• Section 1 - Purpose
• Section 2 - Application and Scope
• Section 3 - Procedures 
• Section 4 - Principles
• Section 5 - Preventing Gender-based Violence
• Section 6 - Responding to Gender-based Violence 
• Support
• Section 7 - Disclosures
• Section 8 - Formal Reporting 
• Section 9 - Non-Disclosure Agreements
• Section 10 - External Reporting
• Section 11 - Breach of this Policy
• Section 12 - Compliance and Internal Reporting
• Compliance
• Internal Reporting
• Section 13 - Review
• Section 14 - Roles and Responsibilities
• Section 15 - Definitions

Section 1 - Purpose

(1) The purpose of this Policy is to:

1. set out the University of Wollongong’s (the University) commitment to fostering a safe values-driven culture built on respect, trust, inclusion and a shared purpose;
2. define the principles underpinning the University’s commitment to preventing and responding to Gender-based Violence, including inclusive, trauma-informed, and culturally competent practices that support all individuals;
3. provide information and increase awareness and understanding of the factors that drive and contribute to Gender-based Violence;
4. outline the support services available in relation to Gender-based Violence; and
5. set out the responsibilities of all members of the University community in preventing and responding to Gender- based Violence.

(2) This Policy is informed by the University’s Gender-based Violence Prevention and Response Plan.

(3) The University considers all forms of Gender-based Violence unacceptable. In accordance with the Principles set out in this Policy and the National Higher Education Code to Prevent and Respond to Gender-based Violence 2025, the University is committed, to building and sustaining a culture of safety and respect where all forms of Gender-based Violence is proactively prevented and will not be tolerated. 

(4) The University acknowledges that gender inequality is a key driver of violence against women. The four (4) gendered drivers are:

1. condoning of violence against women;
2. rigid gender stereotypes;
3. men’s control of decision-making and limits to women’s independence in public and private life;
4. male peer relations that promote aggression and disrespect towards women.

(5) The University also recognises there are shared drivers between violence against women and violence against LGBTIQA+ people.

(6) The University adopts an intersectional and person-centred approach to preventing and responding to Gender-based Violence. This approach recognises that other forms of discrimination and inequality, including but not limited to racism, homophobia, transphobia and ableism, intersect with gender inequality to shape a person’s experience of violence. 

(7) The University will provide compassionate, confidential and accessible support to those affected by Gender-based Violence that reflects their individual needs and experiences.

Section 2 - Application and Scope

(8) This Policy applies:

1. to all members of the University community, including students, leadership, staff, visitors, affiliated organisations, and entities that conduct activities on behalf of the University;
2. in all circumstances where Gender-based Violence is experienced or engaged in by Students or Staff of the University, regardless of where, or the context in which, the Gender-based Violence occurs;
3. to current, recent and historic occurrences of Gender-based Violence.

(9) As set out in the Controlled Entity Policy, this Policy applies to the University's controlled entities except where they have their own policies and procedures which should align with the Principles set out in this Policy.

(10) This Policy applies to Students within the University enrolled in courses delivered by UOW College Australia (including English language, Vocational Education, and non-award courses).

(11) The UOW College Australia Gender-based Violence Prevention and Response Procedure provides for the management of, and response to, all disclosures and formal reports of Gender-based Violence made by or in relation to UOW College Staff and Students. This Procedure must also be read in conjunction with related UOW College policies and procedures governing the protection of children, staff and student conduct, complaints, and other relevant documents.

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

(13) For activities funded by the Commonwealth Department of Foreign Affairs and Trade, the University is also required to comply with the DFAT - Protection from Sexual Exploitation, Abuse and Harassment Policy. Refer to the DFAT Business Activities Risk Management Procedure.

(14) This Policy is to be read in conjunction with the Gender-based Violence Prevention and Response Procedure, the DFAT Business Activities Risk Management Procedure, the Student Conduct Rules, the Procedure for Managing Alleged General Misconduct by a Student, Code of Conduct, Professional Staff Misconduct Guidelines, the University’s Enterprise Agreements and any other relevant policy documents.

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

Section 3 - Procedures 

(16) This Policy is supported by the Gender-based Violence Prevention and Response Procedure and the DFAT Business Activities Risk Management Procedure.

Section 4 - Principles

(17) The following principles underpin the University’s approach to Gender-Based Violence:

Accountable and Transparent Leadership and Governance

(18) Leaders at all levels foster safe and inclusive environments that promote equity, diversity and inclusion. This commitment ensures access, belonging, and opportunity for all, supported by systems that are continuously improved to prevent and respond to Gender-based Violence. The University Council, along with the Vice-Chancellor and President as Principal Executive Officer, hold responsibility for delivering measurable outcomes in this space as set out in section 11. 

Safe Environments and Systems

(19) The University provides physical, digital, and social environments that minimise the risk of Gender-based Violence, supported by policies and procedures that promote accessible reporting pathways, equity, inclusion, and wellbeing.

Knowledge and Capability

(20) The University grows knowledge and capability through comprehensive evidence-informed prevention education to safely and effectively prevent and respond to Gender-based Violence.

Safety and Support

(21) The University prioritises the safety and wellbeing of all individuals involved in Gender-based Violence incidents by providing specialist trauma-informed, safety-first, inclusive, person-centred and intersectional support and advice, regardless of where or when the violence occurred or whether the individual chooses to make a disclosure or an informal or formal report.

Safe and Fair Processes

(22) The University provides trauma-informed, culturally competent, procedurally fair and inclusive processes that are safe, timely and accord with the principles of procedural fairness.

Data, Evidence and Impact

(23) The University adopts an evidence-based and data-informed approach to effectively measure change and contribute to the national evidence-base through ethical data collection, privacy safeguards and regular analysis to identify trends and improvements.

Safe Student Accommodation

(24) The University seeks to ensure that residents are safe and supported in University managed accomodation and that staff safety is upheld.

Section 5 - Preventing Gender-based Violence

(25) The University seeks to prevent Gender-based Violence through:

1. adoption of a whole of institution evidence-based Gender-based Violence Prevention and Response Plan 2026;
2. clearly defining and embedding acceptable behaviour standards throughout its policy framework;
3. embedding the principles outlined in this Policy into all levels of leadership;
4. developing and delivering prevention and response education initiatives to support capability building at an institutional level; and
5. working with the University community, subject matter experts, those with lived experience, groups disproportionally affected by Gender-based Violence, including transgender and gender diverse people, to develop, improve and inform prevention strategies.

(26) The Gender-based Violence Prevention and Response Procedure provides further detail on how the University will work towards preventing Gender-based Violence.

Section 6 - Responding to Gender-based Violence 

Support

(27) The University acknowledges that disclosing and reporting Gender-based Violence can be difficult and adopts a confidential trauma-informed and person-centered approach, prioritising the safety and wellbeing of disclosers and recognising individual needs through the provision of tailored support options, including academic and workplace adjustments available within the University and externally.

(28) The University may put in place measures, in accordance with its codes, policies and procedures and may also take interim/urgency actions to safeguard all parties involved in disclosures of Gender-based Violence. These include workplace modifications, exclusion orders and academic supports related to education outcomes such as reasonable academic adjustments.

(29) The University will ensure support is available regardless of whether a Disclosure or Formal Report is lodged.

(30) If Gender-based Violence is disclosed or reported outside the scope of this Policy, the University will provide appropriate support and information about external reporting pathways.

Section 7 - Disclosures

(31) Disclosures refer to the sharing of information with another person at the University about an experience of Gender-based Violence. 

(32) Disclosures can be made to anyone and are usually made to a person who is known and trusted. A person who discloses an experience of Gender-based Violence may be the person who has experienced the incident or a third party.

(33) All staff involved in providing support to disclosers will have relevant knowledge, experience and expertise in relation to Gender-based Violence and apply trauma-informed and culturally competent approaches.

(34) The purpose of a disclosure is to seek trauma-informed support, information and/or advice. 

(35) Disclosers may or may not want to make a formal report; the University will, to the extent possible, respect the right of an individual to choose how to take forward a Disclosure. However, there may be some circumstances where the University (via the relevant Specialist Area) may be required to take certain action, including:

1. where a Disclosure has been made which indicates a risk to any individual, the University may refer the matter to UOW Security and/or the relevant specialist area and/or a relevant external agency, such as police, for action;
2. the University may, where appropriate, inform the individual who has made the Disclosure of the action required to be taken;
3. where the University has a legal obligation to do so as set out in clause 37.

(36) Disclosures and Formal Reports may be made anonymously. However, the University’s ability to investigate may be limited.

(37) The Gender Based Violence Prevention and Response Procedure provides details on how to make a disclosure.

Section 8 - Formal Reporting 

(38) The University encourages the reporting of all incidents of Gender-based Violence, either to the University or to an external agency.

(39) A Formal Report of a person’s experience of Gender-based Violence may be made to the University through its formal reporting avenues. This requires the University to consider taking steps beyond support services, including (without limitation) the commencement of an investigation and/or disciplinary process in appropriate circumstances.

(40)  All reports will be handled in accordance with the principles set out in this Policy, with care, respect, and confidentiality.

(41) All reports of Gender-based Violence will be taken seriously, investigated promptly, and addressed with appropriate action, consistent with the University’s commitment to creating, promoting, and maintaining a culture in which all forms of Gender-based Violence will not be tolerated.

(42) All staff involved in responding to informal and formal reports, conducting an investigation or determining disciplinary proceedings will have relevant knowledge, experience and expertise in relation to Gender-based Violence and apply trauma-informed and culturally competent approaches.

(43) The Gender-based Violence Prevention and Response Procedure provides information on how to report an incident of Gender-based Violence. Reports can be made anonymously.

Section 9 - Non-Disclosure Agreements

(44) The University prohibits the use of Non-disclosure Agreements unless requested by a Discloser. Any such agreement must not:

1. prevent the Discloser from seeking support and advice;
2. prevent compliance with reporting obligations under this Policy; and
3. contain non-disparagement clauses that require confidentiality about Gender-based Violence experiences.

Section 10 - External Reporting

(45) A person who has experienced Gender-based Violence has a right to choose whether or not to make a report to the Police and/or the University.

(46) Individuals may also choose to lodge a formal complaint with an external agency, including the NSW Anti-Discrimination Board or the Australian Human Rights Commission.

(47) In some circumstances, to ensure safety or to meet legal obligations, the University may be required to take actions, including reporting to external agencies.

(48) The University is not obliged to report a matter to the Police if it has a reasonable excuse for not reporting, but must satisfy the conditions set out in s.316(1A) of the Crimes Act 1914.

Section 11 - Breach of this Policy

(49) Individuals must not engage in Gender-based Violence, behaviour that induces others to engage in Gender-based Violence, or retaliatory action related to a disclosure or report of Gender-based Violence.

(50) Breaches of this Policy may constitute misconduct and may be subject to disciplinary action under the relevant rules, codes, policies and procedures.

(51) Members of the University Community who are dissatisfied with the University's handling of a disclosure or report of Gender-based Violence may lodge a formal complaint via the Complaints Management Centre or externally, for student related matters, via the National Student Ombudsman.

Section 12 - Compliance and Internal Reporting

Compliance

(52) The University will take all reasonable steps to ensure that information relating to disclosures or reports of Gender-based Violence are handled in a confidential manner and in accordance with its privacy obligations, unless an exception applies under law.

(53) The collection and use of an individual’s personal information will be limited, to the extent that is reasonably necessary, in order to manage the matter in line with the University’s relevant rules, codes, policies and processes.

(54) All records relating to disclosures and reports of Gender-based Violence will be retained in accordance with the Records Management Policy.

(55) Non-identifying information will be used by the University to monitor trends on campus, inform support strategies and design educational and preventative campaigns as required by the National Higher Education Code to Prevent and Respond to Gender-based Violence 2025.

Internal Reporting

(56) The University will publish on its website a Gender-based Violence Prevention and Response Plan as required by the National Higher Education Code to Prevent and Respond to Gender-based Violence.

(57) University Council will receive biannual reporting on reports and disclosures of Gender-based Violence and the actions taken by the University to prevent and respond to these reports and disclosures.

Section 13 - Review

(58) This Policy will be reviewed on a three (3) year cycle in collaboration with:

1. staff;
2. students;
3. subject matter experts;
4. those who have been impacted by Gender-based Violence; and
5. groups disproportionally affected by Gender-based Violence, including women, First Nations People, people with a disability, people of diverse sexual orientation and gender identity and culturally diverse communities.

Section 14 - Roles and Responsibilities

(59) The Vice-Chancellor and President, as Principal Executive Officer, is responsible for compliance with the National Higher Education Code to Prevent and Respond to Gender-based Violence 2025 and for promoting, through leadership, a whole of institution approach that prioritises safety and support in the prevention and response to Gender-based Violence and aligns with the principles outlined in this Policy.

(60) All members of the University community are responsible for:

1. complying with this Policy and other associated codes, policies, procedures and legislation, where relevant;
2. completing mandatory training as required to support the principles set out in this Policy;
3. reporting any alleged incidents of Gender-based Violence in accordance with this Policy and any other applicable University policy document or external legal requirements;
4. complying with reporting and record keeping obligations as required.

(61) The Vice-Chancellor and President, as Principle Executive Officer, is responsible for developing, implementing and overseeing a whole of institution prevention and response plan and ensuring appropriate governance and reporting lines are in place.

(62) The People and Culture Committee is responsible for:

1. monitoring de-identified data related to identify trends and systemic issues to identify barriers, gaps and improvement opportunities;
2. providing biannual formal reports and investigation actions data related to Gender-based Violence to University Council.

(63) The People and Culture Division is responsible for:

1. providing appropriate support, information and guidance for staff and affiliates disclosing or reporting Gender-based Violence;
2. managing Disclosures and/or Formal Reports made to the University by staff and affiliates; and
3. recording and managing declarations from prospective employees and members of University Council, relating to previous incidents and investigations of Gender-based Violence;
4. reporting de-identified data related to staff and affiliates to identify trends and systemic issues, to identify barriers, gaps and improvement opportunities.

(64) Safe and Respectful Communities is responsible for:

1. managing Disclosures and Formal Reports of Gender-based Violence from Students;
2. providing appropriate support, information and guidance regarding Student-related alleged incidents of Gender-based Violence;
3. providing de-identified reporting relating to Gender-based Violence, to identify trends and systemic issues to identify barriers, gaps and improvement opportunities;
4. providing accessible and inclusive prevention and response education and training.

(65) UOW Security is responsible for:

1. managing the University’s emergency response to on campus incidents involving Gender-based Violence;
2. responding to initial reports of on campus incidents involving Gender-based Violence as required.

(66) Other roles and responsibilities are as detailed throughout this Policy.

Section 15 - Definitions

(67) Where available, definitions and terms have been sourced from NSW legislation, including Crimes Act 1914 and Age Discrimination Act 2004.