• Section 1 - Purpose
• Section 2 - Application and Scope
• Section 3 - Policy 
• Section 4 - Procedure
• Section 5 - Prevention and Education
• Comprehensive Prevention Education
• Safe Environments
• Data Collection and Monitoring
• Section 6 - Making a Disclosure
• Emergency Response
• Disclosure Options
• Anonymous Disclosures
• Interim/Urgency Actions
• Section 7 - Responding to a Disclosure
• Trauma Informed Response
• Section 8 - Reporting Pathways
• Formal Reporting
• Anonymous Reporting
• Students
• Staff
• Other Considerations
• Section 9 - Appeals
• Section 10 - Support Services
• Internal Support
• External Support Services
• Translation Services
• Section 11 - External Reporting
• Reporting to Police – Individuals
• Reporting to the Police - University
• Other External Reporting
• Section 12 - Monitoring and Internal Reporting
• Section 13 - Investigations
• Section 14 - Breaches of this Procedure
• Section 15 -  Roles and Responsibilities
• Section 16 - Definitions

Section 1 - Purpose

(1) This Procedure outlines the institutional framework for preventing, educating, supporting, monitoring, reporting and responding to Gender-based Violence at the University of Wollongong (the University).

Section 2 - Application and Scope

(2) This Procedure applies to all disclosures and reports of Gender-based Violence made under the Gender-based Violence Prevention and Response Policy.

(3) This Procedure should be read in conjunction with the Gender-based Violence Prevention and Response Plan, the Gender-based Violence Prevention and Response Policy, the Complaints Management Policy, the Student Conduct Rules, the Student Conduct in Residences Policy, the Child Protection Policy, the DFAT Business Activities Risk Management Procedure. and any other relevant policy documents.

(4) The University’s Child Protection Policy outlines additional obligations in relation to the protection of people under 18 years of age.

(5) Where permitted by law, this Procedure applies to conduct that occurs outside Australia.

Section 3 - Policy 

(6) This Procedure supports the Gender-based Violence Prevention and Response Policy and the Gender-based Violence Prevention and Response Plan 2026.

Section 4 - Procedure

(7) The DFAT Business Activities Risk Management Procedure should be read in conjunction with this Procedure where the activity is a DFAT funded activity.

Section 5 - Prevention and Education

(8) The University is committed to education and awareness strategies to work towards the prevention of Gender-based Violence.

(9) Training will include intersectionality to build awareness of how Gender-based Violence affects people differently and to promote inclusive, trauma-informed responses. This includes understanding the compounded impacts on First Nations people, culturally and linguistically diverse communities, LGBTQ+ individuals, and people with disabilities.

Comprehensive Prevention Education

(10) The University will offer evidence informed prevention education, including:

1. mandatory training modules for all staff and students;
2. specialised training for managers, supervisors, student leaders and all staff involved in responding to formal reports, conducting an investigation or determining a disciplinary proceeding;
3. bystander intervention training; and
4. consent education workshops

Safe Environments

(11) The University will provide a safe environment for staff and students through:

1. regular safety audits on its facilities, including student accommodation;
2. accessible support services;
3. safe transportation options; and
4. appropriate lighting and security measures on University grounds. 

Data Collection and Monitoring

(12) The University will, in accordance with Privacy and Personal Information Protection Act 1998, the Health Records and Information Privacy Act 2002, Privacy Policy and Records Management Policy, collect data, as required by the National Higher Education Code to Prevent and Respond to Gender-based Violence 2025, to:

1. identify, monitor and manage risks relating to Gender-based Violence;
2. provide regular reporting to the People and Culture Committee and biannual reporting to Council; 
3. inform ongoing improvement of its prevention and support processes;
4. seek to ensure that intersectional impacts are identified and addressed; and 
5. provide de-identified reporting to the Government, as required.

Section 6 - Making a Disclosure

(13) The University provides multiple options for individuals to make a disclosure.

Emergency Response

(14) In an emergency or immediate danger, contact NSW Police and emergency services (000) or Security via: 4221 4900 or via the SafeZone App, to raise an Emergency Alert, a First Aid Alert, or a Help call.

(15) Some incidents may constitute a criminal offence. Individuals are encouraged to contact police to report alleged criminal offences. NSW Police offers in person or an online Sexual Assault Reporting Option (SARO) to record incidents without making a formal report.

Disclosure Options

(16) Individuals may contact Safe and Respectful Communities via phone, email or in person, for trauma-informed, safety-first support and guidance, regardless of:

1. where or when the incident occurred;
2. whether the person wants to make a disclosure of Gender-based Violence, but not a formal report; or
3. whether they want to make a formal report. 

(17) Students may contact Safe and Respectful Communities via phone, email or in person:

1. 24-hour Wellbeing Support Line: 1300 036 149 (call or text 0488 884 164); and
2. sarc-uow@uow.edu.au or on +61 2 4221 3344.

(18) Staff and affiliates may contact the Employment Relations Unit or a relevant Staff member in the People and Culture Division via phone, email or in person:

1. on +61 2 4221 5902;
2. employment-relations@uow.edu.au.

(19) A Disclosure may also be made via:

1. the University’s online portal for electronic lodgement;
2. in person to any member of Staff in the first instance. The Staff member should then refer the Disclosure to their manager or the Specialist Area for appropriate action, where relevant.

(20) The University will provide information on the tailored reporting and support processes available based on the individual's status (student, staff, or third party) and the respondent's status particularly those members who are disproportionally affected by Gender-based Violence, including women, First Nations people, culturally and linguistically diverse communities, people with lived experience of disability and people with a diverse sexual orientation and/or gender identity.

(21) The University will use information contained in disclosures on a de-identified basis to identify trends and to develop targeted responses to Gender-based Violence.

Anonymous Disclosures

(22) Anonymous Disclosures may be made via any of the above contact options. 

Interim/Urgency Actions

(23) Where a Disclosure has been made which indicates the risk of harm to any individual, the University may enact urgency provisions, and refer the matter to Security and/or the People and Culture Division (for staff-related matters) and/or a relevant external agency, such as the police, for action, which may be required for legislative compliance. Urgency/interim measures must be approved in accordance with the Delegations of Authority Policy.

(24) Interim measures may include, but are not limited to:

1. adjustment to study or work arrangements;
2. residential or campus restrictions;
3. academic extensions or leave of absence; or
4. relocation to alternative accommodation.

(25) Interim measures will be decided on a case-by-case basis and may be applied immediately or for a period of time. These measures must be reasonable and proportionate in the circumstances.

(26) Interim measures should not be interpreted as anticipating or revealing the outcome of the University or criminal investigation process.

(27) Interim measures will continue to apply for the period they are applied or until they are revoked or varied.

(28) The University will inform the discloser of the safety measures to be enacted.

Section 7 - Responding to a Disclosure

(29) The University will provide multiple options for managing Disclosures including:

1. a resolution that is implemented with the agreement of the Discloser and Respondent;
2. the implementation of safety measures without progressing to an investigation;
3. a decision not to proceed to an investigation of a Disclosure in the specific circumstances; and
4. a decision to progress the Disclosure to an investigation.

(30) All staff receiving a disclosure must:

1. seek consent from the discloser to notify Safe and Respectful Communities or the appropriate specialist area; and
2. provide the discloser with details of the information to be shared.

(31) Information will not be shared without the discloser's consent unless required for legislative compliance as outlined in section 7 of the Gender-based Violence Prevention and Response Policy or where there is a risk to the safety of the discloser or another member of the University community.

(32) All disclosures will be subject to a risk assessment to consider and monitor the threat to the discloser and the University community, and if the University may have an obligation to report to the Police.

(33) For disclosures made in University owned or operated accommodation, a risk assessment must be undertaken within 48 hours (or immediately if required) to:

1. take into account and seriously consider the views of the Discloser; and
2. determine safety measures to be implemented to protect the safety of the Discloser and other residents, which may include relocation of the respondent to alternative accommodation under the University’s urgency provisions.

Trauma Informed Response

(34) Responses to disclosures will be consistent with trauma informed principles and a compassionate person-centered response. 

(35) Staff that receive disclosures should be aware of how intersecting identities may influence the discloser's experience and will receive appropriate education and training. Responses should be tailored appropriately.

(36) All individuals making a disclosure must:

1. be treated fairly, with dignity and respect;
2. be heard with compassion, not judgement or blame;
3. be afforded privacy for all conversations;
4. be provided with information about options for reporting within, and external to, the University;
5. not be discouraged from making a formal complaint;
6. be free to decide which, if any, disclosure or report to make;
7. be provided with access to support;
8. be responded to in a timely manner;
9. be informed of the confidentiality of their disclosure and provided with information of when the University is obliged to share information in accordance with section 7 of the Gender-based Violence Prevention and Response Policy;
10. be kept informed of any action the University takes in relation to their disclosure, report or complaint and the expected timelines for resolutions of matters reported to the University.

Section 8 - Reporting Pathways

(37) The University will investigate Formal Reports of alleged Gender-based Violence made against any current staff and students in the circumstances as outlined in this Procedure.

Formal Reporting

(38) The University will investigate all Formal Reports of Gender-based Violence made by students and staff.

(39) All Formal Reports will be:

1. subject to a risk assessment, to consider the threat to the discloser and the University community, and if the University may have an obligation to report to the Police (reports made in University owned or operated accomodation will also be managed in accordance with clause 32);
2. assessed to determine potential breaches of the University's policy framework;
3. assessed to determine the appropriate support services; and
4. handled in a timely manner in accordance with principles of Natural Justice and the University's investigation processes set out in the Student Conduct Rules, Procedure for Managing Alleged General Misconduct by a Student, University Code of Conduct and Professional Staff Misconduct Guidelines.

(40) Formal Reports may be withdrawn by the person making them at any time; however, where an investigation has commenced it may not be possible to cease the investigation, although the individual has the right to withdraw from the process.

(41) The University will consider the seriousness of the report and take appropriate action, which may mean undertaking an investigation or other non-disciplinary actions such as a referral to an education program or support services.

(42) The University will seek to respond to and finalise all formal reports of Gender-based Violence within 45 business
days as set out in the National Higher Education Code to Prevent and Respond to Gender-based Violence 2025, and in accordance with its rules, codes, policies and procedures that outline investigation processes.

(43) The Vice-Chancellor and President may approve an extension to investigation timelines in accordance with the Delegations of Authority Policy and othe relevent University policy documents.

Anonymous Reporting

(44) Anonymous Reports may be made via any of the below contact options or in person. 

Students

(45) Students may report alleged incidents of Gender-based Violence under this Procedure or the Complaints Management Policy.

(46) Reports can be made in person or via:

1. the University’s Safe and Respectful Communities team via uow-sarc@uow.edu.au or on +61 2 4221 3344;
2. the University’s online portal for electronic lodgement; or
3. the University’s Complaints Management Centre via email at uow-complaints@uow.edu.au or on +61 2 4221 5170.

(47) Reports involving student misconduct will be managed in accordance with the Student Conduct Rules and the Procedure for Managing Alleged General Misconduct by a Student.

(48) Staff working with students under 18 are exempt from Working With Children Check requirements under s6(2)(g) of the Child Protection (Working with Children) Act 2012 (NSW), but risk assessments should still be undertaken.

(49) Complaints about the University's response may be made to the National Student Ombudsman.

Staff

(50) Staff may report alleged incidents of Gender-based Violence under this Procedure, or the Complaints Management Policy.

(51) Reports can be made to a manager, supervisor or via:

1. Employment Relations Unit or a relevant Staff member in the People and Culture Division and can be contacted via employment-relations@uow.edu.au or on +61 2 4221 590;
2. online portal for electronic lodgement; or
3. the University’s Complaints Management Centre via email at uow-complaints@uow.edu.au or on +61 2 4221 5170.

(52) Third parties may report alleged incidents of Gender-based Violence under this Procedure or the Complaints Management Policy.

Other Considerations

(53) The University is required under the National Higher Education Code to Prevent and Respond to Gender-based Violence 2025 to investigate all reports of Gender-based Violence where the respondent is a staff member or student. However, the University may not be able to progress to an investigation if:

1. there is insufficient information to enable an investigation to be conducted;
2. the allegation is made against an individual who falls outside the scope of this Policy;
3. the Formal Report is lodged as an anonymous report; or
4. the discloser who lodged the Formal Report does not wish the substance of the allegation to be made known to the respondent. 

(54) If the University is unable to investigate a Formal Report, it will, where appropriate, inform the individual who lodged the Formal Report of its decision and will provide appropriate support and referral pathways.

Section 9 - Appeals

(55) Appeals against the outcome of investigations will be dealt with in accordance with the relevant University policy document, including, but not limited to, the Student Conduct Rules, Procedure for Managing Alleged General Misconduct by a Student, Academic Misconduct (Coursework) Procedure, Professional Staff Misconduct Guidelines and the Complaints Management Policy.

Section 10 - Support Services

(56) The University prioritises the safety and wellbeing of all individuals involved in incidents of Gender-based Violence and strongly encourages all individuals to seek support.

(57) The University will ensure, to the extent possible, that the Discloser is not required to repeat the content of Disclosures and Formal Reports multiple times to multiple people.

Internal Support

(58) Students may contact:

1. Safe and Respectful Communities Phone: 4221 3344 | Email: sarc-uow@uow.edu.au;
2. 24-hour Wellbeing Support Line: 1300 036 149 (call or text 0488 884 164);
3. Counselling Services.

(59) Staff may contact:

1. Employee Assistance Provider;
2. Phone or face-to-face counselling.

External Support Services

(60) A list of the external support services available is provided on the Safe and Respectful Communities Webpage.

Translation Services

(61) A Translating and Interpreting Service (TIS) is available for those individuals who prefer to receive information in another language: 1300 655 010. Website: TIS. 

Section 11 - External Reporting

Reporting to Police – Individuals

(62) Individuals are encouraged to contact Police to formally report alleged criminal offences. However, an individual who has experienced Gender-based Violence has the right to choose not to formally report the matter to police.

(63) An individual may choose to report an incident to the Police and to lodge a Formal Report to the University. If a criminal investigation or judicial proceedings are likely to commence or are underway, the University may choose not to commence, or to suspend its investigation until appropriate advice is received from the Police.

(64) If a criminal investigation is initiated, the University will continue to provide support services and apply the relevant urgency/interim measures.

(65) The University may choose to proceed with its internal investigation regardless of the Police outcome and may take into account the police outcome in its investigation.

Reporting to the Police - University

(66) The University, in some circumstances, may have an obligation to report an incident or an alleged incident to the police. All reports to the police by the University must be assessed by Safe and Respectful Communities in collaboration with other relevant University Officers and approved by the Vice-President Operations.

(67) When determining whether to make a report to the Police, Safe and Respectful Communities will consider:

1. the wishes of the discloser;
2. advice of General Counsel and Chief Legal, Assurance and Integrity Officer;
3. advice from subject matter experts, including relevant information about the known/observed behaviour of the respondent related or unrelated to the matter at hand;
4. evidence of a clear and unacceptable risk to the University or general community; and 
5. the course of action that is in the best interest of protecting the wellbeing and safety of the University or general community.

(68) A University report to the Police does not oblige the discloser/reporter to pursue Police or legal proceedings.

(69) The University will advise the respondent of a decision to make a report to the Police and will only disclose the identity of the discloser/reporter with their prior consent, where the University has reason to believe there is a serious threat to someone, or as otherwise required by law.

(70) Where a formal Police investigation is conducted, any internal University investigation may be suspended until the external investigation is completed. Where appropriate, outcomes of external investigations may be taken into consideration by the University.

Other External Reporting

(71) In addition to NSW Police, individuals who wish to lodge a Formal Report of an incident of Gender-based Violence may do so via a relevant external agency such as the NSW Anti-Discrimination Board or the Australian Human Rights Commission. The University encourages staff, students and affiliates to lodge an internal Formal Report in the first instance.

(72) If a disclosed or reported incident is related to an activity funded in whole or in part by the Department of Foreign Affairs and Trade (DFAT), Safe and Respectful Communities will notify the the relevant specialist area, who will determine if it is appropriate to notify DFAT in accordance with the DFAT Business Activities Risk Procedure and the DFAT - Protection from Sexual Exploitation, Abuse and Harassment Policy .

(73) During the course of an external investigation, the University may take appropriate actions in accordance with its codes, policies and procedures and may also take interim actions to safeguard all members of the University community in allegations of Gender-based Violence.

Section 12 - Monitoring and Internal Reporting

(74) Reporting will be provided biannually, or as required, to University Council via the University Executive Board Board and the People and Culture Committee.

(75) Reporting will assist the University in identifying trends and systemic issues, inform the evaluation of prevention programs, and identify opportunities for improvements and preventative actions.

(76) Data collection will be disaggregated by gender, race, disability, sexual orientation, and other relevant factors to identify intersectional impacts and inform continuous improvement.

Section 13 - Investigations

(77) Employment Relations is responsible for investigating and responding to reports of Gender-based Violence that relate to Staff, in accordance with the in accordance with the relevant University policy document, including but not limited to the Enterprise Agreements, the Professional Staff Misconduct Guidelines, and the Complaints Management Policy.

(78) The Safe and Respectful Communities Team is responsible for investigating and responding to reports of Gender-based Violence that relate to Students in accordance with the relevant University policy document, including but not limited to the Student Conduct Rules, and the Procedure for Managing Alleged General Misconduct by a Student.

Section 14 - Breaches of this Procedure

(79) Reports of non-compliance with this Procedure should be made in accordance with the relevent University policy documents including but not limited to the Complaints Management Policy and the Serious Wrongdoing Reporting Policy and Procedure.

(80) A breach of this Procedure may result in disciplinary action. Depending on the nature and impact of the breach, other actions may also be taken, including legal action.

Section 15 -  Roles and Responsibilities

(81) Roles and Responsibilities are consistent with the Gender-based Violence Prevention and Response Policy.

Section 16 - Definitions

(82) Definitions are consistent with the Gender-based Violence Prevention and Response Policy.