Ally Network chevron_right
The Charles Sturt Ally Network is an informal visible network of students and staff who are identified Allies to the lesbian, gay, bisexual, transgender, intersex, queer/questioning, asexual, or members of related communities (LGBTIQA+). The Network acknowledges and supports sexual, sex, and gender diversity at Charles Sturt University.
Charles Sturt University’s Ally Network was established in 2014. Since this time, the Ally Network has contributed to:
- Charles Sturt’s Institutional Support for Marriage Equality;
- Marking and celebrating key dates of significance to the LGBTIQA+ community;
- Sponsoring and participating in regional LGBTIQA+ events;
- Permanent signs of visibility on campus; and
- Continued advocacy and advancement of inclusion for LGBTIQA+ staff and students.
For a full list of current allies, please visit the Find an Ally web page.
Please click here to view the responsibilities and Terms of Reference for the Ally Network.
Champion resource: Champions of Inclusion: A Guide to Creating LGBTI Inclusive Organisations
- August 28th 2020 - Wear It Purple virtual morning tea recording
- August 31st 2020 - EPHEA presents: Implementing All-Gender Facilities at a Higher Education Institution recording
- May 20th 2021 - IT WAS A RIOT! – IDAHOBIT Celebrations – An Evening With The 78’ers recording
- October 7th 2021 - Celebrate Coming Out with Charles Sturt and Georgia College (USA) - event recording
LGBTIQA+ Awareness Training chevron_right
Empowering Allies Training chevron_right
Pride in Diversity chevron_right
Charles Sturt University has become a member of Pride in Diversity - the national not-for-profit employer support program for LGBTI workplace inclusion, specialising in HR, organisational change and workplace diversity.
Charles Sturt staff now have access to resources, Monthly E-News, WebEx training, member events, video portal and LGBTI E-Learning module.
Note: Both are case-sensitive.
To learn more and access Pride in Diversity, please visit this website.
(Pride in Diversity) LGBTQ Awareness Training Sessions chevron_right
(Pride in Diversity) LGBTQ Awareness Training Sessions
Pride in Diversity regularly run training sessions; however, the dates are released throughout the year. To sign up to receive notifications from Pride in Diversity, visit here.
Support at Charles Sturt chevron_right
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 are more complex than is the binary classification 'male/female'. The University follows the Australian Government Guidelines on the Recognition of Sex and Gender.
Employee Assistance Program (EAP)
LifeWorks provides support for all users, with specialised and experienced counsellors available through your LifeWorks EAP. Employees can request a counsellor with a background or experience in EEO specialties including First Nations, LGBTIQA+, Family Violence, and supporting clients with Disability. Learn more about the EAP here.
Although Charles Sturt does not have any formal dress codes, all employees are supported to dress in a manner that best reflects their gender identity, including transgender, gender diverse and/or non-binary employees.
If you would like to talk to someone or require further information, please contact the Equity & Diversity team, Division of People and Culture Business Partners, a trained Ally member, or a senior staff member.
Gender-Neutral/All Gender Facilities on campus
Charles Sturt University has a number of all-gender facilities available to students and staff across our University campuses.
Note: this list does not include access toilets, which are also available for use by people of all genders. To view a full interactive map of Charles Sturt campuses, please visit FMCentral.
Campus Building Room Bathurst 1412 310 Port Macquarie 802 1324
Gender transition support chevron_right
The University provides support where a staff member affirms their gender identity. Working alongside the staff member, the Division of People and Culture will coordinate a workplace transition plan and appropriate workplace training.
ACON has created a useful language guide for trans and gender diverse inclusion.
Inclusion at Charles Sturt chevron_right
Our 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.
All policies at Charles Sturt are fully inclusive of LGBTIQA+ people are their families. Examples include:
Protection from bullying, discrimination, and harassment chevron_right
Legislation protects the rights of LGBTIQA+ individuals to be free from discrimination and harassment. Charles Sturt is committed to preventing discrimination and harassment of staff or students based on sex characteristics, sexual orientation, and/or gender identity. This is outlined in our:
- Equal Opportunity Policy
- Harassment and Bullying Prevention Policy
- Harassment and Bullying Prevention Guidelines
- Complaints Management Policy
- Complaints Management Procedure
These policies provide students or staff members experiencing harassment and/or bullying with guidance on seeking resolution.
Some examples of behaviour that would constitute bullying or harassment are:
- Distributing an email that has jokes about ‘poofters’ and ‘dykes’
- Telling a bisexual person they are just on their way to being gay
- Telling a trans employee that she should not be in the female bathroom because she is not a ‘real’ woman
- Asking a trans man what surgeries he has had
- Refusing to hire an intersex employee as it may mean they need time off for medical reasons
- Telling an intersex employee that it really means they are trans
Intersex awareness chevron_right
In line with Charles Sturt'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:
Complaints and grievances chevron_right
If you would like confidential information or assistance on how to deal with bullying and harassment, or report bullying and harassment, please contact the Equity & Diversity team, Division of People and Culture Business Partners, or a senior staff member.
LGBTIQA+ Allies within the Division of People and Culture and the wider University can be found here. These individuals have undertaken LGBTIQA+ Awareness and Empowering Allies training and have an excellent understanding of LGBTIQA+ sensitivities and potential areas of concern and confidentiality is assured.
More information on complaints and grievances, how to lodge a complaint, what to expect, and handling guides, can be found here.