Diverse Sexualities and
Genders
Policy

Steward		Senior Deupty Vice-Chancellor
Custodian(s)	Director Human Resources 
Administrator(s)	AD Talent, Organisational Development and Workforce Diversity
TRIM File		F42476

Policy Number	UP12/10
Approval Date 	26 April 2012
Assessment Date 	26 April 2017
Approver		Senior Deputy Vice-Chancellor

1	Purpose
(A).	The purpose of this Policy is to affirm the expectations of the University with regard to inclusive behaviour towards individuals of all sexualities and genders, thus promoting equity and facilitating access for all members of the campus community. This Policy applies to all Employees and Students of the University and may apply more broadly to members of the wider University Community depending on particular circumstances.
(B).	Every individual member of the University has the right to safety, security and dignity on campus, as well as the opportunity to reach their full potential with access to all rights and opportunities. The University therefore promotes an inclusive campus culture that respects individuality and disdains behaviour that causes a detriment, including bullying and harassment, on the grounds of gender/sexual diversity.
(C).	The University recognises that sexuality and gender identity are different, though inter-related, aspects of human identity, and that there are many variations along the continuum of human sexuality, including heterosexuality.
(D).	The University is committed to leadership, vision and action in the areas of diverse sexualities and genders, and supports all Employees and Students who identify as LGBTI (lesbian, gay, bisexual, transgender, intersex). The University demonstrates and promotes its commitment through its Equal Opportunity and Affirmative Action Policy Statement, through the scope of definitions in University Staff Agreements and policies, through specific networks (e.g. GLBTI Network, ALLY, Guild Queer Department) and other initiatives (e.g. flying the Rainbow flag).

(E).	In this Policy —

1	Purpose
2	Scope
2.1	Institutional Scope
2.2	Individual Scope
3	Use of Inclusive Language
4	University Degree Documents and Gender Reassignment
5	Standards of Behaviour
6	Supervisors and Managers
7	Networks and other on-campus Support

(F).	This Policy is to be read in conjunction with the following —
(1).	Equal Opportunity and Affirmation Action Policy Statement

2	Scope
2.1	Institutional Scope
(A).	The scope of this Policy applies to the entire University.
2.2	Individual Scope
(A).	The scope of this Policy applies to the entire University Community.

3	Use of Inclusive Language
(A).	University has adopted an inclusive definition of partner within the Collective Agreements (see http://www.hr.uwa.edu.au/hr/erms/collective_workplace_agreements) and recognises same-sex partners and diverse family structures with regard to entitlements such as parental leave and carer's leave. The University acknowledges transgender and intersex status on student academic achievement records, personnel data, and employee satisfaction surveys. All Employees and Students are expected to use inclusive language when conducting the business of the University.

4	University Degree Documents and Gender Reassignment
(A).	Graduates of this University who have completed gender reassignment are entitled under the WA Gender Reassignment Act 2000 to a replacement certificate.
(B).	See http://www.student.uwa.edu.au/1849863 

5	Standards of Behaviour
(A).	The University has A Code of Conduct and Code of Ethics by which all Employees and Students must abide, and which lays the foundations for acceptable conduct on campus. The University is also bound by legislation including anti-discrimination legislation and legislation affirming the rights of people of diverse sexual or gender identity. All Employees and Students are bound by the regulations and by-laws of this University. The Sexual Harassment and Prevention and Resolution of Bullying on Campus policies expressly reflect the commitment of the University to inclusivity for all genders/sexualities.\

6	Supervisors and Managers
(A).	Supervisors/Managers have a particular responsibility to create and maintain an inclusive and welcoming culture and to promote and support the University's Diverse Sexualities and Genders Policy. They must take appropriate action in circumstances where they become aware of behaviour which excludes or disadvantages Employees or Students. Managers/Supervisors shall respect individuals' identities, uphold the personal privacy of individuals and promote an inclusive campus culture.

7	Networks and other on-campus Support
•	GLBTI Network
•	http://www.equity.uwa.edu.au/welcome/diverse_genders_sexualities 
•	ALLY Network
•	Queer Department at the Guild.

Breach of Policy

(A).	Failure to comply with this Policy by a member of the University Community may be considered a breach of the Code of Conduct and may result in disciplinary action.

Definitions

Affirming Gender means the process by which a person adopts a way of life or body that matches their sense of gender.
Bisexual means a person who is sexually and emotionally attracted to members of both dominant sexual identities (male and female).
Employee is defined in the Policy Framework Policy.
Gay means usually a man whose primary emotional and sexual attraction is towards other men and who chooses to identify as gay. Although the term is most commonly applied to men, some women use this term.
Gender Identity means a person's sense of identity defined in relation to the categories male and female. Some people may identify as both male and female while others may identify as male in one setting and female in another. Others identify as androgynous or intersex without identifying as male or female.
Heterosexuality means sexual feeling or behaviour directed toward a person or persons of the opposite sex.
Intersex means a biological condition where a person is born neither exclusively male nor female. The previous term for intersex was hermaphrodite.
Lesbian means a woman whose primary emotional and sexual attraction is towards other women and who chooses to identify as lesbian.
Line Manager means an individual who is responsible for the management of an Employee.
Policy is defined in the Policy Framework Policy. 
Sexual Identity means how people see themselves and how they present themselves to others.
Student is defined in the Policy Framework Policy.
Supervisor is defined in the Policy Framework Policy.
Transgender means a person who identifies with a gender other than the one to which they were assigned at birth or soon after. The terms male-to-female and female-to-male are used to refer to individuals who are undergoing or have undergone a process of gender affirmation.
University is defined in the Policy Framework Policy.
University Community means all individuals who engage in University Activity and/or use University Property.

End