Swinburne Student Life provides policy advice, support and guidance in academic issues, and advocates for best outcomes in complaints, grievances, appeals and misconduct hearings as part of our independent advocacy service. Advise students with a disability on what reasonable adjustments can be made to ensure equal opportunity to access and participate in their education at Swinburne. National emergency response and reporting. In emergencies, please call Visit www. Please call Free service for dispute resolution and information around issues of equal opportunity, racial and religious vilification and the Charter of Human Rights and Responsibilities.
Please call or visit www. Esafety offers advice, strategies and support for cyberbullying, as well as online reporting. If you, or someone you know, is being affected by discrimination, harassment or vilification, Safer Community wants to know. Report an incident online or email safercommunity swinburne.
Skip to search Skip to content. What is discrimination? What is harassment? What is vilification? Examples of racial and religious vilification: publishing claims that a racial or religious group is involved in serious crimes without any proof.
Download the discrimination factsheet. What to do about discrimination, harassment or vilification. Take action to stop the behaviour.
If you feel comfortable to do so, tell the person that their behaviour is inappropriate and unwelcomed. Ask the person to stop the behaviour using a strong, assertive tone. The Act protects you against discrimination in many areas of public life, including:. The Racial Discrimination Act covers situations where you feel that, because of your race, you have been:. The law covers all types of employers, including: the Commonwealth and state governments; the private sector; as well as contract and commission-based work; and recruitment and employment agencies.
Employers have a legal responsibility to take all reasonable steps to prevent racial discrimination and should have policies and programs in place to prevent racial discrimination in the workplace. He made a complaint to the company director which led to his co-workers refusing to work with him. This led to him being made a casual, and eventually, not being offered any more work by his boss.
Through conciliation, the company agreed to pay the man financial compensation, provide him with a written reference and arrange anti-discrimination training for company staff.
A woman from El Salvador said she was harassed and bullied by a co-worker during her employment with an organisation. She said she raised her concerns with management and was told "you are being too emotional - this is because you are from South America". The organisation acknowledged that the woman had a dispute with a colleague and had complained to management.
The organisation denied that comments connected to the woman's ethnic background were made as alleged. The organisation said the redundancy was due to a genuine restructure.
The complaint was resolved through conciliation with an agreement that the organisation would provide the woman with a Statement of Regret and financial compensation. The organisation also agreed to have staff complete anti-discrimination training within 6 months of the conciliation conference. If this does not resolve the situation, or you do not feel comfortable doing this, you can make a complaint to the Australian Human Rights Commission.
You can also have someone such as a solicitor, advocate or trade union make a complaint on your behalf. Your complaint needs to be put in writing. The Commission has a complaint form that you can fill in and post or fax to us or you can lodge a complaint online at our website. If you are not able to put your complaint in writing, we can help you with this. The complaint should say what happened, when and where it happened and who was involved.
A complaint can be made in any language. If you need a translator or interpreter, we can arrange this for you. Intersex means having physical, hormonal or genetic features which are not wholly female or male, or a combination of both female and male, or neither female or male. Examples of Sex Discrimination could include a senior leader continually commenting on women's unsuitability to executive life, or a student being denied an opportunity to nominate for the Student Representative Council on the basis of being intersex.
This can cover a diverse range of gender identities, including transgender and other non-binary genders. A non-binary gender means identifying your gender as other than male or female, including but not limited to transgender, intersex, gender queer, gender fluid, bi-gender.
Transgender is identifying to a gender other than the one you were assigned at birth. For further terminology explanations, go to the University's webpages on sexuality and gender diversity. An example of non-binary gender discrimination could include an organisation's forms not including a gender option other than male or female, or a transgender person being prohibited from wearing clothes that match their preferred gender identity.
Section Fair Work Act Fair Work Australia guidance note - 17 December This includes people who have agreed to be witnesses in relation to a complaint. Therefore, any manager or supervisor who observes unlawful behaviours akin to unlawful discrimination and unlawful harassment, vilification and victimisation has a duty to take action until the unlawful behaviour ceases.
This duty exists even in the absence of a complaint. This can be done by:. View Current. Federal Laws State Laws.
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