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What you can do

The stages and processes involved in resolving complaints of discrimination and harassment against employees are outlined in the Discrimination, Bullying and Harassment Complaints Against Employees Procedure and the Discrimination and Harassment Complaint Resolution Schedule

A flowchart of the complaint resolution process for discrimination and harassment related complaints (including sexual harassment) is also available.

There are separate complaint resolution stages and processes to be followed depending upon the nature of the complaint. Normally, in resolving complaints of discrimination, bullying and harassment the University applies a three stage process:

  • Stage 1 Initial Action
  • Stage 2 Further Advice and Assistance
  • Stage 3 Investigation. 

Stages 1 and 2 are informal processes. Stage 3 is a formal process and will normally only be used when the matter cannot be resolved informally.  It involves the making of a written formal complaint after which an investigation of the allegation of discrimination, bullying or harassment occurs and an outcome is then imposed on the parties.  Normally, all complaints will be progressed through each of the complaint resolution stages and processes.

At any time an informal complaint may progress straight to the Human Resources department if the allegations pose an immediate risk to the health, safety or wellbeing of any University member or involve alleged criminal activity by an employee.

Complaints made against an employee will be assessed on a case-by-case basis and may be referred to the Director (Human Resources) at Stage 2 or Stage 3, depending on the nature and seriousness of the complaint.

Where the complaint involves offences under the Criminal Code such as sexual assault, rape, indecent exposure, stalking or obscene communication which has occurred on University property or through University resources, the individual will be informed of their right to report the matter to the police and will be provided with information on the nearest sexual assault service.

The University takes all Complaints seriously and every effort will be made to provide support and assistance to individuals as required. Obligations of managers, supervisors, employees, students and individuals are outlined below:










  • inform individuals of the actions they can take if they feel they are being harassed, bullied or discriminated against 
  • inform individuals who are the subject of discrimination, bullying or harassment concerns of their rights and provide them with the relevant complaint resolution process
  • inform individuals that discrimination, bullying, harassment, victimisation and vilification may, where substantiated, result in the commencement of disciplinary procedures
  • inform individuals of designated harassment and diversity contact officers and their availability, and additionally for students, inform them of the support available from the Student Guild
  • address any complaint process through consultation with the impacted individual or individuals
  • ensure that individuals who make a complaint are not victimised for doing so
  • ensure that the policies and procedures in relation to the making of a complaint or resolution are followed
  • ensure that the matter is handled confidentially and privately
  • ensure that individuals are sufficiently informed prior to an Investigation, whilst protecting confidentiality
  • ensure that the environment is supportive of individuals on the completion of any Investigation
  • ensure that an individual not be made to feel that they should take certain action, or no action, because of their involvement or interactions with other individuals.

Employees, students, individuals




  • be aware of, and adhere to, University policy and procedure on all forms of discrimination, bullying or harassment.
  • take responsibility and ownership for making decisions on how they would like the concerns to be resolved.
  • access information, support and assistance from managers, supervisors, Harassment and Diversity Contact Officers, Human Resources, the Student Guild, Union representatives and Student Success and Wellbeing to determine the resolution option that they would like to progress, inform of their rights, and provide them with the relevant complaint resolution process.