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, queer/questioning, and/or asexual (LGBTIQA+) are able to participate openly and freely, to achieve their full potential without fear of discrimination or harassment.

Ally Network

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.

LGBTIQA+ Awareness and Ally Network Training

At the end of 2020, Charles Sturt implemented a two-step training module to replace the previous training delivered on this topic. Since the launch, 302 students and staff have completed the LGBTIQA+ Awareness module, and 231 have completed the Empowering Allies module.

For more information and training registration details, please see the LGBTIQA+ Awareness and Ally Network Training Plan.

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.

Charles Sturt also participates in the Australian Workplace Equality Index.

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 is more complex than is the binary classification 'male/female'. The University follows the Australian Government Guidelines on the Recognition of Sex and Gender.

Dress Codes

Although Charles Sturt does not have any formal dress codes, all employees are supported to dress in a manner that best reflects their gender 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.

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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.

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 LGBTIQA+ people are their families. Examples include:

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 sex characteristics, 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.

Complaints and grievances

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.

Intersex Awareness

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: