Sexual Harm Prevention and Response Policy

Policy notice

Notice on use of language: this policy relates to sexual harm, which may be distressing. If you would prefer to discuss the content with support, please contact the university (refer Support for sexual harm).

Online guidance: further information on disclosing or reporting incidents of sexual harm and support for those who have experienced sexual harm is available at Our commitment to a campus free of sexual harm.

1. Purpose

1.1 The Sexual Harm Prevention and Response Policy (the policy) establishes a framework to:

1. recognise the impact of sexual harm at UTS and in the broader community
2. identify responsibilities, actions and strategies under the university’s zero tolerance commitment to sexual harm (refer Equity, Inclusion and Respect Policy)
3. provide support for students, staff and affiliates wishing to report an incident of sexual harm
4. formally outline UTS’s commitment to the national Respect.Now.Always. initiative
5. take collective responsibility for the prevention of sexual harm at UTS, and
6. make transparent UTS’s response, review and recordkeeping practices with regard to sexual harm.

2. Scope

2.1 This policy applies to:

1. all staff, students, participants, affiliates, alumni and visitors to the university, collectively the UTS community (references to staff include both staff and affiliates)
2. the UTS campus, its spaces and facilities, UTS student housing, online forums, online communities, online platforms or any other physical, digital or virtual spaces owned or used by UTS as part of its teaching, learning, research and business activities, and
3. activities organised by or on behalf of UTS on or off campus including but not limited to outreach activities, field work, internships, exchanges, social functions, group learning and assignments, university travel, competitions, work opportunities, sporting events, and activities organised by student clubs and societies.

2.2 UTS will work with offshore partners to provide support and advice on culturally appropriate campaigns, training and reporting mechanisms around sexual harm.

2.3 Reports of any incidents of child abuse and neglect are out of scope of this policy and must be reported under the requirements of the Child Protection Policy.

2.4 Student and staff complaints unrelated to sexual harm are out of scope of this policy and will be managed via the Student Complaints Policy and the Staff Complaints Policy as appropriate.

3. Principles

3.1 Sexual harm is a form of gender-based violence that arises in the context of broader social gender inequality.

3.2 UTS is committed to the goal of eliminating sexual harm on campus. This goal requires awareness, prevention and response strategies that work together as part of a whole of university approach to drive social and behavioural change.

3.3 UTS recognises that, while gender-based violence is overwhelmingly perpetrated by men against women and LGBTIQA+ people:

1. it is not solely confined to these groups and may be experienced by and perpetrated by any person
2. some groups may be more vulnerable to sexual harm due to factors such as cultural background, disability and sexual orientation, and
3. these factors may also impact an individual’s capacity to respond to, report on, disclose or discuss any type of sexual harm.

3.4 Individuals who have experienced sexual harm will be treated with compassion and understanding. UTS will provide appropriate support for the complainant and, where possible and appropriate, the respondent.

3.5 UTS will:

1. learn through practice, using quantitative and qualitative evidence to continually improve prevention, disclosure and response programs and activities
2. support the UTS community through training, education, dialogue and awareness as part of its prevention program
3. build awareness, understanding and a positive practice of consent (including through the use of Consent matters training), and  
4. strive to develop a culture that empowers individuals to set their own boundaries and to accept and respect the boundaries of others.

3.6 UTS recognises that the risk of sexual harm is increased where a power imbalance exists. Effective leadership will be demonstrated in line with this policy, the Equity, Inclusion and Respect Policy and the Code of Conduct. Power imbalances must never be used as a reason not to report or address sexual harm.

3.7 Through the prevention, response and governance mechanisms outlined in this policy, the risk of sexual harm at UTS will be continually assessed with control and response measures updated as appropriate. This forms part of the university’s ongoing commitment to the health, safety and wellbeing of its staff, students and visitors (refer Health, Safety and Wellbeing Policy).  

4. Policy statements

Zero tolerance through prevention and response

4.1 UTS takes a zero tolerance approach to sexual harm, recognising that zero tolerance is the first step towards elimination (refer Equity, Inclusion and Respect Policy). The prevention and response mechanisms at UTS work together to ensure continuous improvement of the university’s reporting, prevention and support measures.

4.2 UTS has programs in place to prevent sexual harm via the Respect.Now.Always (RNA) initiative, which include: 

1. clearly articulating the university’s behavioural expectations and integrity requirements (refer Behavioural requirements)
2. educating the UTS community to achieve a shared understanding of what constitutes sexual harm
3. providing specific skills training to UTS staff and students
4. conducting awareness campaigns
5. collaborating with, and learning from, evidence and best practice, and
6. providing safe spaces for the UTS community to raise concerns, seek help and support, and report incidents of sexual harm.

4.3 To respond to disclosures and reported incidents of sexual harm, UTS takes a ‘support and report’ approach as follows:

1. Support: UTS community members who have experienced sexual harm will be supported by UTS. UTS can provide help and advice to members of the UTS community. Support is at zero cost to the individual and is provided for current and past incidents of sexual harm at UTS (refer Our commitment to a campus free of sexual harm).
2. Report: UTS encourages anyone who has experienced sexual harm at UTS, or has experienced sexual harm perpetrated by members of the UTS community, to formally report such incidents in line with this policy (refer also Our commitment to a campus free of sexual harm). This allows UTS to respond to immediate and ongoing safety issues resulting from sexual harm and to undertake investigations where possible.

Behavioural requirements

4.4 In implementing this policy, staff and students must: 

1. complete training on consent (refer Consent matters training), sexual harassment and discrimination prevention and/or workplace health and safety as required 
2. understand and comply with the behavioural requirements outlined in the Code of Conduct, the Student Rights and Responsibilities Policy and the Equity, Inclusion and Respect Policy 
3. understand and comply with the Child Protection Policy 
4. behave in a manner that is respectful to all members of the UTS community 
5. never engage in inappropriate, unwelcome and non-consensual physical contact or other forms of sexual harm or sexual assault (refer Definitions), and 
6. be respectful of the lived experiences of others.

Support services and help

4.5 UTS will support any member of the UTS community who has been impacted by sexual harm. A range of internal and external support services are available at Support for sexual harm.

4.6 Additional support is provided:

1. to address language or cultural barriers that may exist (in consultation with Jumbunna, UTS International and appropriately trained staff), and
2. while undertaking university travel (refer the Student Travel and Expenses Policy and the Staff Travel, Expenses and Credit Card Policy).

4.7 Incidents of sexual harm have long-term impacts for the people who directly experience these incidents as well as their friends, family, colleagues and support people. UTS will:

1. provide counselling and academic support as required for any community member impacted
2. work to mitigate any flow-on effects of incidents of sexual harm by making appropriate adjustments to work and study.

How to disclose and report sexual harm at UTS

4.8 UTS strongly encourages all members of the UTS community to report instances of sexual harm either to UTS and/or to an external agency. Reports may be made anonymously.

4.9 Students can report an incident to UTS in the following ways (refer also What to do if you have experienced sexual harm):

1. contact the UTS sexual harm support line on 1800 531 626 (managed by the UTS Counselling Service)
2. lodge an online report to UTS via the UTS Counselling Service
3. phone (free call 1800 249 559) or make an in-person report to Security and Emergency Management (Emergency contacts) and/or the UTS Counselling Service.

4.10 Staff can report an incident to UTS in the following ways:

1. make a report to their immediate supervisor (where possible)
2. phone (free call 1800 249 559) or make an in-person report to Security and Emergency Management (Emergency contacts)
3. contact the Centre for Social Justice and Inclusion for support and guidance (refer Equity, diversity and inclusion)
4. make a report to the People Unit.

4.11 In making a report complainants are encouraged to provide clear and specific details of the allegations, with the support of a counsellor where necessary. UTS recognises that the process of gathering and providing evidence may be retraumatising, but it is also crucial to supporting any investigative and other management processes. 

4.12 Support and advice is available from the People Unit, the Student Services Unit, the Centre for Social Justice and Inclusion and/or Security and Emergency Management. These teams work collaboratively to determine next steps (which may include an investigation, a misconduct process, the use of other UTS policies or resources and/or external reporting). 

4.13 In some instances, a person may wish to disclose an incident of sexual harm, rather than make a report (refer Definitions). Disclosures of sexual harm may be made to any trusted individual (for example, a friend, mentor, teacher or colleague). Where a trusted person receives a disclosure, they are encouraged to seek advice from a policy contact (refer Roles and responsibilities) to assist in providing responses to the disclosure. Additional guidance is available at How to respond to a disclosure of sexual harm. 

4.14 Support and information will be provided to the person making the disclosure to help them determine whether they would like to make a report.

4.15 Staff who witness or receive a disclosure or report of sexual harm involving a student must complete a summary form (available at Staff guidelines for managing reports of sexual harm (Staff Connect)). 

4.16 Any person who witnesses or receives a report of sexual harm against a member of staff should make a report to the Executive Directive, People and Culture.

4.17 Any person who witnesses or receives a disclosure or report of sexual harm may contact Security and Emergency Management (refer Emergency contacts).

4.18 UTS respects the complainant’s needs and wishes in making a police report, however, in some instances UTS may be legally required to advise police (refer Reports to the police).

4.19 In addition to a report to UTS and/or the police, reports may also be made to the:

1. Australian Human Rights Commission for reports about sexual harassment or discrimination
2. Anti-Discrimination New South Wales
3. Safe Work NSW
4. Fair Work Commission, and/or
5. Australian Cyber Security Centre or the eSafety Commissioner for incidents of sexual harm that have occurred online, via social media or in another virtual space.

Immediate response to a disclosure or report 

4.20 Staff who receive a disclosure or report of sexual harm must immediately act to: 

1. make the situation safe by removing or minimising any obvious risks to the person making the disclosure or report and/or others where possible (with support from Security and Emergency Management) 
2. where the incident also involves a hazard related to UTS, complete a HIRO report, omitting any identifying details, and 
3. work with the Student Services Unit, the Centre for Social Justice and Inclusion and/or the People Unit to provide support to the person making the disclosure or report (including counselling, workplace and/or academic support). 

4.21 UTS recognises that while a person making a disclosure may not wish to make a report immediately, it is important to gather evidence (text messages, emails, surveillance footage, witness statements, medical reports) in case they wish to make a report at a later date.

Managing and responding to disclosures and reports of sexual harm  

4.22 Staff and students who receive a disclosure or report of sexual harm may access information and guidance at Our commitment to a campus free of sexual harm or Staff guidelines for managing reports of sexual harm (Staff Connect).

4.23 It is recognised that managing and supporting disclosures and reports of sexual harm is challenging for all involved. Students can contact the Counselling Service and staff are provided with additional support through the Employee Assistance Program (SharePoint).

4.24 All individuals involved in supporting, managing or responding to incidents of sexual harm must:

1. act in accordance with the behavioural requirements of this policy (refer Behavioural requirements)
2. maintain confidentiality and privacy (refer Confidentiality and privacy)
3. identify and declare any actual, potential or perceived conflicts of interest in accordance with the Conflicts of Interest Disclosure Policy
4. respond in an unbiased and fair manner, taking into account procedural fairness, natural justice, equity principles and any legislative requirements, and
5. where the incident also involves a hazard related to UTS, complete a HIRO report, omitting any identifying details.

4.25 When managing an incident and/or providing support, UTS will, where possible and permitted by law, take into consideration the preferred outcomes of the person making the disclosure or report.

4.26 Where a report has been lodged in line with this policy, UTS may appoint an investigating officer to undertake an investigation based on the information provided.

4.27 Investigations should determine:

1. the risks (for example, risks of reoffending) posed to the physical and/or mental health and safety of the complainant and/or any other member of the community
2. legal, workplace health and safety, reporting or other duties and obligations of the university, and
3. whether the respondent has been named in previous or other reports.

4.28 A course of action will be recommended, normally in consultation with the person who has experienced the incident of sexual harm. This may include one or more of the following management processes:

1. Reports against students are managed in line with section 16, Student Rules, section 2, Rule 2.1.9, the Student Rights and Responsibilities Policy, the Concerning Behaviour Intervention Policy, the Campus Policy, the Temporary Exclusion Policy, Staff guidelines for managing reports of sexual harm (Staff Connect) and/or any relevant legislation.
2. Reports against staff are managed in line with the Code of Conduct as a breach of the code, the relevant Enterprise agreement and any relevant legislation.
3. Reports against individuals who are not associated with UTS will be managed on a case by case basis.

4.29 UTS must disclose facts or incidents to the insurer as soon as possible. The investigating officer must ensure all incidents are reported via email to insurance@uts.edu.au, ensuring personal information is protected (refer Confidentiality and privacy).

4.30 Investigations will be conducted in a timely manner, notwithstanding any external or criminal processes that may impact on the timing of an internal investigation.

Outcomes of an investigation 

4.31 Outcomes and results of investigations will:

1. be guided by the principles outlined in this policy
2. be proportionate to the type and seriousness of the incident (or incidents)
3. be based on the available evidence
4. reflect the university’s obligations, and
5. where possible and appropriate, provide learning and development opportunities for the respondent while ensuring accountability for their behaviour. 

4.32 A respondent who is both a staff member and a student will be investigated under either staff or student processes as outlined in this policy. This is determined based on the relationship of the respondent to the person who has experienced the incident of sexual harm and the situation in which the incident occurred. In some cases, sanctions under the Student Rules as well as the Code of Conduct may be required.

4.33 UTS will make every effort to investigate all reports of sexual harm, however, the extent to which an investigation will yield an outcome may be inhibited where the respondent and/or the person who has experienced the incident is not identified. UTS will offer and provide support regardless of the outcome of any investigation (refer Support services and help). 

4.34 Where it is determined that no further investigations or actions are possible, UTS will communicate this decision to the complainant providing further support and an explicit rationale for this decision.

4.35 Where UTS initiates an investigation and/or is obliged to make a report to the police, UTS will:

1. provide appropriate support to those who have experienced sexual harm and/or the complainant as appropriate
2. provide an explanation for the investigation or report to the complainant and the respondent
3. offer the opportunity to be involved in the investigation
4. explain confidentiality and privacy entitlements as outlined in this policy and the Privacy Policy
5. manage all information in line with the Records Management Policy, and
6. communicate the final outcomes of the investigative process at UTS to the complainant and respondent. 

Appeals

4.36 Section 16, Part E, Student Rules outlines the grounds on which a student may appeal against a decision of student misconduct.

4.37 Respondents subject to the Code of Conduct and an enterprise agreement may request a review of a disciplinary process in line with the relevant Enterprise agreement.

4.38 Complainants who are not satisfied with the outcome of an investigation will be provided with information on other available support and advice and may make a report to the police or other relevant external agency at any time. UTS will provide ongoing support where appropriate and reasonable.

Reports to the police

4.39 Where an incident of sexual harm may constitute a criminal act a police report may be required in addition to, or instead of, an internal report and investigation. It is recognised that contacting the police may be a difficult step and UTS will provide support and advice to staff and students wishing to make a report to the police.

4.40 Police reports should be made to the state or territory police authority where the incident occurred. UTS is required to facilitate a police investigation where appropriate and required (refer Staff guidelines for managing reports of sexual harm (Staff Connect)).

4.41 The NSW Police can be contacted on 24-hour NSW Police Assistance Line on 131 444. Sexual assaults may also be reported anonymously to the NSW Police by completing the Sexual Assault Reporting Option (SARO) form.

4.42 Reports about sexual harm outside Australia should be reported to the police authority in the country where the incident took place. Additional support will be provided by UTS where possible. Refer the Staff Travel, Expenses and Credit Card Policy and the Student Travel and Expenses Policy for further guidance on university travel.

4.43 In some instances, UTS may be obliged to make a police report, even where a formal report has not been made. This may be required where:

1. the individual making a disclosure has identified a potentially serious indictable offence as defined in legislation
2. a real or perceived risk to the health or safety of the individual making the disclosure, or any other person, is identified
3. an individual is named by more than one individual making a disclosure and/or report, identifying a pattern of concerning behaviour, and/or
4. the individual making the disclosure, or any other person involved in the incident, is under the age of 18 (refer Child Protection Policy).

4.44 Criminal processes may have an impact on, and will normally take precedence over, the timing or possibility of UTS investigations. This should not be considered a deterrent to making a police report. Both respondents and complainants will be promptly notified of any impacts to internal investigations or timelines resulting from a criminal or other external process.

Confidentiality and privacy

4.45 UTS will manage the confidentiality of the person who has experienced sexual harm and/or the person reporting the incident and any other person related to the incident in line with the Privacy Policy.

4.46 Information relating to a disclosure or report will be managed in line with the Privacy Policy and the Sexual harm reporting privacy notice. Where UTS is required to disclose information relating to sexual harm (disclosing personal information), it will do so only in line with its legal obligations and the requirements of the Privacy Policy.

Bystander intervention

4.47 UTS encourages, where it is reasonable and safe to do so, actions and interventions by those who witness any incident of sexual harm, or who are informed about such an incident, to prevent the occurrence or prevent a continuation of the behaviour.

4.48 UTS has an online training program and provides face-to-face workshops to support and guide bystanders to make a safe intervention. These are available on request via respect.now.always@uts.edu.au. Alternatively, refer to What to do if you have experienced sexual harm for how to make a report.  

No victimisation

4.49 Individuals making a disclosure or report, internally or externally, will suffer no victimisation from UTS as a result of actions under this policy. This extends to those providing information, providing support or engaging in reasonable bystander intervention.

4.50 Respondents or individuals who are the subject of a report or support process will not be victimised by UTS or its staff, noting that investigations, reports or other forms of resolution or intervention do not constitute victimisation.

4.51 Acts of victimisation by staff and students are considered a breach of this policy and will be managed via the Code of Conduct and the Student Rights and Responsibilities Policy as appropriate.

4.52 Staff or students who believe they have been victimised under the terms of this policy may make a complaint in line with the Staff Complaints Policy or the Student Complaints Policy as appropriate.

Governance and continued improvement

4.53 UTS will manage, monitor and review sexual harm prevention and response activities via the RNA Steering Committee established by the Provost. The steering committee will work to ensure collaboration and continued learning from both prevention and response activities across UTS (refer Appendix 1). The steering committee must provide reports, advice and information as required.

4.54 Anonymised and de-identified data relating to sexual harm reports, responses and user experiences will be assessed (in line with the confidentiality requirements of this policy) to inform the continued improvement of response, reporting and management processes, support services, education and prevention strategies. This information will be provided to the steering committee to support continual improvement in the whole of university response.  

4.55 Anonymised reports relating to the prevalence of and response to requests for support and reports of sexual harm are provided to Council at least annually, as well as other relevant UTS bodies.

Roles and responsibilities

5.1 Policy owner: The Provost is responsible for enforcement and compliance of this policy, ensuring that its principles and statements are observed. The Provost is also responsible for the approval of any associated university level procedures and the RNA Steering Committee terms of reference.

5.2 Policy contact: The RNA Program Manager, the Executive Director, People and Culture, the Director, Student Services Unit and the Director, Equity, Diversity and Inclusion are responsible for the day to day implementation of this policy and act as the primary points of contact for advice on fulfilling its provisions.

The Director, Student Services and the Executive Director, People and Culture coordinate the UTS sexual harm response strategies.

The Executive Director, People and Culture is responsible for investigations and disciplinary actions for staff members.

The RNA Program Manager is responsible for sexual harm education and prevention strategies.

The Director, Equity, Diversity and Inclusion is responsible for providing guidance and advice on managing and responding to disclosures and reports of sexual harm.

5.3 Implementation and governance roles:

Student Misconduct (in the Governance Support Unit) is responsible for misconduct actions related to students.

6. Definitions

The following definitions apply for this policy and all associated procedures. These are in addition to the definitions outlined in Schedule 1, Student Rules. Definitions in the singular also include the plural meaning of the word.

Affiliate is defined in the Code of Conduct. Any references to staff in this policy should be understood to mean both staff and affiliates.

Bystander means a person who witnesses an incident or is told about an incident of sexual harm. Staff who are informed of an incident by a member of the UTS community as part of a disclosure or a report are not bystanders.

Complainant means the individual making a disclosure or a report under this policy. A complainant may be staff, students or another member of the UTS community. In some cases, the complainant may not be the person who has experienced sexual harm, rather may be a witness or confidant reporting an incident that has happened to another individual.

Concerning behaviour is defined in the Concerning Behaviour Intervention Policy and, for the purposes of this policy, should be understood to refer to the behaviour of either students or staff.

Consent means a situation where an individual freely, voluntarily and with the necessary capacity (that is conscious and free of influence) and knowledge agrees (as understood within the relevant legislation) to any sexual activity. An individual may withdraw consent at any time and for any reason. Consent:

1. is mandatory
2. occurs when a person freely and voluntarily agrees to sexual acts
3. is covered by NSW legislation that requires each participant to do or say something to find out if the other person freely and voluntarily agrees to a sexual act.

Disclosure means the sharing of information about an experience of sexual harm with another person. Disclosures are normally made to a trusted individual. A person who makes a disclosure may not want to make a report to either UTS or to the police. People making a disclosure to UTS will be provided with support and guidance. 

Gender-based violence (GBV) means violence that is used against someone because of their gender (or perceived gender) and is rooted in gender-based power inequalities, rigid gender norms and gender-based discrimination. It is acknowledged that, while GBV can be experienced by anyone, it is most often used to describe violence perpetrated by men against women and girls, those who identify as female and other men. GBV can be physical, sexual, emotional, psychological, social, cultural, spiritual or financial, it may incorporate stalking and intimidation and may be facilitated by technology of various forms.

Investigating officer means a policy contact or a person appointed by a policy contact (refer Roles and responsibilities) to undertake an investigation into a report of sexual harm. The investigating officer is normally a staff member or external investigator with appropriate training or experience.

Legislation means the relevant current and enforceable state or federal legislation.

Report means the notification to UTS by an individual (complainant) who has experienced or witnessed an incident of sexual harm that triggers an official process that may include an investigation and/or other response in line with this policy. UTS encourages reports to be made (rather than a disclosure) when it relates to conduct by students, staff or affiliates.

Respondent means a person whose conduct is the subject of a disclosure or report of sexual harm.

Sexual assault means a range of behaviours, all of which are unacceptable, constitute a crime and should be reported to the police in line with this policy and the relevant legislation. Sexual assault is a type of gender-based violence.

Sexual harm means a range of unwelcome sexual behaviours, requests or advances that may threaten, frighten, expose, offend, humiliate or intimidate a person. Sexual harm can occur between strangers or people who are known to each other (including people involved in a consensual intimate and/or domestic relationship) and can involve behaviour by a person of any sex or gender. It refers to any unwanted sexual activity that:

1. occurs without free and informed consent
2. is forced or involves coercion or manipulation
3. is physical, verbal, written or takes place in a virtual space and may include (but is not limited to) touching, sexual harassment and intimidation, sexual violence, forced marriage, trafficking for the purpose of sexual exploitation, image-based abuse (including making, publishing or distributing sexually explicit photos or videos without consent), indecent assault, stalking, sexual assault and rape.

Student is defined in the Student Rights and Responsibilities Policy.

Victimisation is defined in the Equity, Inclusion and Respect Policy.

Visitor is defined in the Campus Policy.

Approval information

Policy CONTACTs	Executive Director, People and Culture   Director, Student Services Unit   RNA Program Manager
APPROVAL AUTHORITY	Vice-Chancellor
REVIEW DATE	2025
FILE NUMBER	UR22/2213
SUPERSEDED DOCUMENTS	New policy

Version history

Version	Approved by	Approval date	Effective date	Sections modified
1.0	Vice-Chancellor	02/12/2022	15/12/2022	New policy.
1.1	Deputy Director, Corporate Governance (Delegation 3.14.2)	29/06/2023	07/07/2023	Minor change to reflect the new title of Health, Safety and Wellbeing Policy.
1.2	Deputy Director, Corporate Governance (Delegation 3.14.2)	23/10/2023	23/10/2023	Minor change to reflect the change in title from the RNA Steering Group to the RNA Steering Committee (approved by the Provost in line with this policy).
1.3	Vice-Chancellor	30/09/2024	01/10/2024	Updates and refinements in response to the Department of Education’s Action Plan Addressing Gender-based Violence in Higher Education, to include the Director, Equity, Diversity and Inclusion as a policy contact and refine distinction between a report and a disclosure.

References

Campus Policy

Child Protection Policy

Code of Conduct

Concerning Behaviour Intervention Policy

Conflicts of Interest Disclosure Policy

Consent matters training

Emergency contacts 

Employee Assistance Program (SharePoint) 

Enterprise agreements 

Equity, diversity and inclusion

Equity, Inclusion and Respect Policy

Health, Safety and Wellbeing Policy

HIRO support

Our commitment to a campus free of sexual harm

Privacy Policy

Records Management Policy

Risk Management Policy

Staff Complaints Policy

Staff guidelines for managing reports of sexual harm (Staff Connect)

Staff Travel, Expenses and Credit Card Policy

Student Complaints Policy

Student Rights and Responsibilities Policy

Student Travel and Expenses Policy

Temporary Exclusion Policy

UTS Counselling Service

Acknowledgements

UTS acknowledges the following who provided support and guidance in the development of this document:

• University of Melbourne
• Our Watch, Respect and Equality in Tertiary Education
• Tertiary Education Quality and Standards Agency (TEQSA)
• Universities Australia
• Department of Education: Action Plan Addressing Gender-based Violence in Higher Education.

Appendix 1: RNA Steering Committee

Terms of reference

The Respect.Now.Always. Steering Committee is established by the Provost in line with the Sexual Harm Prevention and Response Policy (the policy) to ensure collaboration and continued learning from the university's sexual harm prevention strategies and response mechanisms. The steering committee will:

1. support the implementation of the policy and provide feedback regarding its efficacy
2. provide strategic advice by working with staff and students to develop an understanding of the prevention strategies and their effectiveness
3. ensure updated guidance from peak bodies (for example, the Australian Human Rights Commission, Universities Australia, Our Watch, Australian Cyber Security Centre, the eSafety Commissioner and Safe Work Australia) is reviewed, assessed and applied to the UTS context as appropriate
4. provide an organisational response to government requirements and recommendations on gender-based violence (for example, the federal government’s Action Plan Addressing Gender-based Violence in Higher Education)
5. establish working groups as required to review and address specific issues in relation to gender-based violence to provide guidance and recommendations to the steering committee in managing this complex issue
6. enhance practical collaboration between the university's prevention and response mechanisms, ensuring they are effective, fit for purpose, meet legislative requirements and government expectations
7. use anonymised reports and data to inform improvements to the response mechanisms (both support and reporting outcomes), prevention strategies and the policy
8. review operational risk mitigation plans in line with the Risk Management Policy on an annual basis or more regularly as required
9. identify and escalate any extreme risks in line with the Risk Management Policy
10. ensure appropriate dialogue with the Concerning Behaviour Assessment and Intervention Team (CBAIT) (refer Concerning Behaviour Intervention Policy)
11. ensure appropriate dialogue with the UTS Health, Safety and Wellbeing Advisory Committee as required (refer Health, Safety and Wellbeing Policy)
12. recommend resourcing to meet the requirements of this policy and/or to comply with legislation, and
13. provide reports to Council at least annually in line with the policy.

Composition and membership

• Provost (Chair)
• Deputy Vice-Chancellor (Education and Students)
• RNA Program Manager
• Executive Director, People and Culture or nominee  
• Director, Student Services as Chair, CBAIT or nominee
• Chair, UTS Health, Safety and Wellbeing Advisory Committee or nominee
• General Counsel and Executive Director, Risk and Compliance or nominee
• Pro Vice-Chancellor (Social Justice and Inclusion) or nominee
• President, Students’ Association or nominee
• ActivateUTS Student President or nominee
• 2 student representatives appointed by the Provost in response to a call for expressions of interest
• A faculty dean representative appointed by the Provost

Others may be co-opted on to the steering committee as required.

Calls for expressions of interest (EOI) for up to 2 student representatives will be made at the beginning of each calendar year as determined by the RNA Program Manager. Steering committee members will be selected by the Provost from the EOIs received by the submission deadline. 

The terms of appointment will be up to 2 years. Incumbents must re-submit after their second year of membership. Students who attend less than 60% of the meetings will not be reappointed for the second year of membership, at which point a vacancy will be opened. Vacancies will be filled at the next call for EOI.

Faculty dean representatives will be appointed normally for a period of one year.

Frequency of meeting

The steering committee will meet at least 4 times per calendar year and as otherwise required. Meeting dates are available from the Chair.

Quorum

The quorum shall be one-half of the current members of the steering committee. If one-half is not a whole number, the next higher whole number shall be used.

Vacant positions on the steering committee do not count toward the total membership of which one-half is required to reach a quorum.