Diverse people in boardroom

Equity, diversity and inclusion

The Faculty of Business and Law aims to foster a culture of inclusion, ensure continuous improvement and collegiality, and champion equity initiatives across all aspects of the workplace.

UOW recognises that it can only achieve its strategic objectives by attracting and retaining a diverse blend of talent. Our staff and students reflect the diversity of our communities and our commitment to equity, diversity of inclusion recognises our continued excellence in research, education and community engagement. We recognise and celebrate each aspect of diversity individually and recognise their intersectionality. We aim to have an organisational culture where people can be their authentic selves and have policies and practices that ensure fair and equitable campuses. We welcome anyone regardless of age, race, colour, disability, gender identity, sexual orientation, gender expression, marital or relationship status, or economic background. UOW has policies and practices to ensure that we provide a fair workplace and campuses free from unlawful discrimination and harassment. Through our inclusive values, we aim to empower all staff and students to achieve their full potential and remove actual or perceived barriers to participation.

The Faculty of Business and Law is committed to creating a safe, welcoming and inclusive space for all staff and students in the faculty. There are a number of equity, diversity and inclusion strategic objectives described below.

EDI feedback: share your ideas, issues, and successes

Objective 1

Promote a culture that holds the values of equity, diversity and inclusion as central to who we are and what we do; 

Objective 2 

Ensure all staff and students understand what the principles of equity, diversity and inclusion mean, and how this translates to their actions and behaviours at work; 

Objective 3 

Ensure a truly inclusive workplace, diverse and welcoming where all staff and students feel: 

  • A sense of belonging
  • Respected
  • Empowered; and
  • That they have a fair chance of progressing their careers. 

Objective 4 

Ensure staff and students feel that diversity of opinions and views is valued, and they can bring their whole selves to work; 

Objective 5 

Ensure the principles of equity, diversity and inclusion are considered in all decisions made, and that this is transparent and communicated to all staff; and

Objective 6 

Ensure that principles of equity, diversity and inclusion and are embedded in our teaching and research practices.members of the UOW community.

The Business and Law Faculty Equity, Diversity and Inclusion Committee Members include:

Equity, Diversity and Inclusion Resources

Policies and tools that guide our Faculty to be an equitable, inclusive, and diverse place for every student and staff member to learn and work.

All current UOW policies and guidelines are available in the UOW Policy Directory.

We acknowledge that Country for Aboriginal peoples is an interconnected set of ancient and sophisticated relationships.

The University of Wollongong spreads across many interrelated Aboriginal Countries that are bound by this sacred landscape, and intimate relationship with that landscape since creation.

From Sydney to the Southern Highlands, to the South Coast.

From fresh water to bitter water to salt.

From City to Urban to Rural.

The University of Wollongong Acknowledges the Custodianship of the Aboriginal peoples of this place and space that has kept alive the relationships between all living things.

The University Acknowledges the devastating impact of colonisation on our campuses' footprint and commit ourselves to truth-telling, healing and education.

Cultural and religious inclusive language practices 

Language and practice to avoid

Good inclusive language practice

Black/Brown/Yellow/ Red/Purple people OR Coloured person

Person of colour (POC)

An African (broad generalisation)

Person of Kenyan descent (specific)


International people, international students

Mixed race

Biracial, multiracial

Third world country

Developing country


A person of faith

Believes in the sky-fairy/imaginary being

A believer (in God or other deity)



Towelhead, raghead

A person wearing a hijab or turban

Religious food or God food

Kosher/Halal (relevant terminology) dietary requirement

Conflating a negative action with a faith e.g. Islamic terrorism

Keeping a faith separate from an action

Christian name

First name, given name, affirmed name

Source: Words Matter: ECU's Inclusive Language Guide

Research from the Faculty on cultural and ethnic diversity 

Disability inclusion language practices 

Language and practice to avoid

Good inclusive language practice

Abnorpmal, afflicted with or suffers from, birth defect, deformed, invalid

Person with disability or disabled person (dependant on individual or group)

Wheelchair bound, confined to a wheelchair

Person who uses a wheelchair, wheelchair user

Vision impaired, visually impaired, the blind.

Person who is blind or has low vision, blind person (dependant on individual or group)

Asperger’s (no longer a diagnosis so only if someone identifies), on the spectrum (used to avoid the word autism), high/low functioning, ASD (diagnosis terminology)

Person with autism, autistic, neurodivergent (dependant on individual or group),

Deaf and dumb (inability to hear and speak does not imply intellectual disability)

Person who is deaf/hard of hearing, deaf person (dependant on individual or group)


Person with paraplegia

Mentally handicapped, slow

Person with an intellectual disability

Handicapped parking

Accessible parking

Disabled toilet

Accessible toilet

Special requirements

Individual requirements

Mentally ill, crazy, mental, psycho

Person with mental illness

Learning impaired

Person with a learning disability

Suffers from a chronic health condition

Lives with or has a chronic health condition

Able-bodied, abled, normal

Person without disability, non-disabled person

Source: Words Matter: ECU's Inclusive Language Guide 

Research from the Faculty on Disability inclusion 

SAGE Webinars

SAGE offers webinar recordings on connecting EDI ideas to practice. These are delivered by leading equity, diversity and inclusion researchers and professionals.

Featured Webinars

Access to the recording is limited to staff and students from SAGE subscriber institutions. To access the video: 

  • Click the “Login” button in the top right corner of the page or the “Sign In” link at the bottom of an article.
  • Enter your staff or student email address and click “Submit”. Personal email addresses (e.g. Gmail) won’t be accepted.
  • Check your inbox for a validation link. If you don’t receive it within an hour and it’s not in your spam folder, contact sage@sciencegenderequity.org.au so the SAGE team can manually validate your email.
  • Click the validation link to return to the SAGE homepage. The button in the top right corner should now say “Log out”. Congratulations – your email validation and login was successful!

View SAGE Webinars


Research from the Faculty on Early Career Researchers

Seminars and training sessions

Links to services


  • Shamika Almeida
  • Millicent Chang
  • Rodney Clarke
  • Corinne Cortese
  • Josh Dubrau
  • Anna Farmery
  • Mario Fernando
  • Michael Grainger
  • Patricia Hamlet
  • Valerie Harwood
  • Troy Heffernan
  • Freda Hui-Truscott
  • Aelee Jun
  • Le-tisha Kable
  • Ted Lasek
  • Adriana Lear
  • Sue Matthews
  • Grace McCarthy
  • Michael Mehmet
  • Trish Mundy
  • Karina Murray
  • Rabindra Nepal
  • Pauline Oei
  • Alfredo Paloyo
  • Colin Picker
  • Melanie Randle
  • Nicole Reilly
  • James Reveley
  • Nina Reynolds
  • Nan Seuffert
  • Erin Snape
  • Beo Thai
  • Erin Twyford
  • Jenny Wang
  • Markus Wagner
  • Ivy Zhou

See about the Pride Network

Gender-inclusive language practices 

Language and practice to avoid

Good inclusive language practice

She/he is taking maternity leave

They are taking parental leave

She/he must provide copies

Every candidate must provide copies

Mother’s facilities

Parenting facilities

Your husband/wife

Your partner

A father ‘babysitting’ their child

A parent ‘caring’ for their child


Police officer/firefighter

Ladies and Gentlemen

Esteemed guests

Boys and girls

Students, class, kids, everyone, folks

Mum and Dad

Parents and carers

Husband and wife, girlfriend and boyfriend


Brother and sister


She or he


Chairman, mankind, Policeman

Chair/Chairperson, humankind, Police Officer

Feminine hygiene products

Period products, menstruation products

Source: Words Matter: ECU's Inclusive Language Guide

Research from the Faculty on gender equality

Gender, sex and sexuality inclusive language practices 

Language and practice to avoid

Good inclusive language practice

Gay and lesbian, the gay community

The LGBTIQA+ community

Lez, lesbo, lezzie


Homosexual, homo

Gay, gay man, gay person

Lifestyle choice, sexual preference


Born male, born female

Assigned male or female at birth

He or she

They (if you don’t know their gender or they use they/them pronouns)

Transsexual, transgendered, crossdresser

Transgender, trans, gender diverse, non-binary




Intersex person, someone with an intersex variation

Ladies and gents, boys and girls

Everyone, guests, folks

Preferred name, preferred pronouns

Name and pronouns

Identifies as transgender, gay, bisexual

Is transgender, gay, bisexual


Partner, spouse

Gay agenda, homosexual agenda

Use an accurate description of topic e.g. Discrimination laws

Special rights

Equal rights

Source: Words Matter: ECU's Inclusive Language Guide

Research from the Faculty on gender, sex and sexuality diversity

Seminars and training sessions


Organizations and Aggregated Resources


Articles, Essays, and Book Chapters

Innovate Reconciliation Action Plan (March 2022-March 2024) statement of intent from BAL:

Over the next few years, the Faculty of Business and Law will continue to develop current RAP-related initiatives and endeavour to launch new ones. Among the current ones that will continue and acquire renewed emphasis and focus are: identification of current and developing of further Aboriginal and Torres Strait Islander content in subjects; and, in collaboration with the Woolyungah Centre, developing and providing appropriate support for our Indigenous students. In addition, we will be cultivating cultural safety through ongoing reflection and learning to foster respectful and trust-based reciprocal relationships with Indigenous staff, students, and the community. We will proactively seek and nurture community-based partnerships with Aboriginal Elders, knowledge holders, and organisations to enhance a care-based approach to developing the Indigenous talent pool.

Reconciliation Action Plan

Aboriginal and Torres Strait Islander inclusive language practices 

Language and practice to avoid

Good inclusive language practice

Blacks, Natives, Aborigines

Aboriginal and Torres Strait Islander Peoples

Half-caste, part-Aboriginal

Aboriginal and Torres Strait Islander

aboriginal, indigenous

Aboriginal, Indigenous peoples

Aboriginal tribes or clans

Aboriginal communities or language groups

 Source: Words Matter: ECU's Inclusive Language Guide

Talking terminology for Aboriginal and Torres Strait Islander people by Summer Finlay

Research from the Faculty on Indigenous strategy

UOW's processes and supporting documentation for managing conduct and performance specific to academic staff and professional services employees are set out in the following documents:

Academic staff

Professional staff

Age inclusive language practices

Language and practice to avoid

Good inclusive language practice

Seniors, elderly, old lady/old man, the aged,

Older people, older Australians, retired people, retirees

Emerging adult, kids, youths, juniors,

Younger people, young people, youth

People over x, People younger than x

Younger people, people aged e.g. 18 to 25

Source: Words Matter: ECU's Inclusive Language Guide

Seminars and training sessions

LinkedIn EDI training modules

The Committee for Equity, Diversity and Inclusion (CEDI)
Student Accessibility and Inclusion (SAI)

Recognising with communities: significant days

Embrace a journey of inclusivity and ignite meaningful conversations. Learn of upcoming celebrations and vital acknowledgments through our Equity, Diversity and Inclusion Calendar. Save the dates that resonate with you, and join the movement towards a more empowered and inclusive society.

Celebrate and reflect: Browse our UOW Inclusion Calendar