Australian Workplace Equality Index (AWEI)

UOW is currently recognised at Bronze Tier in the Australian Workplace Equality Index (AWEI). This recognition reflects our growing efforts to create a safe, respectful, and inclusive environment for all. We are proud of this achievement and we also recognise it as just one step toward the inclusive future we’re committed to building.

UOW continues to strengthen LGBTQIA+ inclusion across all areas of the University. Key initiatives include:

• Updated Terminology:Inclusive and contemporary language is used across policies, intranet content and webpages, reflecting current LGBTQ+ community standards and best practice.
• Inclusivity within Policies:Policies, benefits and workplace practices explicitly recognise and support LGBTQ+ employees and their families, affirming diverse sexualities, genders and family structures.
• Domestic and family violence (DFV): DFV resources acknowledge the experiences of LGBTQ+ individuals and provide access to specialist support services and information.
• Inclusive Language Resources: Staff have access to an inclusive language guide that promotes respectful communication and contemporary terminology relating to LGBTQ+ communities.
• Bullying/ harassment policy advice: Bullying, harassment and gender-based violence policies include LGBTQ+-related examples of inappropriate behaviour.
• Gender Affirmation Policy and Process:A dedicated gender affirmation policy provides guidance and support for employees affirming their gender, as well as resources for managers and colleagues.
• Dress codes: Support for trans and gender diverse employees includes the ability to dress in accordance with their affirmed gender, with guidance available through the Equity, Diversity and Inclusion team.
• Non-Binary Options for Employees:Gender-inclusive options are available across forms and systems, enabling employees to accurately reflect their gender identity.
• LGBTQ+ Inclusion Strategy:LGBTQ+ inclusion is embedded in the Equity, Diversity and Inclusion Strategy through dedicated priorities focused on culture, wellbeing, visibility, leadership capability and accountability.
• LGBTQ+ Workplace Inclusion on Website:A dedicated public webpage showcases commitment to LGBTQ+ inclusion, highlighting initiatives, networks, support services and inclusive practices.
• HR / Diversity Professional Accountabilities: Accountability for LGBTQ+ inclusion is embedded across leadership, People & Culture, Equity, Diversity and Inclusion professionals, employee networks and governance committees.
• Ally Reference Guides:An Active Ally Guide helps employees build their knowledge, demonstrate inclusive behaviours and actively support LGBTQ+ colleagues.
• LGBTQ+ Employee Network: The Pride Network provides opportunities for connection, advocacy, visibility and inclusion for LGBTQ+ staff and allies.
• LGBTIQ+ Network engagement:Dedicated internal channels enable LGBTQ+ employees and allies to connect, share resources, participate in discussions and engage with inclusion initiatives.
• LGBTIQ+ Training: LGBTQ+ inclusion, awareness and allyship training is available to all employees, with targeted learning opportunities for leaders and People & Culture staff.

2023 - 2024: Bronze

• Update to LGBTIQA+ e-learning
• Trans and Friends Festival Illawarra (TAFFI)
• Establishment of Committee on EDI
• Inclusive language guide – LGBTIQA+
• Gender Affirmation Leave & support resources
• New EAP provider with LGBTIQA+ supports
• Sexuality and Gender Diverse Action Plan
• Inclusion of pronouns in signature blocks

2022 - 2023: Bronze

• Expansion of Welcome Here
• Trans and Friends Festival Illawarra (TAFFI)
• Active Ally Factsheet
• Expansion of All Gender toilet conversions (100+)

2021 - 2022: Bronze

• Binary language removed from UOW policy & processes
• EDI Website including Ally Network page
• Rainbow Stairs
• Onboarding Welcome Video created

2020 - 2021: Bronze

• LGBTIQ Strategy and Workplan(internal document)
• Gender Identity and Affirmation Guideline
• First two All Gender toilets converted(plans for 12 more)
• AD-EDI positions created

2019 - 2020: Bronze

• New HCM system – ability to change titles and gender
• Induction reviewed – LGBTIQ content included
• Chalk rainbow initiative
• EDI statement added to recruitment ads

In addition to the initiatives listed, we have also undertaken the following actions:

• Updated the Parental Leave policy to explicitly include surrogacy leave.
• Enhanced Domestic and Family Violence resources to include specific information and support pathways for LGBTQ+ individuals.
• Amended the Code of Conduct to incorporate a more inclusive statement regarding dress codes and uniforms.
• Developed supporting resources to accompany the Gender Identity and Affirmation Guidelines.

We recognise there is still room to strengthen our LGBTQ+ initiatives. The table below outlines our planned actions for 2025–2026 to support continued progress.

UOW planned actions

AWEI Silver Sections & Planned Actions 2025-26

Policies, Places & Practices

• Build relevant training into onboarding requirements.
• Audit bathroom facilities across UOW and ensure all signage is updated.

LGBTQ+ Bullying, Harassment & Support

• Review reporting processes seeking data collection on EDI-related bias, discrimination, bullying or harassment, and a process for sensitively managing EDI-related disclosures in complaints.

Inclusion of Trans and Gender Diverse Employees

• Resources for hiring managers to support transgender and gender diverse people.
• Project on the recruitment barriers for transgender and gender diverse people.

Strategic Focus & Accountability

• Provide support to LGBTIQ+ charities/community groups., including but not limited to, pro-bono work, fundraising, giving programs, volunteering, sponsorships, and venue support. 

LGBTQ+ Employee Network

• Participate in external LGBTIQ+ community events with organisational branding to demonstrate visible allyship.

Visibility of LGBTQ+ Inclusion

• Providing options for employees to visually show that they are an ally and displaying visible support

Training, Awareness & Professional Development

• Deliver dedicated training to all UOW employees & deliver to roles needing specialised training.
• Promote LGBTIQ+ Days of Significance

Executive Leadership & Engagement

• Review leadership training to incorporate an LGBTIQ+ component.
• Leadership formally recognises individual employee/s for contributions to LGBTIQ+ inclusion at UOW.

Data Collection & Reporting

• Engage in analysis to determine areas of disadvantage for LGBTIQ+ and gender diverse staff.
• Identify barriers and address these through targeted activities and communications.

Community Engagement

• Actively include the University’s LGBTIQ+ inclusion work in external-facing UOW social media.
• Provide volunteer or pro-bono support to LGBTIQ+ charities/community groups (e.g. TAFFI)

Inclusion is ongoing work and we’re committed to listening to our LGBTQIA+ community and learning from feedback provided to us by our partner Pride in Diversity.

We invite all staff to join us on this journey as we work to become one of Australia’s leading universities in LGBTQIA+ inclusion.