At CSU, we understand that gender equity is a fundamental element of our institution. We facilitate employment-related equity and diversity through:

  • Merit based recruitment, selection and promotion processes
  • Generous flexible working arrangements, parental leave, carers leave and domestic violence provisions included within the Enterprise Agreement
  • Targeted training and development opportunities to support career progression
  • Policies and procedures to prevent unlawful discrimination, harassment and bullying
  • Responsive management to concerns and complaints.

Support at CSU

We recognise that sex and gender identity are different. We also recognise that not everyone's gender identity aligns with their biological sex. Sex and gender is more complex than is the binary classification 'male/female'. The University follows the Australian Government Guidelines on the Recognition of Sex and Gender.

Ally Network

We have established an Ally network to support LGBTIQA+ staff and students. Allies are staff and students who are committed to making the University a safe and inclusive environment. Allies undertake a 4-hour workshop, which provides an opportunity to increase awareness and understanding around LGBTIQA+ individuals. Ally training is run regularly on each of our campuses.

CSU's Vice Chancellor, Professor Andrew Vann is Patron of the Ally Program. During the marriage equality debate, he declared the University’s support for marriage equality.

Inclusion at CSU

CSU’s Enterprise Agreement provides for an inclusive definition of family. Immediate family refers to an employee's partner/spouse or former partner/spouse, de facto spouse or former de facto spouse (includes same-sex, transgender, intersex and heterosexual partnerships); or their child or adult child (including their adopted child, step child, ex-nuptial child or foster child), parent, brother, sister, grandparent, grandchild, mother-in-law, father-in-law, brother-in-law or sister-in-law. Other kinship and family networks may be considered on a case by case basis, including persons for whom the employee has significant carer responsibilities.

If you are in a same-sex or sex/gender diverse relationship, you can access:

Protection from bullying, discrimination and harassment

Legislation protects the rights of LGBTIQA+ individuals to be free from discrimination and harassment. CSU is committed to preventing discrimination and harassment of staff or students based on sexual orientation and/or gender identity. This is outlined in our:

These policies provide students or staff members experiencing harassment and/or bullying with guidance on seeking resolution.


If you would like confidential information or assistance on how to deal with bullying and harassment, or report bullying and harassment, please contact the Manager, Equity & Diversity. Craig is a trained LGBTIQA+ Ally.

Craig Hinley

  • (02) 6338 4555

Gender transition support

The University provides support where a staff member affirms their gender identity. Working alongside the staff member, the Division of Human Resources will coordinate a workplace transition plan and appropriate workplace training.

Transitioning in the Workplace Guide

ACON has created a useful language guide for trans and gender diverse inclusion.

Intersex awareness

In line with CSU's equity policies of a higher education environment that is inclusive, safe and respectful of all persons, we support a culture that acknowledges and supports sexual, sex and gender diversity.

Up to 2% of people are born with sex characteristics that don't fit male/female medical norms.

Of serious concern, stigma continues to influence medical professionals who are forcing Intersex people to have surgery to conform to these binary norms. This needs to stop. Everyone has the right to determine what happens to their body. Many intersex people suffer the physical and emotional effects from such interventions, and related shame and secrecy.

More information and resources can be found at: