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Inclusive Practices Workplace Equity Committee

Reporting to theThe Equal Opportunity Committee of Council (Standing Committee of Council)

Key Equity Principles

Monash has outlined its commitment to actively promoting equal opportunity through the Global Equal Opportunity Policy.  Monash aims to be fair, equitable, sensitive to the diverse needs of its students and staff in all its policies and practices.  Monash supports access to education and employment on the basis of merit and has a commitment to support all its students and staff to reach their full potential. 

Monash students will experience a learning environment which is open to the perspectives and experiences of individuals and groups from different backgrounds and which is supportive of all students.[1]

Monash University will provide all staff with an opportunity to work in an environment where there is a commitment to equity and the principles of gender equity and equal employment opportunity are given practical effect throughout the institution.[2]

The University will actively promote equal opportunity by developing and operating programs to increase access and promote success in education and employment for designated under-represented groups[3] in order to overcome disadvantage[4].

The University is committed to providing an environment where students and staff can work effectively without fear of discrimination or harassment. It seeks to promote the understanding and celebration of diversity.

Terms of Reference

  • To advise the Equal Opportunity Committee on the currency of the University’s Global Equal Opportunity Policy, strategies and programs that will enable the University to provide equal opportunity in employment, staff development and training.
  • To monitor the progress of programs, in both qualitative and quantitative terms undertaken by faculties, administrative and academic support areas, to promote:
  • The Equal Opportunity for Women in the Workplace Program
  • Cultural and religious diversity initiatives
  • Work Life strategy
  • Employment and Career Development for Indigenous Australians
  • Support for Staff who have a disability
  • Awareness of rights and responsibilities identified by the particular anti-discrimination legislation of the country in which Monash operates: and
  • To advise on additional policies and programs to promote equal employment opportunity for disadvantaged people
  • To monitor and advise on the implementation of the University's equal opportunity policy in the University's employment procedures and practices
  • To monitor the achievement of a working environment free of harassment and discrimination
  • To disseminate information and other materials that support the implementation of the University’s Global Equal Opportunity Policy across the University

In its membership, the Committee should aim for gender balance and representation from a spread of campuses

Terms of Membership

With the exception of ex-officio members, the term of office of members is two years. (Members may be selected for an additional consecutive term of two years).

The committee members are charged with the responsibility of supporting the University in both policy development and the practical implementation and reporting of equal opportunity initiatives.

Chair - Senior academic (nominated by the Vice-Chancellor)

Divisional Director Student and Community Services or senior nominee

Divisional Director Human Resources or senior nominee

Head of a large or very large Department, nominated by the Vice Chancellor or delegate

Professor nominated by the Vice-Chancellor or delegate

Two elected academic and two general staff, with all categories of staff eligible for nomination, including tenured, non-tenured, part-time and casual staff[5]

University Solicitor or legally qualified nominee

Chair of the Inclusive Practices Student Equity Committee

Convenors of the Faculty Equity and Diversity Committees

  • Faculty of Art and Design
  • Faculty of Arts
  • Faculty of Business and Economics
  • Faculty of Education
  • Faculty of Engineering
  • Faculty of Information Technology
  • Faculty of Law
  • Faculty of Medicine, Nursing and Health Sciences
  • Faculty of Pharmacy
  • Faculty of Science

Library

Monash International

In attendance:

Director, Equity and Diversity Centre, Student and Community Services Division

Executive Officer, Student and Community Services Division


Monash University Global Equal Opportunity Policy

  1. is committed to promoting equal opportunity in education and employment in recognition of global principles of equity and justice (Appendix 1).
  2. Monash operates in a global context and will ensure that the Equal Opportunity Plan developed under this Policy for a particular country will be managed in compliance with the laws applying in that country or region.
  3. Monash is committed to the highest quality in teaching, learning, research and a wide range of professional and community activities.  It shares the fundamental university beliefs in the value of free and rational inquiry and in the pursuit of knowledge as a key to understanding, tolerance, and improvement of the human condition.[6]
  4. Monash is committed to being fair, equitable and sensitive to the diverse needs of its students and staff in all its policies and practices[7] and to supporting access by disadvantaged groups with due regard and respect for the sensitivities of all stakeholders.
  5. In order to meet its obligations under this policy, Monash University undertakes to promote equal opportunity in all aspects of the University’s activities by eliminating any remaining unlawful direct and indirect discrimination on the grounds of:
  • Race, colour, national or ethnic origin, nationality;
  • Sex or gender, lawful sexual activity, marital status, pregnancy or potential pregnancy, breastfeeding, status as a parent or carer;
  • Religious or political belief or activity, industrial activity;
  • Age, physical features, disability (past, present or imputed), medical record;
  • Personal association with a person who is identified by reference to any of the above listed attributes[8]; and
  • on any other grounds which the Monash University Council shall after due consideration determine to be a basis of discriminatory practice.

Monash will actively promote equal opportunity by:

  • creating an environment where students and staff are able to work effectively, without fear of discrimination or harassment;
  • providing effective mechanisms to resolve equal opportunity-related complaints;
  • using non-discriminatory, inclusive language and practices;
  • developing and operating programs to increase access and promote success in education and employment for designated under-represented groups[9] in order to overcome disadvantage;
  • ensuring that all Monash University students and staff have access to benefits and services in an equitable manner[10];
  • consulting stakeholders to ensure positive outcomes; and
  • developing, implementing, monitoring and reporting on strategies and plans.


Appendix 1

  • United Nations and International Labor Organisation (ILO) Conventions, Covenants and Declarations:
  • Universal Declaration of Human Rights, G.A. res. 217A (III), U.N. Doc A/810 at 71 (1948)
  • Convention against Discrimination in Education, 429 U.N.T.S. 93, entered into force May 22, 1962.
  • Convention on the Rights of the Child, G.A. res. 44/25, annex, 44 U.N. GAOR Supp. (No. 49) at 167, U.N. Doc. A/44/49 (1989), entered into force Sept.2 1990
  • International Covenant on Economic, Social and Cultural Rights, G.A. res. 2200A (XXI), 21 U.N. GAOR Supp. (No. 16) at 49, U.N. Doc. A/6316 (1966), 993 U.N.T.S. 3, entered into force Jan. 3, 1976.
  • Convention concerning Indigenous and Tribal Peoples in Independent Countries (ILO No. 169), 72 ILO Official Bull. 59, entered into force Sept. 5, 1991.
  • International Convention on the Elimination of All Forms of Racial Discrimination, 660 U.N.T.S. 195, entered into force Jan. 4, 1969.
  • Convention on the Elimination of All Forms of Discrimination against Women, G.A. res. 34/180, 34 U.N. GAOR Supp. (No. 46) at 193, U.N. Doc. A/34/46, entered into force Sept. 3, 1981.
  • International Covenant on Civil and Political Rights, G.A. res. 2200A (XXI), 21 U.N. GAOR Supp. (No. 16) at 52, U.N. Doc. A/6316 (1966), 999 U.N.T.S. 171, entered into force Mar. 23, 1976.
  • Freedom of Association and Protection of the Right to Organise Convention (ILO No. 87), 68 U.N.T.S. 17, entered into force July 4, 1950.
  • Equal Remuneration Convention (ILO No. 100), 165 U.N.T.S. 303, entered into force May 23, 1953.
  • Workers with Family Responsibilities Convention (ILO No. 156), 1981. Convention concerning Equal Opportunities and Equal Treatment for Men and Women Workers: Workers with Family Responsibilities (Note: Date of coming into force: 11:08:1983.) Place:Geneva , Session of the Conference:67, Date of adoption:23:06:1981
  • Discrimination (Employment and Occupation) Convention (ILO No. 111), 362 U.N.T.S. 31, entered into force June 15, 1960.
  • Declaration on the Rights of Disabled Persons, G.A. res. 3447 (XXX), 30 U.N. GAOR Supp. (No. 34) at 88, U.N. Doc. A/10034 (1975).
  • Vocational Rehabilitation and Employment (Disabled Persons) Convention, (ILO 159) 1983. Convention concerning Vocational Rehabilitation and Employment (Disabled Persons) (Note: Date of coming into force: 20:06:1985.) Place:Geneva ;Session of the Conference:69; Date of adoption:20:06:1983.
  • International Guidelines on HIV/AIDS and Human Rights, U.N. C.H.R. res. 1997/33, U.N. Doc. E/CN.4/1997/150 (1997).
  • Declaration on the Elimination of All Forms of Intolerance and of Discrimination Based on Religion or Belief, G.A. res. 36/55, 36 U.N. GAOR Supp. (No. 51) at 171, U.N. Doc. A/36/684 (1981).

[1] Leading the Way: Monash 2020, pg 12.

[2] ibid, pg 16.

[3] For example  those groups identified by the Australian Government through DETYA as – low socio-economic status, rural and isolated, people who have a disability, people from a non-English speaking background, women in non-traditional areas of study, Aboriginal and Torres Strait Islander people and those identified by the South African Government as - black, women, disabled and people with HIV/AIDS.

[4] Monash University Global Equal Opportunity Policy (2001)

[5] An addition of two members relating to the HEWRR compliance program as at 010106

[6]Monash Directions 2025.

[7]Monash University Documentation:  Related documents/information on the Monash web site: http://www.monash.edu.au/

Monash Directions 2025

Excellence and Diversity Strategic Framework 2004 - 2008

Education Plan

Research and Research Training Plan

Divisional Plans in the portfolio of the Vice-President Administration

[8]Principles are articulated in relevant United Nations and International Labour Organisation Conventions, Covenants and Declarations, of which Australia is a signatory, providing the foundation for the Federal and State anti-discrimination legislation.

[9]For example  those groups identified by the Australian Government through DETYA as – low socio-economic status, rural and isolated, people who have a disability, people from a non-English speaking background, women in non-traditional areas of study, Aboriginal and Torres Strait Islander people and those identified by the South African Government as - black, women, disabled and people with HIV/AIDS.

[10]Equity is created when the different settings and circumstances experienced by students and staff are considered and accounted for.  Monash internal differentiation will require goals and strategies tailored for particular contexts.

[11]Information sourced from: University of Minnesota – Human Rights Library Web site http://www1.umn.edu/humanrts/index.html and

International Labor Organisation Web site http://www.ilo.org/public/english/index.htm