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.
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:
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.members of the UOW community.
The Business and Law Faculty Equity, Diversity and Inclusion Committee Members include:
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.
|
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
2024
Gómez Romero, L., 2024. On the True Men and Women, and Rebel Beetles: Utopia as Revolutionary Method and Practice in the Zapatista Tales of Subcomandante Marcos. Law and Literature, 36(2), pp.305-338. DOI: 10.1080/1535685X.2023.2289773.
Haas, B., Azmi, K., Sinan, H. & Hanich, Q., 2024. Policy pathways to reduce disproportionate burdens in tuna fisheries. Fish and Fisheries. DOI: 10.1111/faf.12823.
2023
Crowley-Henry, M., Almeida, S., Bertone, S. & Gunasekara, A., 2023. The multi-level intelligent career framework: An exploration and application to skilled migrants. Career Development International, 28(5). DOI: 10.1108/CDI-04-2022-0097.
Gómez Romero, L., 2023. “A World Where Many Worlds Fit”: On the Zapatista Model of a Just Society. Law Text Culture, 27(1), pp.154-203. Available at: https://doi.org/10.14453/ltc.508.
Haas, B., 2023. Achieving SDG 14 in an equitable and just way. International Environmental Agreements: Politics, Law and Economics. DOI: 10.1007/s10784-023-09603-z.
Haas, B., Jaeckel, A., Pouponneau, A., Sacedon, R., Singh, G.G. & Cisneros-Montemayor, A.M., 2023. The use of influential power in ocean governance. Frontiers in Marine Science. DOI: 10.3389/fmars.2023.1045887.
Jaeckel, A., Harden-Davies, H., Amon, D.J., van der Grient, J., Hanich, Q., van Leeuwen, J., Niner, H. & Seto, K., 2023. Deep Seabed Mining Lacks Social Legitimacy. Npj Ocean Sustainability, 2(1), pp.1-4. DOI: 10.1038/s44183-023-00009-7.
Nepal, R., Best, R. & Taylor, M., 2023. Strategies for reducing ethnic inequality in energy outcomes: A Nepalese example. Energy Economics, 126(C).
2021
Gunasekara, A., Bertone, S., Almeida, S. & 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, pp.42-53.
Kollmann, T., Marsiglio, S., Suardi, S. & Tolotti, M., 2021. Social Interactions, Residential Segregation and The Dynamics of Tipping. Journal of Evolutionary Economics. DOI: 10.1007/s00191-021-00742-7.
Morris, D., Lambert, K., Vellar, L., Mastroianni, F., Krizanac, J., Lago, L. & 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), pp.425-432.
Sedai, A.K., Jamasb, T., Nepal, R. & Miller, R., 2021. Electrification and welfare for the marginalized: Evidence from India. Energy Economics, 102(C).
2020
Fernando, M., Reveley, J. & Learmonth, M., 2020. Identity work by a non-white immigrant business scholar: Autoethnographic vignettes of covering and accenting. Human Relations, 73(6), pp.765-788. DOI: 10.1177/0018726719831070.
Iribarne Gonzalez, M. & Gómez Romero, L., 2020. El País-de-en-medio, or, the plural stories of legalities in the U.S.-Mexican Borderlands. In: K. Silva & M. Franza, eds. Migration, Identity and Belonging: Defining Borders and Boundaries of the Homeland. Routledge.
Zhang, Y., De Zoysa, A. & Cortese, C., 2020. The directionality of uncertainty expressions and the foreign language effect: Context and accounting judgement. Meditari Accountancy Research, 28(3), pp.543-563. DOI: 10.1108/MEDAR-09-2018-0377.
2019
Almeida, S., Waxin, M. & 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), pp.318-34.
Li, O., Lin, T., Liu, Y., McIlgorm, A., Voyer, M.A. & Zhang, D., 2019. Communicating more effectively with recreational fishers from Chinese speaking backgrounds. Report to the NSW Recreational Fishing Trust, Project LS012, February.
2018
Kollmann, T., Marsiglio, S. & Suardi, S., 2018. Racial segregation in the United States since the Great Depression: A dynamic segregation approach. Journal of Housing Economics, 40, pp.95-116.
2017
Almeida, S. & 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), pp.880-912.
2015
Almeida, S., Fernando, M., Hannif, Z. & Dharmage, S., 2015. Fitting the Mould: The role of employer perceptions in immigrant recruitment decision making. International Journal of Human Resource Management, 26(22), pp.2811-2832.
Fernando, M., Almeida, S. & 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), pp.445–464.
2012
Almeida, S., Fernando, M. & Sheridan, A., 2012. Revealing the screening: Organisational factors influencing the recruitment of immigrant professionals. International Journal of Human Resource Management, 23(9), p.1950.
Mahadevan, R. & Suardi, S., 2012. Regional Differences Pose Challenges for Food Security Policy: A Case Study of India. Regional Studies, 48(8), pp.1319–1336. DOI: 10.1080/00343404.2012.726709.
2011
Mahadevan, R. & Suardi, S., 2011. Impact of socio-economic factors and social affiliation on living standards: a quantile regression approach. Applied Economics Letters, 19(13), pp.1231–1236. DOI: 10.1080/13504851.2011.619478.
2007
Jones, M. & Alony, I., 2007. The cultural impact of information systems-through the eyes of Hofstede-a critical journey. Informing Science: International Journal of an Emerging Transdiscipline, 4(1), pp.407-419.
Source: Words Matter: ECU's Inclusive Language Guide
2023
Kyriazis, E., Pomering, A. & Marciano, H., 2023. People with a mild intellectual disability: inclusive research lessons. International Journal of Market Research, 65(2-3), pp.259-278. DOI: 10.1177/14707853221145842.
Mahasneh, R., Randle, M., Gordon, R., Algie, J. & Dolnicar, S., 2023. Increasing Employer Willingness to Hire People With Disability: The Perspective of Disability Employment Service Providers. Journal of Social Marketing, 13(3), pp.361-379. DOI: 10.1108/JSOCM-08-2022-0174.
2021
Cortese, C., Truscott, F., Nikidehaghani, M. & Chapple, S., 2021. Hard-to-reach: the NDIS, disability, and socio-economic disadvantage. Disability and Society, 36(6), pp.883-903. DOI: 10.1080/09687599.2020.1782173.
Nikidehaghani, M., Cortese, C. & Hui-Truscott, F., 2021. Accounting and pastoral power in Australian disability welfare reform. Critical Perspectives on Accounting, 80. DOI: 10.1016/j.cpa.2019.102098.
Randle, M., Grun, B., & Dolnicar, S. 2021. On the Heterogeneity of Preferences for Disability Services. Journal of Nonprofit & Public Sector Marketing, 35(1), pp. 47–64. https://doi.org/10.1080/10495142.2021.1941500.
Spivakovsky, C. & Steele, L.R., 2021. Disability Law in a Pandemic: The Temporal Folds of Medico-legal Violence. Social and Legal Studies. DOI: 10.1177/09646639211022795.
Steele, L.R., 2021. Troubling Laws Indefinite Detention: Disability, the Carceral Body and Institutional Injustice. Social and Legal Studies, 30(1), pp.80-103. DOI: 10.1177/0964663918769478.
2011
Beckett, R.C. & Jones, M., 2011. Active Ageing: Using an ARCON Framework to Study U3A (University of the Third Age) in Australia. In: L.M. Camarinha-Matos, A. Pereira-Klen & H. Afsarmanesh, eds. Adaptation and Value Creating Collaborative Networks. PRO-VE 2011. IFIP Advances in Information and Communication Technology, vol. 362. Berlin, Heidelberg: Springer, pp.247-254. DOI: 10.1007/978-3-642-23330-2_21.
SAGE offers webinar recordings on connecting EDI ideas to practice. These are delivered by leading equity, diversity and inclusion researchers and professionals.
Access to the recording is limited to staff and students from SAGE subscriber institutions. To access the video:
Gordon, R. and Zainuddin N. (2020), "Symbolic violence and marketing ECRs in the neoliberal University." Journal of Marketing Management, 36(7-8): 705-726.
|
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
2024
Bin Amin, S., Jamasb, T., Khan, F. & Nepal, R. 2024. Electricity Access, Gender Disparity, and Renewable Energy Adoption Dynamics: The Case of Mountain Areas of Bangladesh. Economics of Energy and Environmental Policy, 13(1), International Association for Energy Economics (IAEE).
Fleming, G., Liu, Z., Merrett, D. & Ville, S. 2024. Gender(ed) equity. The growth of female shareholding in Australia, 1854-1937. Australian Economic History Review. DOI: 10.1111/aehr.12300.
2023
Bach, T., Le, T., Nguyen, T. & Hoang, K. 2023. Gender discrimination, social networks and access to informal finance of Vietnamese small and medium enterprises. Economic Analysis and Policy, 78, pp.358-372.
Kyriazis, E., Pomering, A. & Marciano, H. 2023. People with a mild intellectual disability: inclusive research lessons. International Journal of Market Research, 65(2-3), pp.259-278. DOI: 10.1177/14707853221145842.
Mahasneh, R., Randle, M., Gordon, R., Algie, J. & Dolnicar, S. 2023. Increasing Employer Willingness to Hire People With Disability: The Perspective of Disability Employment Service Providers. Journal of Social Marketing, 13(3), pp.361-379. DOI: 10.1108/JSOCM-08-2022-0174.
2022
Almeida, S., Randle, M., Norzailan, Z. & Cropley, M. 2022. Job crafting behavior and the success of senior academic women: An international study. Educational Management Administration & Leadership, 52(5), pp.1114-1135.
Sedai, A.K., Nepal, R. & Jamasb, T. 2022. Electrification and Socio-Economic Empowerment of Women in India. The Energy Journal, 43(2), pp.215-238. (ABDC - A).
2021
Di Tommaso, M.L., Maccagnan, A. & Mendolia, S. 2021. Going Beyond Test Scores: The Gender Gap in Italian Children’s Mathematical Capability. Feminist Economics, 27(3), pp.161-187.
Nikidehaghani, M., Cortese, C. & Hui-Truscott, F. 2021. Accounting and pastoral power in Australian disability welfare reform. Critical Perspectives on Accounting, 80. DOI: 10.1016/j.cpa.2019.102098.
Ranabahu, N. & Tanima, F.A. 2021. Empowering vulnerable microfinance women through entrepreneurship: opportunities, challenges and the way forward. International Journal of Gender and Entrepreneurship. DOI: 10.1108/IJGE-01-2021-0020.
Randle, M., Grun, B., & Dolnicar, S. (2021). On the Heterogeneity of Preferences for Disability Services. Journal of Nonprofit & Public Sector Marketing, 35(1), pp. 47–64. https://doi.org/10.1080/10495142.2021.1941500.
Spivakovsky, C. & Steele, L.R. 2021. Disability Law in a Pandemic: The Temporal Folds of Medico-legal Violence. Social and Legal Studies. DOI: 10.1177/09646639211022795.
Wijayawardena, K., Almeida, S., Wijewardena, N. & McCarthy, T. 2021. Nurturing gender inclusive values orientation through sustainability-focused engineering. British Academy of Management.
2020
Jayashree, P., Lindsay, V. & McCarthy, G. 2020. Career capital development of women in the Arab Middle East context: addressing the pipeline block. Personnel Review, 50(4), pp.1253-1278. DOI: 10.1108/PR-10-2018-0436.
Mundy, T. & Seuffert, N. 2020. Are we there yet? Best practices for diversity and inclusion in Australia. International Journal of the Legal Profession, 27(1), pp.81-111.
Pardy, M., Rogers, J. & Seuffert, N. 2020. Perversion and Perpetration in Female Genital Mutilation Law: The Unmaking of Women as Bearers of Law. Social & Legal Studies, 29(2), pp.273-293. DOI: 10.1177/0964663919856681.
Tanima, F.A., Brown, J. & Dillard, J. 2020. Surfacing the political: Women’s empowerment, microfinance, critical dialogic accounting and accountability. Accounting, Organizations and Society, 85, p.101141.
2019
Loomes, S., Owens, A. & 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), pp.137-152. DOI: 10.1080/1360080X.2019.1565296.
Wijayawardena, K., Almeida, S., McCarthy, T. & 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.
2018
Chandrakumara, A., McCarthy, G. & Glynn, J. 2018. Exploring the Board Structures and Member Profiles of Top ASX Companies in Australia: An Industry-level Analysis. Australian Accounting Review, 28, pp.220-234. DOI: 10.1111/auar.12177.
Seuffert, N., Mundy, T. & 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), pp.31-65.
2017
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, pp.64-80.
|
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
2024
Iribarne Gonzalez, M. & Gomez Romero, L. 2024. What Australia can learn from Latin America when it comes to tackling violence against women. The Conversation, 5 May.
Lewis, C., Mehmet, M. & Reynolds, N. 2024. A narrative review of LGBTQ+ marketing scholarship. Australasian Marketing Journal, 32(3), pp.192-202. [Q1 ABDC A].
2023
Lewis, C., Mehmet, M., Quinton, S. & Reynolds, N. 2023. Methodologies for researching marginalised and/or potentially vulnerable groups. International Journal of Market Research, 65(2-3), pp.147-154. [Q1 ABDC A].
2022
Iribarne Gonzalez, M. 2022. Women of the World United: Gender and Utopia in Flora Tristán. In: J.L. Casero, ed. Gender Utopias for a Post-Apocalyptic World. Nova Science Publishers.
Lewis, C. & Mehmet, M. 2022. When a pandemic cancels pride: An exploration of how stakeholders respond to the cancellation of a rural Australian pride event. Event Management, 26(5), pp.949-966. [Q1 ABDC A].
2021
Narendran, R., Reveley, J. & Almeida, S. 2021. Countering transphobic stigma: Identity work by self-employed Keralan transpeople. Gender, Work & Organisation. DOI: 10.1111/gwao.12670 (Scimago Q1, ABDC – A).
Lewis, C. & Reynolds, N. 2021. Considerations for conducting sensitive research with the LGBTQIA+ communities. International Journal of Market Research, 63(5), pp.544-551.
2020
Iribarne Gonzalez, M. 2020. Utopian Dreams in the New World and for the New Woman: the influence of Utopian Socialism in First Wave Feminism. The case of Marie Howland and Topolobambo’s Community. Hispania Nova UCIIIM, 18, p.380.
Seuffert, N. 2020. Fleeing Across the Globe: Trans Asylum Seekers. In: Trans Lives in a Globalizing World, Routledge, pp.178-197.
2019
Small, F., Mehmet, M. & Miles, M.P. 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), pp.149-157.
2018
Iribarne Gonzalez, M. & Seuffert, N. 2018. Imagined Legal Subjects and the Regulation of Female Genital Surgery. Australian Feminist Law Journal, 44(2), p.175.
Chandrakumara, A., McCarthy, G. & Glynn, J. 2018. Exploring the Board Structures and Member Profiles of Top ASX Companies in Australia: An Industry-level Analysis. Australian Accounting Review, 28, pp.220-234. DOI: 10.1111/auar.12177.
2017
Ben-Amar, W., Chang, M. & McIlkenny, P. 2017. Board gender diversity and corporate response to sustainability initiatives: Evidence from the Carbon Disclosure Project. Journal of Business Ethics, 142(2), pp.369-383.
Seuffert, N. 2017. Queering international law’s stories of origin: Hospitality and homophobia. In: Queering International Law, Routledge, pp.213-235.
Smith, I. & McCarthy, G. 2017. The Australian corporate closet: Why it's still so full! Journal of Gay & Lesbian Mental Health, 21(4), pp.327-351.
2016
Iribarne Gonzalez, M., Carr, R. & Steele, L. 2016. Introduction. Medical Bodies: Gender, Justice and Medicine. Australian Feminist Studies, 31(88), p.117.
Iribarne Gonzalez, M., Carr, R. & Steele, L., eds. 2016. Special Issue: Medical Bodies. Australian Feminist Studies, 88.
2015-2016
Iribarne Gonzalez, M. 2015-2016. Feminicidio (en Mexico). Eunomía: Revista en Cultura de la Legalidad, 9, p.205.
2014
Iribarne Gonzalez, M. 2014. Acción Positiva. Eunomía: Revista en Cultura de la Legalidad, 6, p.211.
2013
Smith, I., Oades, L. & 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), pp.51-63.
2012
Smith, I.P., Oades, L. & McCarthy, G. 2012. Homophobia to heterosexism: Constructs in need of re-visitation. Gay and Lesbian Issues and Psychology, 8(1), pp.34-44.
2010
Iribarne Gonzalez, M. 2010. Discursos sobre la Maternidad Científica: Una Aproximación Crítica. Revista de Estudios Feministas de la Universidad Complutense de Madrid, 1, p.193.
Over the next few years, the Faculty of Business and Law will continue to develop current HART-related initiatives and endeavour to launch new ones. Among the current ones that will continue and acquire renewed emphasis and focus is identifying and developing 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.
|
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
2024
George, R., D’Alessandro, S., Mehmet, M. I., Nikidehaghani, M., Evans, M. M., Laud, G., & Tedmanson, D. 2024. On the Path to Decolonizing Health Care Services: The Role of Marketing. Journal of Marketing, 88(1), pp.138-159. DOI: 10.1177/00222429231209925 [Q1 ABDC A*].
2020
Guevara, M., Moerman, L., & Pupovac, S. 2020. Fortescue vs Yindjibarndi: Land Rights and Welfarism in Third Spaces. Accounting Forum, 44(2), pp.160-175.
Mika, J., Colbourne, R., & Almeida, S. 2020. Responsible Management: An Indigenous Perspective. In Research Handbook of Responsible Management (eds. O. Laasch, D. Jamali, R. Freeman & R. Suddaby), Edward Elgar Publishing Limited, UK. DOI: 10.4337/9781788971966.
2019
Lingard, K., Marchetti, E., & 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), pp.89–109.
2016
Leuzinger, M.D., & Lingard, K. 2016. The Land Rights of Indigenous and Traditional Peoples in Brazil and Australia. Revista de Direito Internacional, 13(1). DOI: 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:
|
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
The Committee for Equity, Diversity and Inclusion (CEDI) has been established to provide high-level direction, advocacy and support for all matters relating to equity, diversity and inclusion so that all members of the UOW community.
The Student Accessibility and Inclusion (SAI) team offers personalised assistance for students living with a disability who are studying at UOW. We use reasonable adjustments, provided through Access Plans, to enable students with disability to participate in education on the same basis as students without disability.
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
