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.
Equity, diversity and inclusion
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. 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 to achieve their full potential and remove actual or perceived barriers to participation.
- Promote a culture that holds the values of equity, diversity and inclusion as central to who we are and what we do;
- 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;
- 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.
- Ensure staff and students feel that diversity of opinions and views is valued, and they can bring their whole selves to work;
- 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
- Ensure that principles of equity, diversity and inclusion and are embedded in our teaching and research practices.
The Business and Law Faculty Equity, Diversity and Inclusion Committee Members include:
- Associate Professor Shamika Almeida (she / her) (Associate Dean Equity, Diversity and Inclusion, Chair)
- Associate Professor Rabindra Nepal (School of Business representative)
- Associate Professor Alfredo Paloyo (School of Business representative)
- Associate Professor Sheikh Solaiman (School of Law representative)
- Dr Anna Farmery (ANCORS representative)
- Dr Nicole Reilly (AHSRI representative)
- Ms Sue Mathews (Professional Staff representative)
- Dr Nadia Zainuddin (Additional Member)
- Associate Professor Rob Gordon (Additional Member)
- Ms Bec Lachlan (Additional Member)
- Mrs Geraldine Hardie (Postgraduate Student member)
- Miss Ruby Blacka (Undergraduate Student member)
Equity, Diversity and Inclusion Resources
Here are some policies, research and tools that guide our Faculty to be a place for every student and staff member to learn and work.
- Aboriginal & Torres Strait Islander Culturally Significant Days
- Acknowledgement of Country
- Cultural and ethnic diversity
- Early / mid career researchers supports
- Disability inclusion
- Faculty of Business and Law Allies
- Gender equity
- Gender, sex and sexuality diversity
- Indigenous strategy
- Managing conduct and performance
- Other resources
- UOW values and wellbeing
January
- 26 January 2022: Survival Day/ Australia Day
- 26 January 2022: Tent Embassy 50th anniversary - CPA
February
- 12 - 26 February 2022: Anniversary of the Freedom Ride (1965)
- 13 February 2022: Anniversary of the Apology (2008)
March
- 17 March 2022: RAP Launch
- 17 March 2022: National Close the Gap Day
April
- 3 April 2022: Anniversary of Australia Supporting the United Nations Declaration on the Rights of Indigenous Peoples (2009)
- 5 April 2022: Anniversary of Bringing Them Home (1997)
May
- 26 May 2022: National Sorry Day (34 years) & Uluru Statement from the Heart in 2017
- 26 May 2022: Bringing the home report tabled in Federal Parliament
- 27 May 2022: Anniversary of the Referendum 55 years
- 27 May 2022 - 3 June 2022: National Reconciliation Week
June
- 3 June 2022: Mabo Day 30 years
July
- 1 July 2022: Coming of the Light
- 3 July 2022 - 10 July 2022: National NAIDOC Week - theme ' Get Up! Stand Up! Show Up!'
August
- 4 August 2022: National Aboriginal & Torres Strait Islander Children's Day
- 9 August 2022: International Day of the World's Indigenous Peoples
September
- 1 September 2022: Indigenous Literacy Day
- 13 September 2022: Anniversary of the UN Declaration on the Rights of Indigenous People (adopted by UN)
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 the 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 colonialization on our campuses’ footprint and commit ourselves to truth-telling, healing and education.
- Indigenous and cultural diversity at UOW
- Racism It Stops With Me - Australian Human Rights Commission
- Australian Human Rights Commission – Face the facts: Cultural Diversity
- Harmony Week
- Refugee Council of Australia
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) |
Foreigners |
International people, international students |
Mixed race |
Biracial, multiracial |
Third world country |
Developing country |
God-botherer |
A person of faith |
Believes in the sky-fairy/imaginary being |
A believer (in God or other deity) |
Bible-basher |
Christian |
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
- Gunasekara, A., Bertone, S., Almeida S. and Crowley-Henry, M. (2021), “Dancing to two tunes: The role of bicultural identity and strong ties in skilled migrants' value-driven protean careers”. International Journal of Intercultural Relations, 81: 42-53.
- Kollmann, T., Marsiglio, S., Suardi, S. and Tolotti, M. (2021), “Social Interactions, Residential Segregation and The Dynamics of Tipping”. Journal of Evolutionary Economics, (open access) https://doi.org/10.1007/s00191-021-00742-7
- Morris, D., Lambert, K., Vellar, L., Mastroianni, F., Krizanac. J., Lago, L. and Mullan, J. (2021). “Factors associated with utilisation of health care interpreting services and the impact on length of stay and cost: A retrospective cohort analysis of audit data”. Health Promotion Journal of Australia, 32 (3): 425-432.
- Fernando, M., Reveley, J. and Learmonth, M. (2020), “Identity work by a non-white immigrant business scholar: Autoethnographic vignettes of covering and accenting”. Human Relations. 73(6):765-788. doi:10.1177/0018726719831070
- Zhang, Y., De Zoysa, A. and Cortese, C. (2020), “The directionality of uncertainty expressions and the foreign language effect: Context and accounting judgement”, Meditari Accountancy Research, 28(3): 543-563. https://doi.org/10.1108/MEDAR-09-2018-0377
- Almeida, S., Waxin, M. and Paradies, Y. (2019), “Cultural capital of recruitment decision-makers and its influence on their perception of person-organisation fit of skilled migrants”. International Migration, 57 (1): 318-34.
- Li, O., Lin, T., Liu, Y., McIlgorm, A., Voyer, M.A. and Zhang, D. (2019), “Communicating more effectively with recreational fishers from Chinese speaking backgrounds”. Report to the NSW Recreational Fishing Trust, Project LS012, February.
- Kollmann, T., Marsiglio, S., and Suardi, S. (2018), “Racial segregation in the United States since the Great Depression: A dynamic segregation approach”. Journal of Housing Economics, 40: 95-116.
- Almeida, S. and Fernando, M. (2017), “Making the cut: occupation-specific factors influencing employers in their recruitment and selection of immigrant professionals in the information technology and accounting occupations in regional Australia”. The International Journal of Human Resource Management, 28(6): 880-912.
- Almeida, S and Bertone, S. (2016), “The role of contextual factors in employer recruitment decision making: evidence from regional Australia, New Zealand Journal of Employment Relations, 41: 22-40.
- Almeida, S., Fernando, M., Hannif, Z. and Dharmage, S. (2015), “Fitting the Mould: The role of employer perceptions in immigrant recruitment decision making”, International Journal of Human Resource Management, 26 (22): 2811-2832.
- Fernando, M., Almeida, S. and Dharmage, S. (2015), “Employer perceptions of migrant candidates’ suitability: The influence of decision-maker and organisational characteristics”, Asia-Pacific Journal of Human Resources, 54 (4): 445–464.
- Almeida, S., Fernando, M. and Sheridan, A. (2012), “Revealing the screening: Organisational factors influencing the recruitment of immigrant professionals”, International Journal of Human Resource Management, 23(9): 1950.
- Early Career Researcher Development Program (Intranet access only)
- New Researcher Information Pack 2020 (PDF)
- Mid-Career Research (Intranet access only)
Research from the Faculty on Early Career Researchers
-
Gordon, R. and Zainuddin N. (2020), "Symbolic violence and marketing ECRs in the neoliberal University." Journal of Marketing Management, 36(7-8): 705-726.
Seminars and training sessions
- Career Planning Resources
- PODS (Intranet access only)
Links to services
- GrantConnect - Australian Government's grants information system (for Academics)
- UOW Accessibility Action Plan (PDF)
- Mental Health First Aid Australia
- Access and Inclusion Index - Quick Self-Assessment
- Australian Network on Disability – Sharing and Monitoring Disability Information
- Australian Network on Disability – Workplace Adjustment
- Peer Connect Program
- Accessibility Quick Reference Guide (PDF)
Disability inclusion language practices
Language and practice to avoid |
Good inclusive language practice |
Abnormal, 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) |
Paraplegic |
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
- Nikidehaghani, M., Cortese, C., and Hui-Truscott, F. (2021), "Accounting and pastoral power in Australian disability welfare reform". Critical Perspectives on Accounting, 80. https://doi.org/10.1016/j.cpa.2019.102098
- Spivakovsky, C., and Steele, L. R. (2021), "Disability Law in a Pandemic: The Temporal Folds of Medico-legal Violence". Social and Legal Studies. https://doi.org/10.1177/09646639211022795
- Cortese, C., Truscott, F., Nikidehaghani, M., and Chapple, S. (2021), "Hard-to-reach: the NDIS, disability, and socio-economic disadvantage". Disability and Society, 36(6), 883-903. https://doi.org/10.1080/09687599.2020.1782173
- Randle, M., Grün, B., and Dolnicar, S. (2021), "On the heterogeneity of preferences for disability services". https://osf.io/preprints/socarxiv/5urdp/
- Steele, L. R. (2021), "Troubling Laws Indefinite Detention: Disability, the Carceral Body and Institutional Injustice". Social and Legal Studies, 30(1), 80-103. http://dx.doi.org/10.1177/0964663918769478
- 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
- SAGE/ Athena SWAN Program
- SAGE Athena Swan Action Plan (PDF)
- How to Athena Swan (Part 2: Consultation and action plan)
- Gender Equality and Diversity Capability Statement (PDF)
- 2016 Parental Leave and Return to Work Survey - Report of Findings (PDF)
- UOW Parental Leave (Intranet access only)
- Supporting Working Parents – Toolkit for employers (PDF)
- UOW Workplace Gender Equality Agency (WGEA) Reporting
- Gender Equity Insights 2020: Delivering the Business Outcomes, BCEC | WGEA Gender Equity Series (PDF)
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 |
Policeman/fireman |
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 |
Partner |
Brother and sister |
Siblings |
She or he |
They |
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
- Di Tommaso, M. L., Maccagnan, A. and S. Mendolia (2021), "Going Beyond Test Scores: The Gender Gap in Italian Children’s Mathematical Capability." Feminist Economics, 27(3): 161-187.
- Ranabahu, N. and Tanima, F.A. (2021), "Empowering vulnerable microfinance women through entrepreneurship: opportunities, challenges and the way forward", International Journal of Gender and Entrepreneurship, https://doi.org/10.1108/IJGE-01-2021-0020
- Wijayawardena, K. Almeida, S. Wijewardena, N. and McCarthy, T. (2021), “Nurturing gender inclusive values orientation through sustainability-focused engineering”, British Academy of Management.
- Jayashree, P., Lindsay, V. and McCarthy, G. (2020), "Career capital development of women in the Arab Middle East context: addressing the pipeline block", Personnel Review, 50(4): 1253-1278. https://doi.org/10.1108/PR-10-2018-0436
- Mundy, T. and Seuffert, N. (2020), "Are we there yet? Best practices for diversity and inclusion in Australia." International Journal of the Legal Profession 27(1): 81-111.
- Pardy M., Rogers J. and Seuffert N. (2020), “Perversion and Perpetration in Female Genital Mutilation Law: The Unmaking of Women as Bearers of Law.” Social & Legal Studies, 29(2): 273-293. https://doi.org/10.1177/0964663919856681
- Tanima, F. A., Brown, J. and Dillard, J. (2020), "Surfacing the political: Women’s empowerment, microfinance, critical dialogic accounting and accountability." Accounting, Organizations and Society, 85: 101141.
- Loomes, S., Owens, A. and McCarthy, G. (2019), “Patterns of recruitment of academic leaders to Australian universities and implications for the future of higher education”, Journal of Higher Education Policy and Management, 41(2): 137-152. https://doi.org/10.1080/1360080X.2019.1565296
- Wijayawardena, K. Almeida, S. McCarthy, T. and Zainuddin, N (2019), “Defeating the gendered work culture in engineering: A successful story from sustainability focused engineering start-up in Australia”, 16th International Conference on Business Management: Transforming Knowledge into Action: Towards Sustainable Development in Emerging Economics, Monash University Melbourne.
- Wijayawardena, K. Almeida, S. and McCarthy, T. (2019), “Nurturing engineering professionals' care focused values through sustainability focused engineering: a path to gender inclusive work culture”, 33rd Annual Australian & New Zealand Academy of Management Conference: Wicked Solutions to Wicked Problems: The challenges facing management research and practice, Cairns, Australia
- Chandrakumara, A., McCarthy, G. and Glynn, J. (2018), “Exploring the Board Structures and Member Profiles of Top ASX Companies in Australia: An Industry-level Analysis”. Australian Accounting Review, 28: 220-234. https://doi.org/10.1111/auar.12177
- Seuffert, N., Mundy, T. and Price, S. (2018), "Diversity policies meet the competency movement: towards reshaping law firm partnership models for the future." International Journal of the Legal Profession, 25(1): 31-65.
- Mundy, T. (2017), 'Women in 'Rural' Practice: Opportunities, Challenges and Strategies to Thrive' in T. Mundy, A. Kennedy & J. Nielsen (eds), The Place of Practice: Lawyering in Rural and Regional Australia, 64-80.
- UOW Allies list (PDF)
- UOW Ally Network
- UOW Gender Identity and Affirmation Guideline (PDF)
- Pride Inclusion Programs: Pronoun Guide (PDF)
- MyPronouns.org Resources on Personal Pronouns: What are pronouns and why should we use pronouns?
- Sexual harassment resources - Australian Human Rights Commission
- How to report an incident of sexual harassment
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 |
Lesbian |
Homosexual, homo |
Gay, gay man, gay person |
Lifestyle choice, sexual preference |
Sexuality |
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 |
Transvestite |
Crossdresser |
Hermaphrodite |
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 |
Husband/wife |
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
- Narendran, R. Reveley, J. and Almeida S. (2021), “Countering transphobic stigma: Identity work by self-employed Keralan transpeople.” Gender, Work & Organisation, First online.
- Lewis C. and Reynolds N. (2021), “Considerations for conducting sensitive research with the LGBTQIA+ communities”. International Journal of Market Research, 63(5): 544-551.
- Seuffert, N. (2020), Fleeing Across the Globe: Trans Asylum Seekers. Trans Lives in a Globalizing World, Routledge: 178-197.
- Small, F., M. Mehmet and M. P. Miles (2019), "Applying a causal ambush marketing framework to social media: The ‘Pleasure is Diverse’ campaign and the Australian marriage amendment." Australasian Marketing Journal (AMJ), 27(3): 149-157.
- Ben-Amar, W., Chang, M., and McIlkenny, P. (2017), “Board gender diversity and corporate response to sustainability initiatives: Evidence from the Carbon Disclosure Project”. Journal of Business Ethics, 142(2): 369-383.
- Seuffert, N. (2017), Queering international law’s stories of origin: Hospitality and homophobia. Queering International Law, Routledge: 213-235.
- Smith, I. and McCarthy, G. (2017), “The Australian corporate closet: Why it's still so full!”. Journal of Gay & Lesbian Mental Health, 21 (4): 327-51.
- Smith, I., Oades, L. and McCarthy, G. (2013), “The Australian corporate closet, why it’s still so full: A review of incidence rates for sexual orientation discrimination gender identity discrimination in the workplace”. Gay and Lesbian Issues and Psychology. 9 (1): 51-63.
Seminars and training sessions
- Reconciliation Action Plan (PDF)
- Jindaola
- UOW Aboriginal Employment Enabling Strategy 2020-2025 (PDF)
- Aboriginal and Torres Strait Islander Education, Research and Engagement Enabling Strategy (PDF)
- ‘You Can’t Say That’: Hints and Tips booklet (PDF)
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: continuing participation in the Jindaola program; 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.
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
Research from the Faculty on Indigenous strategy
- Ngarruwan Ngadju: First Persons Health & Wellingmess Research Centre publications
- Kennedy, J., Almeida, S., Gibbons, B., Clarke, R., Bicego, V. and Phelan, A. (2021), “A Business Faculty, Jindaola and a path to embedding Aboriginal Knowledges”, Higher Education Research & Development
- Guevara, M., L. Moerman and S. Pupovac (2020), "Fortescue vs Yindjibarndi: land rights and welfarism in third spaces." Accounting Forum, 44(2): 160-175.
- Mika, J. Colbourne, R. and Almeida, S. (2020), “Responsible management: an Indigenous perspective In Research handbook of responsible management”, (eds) O. Laasch, D. Jamali, R. Freeman and R. Suddaby, Edward Elgar Publishing Limited, UK, https://doi.org/10.4337/9781788971966.
- Lingard, K., Marchetti, E. and Kelly, T. (2019), “Strategies to support Aboriginal and Torres Strait Islander people to access and complete an undergraduate law degree”, Journal of Australian Indigenous Issues, 22(3–4):, 89–109.
- Leuzinger, M.D. and Lingard, K. (2016), “The Land Rights of Indigenous and Traditional Peoples in Brazil and Australia”. Revista de Direito Internacional, 13 (1): https://doi.org/10.5102/rdi.v13i1.4065.
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
- University of Wollongong (Academic Staff) Enterprise Agreement 2019 (PDF) (Intranet access only)
- Academic Performance Framework and Guidelines (Intranet access only)
- Research Active Policy (Intranet access only)
- Research Integrity and Conduct Policy: Breaches, Concerns and Complaints (PDF)
- Probation, Performance, Progression and Promotion (Intranet access only)
Professional staff
- University of Wollongong (Professional Services Employees) Enterprise Agreement 2019 (PDF) (Intranet access only)
- Professional Services Staff Unsatisfactory Performance Guidelines (Intranet access only)
- Professional Staff Misconduct Guidelines (Intranet access only)
- Career Pathways for Professional Services (Intranet access only)
- Probation, Performance, Progression and Promotion (Intranet access only)
- Representation and Decision-making Procedure (PDF)
- UOW Equity, Diversity and Inclusion Policy (PDF)
- Words Matter: ECU's Inclusive Language Guide (PDF)
- UOW Inclusive Language Guidelines
- Bullying Prevention
- What is intersectionality?
- The Conversation: Six misunderstood concepts about diversity in the workplace and why they matter
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
- PODS unconscious bias training (Intranet access only)
- EO Online
- Code of Conduct (Intranet access only)
- Integrity and Respectful Workplace Behaviour - UOW Values (Intranet access only)
- Grievance Policy (PDF)
- Improper Sexual Conduct Response Policy (PDF)
- Respect for Diversity Policy (PDF)
Supporting your wellbeing and creating a care based work context
- Sexual harassment and sexual assault: What are the drivers and how can staff respond? (Intranet access only)
- Employee assistance program
- Mental health support
- HR contact (Intranet access only)
Faculty Strategy Action Plan
Download: Business and Law EDI Strategy Action Plan 2021-2023 (PDF)