We are committed to building a culture that respects and embraces diversity, including differences around sex and/or gender identity and sexuality. This is to ensure staff and students who are lesbian, gay, bisexual, transgender, intersex or queer/questioning (LGBTIQ+) are able to participate openly and freely, to achieve their full potential without fear of discrimination or harassment.
Pride in Diversity
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.
Support at Charles Sturt
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.
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.
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 Charles Sturt
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 LGBTIQ+ people are their families. Examples include:
- Parental leave
- Carers leave
- Adoption and permanent foster care leave
- Compassionate/bereavement leave
- Domestic Violence leave
- All employee benefits (i.e. superannuation/death benefits, and travel and relocation packages)
Protection from bullying, discrimination and harassment
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 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 Equity & Diversity team, Division of People and Culture Business Partners, or a senior staff member.
LGBTIQA+ Allies within the Division of People and Culture 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.
Gender transition support
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.
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: