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Antiracism and Cultural Inclusion Policy

This is a new proposed policy. This policy captures the proposed definitions of Islamophobia, Racism towards Aboriginal and Torres Strait Islander Peoples, and the Senate-approved definition of Antisemitism.

Section 1 - Purpose and Scope

Purpose

(1) The University of Queensland (UQ or the University) is committed to providing a safe, inclusive and respectful environment for all members of the UQ Community and Visitors. UQ rejects racism in all its forms and is committed to ensuring that all members of the UQ Community can work, study and participate in an environment that is free from racism.

(2) The purpose of this Policy is to:

outline the key principles underpinning UQ’s approach to preventing and responding to racism;
increase understanding of racism by providing guidance on what constitutes racism;
set out expectations of members of the UQ Community to prevent Acts of Racism; and
outline the roles and responsibilities of the UQ Community in respect to racism.

Scope

(3) This Policy applies to all members of the UQ Community in relation to UQ Related Conduct.

(4) This Policy should be read in conjunction with the Equity, Diversity and Inclusion Policy and Procedure, and the Freedom of Speech and Academic Freedom Policy.

(5) Complaints, reports and allegations of Acts of Racism should be made, and will be handled, in accordance with the Equity, Diversity and Inclusion Procedure.

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Section 2 - Policy Statement and Principles

Policy Statement

(6) UQ rejects all forms of racism and is committed to advancing antiracism and being a place where our diverse communities feel a sense of belonging.

(7) UQ recognises the right of all members of its community to learn, work and participate in an environment characterised by respect, inclusion, and one that is free from all forms of racism.

(8) Creating a university community that is inclusive, culturally safe and free from racism, and that fosters a sense of belonging for all, is a shared responsibility.

Principles

(9) The following principles reflect UQ’s commitment to providing a respectful environment that is free from racism:

Members of the UQ Community and Visitors have a right to be safe and be treated with respect.
All members of the UQ Community have a role to play in preventing, identifying and responding to racism in all its forms.
UQ is committed to taking reasonable and practicable steps to prevent, address and respond to racism. This includes deliberate and sustained action to dismantle systems and structures that enable racism to persist.
UQ will support education and awareness initiatives that strengthen the capability of members of the UQ Community to recognise, understand and respond appropriately to racism, including through safe and effective bystander action.
Cultural Inclusion and Cultural Safety are fundamental to creating an antiracist institution embodied by a respectful, inclusive and supportive University environment. All members of the UQ Community have a responsibility to foster and uphold Cultural Inclusion and Cultural Safety at UQ.

Understanding Racism

What is racism?

(10) Racism is discrimination, prejudice or unfair treatment towards a person or group of people based on their race, colour, descent, national or ethnic origin, or their perceived racial identity. It happens when a person, group or organisation uses their power to discriminate against or oppress people based on race, whether consciously or not.

(11) Racism takes many different forms and exists at both interpersonal and systemic levels.

(12) Interpersonal racism is racism that occurs in everyday interactions between people. It can take different forms, such as hate speech, harassment, denial of rights, and exclusion.

(13) Systemic racism happens when systems, organisations or institutions create unfair outcomes for people because of their race.

(14) UQ recognises that racism may be experienced differently by Aboriginal and Torres Strait Islander Peoples and across racial, ethnic, cultural and national communities, and that racism can intersect with other forms of discrimination, such as sexism and religious discrimination.

(15) UQ recognises and seeks to address all forms of racism that may be experienced by individuals and groups in the UQ Community, including Racism towards Aboriginal and Torres Strait Islander Peoples, Antisemitism and Islamophobia.

(16) Additional information to aid in the understanding of racism can be found in UQ’s antiracism commitment.

What is not racism?

(17) Racism does not include:

the provision of services and programs that would otherwise be considered affirmative action or ‘special measures’ under the Racial Discrimination Act 1975 (Cth);
being denied access to equity or culturally targeted services and programs;
being denied access to events that are not otherwise open to the public, e.g. closed events, whether or not they are cultural in focus; or
the management and resolution of inappropriate personal or professional matters arising within the workplace.

Acts of Racism

(18) Members of the UQ Community must not engage in Acts of Racism.

(19) In determining whether conduct constitutes an Act of Racism, regard must be had, as relevant, to the definitions of Racism towards Aboriginal and Torres Strait Islander Peoples, Antisemitism and Islamophobia, as set out in this Policy.

(20) Conduct is not an Act of Racism if it is:

conduct protected or otherwise not unlawful under relevant Anti-Discrimination Legislation; or
conduct that amounts to an exercise of free speech (subject to any restrictions imposed by law and reasonable and proportionate regulation) as those concepts are defined in the Freedom of Speech and Academic Freedom Policy.

Responding to Acts of Racism

(21) All members of the UQ Community have a responsibility to take reasonable steps to prevent, report and respond to Acts of Racism where it is safe, appropriate and practicable to do so.

(22) Members of the UQ Community and Visitors who experience or witness Acts of Racism are encouraged to speak up, seek support, or make a complaint. UQ is committed to providing clear reporting pathways and support services, and to managing complaints fairly. Complaints or allegations of Acts of Racism should be made, and will be handled, in accordance with the Equity, Diversity and Inclusion Procedure.

(23) Staff, Students and other members of the UQ Community who have experienced, witnessed, or are otherwise concerned about, harmful or unsafe behaviour, can also seek confidential, trauma-informed and culturally responsive support through UQ Safer Communities.

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Section 3 - Roles, Responsibilities and Accountabilities

(24) The Human Resources Division, Student Support and Wellbeing Services, and the Academic Services Division are responsible for overseeing UQ’s approach to identifying, preventing and responding to racism within the UQ community, and for supporting strategies to foster Cultural Safety and Cultural Inclusion.

(25) The Human Resources Division and Student Support and Wellbeing Services, with the assistance of the Pro-Vice-Chancellor (Campus Culture and Leadership), are responsible for facilitating education and training initiatives that strengthen the capability of members of the UQ Community to recognise, understand and respond appropriately to racism.

(26) Managers and supervisors have a responsibility to take reasonable steps to ensure UQ workplaces and study environments are safe, inclusive and free from racism, including by:

promoting and monitoring workplace and study environments to ensure they are culturally safe and respectful;
setting clear expectations for respectful behaviour and supporting participation and inclusion; and
responding to reports and complaints of Acts of Racism in accordance with the Equity, Diversity and Inclusion Procedure.

(27) All members of the UQ Community have a responsibility to uphold and act in accordance with principles promoting Antiracism.

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Section 4 - Monitoring, Review and Assurance

(28) The Senate People and Culture Committee provides strategic oversight and governance of equity, diversity and inclusion efforts at UQ, including in respect of Antiracism initiatives, and is responsible for reporting to Senate on an annual and as required basis.

(29) The Human Resources Division is responsible for monitoring and reporting on the effectiveness of this Policy in relation to Staff, Volunteers, Affiliates, Contractors and Visitors to the Senate People and Culture Committee on an annual and as required basis.

(30) Student Support and Wellbeing Services and the Academic Services Division are responsible for monitoring and reporting on the effectiveness of this Policy in relation to Students to the Senate People and Culture Committee on an annual and as required basis.

(31) Monitoring and assurance activities may include review of de-identified data, consultation with affected members of the UQ Community, assessment of systemic risks, evaluation of education and prevention activities, and review of the accessibility and effectiveness of reporting and support pathways in respect to racism.

Collection and use of data relating to racism

(32) The University will collect de-identified information about reported incidents of racism, including formal complaints of Acts of Racism, in accordance with the Equity, Diversity and Inclusion Procedure.

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Section 5 - Appendix

Definitions

(33) Words or phrases used in this Policy and not otherwise defined in this document have the meaning provided in the Equity, Diversity and Inclusion Policy.

Term	Definition
Acts of Racism	Means conduct that creates, perpetuates or reinforces exclusion, discrimination, harassment or vilification on the basis of race, colour, descent, ethnicity, nationality, national or ethnic origin or perceived racial identity.
Affiliates	Academic title holders, visiting academics, Emeritus Professors, adjunct and honorary title holders, Industry Fellows, and conjoint appointments.
Anti-Discrimination Legislation	Includes the Anti-Discrimination Act 1991 (Qld) and the Racial Discrimination Act 1975 (Cth).
Antiracism	Means active and sustained action to identify, challenge, prevent and address racism and racial inequity.
Antisemitism	Antisemitism is discrimination, prejudice, harassment, exclusion, vilification, intimidation or violence that impedes Jews’ ability to participate as equals in educational, political, religious, cultural, economic or social life. It can manifest in a range of ways including negative, dehumanising, or stereotypical narratives about Jews. Further, it includes hate speech, epithets, caricatures, stereotypes, tropes, Holocaust denial, and antisemitic symbols. Targeting Jews based on their Jewish identities alone is discriminatory and antisemitic. Criticism of the policies and practices of the Israeli government or state is not in and of itself antisemitic. However, criticism of Israel can be antisemitic when it is grounded in harmful tropes, stereotypes or assumptions and when it calls for the elimination of the State of Israel or all Jews or when it holds Jewish individuals or communities responsible for Israel’s actions. It can be antisemitic to make assumptions about what Jewish individuals think based only on the fact that they are Jewish. All peoples, including Jews, have the right to self-determination. For most, but not all Jewish Australians, Zionism is a core part of their Jewish identity. Substituting the word “Zionist” for “Jew” does not eliminate the possibility of speech being antisemitic.
Contractors	A person who is a contractor or subcontractor engaged by UQ and the employee, apprentice and trainee of a contractor or subcontractor, an employee of a labour hire company engaged by UQ, a counterparty in research agreements with UQ and any other person who is contracted to carry out work in any capacity for UQ or a person who has otherwise agreed to be bound by UQ’s Staff Code of Conduct Policy or the University’s policies generally.
Cultural Inclusion	Means an environment in which people of all racial, cultural, ethnic, linguistic, national and faith backgrounds are respected, valued, able to participate fully, and able to experience a sense of belonging and dignity.
Cultural Safety	Means an environment that is experienced as safe by people from diverse racial and cultural backgrounds, where their identity, knowledge, lived experience and cultural expression are respected and where power imbalances, bias and exclusion are actively addressed.
Enterprise Agreement	The University of Queensland Enterprise Agreement 2021-2026, or as amended or replaced.
Islamophobia	Islamophobia is a form of racism and/or religious discrimination directed at Muslims or people perceived to be Muslims because of their actual or perceived Muslim identity. It manifests as exclusion, harassment, vilification, intimidation or violence, and can intersect with other forms of hostility and discrimination, including those based on race, ethnicity, national origin or gender. It is distinct from, but can intersect with, anti-Arab and anti-Palestinian racism. It may be expressed through language, conduct, policies, or institutional regulations and practices. It can occur interpersonally, collectively, institutionally or structurally, both online and offline, and can undermine Muslims’ equal dignity, participation, opportunity and access to university life. Islamophobia may involve negative, dehumanising or stereotypical representations of Muslims, including gendered and racialised stereotypes. It can take the form of subjecting Muslims, because of their actual or perceived Muslim identity, to disproportionate suspicion, surveillance, securitization, risk management or restrictions not reasonably applied to others in comparable circumstances.
Racism	The University’s understanding of what constitutes racism is set out in Section 2.
Racism towards Aboriginal and Torres Strait Islander Peoples	Racism towards Aboriginal and Torres Strait Islander peoples is distinguished by our position as the First Peoples of the nation, including our distinct legal status and rights. It is tied not just to race, but to the denial and diminishment of First Peoples’ authority and rights, including their relationships with, and responsibilities to, Country. It occurs where systems, policies, practices, decisions, actions, omissions, attitudes or behaviours create or perpetuate racial harm. Such harm may include hate speech, vilification, discrimination, exclusion and oppression, and the impairment of the recognition, enjoyment or exercise, on an equal footing, of the rights and opportunities of Aboriginal and Torres Strait Islander peoples. Racism may be direct or indirect, intentional or unintentional, and may operate at individual, interpersonal, institutional, systemic or structural levels. Racist intent is not required where the effect is racially discriminatory. Racism may also intersect with, and be compounded by, other forms of discrimination and disadvantage. The experience and impacts of racism are not uniform across Aboriginal and Torres Strait Islander peoples, communities and contexts. In Australia, racism towards Aboriginal and Torres Strait Islander peoples must be understood within the historical and ongoing context of dispossession, exclusion and unequal power, including the role of Australia's Constitutional, legal and institutional structures in enabling racial discrimination. Universities are not exempt from these processes and have historically benefited from the dispossession of First Peoples. Universities have contributed to, and can continue to perpetuate, systemic and epistemic racism and other forms of racial harm. Universities therefore have a fundamental responsibility to prevent and address racism directed at Aboriginal and Torres Strait Islander peoples across governance, employment, student experience, teaching and learning, research, engagement and partnerships.
Staff	Continuing, fixed-term, research (contingent funded) and casual staff members.
Students	A person enrolled as a student at the University or undertaking courses or programs at the University.
UQ Community	Means current Students, Staff, Volunteers, Affiliates and Contractors.
UQ Related Conduct	Means any conduct that is connected to UQ’s functions or operations, including conduct that: Occurs during, or in connection with, any function, activity or event related to UQ (whether sanctioned by UQ or otherwise); Occurs when a person is representing UQ in any capacity; Occurs during, or in connection with, the performance of duties for UQ; Occurs using, or is facilitated by, UQ ICT resources or other UQ equipment; or Occurs on, or in connection with, any property owned, leased or occupied by UQ (or any entities it controls) or any lands or roads within any UQ campus. For Students, it also includes conduct that: Occurs on land or property owned, leased or occupied by a University-affiliated residential college; Occurs in relation to any academic or work experience or placement program which has a connection to the University; or Relates to another member of the UQ community.
Visitors	Means a visitor to: • a property owned, leased or occupied by UQ; or • a website or online platform owned, operated or managed by UQ, that is not a member of the UQ Community.
Volunteers	Members of the community who donate their services in a voluntary capacity to UQ without expectation of remuneration. Volunteers include those undertaking work on fundraising and community-oriented projects, tertiary students wishing to gain exposure to particular UQ functions, among others.