POLICY NO: C 1.4
DATE: 18 September 1997 IBC Resolution 97/1/5 and endorsed by Council 10 November 1997
AMENDMENTS: 10 October 1995 (SMG) 3 September 1998 Revision (SMG) 11 October 1999 (Manager: Equity and Diversity Unit) 2003 (Director: Human Resources) Council 18 May 2004 1 August 2005 (Director: Human Resources) 18 August 2006 (Director: Human Resources) 19 November 2007 (Director: Human Resources) 16 June 2014 (Director: Human Resources)
REFERENCE AUTHORITY: Director: Human Resources
CROSS REFERENCES: Commonwealth Racial Discrimination Act 1975, incorporating the Racial Hatred Act 1995 Commonwealth Sex Discrimination Act 1984 Commonwealth Disability Discrimination Act 1992 Commonwealth Workplace Gender Equality Act 2012 Commonwealth Age Discrimination Act 2004 South Australian Equal Opportunity Act 1984 University of South Australia Act 1990 University of South Australia Equal Opportunity Policy
The University will use inclusive language in all academic and administrative written and spoken communication.
1. The University of South Australia is committed to promoting equal opportunity in education and employment. This commitment is clearly stated in the University's Equal Opportunity Policy, and is based on state and federal anti-discrimination legislation.
2. The University acknowledges the following in relation to the use of language in verbal and written communication, and in visual representation:
3. The University values the diversity of its staff and student populations. Inclusive language represents this diversity accurately, and facilitates a culture where difference is respected and valued. For many individuals associated with the University of South Australia, the culture within the University is important to their ongoing intellectual and personal development and their sense of wellbeing and shared community.
4. The University takes seriously its commitment to prepare its students for their life as educated professionals in local and international communities. To demonstrate this commitment to students and their future employers, professional associations and local communities, the University has developed a list of qualities of a graduate of the University of South Australia. The use of inclusive language is implicit in several of the University's Graduate Qualities including: life-long learning in pursuit of personal development and excellence in professional practice; working collaboratively as a professional; commitment to ethical action and social responsibility as a professional and citizen; effective communication in professional practice and as a member of the community; and the demonstration of international perspectives as a professional and as a citizen.
The University’s commitment to inclusive language is supported by the state and national legislative framework.
Several University codes require the use of inclusive language, these can be found here.
All staff within the University community have a shared responsibility to ensure they and others with whom they have contact demonstrate an effective understanding of the principles and use of inclusive language.
Students or staff members who are unable to attend class or work because language used by others makes them feel excluded or harassed should contact the Human Resources Unit or Student Ombud’s Office.
This policy will be evaluated regularly by the Human Resources Unit and the Student Ombud's Office and recommendations reported to the Vice Chancellor.
The Human Resources Unit and the Learning and Teaching Unit have prepared a set of guidelines for the use of inclusive language. These guidelines assist readers to recognise language that excludes and/or stereotypes and/or is discriminatory. They encourage communication that treats people equally, with courtesy and respect. The information is available at http://w3.unisa.edu.au/academicdevelopment/diversity/inclusive.asp
For further assistance in relation to inclusive language, or experiences of language use that result in discrimination and harassment, contact the Director: Human Resources or the Student Ombud.
In compliance with its legislative obligations, the University has developed separate student and staff complaint procedures for investigating and resolving any complaints that might arise on the basis of discrimination or harassment. These two processes are laid out in the University's Discrimination and Harassment Grievance Procedures (Staff) and the University of South Australia Student complaints resolution.