committed to ensuring that all students and staff have equitable access to education and employment opportunities, are treated fairly and can work and study in an environment free of harassment. University policy aims to prevent discrimination on the grounds of race, colour, descent, national or ethnic origin, ethno-religious background, sex, marital status, pregnancy, potential pregnancy, carers' responsibilities, disability, age, homosexuality, transgender status, political conviction, and religious belief. The UTS Council integrates equity and affirmative action principles within all the University's decisions and operations.

The Director of Equal Opportunity and Affirmative Action at UTS is the Deputy Vice-Chancellor and Vice-President (Teaching, Learning and Equity). The Equity and Diversity Unit supports the day-to-day implementation of equal opportunity by supporting programs that aim to ensure that the diverse nature of Australian society is reflected in all aspects of employment and education at UTS. It does this by assisting in the development, implementation and monitoring of policies, programs and activities which have an impact on the achievement of equity outcomes.

The Equity and Diversity Unit aims to:

Students

The UTS Equity Plan outlines strategies and commits resources to achieve an increase in the participation and graduation rates of previously disadvantaged groups within the UTS catchment area.

The plan includes strategies for:

Aboriginal and Torres Strait Islander students are included in a separate strategic plan coordinated by the Jumbunna Indigenous House of Learning.

Staff

UTS is committed to providing an equitable work environment for all staff and to improving the employment opportunities and experiences of women, Indigenous Australians, people with a first language other than English and people with disabilities. Equal employment opportunity principles are embedded in all employment activities such as recruitment, promotion, job reclassification, provision of research funding and access to staff development and training opportunities. The University's success in these matters is reflected each year in its reports to the Director of Equal Opportunity in Public Employment and Equal Opportunity for Women in the Workplace Agency. From these reports, equity plans are developed to enable the University to focus on areas requiring improvement.

Aboriginal and Torres Strait Islander people

Wingara, the Aboriginal and Torres Strait Islander Recruitment and Career Development Strategy, was officially launched in 1996. Wingara (an Eora word meaning 'to think') aims to increase permanent employment opportunities for Aboriginal and Torres Strait Islander people in a wide range of occupations and levels, in both academic and general staff classifications, across all UTS campuses. It also provides training and development opportunities to support continuing employment. The UTS Reconciliation Statement reflects the University's strong commitment to providing an education and employment environment which includes Indigenous Australian perspectives and experiences.

People with disabilities

The Disability Action Plan (DAP) reflects the University's commitment to eliminating discrimination against people with disabilities in all areas of University life, including employment, teaching and learning and access to technology and the physical environment. The DAP was first adopted in 1997 in accordance with the Disability Discrimination Act 1992 and was renewed in 2003. Currently, UTS provides a wide range of services and support for students and staff with disabilities such as Auslan interpreters, scribes, work placement opportunities and accessible parking.

People with a language background other than English

The University has developed an Ethnic Affairs Priorities Statement outlining its commitment to key strategies which focus on support for and celebration of the racial?ethnic diversity of its community. Diversity is valued for its potential to benefit UTS through enhanced understandings, improvements in teaching practices, better provision of services to the University's culturally-diverse student body and staff, and increased international competitiveness.

Women

Strategies to improve women's representation at all levels of the University are specifically addressed in UTS equity planning and are given a high priority throughout the University. The Women at UTS Professional Development and Community Building program features a range of programs including comprehensive and structured career development seminars and workshops for female staff. The University is implementing a range of recommendations from the Report on Women in Non-traditional Fields at UTS to increase representation in these areas. Recommendations from the Report on Research Issues for Women at UTS are also being implemented to increase research participation and provide networks and mentoring for female researchers.

Grievances

The Equity and Diversity Unit provides confidential equity-related grievance advice to both students and staff who feel they may have been discriminated against or harassed on the grounds of race, colour, descent, national or ethnic origin, ethno-religious background, sex, marital status, pregnancy, potential pregnancy, family responsibilities, disability (physical, intellectual, psychiatric, sensory, neurological, or learning disabilities, and illnesses such as HIV/AIDS), age, homosexuality, transgender status, political conviction, and religious belief.

The Unit provides advice and support on UTS policies, legislative requirements, and other related matters.

Inquiries

Equity and Diversity Unit
CB01.17.22, City campus
telephone +61 2 9514 1084
fax +61 2 9514 1883
email equity.diversity.unit@uts.edu.au
http://www.equity.uts.edu.au

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