Policy overview
- 1 Purpose
- 2 Scope
- 3 Policy Statement
- 4 Principles
- 5 References
- 6 Schedules
- 7 Policy Information
1 Purpose
The purpose of this policy is to set out the principles underpinning the University's commitment to preventing and responding to Gender-based Violence, in compliance with the national standards for preventing and responding to Gender-based Violence as set out in the National Higher Education Code to Prevent and Respond to Gender-based Violence 2025.
2 Scope
This policy applies to the University's prevention of, and response to, Gender-based Violence involving Students, University Members, alumni, and associated organisations (such as student clubs and societies), regardless of whether the Gender-based Violence occurs on campus, off campus, or online, regardless of whether the Gender-based Violence occurs in connection with University activities, and regardless of the context in which the Gender-based Violence occurs.
3 Policy Statement
The University recognises that:
- gender inequality and harmful social norms, such as condoning violence against women and gender-diverse people, rigid gender stereotyping, and masculine norms that emphasise aggression, dominance, and control, are key drivers of Gender-based Violence; and
- Gender-based Violence is disproportionately experienced by women, First Nations people, culturally and linguistically diverse communities, people with disability, and people of diverse sexual orientation and gender identity.
Gender-based Violence is unacceptable and, as such, the University is committed to addressing the drivers of Gender-based Violence and may take disciplinary action against University Members and Students found to have engaged in Gender-based Violence.
4 Principles
4.1 Roles and Responsibilities
4.1.1 University Council
The University will ensure members of the University Council, or members of the relevant Council Committees, have sufficient understanding of safety and wellbeing factors impacting Students and University Members.
The University Council is responsible for endorsing the University's Gender-based Violence Prevention and Response Plan.
4.1.2 Vice-Chancellor and President
The Vice-Chancellor and President is accountable for the University's compliance with the National Gender-based Violence Code, and for leading the implementation of the University's Gender-based Violence Prevention and Response Plan.
4.1.3 Vice-Chancellor's Executive, senior leaders, and Supervisors
Members of the Vice-Chancellor's Executive, senior leaders, and Supervisors are responsible for modelling expected standards of behaviour and promoting a University-wide culture that prioritises the safety and support of Students and University Members in the prevention of, and response to, Gender-based Violence.
4.1.4 Students and University Members
Students and University Members must comply with University policies and procedures, including the Student General Conduct Policy and Code of Conduct Policy, respectively, as well as with relevant legislation, and must ensure their conduct does not constitute Gender-based Violence.
4.1.5 Other Persons
Other persons, such as alumni, members of the public, or members of student clubs or societies, must ensure their conduct does not constitute Gender-based Violence.
4.2 Preventing Gender-based Violence
The University will aim to prevent Gender-based Violence through a range of mechanisms and initiatives, including through:
- a whole-of-University Gender-based Violence Prevention and Response Plan, published on the University's website;
- robust processes designed to identify risks of Gender-based Violence (including the University's recruitment, selection, appointment, promotion and reward process);
- clear and accessible expectations for the standards of conduct expected from Students and University Members, communicated through the Student General Conduct Policy and Code of Conduct Policy, respectively;
- education and training, to increase awareness of Gender-based Violence and the drivers of Gender-based Violence (including those specific to the University);
- promotion and communication of evidence-based preventative information across the University's working, learning, living, and social environments; and
- undertaking prevention initiatives to increase awareness and understanding of Gender-based Violence.
The University will take a proactive, collaborative, and evidence-based approach to the prevention of Gender-based Violence. This approach will focus on primary prevention and early intervention through education and training, to raise awareness of Gender-based Violence and foster a culture of respect and inclusion.
The University will provide Students and University Members with ongoing comprehensive education and training on preventing and responding to Gender-based Violence.
These programs will be developed through collaboration and engagement with subject matter experts, Students, University Members, people who have experienced Gender-based Violence, and those groups who are disproportionately affected by Gender-based Violence.
The University will monitor and evaluate the effectiveness of its Gender-based Violence education and training, and its preventative activities, to inform improvements to its prevention and response to Gender-based-Violence.
4.3 Reporting and Responding to Gender-based Violence
The University provides multiple pathways for making Gender-based Violence Disclosures and Complaints and encourages Disclosers and third parties to report Gender-based Violence.
These pathways, as well as the University's processes for responding to Gender-based Violence Disclosures and Complaints, are set out in the:
- Gender-based Violence (University Members) Response Procedure (for Gender-based Violence Disclosures or Complaints about University Members); and
- Student Gender-based Violence Prevention and Response Procedure and the Student General Misconduct Procedure (for Gender-based Violence Disclosures or formal reports about Students).
4.3.1 Procedural fairness
The University's response to Gender-based Violence will be procedurally fair.
This means the University will ensure that:
- its response is compliant with relevant legislation and University policies and procedures;
- individuals are afforded the opportunity to make a Gender-based Violence Complaint or Disclosure about Students or University Members, and to provide information in support of their allegations;
- Students and University Members are afforded the opportunity to respond to a Gender-based Violence Complaint or Disclosure about their conduct before a decision is made that negatively affects them;
- the decision-maker in a Gender-based Violence Complaint or Disclosure response process is impartial and unbiased; and
- decisions that affect Students and University Members are reasonable and justifiable in the circumstances.
4.3.2 Person-centred approach
The University will take a person-centred approach to responding to Gender-based Violence.
This means the University will genuinely consider the Discloser's wishes when making decisions about its response to Gender-based Violence Disclosures and Complaints. While the decision remains with the University, a person-centred approach means the University will take into account the impact any decision may have on the Discloser, while also ensuring the health and safety of others, and making sure the Discloser is afforded dignity and respect throughout the process.
4.3.3 Trauma-informed approach
The University's response to Gender-based Violence will be trauma-informed.
This means the University will minimise the risk of re-traumatising a Discloser, and will support the Discloser's recovery and wellbeing, by ensuring the process of responding to Gender-based Violence Disclosures and Complaints, is built on safety (including psychological safety), trust, choice, collaboration, and empowerment.
4.3.4 Cultural safety
The University's response to Gender-based Violence will be undertaken in a culturally safe manner.
This means Employees responsible for responding to Gender-based Violence will consider biases towards people of diverse cultural backgrounds, including First Nations people, when responding to a Gender-based Violence Disclosure or Complaint, and will ensure Disclosers, Respondents, and other persons (such as witnesses) involved in the Disclosure or Complaint are treated with fairness and respect.
4.3.5 Good faith participation
Disclosers, Respondents, and other persons (such as witnesses) involved in a Gender-based Violence Disclosure or Complaint are required to act in good faith. This means that they are required to act in an honest and sincere way when engaging in a process of responding to Gender-based Violence.
4.3.6 Victimisation and retaliation
The University recognises an individual's right to make a Gender-based Violence Disclosure or Complaint, or to participate in the process, as well as their right not to be victimised, vilified, or retaliated against for doing so.
The University will ensure Disclosers, Respondents, and other persons (such as witnesses) involved in a Gender-based Violence Disclosure or Complaint are notified of their rights and obligations in this regard.
4.3.7 Privacy and confidentiality
The University will treat Personal Information disclosed to it in Gender-based Violence Disclosures and Complaints as confidential and will comply with its obligations under the Information Privacy Act 2009 (Qld) when handling Personal Information.
During any investigation of a Gender-based Violence Disclosure or Complaint, Disclosers, Respondents, and other persons (such as witnesses) involved in a Gender-based Violence Disclosure or Complaint are required to maintain the confidentiality of the matter, including any associated materials and information, for the purpose of maintaining the integrity of the process.
University Members responsible for responding to Gender-based Violence Disclosures and Complaints must ensure they provide Disclosers and Respondents with consistent and clear information (in plain English) in relation to these obligations.
These obligations do not prevent Disclosers or Respondents, or other persons involved in a Gender-based Violence Disclosure or Complaint, from seeking professional advice or support (for example, from an industrial or legal representative, or counsellor).
The University prohibits the use of non-disclosure agreements in relation to Gender-based Violence. Any agreement reached between the University and a Discloser will not require a Discloser to keep their experience of Gender-based Violence confidential.
4.4 Support Services
The University will make a variety of support services available to Disclosers and Respondents in relation to Gender-based Violence, which include:
- risk assessments and the implementation of controls to eliminate or mitigate risk as far as is reasonably practicable in the circumstances;
- tailored support plans for the Discloser and Respondent;
- free and confidential counselling to Students;
- free and confidential counselling to Employees through the Employee Assistance Program;
- emergency and crisis accommodation for Students who reside in the Residential Colleges;
- reasonable academic adjustments for Students;
- reasonable supervisory and/or other workplace adjustments for Employees; and
- appropriate leave arrangements for Employees.
Disclosers, Respondents, and other persons (such as witnesses) involved in a Gender-based Violence Disclosure or Complaint, may be accompanied by a support person throughout the University's process of responding to Gender-based Violence. Support persons must not have a conflict of interest in the matter.
The University will monitor and evaluate the effectiveness of its support services to inform improvements to its prevention and response to Gender-based-Violence.
4.5 Student Accommodation
The University will ensure that the engagement of Students and University Members to work in student accommodation owned and operated by the University (i.e., in the Residential Colleges), and those in affiliated accommodation providers, is managed in a manner that is compliant with the disclosure requirements of the Gender-based Violence Code.
4.6 Data and Reporting Requirements
The University recognises that data plays a critical role in understanding the nature and prevalence of Gender-based Violence, identifying the needs of different groups, measuring progress, addressing the drivers of Gender-based Violence specific to the University's study and work environments, and informing the University's policies and procedures.
The University will collect data from Disclosers and Respondents in relation to Gender-based Violence in a safe, trauma-informed, and person-centred manner.
4.6.1 Internal reporting
The University will regularly report to the University Council, through the appropriate Council Committees, on the effectiveness of its Gender-based Violence prevention and response mechanisms.
This will include periodic reports, using de-identified data, to the Audit and Risk Committee, the Vice-Chancellor's Executive, and other University safety consultative forums.
4.6.2 External reporting
The University will regularly report to the Department of Education on its compliance with the National Gender-based Violence Code. This will include providing the Department of Education with de-identified and aggregated data on Gender-based Violence Disclosures and Complaints.
The University will report or refer individual Gender-based Violence Disclosures or Complaints to other external agencies, such as the Queensland Police Service or the Crime and Corruption Commission, if required to do so by law. These reports or referrals may include Personal Information about the Discloser, Respondent, and other persons (such as witnesses) involved in a Gender-based Violence Disclosure or Complaint.
4.7 Policy Review
The University is committed to implementing any required recommendations from the National Student Ombudsman and will review this policy at least every three years to ensure ongoing compliance with the National Gender-based Violence Code.
5 References
Nil.
6 Schedules
This policy must be read in conjunction with its subordinate schedules as provided in the table below.
7 Policy Information
| Accountable Officer | Vice-Chancellor |
| Responsible Officer | Chief People Officer Dean (Students) |
| Policy Type | Governance Policy |
| Policy Suite | Gender-based Violence (University Members) Response Procedure |
| Subordinate Schedules | |
| Approved Date | 12/10/2026 |
| Effective Date | 1/1/2026 |
| Review Date | 1/1/2031 |
| Relevant Legislation | National Higher Education Code to Prevent and Respond to Gender-based Violence 2025 (Cth) Sex Discrimination Act 1984 (Cth) Anti-Discrimination Act 1991 (Qld) Crime and Corruption Act 2001 (Qld) Work Health and Safety Act 2011 (Qld) |
| Policy Exceptions | |
| Related Policies | Prevention of Discrimination, Bullying and Harassment Policy |
| Related Procedures | |
| Related forms, publications and websites | Complaints Form (about University Members) Disclosure Form (about University Members) Your Call website and Your Call report form |
| Definitions | Terms defined in the Definitions Dictionary |
| A person employed by the University and whose conditions of employment are covered by the Enterprise Agreement and includes persons employed on a continuing, fixed term or casual basis. Employees also include senior Employees whose conditions of employment are covered by a written agreement or contract with the University....moreA person employed by the University and whose conditions of employment are covered by the Enterprise Agreement and includes persons employed on a continuing, fixed term or casual basis. Employees also include senior Employees whose conditions of employment are covered by a written agreement or contract with the University. Personal information means information or an opinion about an identified individual or an individual who is reasonably identifiable from the information or opinion - (a) whether the information or opinion is true or not; and (b) whether the information or opinion is recorded in a material form or not....morePersonal information means information or an opinion about an identified individual or an individual who is reasonably identifiable from the information or opinion - (a) whether the information or opinion is true or not; and (b) whether the information or opinion is recorded in a material form or not. A person who is enrolled in a UniSQ Upskill Course or who is admitted to an Award Program or Non-Award Program offered by the University and is: currently enrolled in one or more Courses or study units; or not currently enrolled but is on an approved Leave of Absence or whose admission has not been cancelled....moreA person who is enrolled in a UniSQ Upskill Course or who is admitted to an Award Program or Non-Award Program offered by the University and is: currently enrolled in one or more Courses or study units; or not currently enrolled but is on an approved Leave of Absence or whose admission has not been cancelled. The term 'University' or 'UniSQ' means the University of Southern Queensland....moreThe term 'University' or 'UniSQ' means the University of Southern Queensland. Persons who include: Employees of the University whose conditions of employment are covered by the UniSQ Enterprise Agreement whether full time or fractional, continuing, fixed-term or casual, including senior Employees whose conditions of employment are covered by a written agreement or contract with the University; members of the University Council and University Committees; visiti...morePersons who include: Employees of the University whose conditions of employment are covered by the UniSQ Enterprise Agreement whether full time or fractional, continuing, fixed-term or casual, including senior Employees whose conditions of employment are covered by a written agreement or contract with the University; members of the University Council and University Committees; visiting, honorary and adjunct appointees; volunteers who contribute to University activities or who act on behalf of the University; and individuals who are granted access to University facilities or who are engaged in providing services to the University, such as contractors or consultants, where applicable. | |
| Definitions that relate to this policy only | |
| Discloser A person who has experienced Gender-based Violence and has chosen to share information about their experience with another person or with the University. Gender-based Violence Any form of physical or non-physical violence, harassment, abuse or threats, based on gender, that results in, or is likely to result in, harm, coercion, control, fear or deprivation of liberty or autonomy. Gender-based Violence includes, but is not limited to:
Gender-based Violence may occur as a single incident, as multiple incidents, or as a pattern of behaviour over time. Gender-based Violence Code The National Higher Education Code to Prevent and Respond to Gender-based Violence 2025, which established standards for the University's prevention and response to Gender-based Violence. Gender-based Violence Complaint A Gender-based Violence Complaint is made if the Discloser:
Gender-based Violence Disclosure A Gender-based Violence Disclosure is made if either the Discloser or another person provides the University with information about the Discloser's experience of Gender-based Violence. Respondent A Respondent is the person whose conduct is alleged to be Gender-based Violence. | |
| Keywords | |
| Record No | 26/551PL |