Prevention and Response to Gender-Based Violence (GBV) — Governing Policy
1. Purpose
1.1 This policy sets out the University’s approach to fostering a safe, respectful and inclusive environment to address the drivers of gender-based violence relating to gender inequality, harmful gendered social norms, power imbalances and intersecting forms of gender bias and discrimination. It outlines the University’s approach to preventing gender-based violence and to responding effectively and compassionately when harm occurs.
1.2 The University takes an intersectional approach, recognising that experiences of gender-based violence are shaped by overlapping factors such as culture, Indigeneity, identity, disability, age, and socio-economic circumstances. The University ensures its responses to Gender-Based Violence (GBV) are culturally safe, inclusive, and fair, and reflect the strengths and values of our diverse community.
1.3 This policy aligns with the National Higher Education Code to Prevent and Respond to Gender-Based Violence 2025 and is informed by relevant Commonwealth and State legislation and regulatory frameworks. When an inconsistency arises between this policy and applicable legislation or the National Code, the latter prevails to the extent of any inconsistency.
2. Scope and application
2.1 This policy applies to all members of the University community including students, staff, contractors, volunteers, alumni, and visitors in all GBV contexts.
2.2 This policy applies to Council members and members of University governance committees, consistent with the obligations set out under the National Higher Education Code to Prevent and Respond to Gender-Based Violence 2025.
2.3 This policy applies to all forms of gender-based violence, including sexual assault, sexual harassment, discrimination, bullying, harassment, and inappropriate behaviour. It covers incidents occurring in, but not limited to, following contexts:
(a) physical campuses and facilities;
(b) teaching and research;
(b) digital and online environments;
(c) work integrated learning, placements, field trips;
(d) study tours and mobility programs;
(e) third-party learning and work settings;
(f) businesses and service providers operating on UniSC premises.
3. Definitions
3.1 Refer to the University’s Glossary of Terms for definitions as they specifically relate to policy documents.
Bullying refers to repeated and unreasonable behaviour, whether intentional or unintentional, directed towards an individual or group that creates a risk to health and safety. This may be physical, verbal, social, or online (cyberbullying).
Disclosure refers to sharing an experience of harm without necessarily seeking formal action by the University.
Discrimination as defined in the Anti-Discrimination Act 1991 (Qld), discrimination occurs when a person with a protected attribute is treated less favourably than another, or when unreasonable terms or conditions disadvantage people with a particular attribute. Attributes include sex, race, age, disability, sexuality, gender identity, intersex status, relationship status, parental status, breastfeeding, pregnancy, religious or political belief or activity, family responsibilities, and association with a person identified on the basis of these attributes. Discrimination may be direct or indirect.
Gender-based violence refers to any act of violence, abuse, or harm, including physical, sexual, psychological, emotional, financial, cultural, spiritual, or technology-facilitated abuse, that is underpinned by gender-based power inequalities, social norms, or discrimination and that causes, or is likely to cause, harm, fear, coercion, control, or loss of liberty.
Harassment refers to any unwelcome, unsolicited, or unreciprocated behaviour that is likely to offend, humiliate, or intimidate.
Intersectional approach recognises that individuals may experience overlapping and compounding forms of discrimination, disadvantage, or privilege (e.g., based on gender, Indigeneity, race, disability, sexuality, socio-economic status). In practice, this means considering the whole person and understanding that people may be affected by GBV in different ways depending on their identity and circumstances. This ensures responses are culturally safe, inclusive, and responsive to diverse realities.
Natural justice (procedural fairness) means that a person who might be adversely affected by an administrative decision (the affected person) must be given a ‘fair hearing’ before the decision is made. However, there are generally considered to be three aspects of natural justice:
1. The notice requirement - The notice to the affected person must identify the critical issues and contain sufficient information for the person to be able to participate meaningfully in the decision-making process.
2. The fair hearing rule - A fair hearing means that the affected person is given a reasonable opportunity to ‘speak or respond’ and also that the decision maker genuinely considers the affected person’s submission in making the decision.
3. Free from bias rule - The person making the decision must be and be seen to be impartial. Bias is a lack of impartiality for any reason and may be in favour of or against the affected person. It may arise from the decision maker having some financial or other personal interest in the outcome of the decision (conflict of interest) or giving the impression that they have prejudged the issue to be decided (prejudgement).
Source: Queensland Ombudsman (2020) Good decisions: Resource Report.
Sexual assault as defined in Section 352 of the Criminal Code 1899 (Qld), sexual assault includes any unwanted or forced sexual act or behaviour that occurs without consent. Examples include inappropriate touching, forcing someone to perform or witness a sexual act (including through electronic media), or engaging in sexual behaviour without agreement.
Sexual harassment as defined in the Anti-Discrimination Act 1991 (Qld), sexual harassment is any unwelcome conduct of a sexual nature in relation to a person, in circumstances where a reasonable person would anticipate the possibility that the person would be offended, humiliated, or intimidated. It may involve one incident or repeated behaviour, ranging from jokes or comments with sexual connotations to explicit demands for sexual activity.
Sexual violence refers to any sexual act or behaviour that occurs without a person's consent. It includes a wide range of actions such as sexual assault, rape, unwanted sexual touching, sexual harassment, coercion or manipulation into sexual activity, and the non-consensual sharing of sexual images or videos. These behaviours may occur in person or online, and can involve physical force, threats, intimidation, or abuse of power. Sexual violence is a serious violation of personal autonomy, dignity, and safety, and may be perpetrated by someone known to the person or by a stranger.
Trauma-informed response refers to responses that recognise the impact of trauma, prioritise safety and agency, use clear communication, avoid re-traumatisation, and promote empowerment and choice.
University Accommodation refers to housing that is run, managed, or affiliated with the University.
University Community means all staff members, adjunct and honorary title holders, members of University council, students, consultants, contractors, volunteers, researchers and external appointees of Council, boards and committees of the University.
4. Policy statement
4.1 The University affirms that all forms of gender-based violence, harassment, and coercive or controlling behaviours are unacceptable. Gender-based violence is a breach of human rights and is incompatible with the University’s values. The University does not tolerate sexual assault, sexual harassment, or any form of gender-based violence. These behaviours may constitute misconduct under the Student Conduct – Governing Policy or the Staff Code of Conduct – Governing Policy and may also breach state or federal legislation.
4.2 The University takes a whole-of-institution approach to prevention and response, guided by relevant legislation, codes of practice, and inclusive consultation. It is committed to prioritising the safety, dignity, and agency of all University community members through proactive risk reduction and interim measures while fostering a safe and respectful environment for all.
5. Principles
5.1 The University has adopted seven foundational principles aligned with the National Higher Education Code to Prevent and Respond to Gender-Based Violence. These principles underpin the University’s commitment to fostering a safe, inclusive, and accountable higher education environment and are supported by relevant policy documents to ensure consistent implementation, aligned with national standards and continuous improvement across the institution.
5.2 Accountable leadership and governance
5.2.1 The University is committed to strong, transparent governance and leadership that prioritises safety and wellbeing.
5.2.2 Council and the Vice-Chancellor and President are accountable for embedding a whole-of-institution approach to preventing and responding to gender-based violence, ensuring clear responsibilities, oversight, and continuous improvement in accordance with:
(a) Freedom of Speech and Academic Freedom - Academic Policy;
(b) Staff Code of Conduct – Governing Policy;
(c) Students with a Disability – Academic Policy;
(d) University Governance – Governing Policy; and
(e) University Risk and Compliance Management - Governing Policy, Compliance Management – Procedures and Risk Management – Procedures.
5.3 Safe environment and systems
5.3.1 The University fosters physical, digital, and cultural environments that are safe and inclusive.
5.3.2 Systems and infrastructure are designed and maintained to proactively prevent harm and support timely, effective responses to incidents of gender-based violence in accordance with:
(a) Acceptable Use of ICT Resources - Operational Policy and Procedures;
(c) Conduct on University Premises - Operational Policy and Conditions of Entry;
(d) Conflict of Interest – Governing Policy and Procedures;
(e) Health, Safety and Wellbeing – Governing Policy and Procedures;
(f) Health Safety and Wellbeing Auditing: Workplace Health and Safety Audit – Guidelines;
(g) ICT Access Control – Operational Policy;
(h) ICT Security – Operational Policy;
(i) Public Interest Disclosures – Governing Policy and Procedures;
(j) Resolution of Complaints (Staff) – Guidelines;
(k) Security Surveillance Technologies – Operational Policy;
(l) Sexual Assault, Sexual Harassment and Respectful Relationships (Students) – Operational Policy and Procedures;
(m) Support for Students – Academic Policy;
(n) Student Complaints Resolution – Academic Policy and Procedures;
(o) Student Ombudsman – Operational Policy; and
(p) Work Integrated Learning - Academic Policy and Work Integrated Learning (Placement) – Procedures.
5.3.3 Third-party providers engaged in University-related delivery are expected to maintain safe environments, cooperate with the University in responding to gender-based violence, and meet the safety, reporting, and information-sharing requirements specified in their agreements with the University.
5.4 Knowledge and capability
5.4.1 The University provides education and resources to build the knowledge, skills, and confidence needed to recognise, prevent, and respond to gender-based violence. Levels of capability are aligned with role responsibilities and strengthened over time through ongoing training.
5.4.2 The University provides ongoing education, training, and resources to build capability across all levels of the institution in accordance with:
(a) Anti-Discrimination and Freedom from Bullying and Harassment – Operational Policy;
(b) Equity, Diversity and Inclusion – Operational Policy;
(c) Support for Students – Academic Policy;
(d) Student Conduct – Governing Policy; and
(e) Staff Code of Conduct – Governing Policy.
5.5 Safety and support
5.5.1 The University ensures that all responses to gender-based violence are trauma-informed, person-centred, and culturally safe.
5.5.2 Support services are accessible, confidential, and responsive to the diverse needs of the University community in accordance with:
(b) Conflict of Interest – Governing Policy and Procedures;
(c) Critical Incident Management - Operational Policy and Incident Management – Procedures;
(d) Freedom of Speech and Academic Freedom - Academic Policy;
(e) Health, Safety and Wellbeing – Governing Policy and Procedures;
(f) ICT Access Control – Operational Policy;
(g) Privacy and Right to Information – Operational Policy and Privacy Management – Procedures;
(h) Public Interest Disclosures – Governing Policy and Procedures;
(i) Resolution of Complaints (Staff) – Guidelines;
(j) Sexual Assault, Sexual Harassment and Respectful Relationships (Students) – Operational Policy and Procedures;
(k) Support for Students – Academic Policy;
(l) Student Complaints Resolution – Academic Policy and Procedures;
(m) Student Conduct – Governing Policy and Student Misconduct – Procedures;
(n) Student Ombudsman – Operational Policy; and
(o) Workplace Rehabilitation – Operational Policy and Procedures.
5.5.3 The University coordinates responses to gender-based violence through designated student and staff support units. These units provide confidential advice, support, and referral, and ensure that disclosures and reports are managed safely, consistently, refer to (Identifying and Responding to GBV MyUniSC page) for further guidance.
5.6 Safe processes
5.6.1 The University maintains clear, fair, and transparent processes for reporting, investigating, and resolving incidents of gender-based violence.
5.6.2 These processes uphold procedural fairness, protect privacy, and prioritise the safety and wellbeing of all parties in accordance with:
(b) Conflict of Interest – Governing Policy and Procedures;
(c) Critical Incident Management - Operational Policy and Incident Management – Procedures;
(d) Freedom of Speech and Academic Freedom - Academic Policy;
(e) Health, Safety and Wellbeing – Governing Policy and Procedures and Incident Investigation – Guidelines;
(f) Privacy and Right to Information – Operational Policy;
(g) Public Interest Disclosures – Governing Policy and Procedures;
(h) Resolution of Complaints (Staff) – Guidelines;
(i) Staff Code of Conduct – Governing Policy;
(j) Student Complaints Resolution – Academic Policy and Procedures;
(k) Student Conduct – Governing Policy and Student Misconduct – Procedures; and
(l) Student Ombudsman – Operational Policy.
5.6.3 Serious incidents that pose an immediate or ongoing risk to safety must be escalated to the University through relevant processes as soon as practicable and within the required timeframes specified in the associated procedures. Refer to (Identifying and Responding to GBV - MyUniSC page) for further guidance.
5.7 Data, evidence and impact
5.7.1 The University collects and uses data ethically to monitor, evaluate, and improve its prevention and response efforts.
5.7.2 Evidence-based decision-making informs policy documents, practice, and resource allocation to ensure meaningful impact in accordance with:
(a) Acceptable Use of ICT Resources - Operational Policy and Procedures;
(b) Data Governance - Operational Policy;
(c) ICT Access Control – Operational Policy;
(d) ICT Security – Operational Policy;
(e) Privacy and Right to Information – Operational Policy and Privacy Management – Procedures; and
(f) Security Surveillance Technologies – Operational Policy;
5.8 Safe student accommodation
5.8.1 The University ensures that any University-run, University-managed, and University-affiliated student accommodation is safe, inclusive, and free from gender-based violence.
5.8.2 Providers of any University-affiliated accommodation are held to consistent standards and supported to implement best practices in prevention and response. Refer to (Identifying and Responding to GBV MyUniSC page) for further guidance.
6. Monitoring and reporting
6.1 Summary data and information on systematic improvements from disclosures is reported six-monthly to Council and publicly reported at least once a year to support transparency and accountability.
6.2 A scheduled external review of effectiveness must occur at least once every five years.
6.3 Monitoring and review assesses both compliance and the effectiveness of the University’s prevention and response efforts, in line with its positive duty under the Sex Discrimination Act 1984 (Cth).
6.4 The University provides required biennial data and compliance reporting to the Department of Education.
6.5 All data used for monitoring and reporting must be managed in accordance with Data Governance - Operational Policy and Privacy and Right to Information – Operational Policy.
7. Authorities and responsibilities
7.1 As the Approval Authority, University Council approves this policy in accordance with the University of the Sunshine Coast Act 1998 (Qld).
7.2 As the Responsible Executive Member the Vice-Chancellor & President can approve procedures and guidelines to operationalise this policy. All procedures and guidelines must be compatible with the provisions of this policy.
7.3 As the Designated Officer the Deputy Vice-Chancellor (Academic) can approve associated documents to support the application of this policy. All associated documents must be compatible with the provisions of the policy.
7.4 This policy operates from the last amended date, with all previous iterations of policy on the prevention and response to gender-based violence are replaced and no longer operating from this date.
7.5 All records relating to gender-based violence must be stored and managed in accordance with the Records Management - Procedures.
7.6 This policy must be maintained in accordance with the University Policy Documents – Procedures and reviewed on a shortened 12 month policy review cycle.
7.7 Any exception to this policy to enable a more appropriate result must be approved in accordance with the University Policy Documents – Procedures prior to deviation from the policy.
7.8 Refer to University Delegations – Governing Policy in relation to the approved delegations detailed within this policy.
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