Equality for Staff in Same-Sex Relationships
- Equal Opportunity at the University of Melbourne
- Human Resources Leave Policies That Cover Staff in Same-Sex Relationship
- Freedom from Discrimination & Harassment
- Personnel Policies & Procedures Manual
Equal Opportunity at the University of Melbourne
The University of Melbourne is committed to the principle of equal opportunity in education and employment.
Equal Opportunity means that all staff and students have the right to fair and equitable treatment and access to resources and services at the University.
In accordance with State and Federal legislation the University endeavours to make all areas of employment, such as recruitment, conditions of employment, training and development, promotion and the supervision and management of staff, free from direct or indirect discrimination on the grounds of:
- age;
- disability;
- gender;
- marital status;
- pregnancy;
- breastfeeding;
- sexual orientation/sexuality;
- gender identity;
- parental status;
- carer status;
- physical features;
- race;
- religious belief or activity;
- social and economic circumstances;
- industrial activity;
- political beliefs or activity;
- or personal association with a person who is identified by reference to any of the above attributes.
Human Resources leave policies that cover staff in same-sex relationships
- Parental leave
- The University's parental leave policy includes maternity leave, partner leave, and adoption leave. The EBA 2001 amended the parental leave policies to acknowledge the diversity of relationships and families. Both Paternity (now Partner Leave) and Adoption Leave policies have been amended providing equal entitlements to men and women, improving access and equity for staff in same-sex relationships.
- Family Leave
- Special Family Leave provides for up to five days annually for caring for family or household members. The University may require a staff member to provide a medical certificate for the person for whom they have been caring. The policy covers all household or family members, including same-sex partners and children of same-sex partners.
- Compassionate/Bereavement Leave
- Upon the death of a close family member, a staff member is entitled to two days of paid leave up to and including the day of the funeral. Generally, upon the death of a wife or husband (including a de facto spouse), same-sex domestic partner, father, mother, brother, sister, child, or step-child and, in some cases, father-in-law or mother-in-law, a staff member is entitled to 2 days paid leave up to and including the day of the funeral.
- Flexible Work Options
- The University has in place a number of policies which provide flexible work options for staff. These include: home based work, job share, flexi-time, 48-week year scheme, planned career break, and fractional and part-time employment. These options can be used by any member of staff when seeking to balance work and family responsibilities.
Freedom from discrimination & harassment
- Discrimination Complaints Policy
- The Discrimination Complaints Policy provides procedures under which staff and students can raise concerns about discrimination on the grounds of sexual orientation/sexuality, gender identity, or any other grounds covered by equal opportunity legislation.
- Sexual Harassment Policy
- The University's Sexual Harassment Policy covers harassment of a sexual nature between people of the same gender, and harassment of a sexual nature that relates to a person's known or assumed sexual orientation/sexuality.
Personnel Policies & Procedures Manual
The Personnel Policies and Procedures Manual (PPP) contains all policies relating to staffing issues, including parental leave, flexible work options, and family leave provisions. The PPP is available online from the Policies area of Human Resources website.