Supports for Students & Staff
Western Sydney University is proud to have a tradition of students and staff who identify from diverse sexualities and genders. We understand that studying or working can sometimes hold additional challenges for someone who identifies as lesbian, gay, bisexual, transgender, intersex or queer (LGBTIQ). That's why we work hard to ensure that our student and staff support services, facilities and benefits are LGBTIQ inclusive, safe and friendly. All students and staff have the right to access University's support services, facilities and benefits regardless of sexuality or gender. This also means that any family or partner support or benefit offered through the University, is equally available to our students and staff in a same sex partnership or from a family of same sex parents.
Some of the networks, mentoring, counselling and peer supports available at Western include:
Ally Network - Allies have participated in a professional development program and are aware of challenges faced by our sexuality and gender diverse (LGBTIQ) community. Ally's are involved in the ongoing activities of the Ally Network and are available to provide guidance, advice and support to our LGBTQI students and staff.
Rainbow Western - A Western staff collective which aims to provide a safe social space for Western staff who self-identify as LGBTIQ and facilitate peer-support, mentoring and collaborations among its members.
Queer Collective - a network for students identifying as LGBTIQ to help provide peer support, mentoring, resources and a safe space for our sexuality and gender diverse students, and those who are grappling with questions or issues relating to identifying as LGBTIQ.
Western Counselling Services - A team of qualified social workers and psychologists who are available to support our diverse student community on any issues of concern, and can provide support and referral information for our LGBTIQ students.
Visit the links below for more detail about the supports and services available for our student and staff LGBTIQ community.
Preventing bullying, harassment, or discrimination in the workplace on the basis of sexual orientation, gender identity and intersex status
Introduction
Western Sydney University (WSU) is committed to maintaining a positive working environment that is safe, inclusive, and free from all forms of bullying, discrimination, and harassment, including where these behaviours are undertaken on the basis of a person’s sex, sexual orientation, gender identity or intersex status. These behaviours are unacceptable at WSU and inconsistent with the University's Codes of Conduct and commitment to safety. The University has a legal obligation to take positive action and to eliminate this conduct as far as possible.
What does discrimination on the basis of sexual orientation, gender identity and intersex status look like?
Direct discrimination means treating a person less favourably on the basis of their sexual orientation, gender identity or intersex status than a different person without that attribute would be treated in similar circumstances. It may be direct discrimination if:
- An employer refuses a promotion to an employee after learning that the employee is bisexual (discrimination based upon sexual orientation).
- A hiring manager refuses to progress an application of a person who identifies and presents as a woman but has a deep masculine sounding voice, because the hiring manager felt uncomfortable about that person’s gender identity (discrimination based upon gender identity).
- A training physiotherapist refuses to treat an intersex person because the person’s biological characteristics made the physiotherapist uncomfortable (discrimination based upon intersex status).
Indirect discrimination means imposing, or proposing to impose, a requirement, condition or practice that has, or is likely to have, the effect of disadvantaging people with a particular sexual orientation, gender identity or intersex status, and which is not reasonable in the circumstances.
Discrimination may be unlawful when it occurs in protected areas of public life such as employment, education, or the provision of goods, services, and facilities. It may be indirect discrimination if:
- An employer’s benefits policy, which provides spousal benefits to an employee’s husband or wife (e.g., discounted travel or gym membership), does not provide those same benefits for a lesbian employee with a same-sex partner (discrimination based upon sexual orientation).
- A policy which deems that certain medical treatment, such as for ovarian cancer, is only appropriate for women, might disadvantage an intersex man who has both male and female sex characteristics (discrimination based upon intersex status).
What does bullying and harassment on the basis of sexual orientation, gender identity and intersex status look like?
The prevalence of violence, harassment and bullying in the LGBTIQ+ community is proportionally higher than that experienced in the general community.
People in the LGBTIQ+ communities experience violence, harassment and bullying in a number of ways:
- Bullying can include a range of things, such as verbal abuse, hate mail, obscene telephone calls, physical attacks, or threatening behavior.
- It can be both direct (such as hitting or teasing) or indirect (such as spreading gossip or enforcing social isolation). A large percentage of intersex and transgender people have experienced some form of bullying.
- Harassment includes such things as spitting, offensive gestures and threatened or attempted physical attack. LGBTIQ+ communities report high levels of harassment, both in the physical and digital world (social media).
- Rates of assault and abuse against people in the LGBTIQA+ communities are high. The type of abuse most commonly experienced is verbal abuse, which includes name calling, insults, threats and rumour spreading.
What is an example of bullying and harassment at work?
- A staff member who is affirming their gender, is becoming uncomfortable with a student that continues to make jokes that are directed at them, and repeatedly raises inappropriate comments on transitioning gender.
- A team member repeatedly directs negative comments and personal questions about same sex marriage to a staff member who has recently got married as a same sex couple. Although they have continued to talk through the issues, it is continually raised during work time, in open office areas and is causing increasing stress, due to the repetitive questioning which is directed to the staff member.
How can I resolve workplace issues relating to sexual orientation, gender identity and intersex status?
WSU has procedures in place to ensure that any type of workplace issue, including those that relate to bullying, harassment, or discrimination, are managed, and resolved efficiently and effectively.
The following policies are available for guidance:
Bullying Prevention Policy / Document / Policy DDS.
Discrimination, Harassment, Vilification and Victimisation Prevention Policy / Document / Policy DDS.
Equal Opportunity and Diversity Policy / Document / Policy DDS.
Sexual Misconduct Prevention and Response Policy / Document / Policy DDS.
Employees can seek advice on these processes from their supervisor, manager, Office for People and Diversity, Equity and Inclusion.