• Section 1 - Introduction
• Section 2 - Purpose
• Section 3 - Audience
• Section 4 - Scope
• Section 5 - Principles
• Section 6 - Responsibilities
• Section 7 - Support and Escalation of Matters
• Section 8 - Improvement
• Section 9 - Compliance
• Section 10 - Associated Legislation

Section 1 - Introduction

(1) The University of Newcastle (University) acknowledges that this Policy is developed and implemented on unceded lands and recognises the historical and ongoing impacts of colonisation and institutional racism. It therefore aligns with the spirit of Truth Telling and upholds the principles of Aboriginal and Torres Strait Islander sovereignty. The University is situated on land that always was and always will be Aboriginal and Torres Strait Islander Country. 

(2) Racism is endemic in contemporary Australian society and culture. As a significant issue, racism affects individuals, communities, and social institutions across the nation, whether in the form of systemic inequality, social exclusion, micro-aggressions, targeted acts of violence or overt discrimination. Despite being a multiracial and multiethnic society, many people experience frequent and pervasive discrimination based on their racial or ethnic backgrounds, including culture, caste, accent, and religion. 

(3) This Anti-Racism Policy (Policy) aims to actively challenge and prevent the expression or manifestation of racism at the University in all its forms. The University is committed to being actively anti-racist and addressing and eliminating racism and intersecting forms of injustice and discrimination within its immediate and wider communities, contributing to everyone being able to participate fully in academic and social life safely and without fear. The University is committed to educating our community about the historical and contemporary impacts of colonialism; the harms of interpersonal and systemic racism; and providing a safe, inclusive, flexible, and respectful environment for staff and students that is free from all forms of racism. 

(4) This Policy acknowledges that racism intersects with multiple forms of inequality. Intersectionality illuminates how experiences of systemic and interpersonal racism are shaped by other social locations including gender, sexual orientation, class and so forth. This brings attention to the complexity of addressing racism and its intersecting forms. 

Section 2 - Purpose

(5) This Policy establishes the University's foundation and principles for providing work, research and educational environments that are free from racism.  

(6) The principles established in this Policy support the University's efforts to continually strengthen our capability to challenge, counteract and eliminate racism.  

(7) This Policy supports and is aligned with United Nations Sustainable Development Goals (4,5,8,10 and 15) and the University's: 

1. Aboriginal and Torres Strait Islander Education and Research Framework; 
2. Cultural Capability Framework; 
3. Ethical Framework; 
4. Staff Code of Conduct and Student Code of Conduct; 
5. Code for the Protection of Freedom of Speech and Academic Freedom; 
6. Wollotuka Cultural Standards;  
7. Equity, Diversity and Inclusion Policy; 
8. Looking Ahead Strategic Plan 2026-2030;  
9. Responsible Conduct of Research Policy; and 
10. Workplace Bullying, Harassment and Discrimination Policy.

Section 3 - Audience

(8) This Policy should be read and understood by all University stakeholders, including but not limited to: 

1. members of Council, Academic Senate, and their respective committee and sub-committee members; 
2. staff, employees, and board members of controlled entities; 
3. students; 
4. affiliates, contractors, suppliers, donors, and funding entities; and 
5. volunteers and guests of the University.

Section 4 - Scope

(9) This Policy applies to all University students, staff, its Council and associated committees, professional and support services, controlled entities, and volunteers in all University settings, both physical and digital, including students on external placements. It also applies to activities implemented through all University policies, systems, processes and institutional behaviours and actions that may impact on staff, students, or community members, and the University's reputation.

Section 5 - Principles

(10) University stakeholders: 

1. demonstrate, through everyday actions and behaviours, respect, and fair treatment of all others; 
2. at all times possible, reflect and act on one’s own experiences and privileges; 
3. at all times possible, challenge one’s individual ideas of equity, diversity, and inclusivity by applying the lens of others; 
4. where it is safe to do so, challenge others who choose to participate in racism;  
5. where it is safe to do so, challenge stereotypes and prejudices;  
6. take safe and lawful action when observing or receiving a report of racism, prejudice, or discrimination by becoming an upstander; 
7. support those who experience racism; and  
8. participate in and contribute to the University's strategy to build cultural responsiveness. 

(11) The University will: 

1. act swiftly to investigate all reports of racism, in accordance with the principles of natural justice and any relevant statutes and actively uphold the University's values;
2. update and review or correct University policies, systems, structures, and processes in a timely manner where these may not be aligned to our commitment to an actively anti-racist environment or impact negatively on groups or individuals;
3. utilise and leverage existing and future partnerships within the University community and across the globe to prevent racism; 
4. maintain an ongoing commitment to improving the University culture of equality, diversity, and inclusivity through preventative and proactive initiatives of awareness, education, restoration, and support; 
5. ensure that our employment practices, engagement, research, and teaching is anti-racist and culturally safe and responsive; 
6. establish culturally safe, responsive, and anti-racist policy implementation strategies, including data collection and monitoring mechanisms, that enable measurable and achievable goals and targets to inform transparent reporting, accreditation, accountability, continuous improvement, and policy compliance; and 
7. allocate appropriate responsibilities and sufficient resources to implement this policy in the short, medium, and long-term.

Section 6 - Responsibilities

(12) The University recognises that racism has psychosocial, cultural, and organisational/institutional impacts and the University has a duty of care to respond to and address racism in all implicit and explicit forms.  

(13) The University's governing bodies ensure appropriate governance, monitoring and accountability mechanisms are in place to assess, monitor and address systemic racism.

(14) Everyone within the University community is responsible for responding to issues of racism and promoting a culturally safe and respectful organisational culture. 

(15) All leaders, researchers and educators are responsible for demonstrating behaviours and attitudes that uphold the principles of this Policy, and for making effective, ethical, and appropriate decisions, when duly authorised, to allow for the enactment of this Policy’s principles across the University. 

(16) All leaders have a primary responsibility to ensure that racism does not occur, as far as reasonably possible, and that matters are escalated in accordance with the relevant Enterprise Agreement, Staff Code of Conduct, Student Conduct Rule, or this Policy.

Section 7 - Support and Escalation of Matters

(17) Staff and students who witness or are involved in the direct or indirect experience or observation of racism should seek immediate support. This may include: 

1. discussing the matter with a person they consider to be culturally or psychologically safe; 
2. for staff: 
   1. seeking support through a Mental Health First Aid Officer; 
   2. contacting the relevant Human Resource Services Business Partner; 
   3. contacting the Equity Diversity and Inclusion unit;  
   4. contacting College Assistant Deans, Equity Diversity & Inclusion; 
   5. seeking support through the Employee Assistance Program; 
3. for students: 
   1. contacting Campus Care; 
   2. accessing student counselling services; 
   3. accessing our multi-faith Chaplaincy services;  
   4. notifying a supervisor or senior officer of the University, such as: 
      1. the Wollotuka Institute; 
      2. the Office of the Deputy Vice-Chancellor Engagement and Equity 
      3. the Office of the Senior Deputy Vice-Chancellor (Academic & Global); or 
      4. the Office of the Deputy Vice-Chancellor (Research and Innovation); 

(18) This Policy does not provide protection for staff or students who may experience racism whilst undertaking work integrated learning, or placement in other organisations. However, the University will act to support any staff or student who may experience racism in these situations and will seek to work collaboratively with other organisations to investigate matters and take all reasonable and possible actions to prevent further incidents. 

(19) Staff and students are encouraged to lodge complaints about racism through the University's Complaint Management Procedure or other culturally safe pathways.

Section 8 - Improvement

(20) The University will take a proactive and multi-faceted approach to attaining its commitment to anti-racism by addressing systemic and interpersonal racism through the establishment, implementation and evaluation of a long-term strategy to prevent, as far as reasonably possible, the occurrence of racism within our University community, and to respond to it when it does occur. 

(21) University staff and controlled entity employees will be required to participate in educational and preventative measures, such as personal and/or professional development programs.

Section 9 - Compliance

(22) The University will not tolerate behaviours which constitute racism as defined by this Policy, or that are unlawful, and will act swiftly to address such behaviour. Initial actions taken by the University may include, but are not limited to: 

1. requiring an individual to participate in a restorative action program or workshop; 
2. requiring an individual to participate in a targeted education program;  
3. requiring an individual to make a formal or informal apology which demonstrates genuine and meaningful reflection on their actions and behaviours; and 
4. reviewing University systems and policies that contribute to systemic racism. 

(23) Where it becomes evident that the University's attempts to address behaviour have been unsuccessful, or the behaviour or action constitutes a serious breach of the law or threat to the health or safety of an individual, or group of individuals, the University may: 

1. invoke the provisions of the relevant Enterprise Agreement, or employment contract, for misconduct/serious misconduct, which may result in the termination of a staff member’s employment; 
2. invoke the provisions of the Student Conduct Rule, which may result in:
   1. the suspension of or imposing restrictions on a student's enrolment;
   2. the exclusion of a student from the University's teaching and learning spaces, a program or College or from the University entirely;
   3. the expulsion of a student; or
   4. reporting an individual to a relevant authority where the behaviour or action may be considered unlawful.

(24) Where reasonable and permitted by law, the University may also reconsider any continued commitment to contractual obligations or partnerships with suppliers, contractors, donors, or funding bodies where such a relationship is considered detrimental to the University's commitment to anti-racism, prejudice and discrimination or its Code of Conduct. 

(25) Staff who refuse to participate in the University's preventative measures may be considered in breach of this Policy.

Section 10 - Associated Legislation

(26) Anti-Discrimination Act 1977

(27) Crimes Act 1900 No 40

(28) Racial Discrimination Act 1975

(29) Sex Discrimination Act 1984

(30) Public Interest Disclosures Act 2022