LGBTIQ+ Discrimination and Complaints
If you have been discriminated against on the grounds of sexual orientation, gender identity, gender expression and/or intersex status you have a right to make a complaint.
Making a complaint as a student
If you are a student who has been discriminated against and you wish to make a complaint you can contact the Student Complaints Team at email@example.com.
The relevant procedure for student complaints is below:
Making a complaint as a staff member
If you are a staff member who has been discriminated against you can contact the Diversity and Inclusion Complaints Team at firstname.lastname@example.org.
The relevant procedure for staff complaints is below:
Both the Student Complaints Team and the Diversity and Inclusion Complaints Team have been trained in LGBTIQ+ awareness. These staff members have a clear understanding of the particular barriers and issues that members of the LGBTIQ+ community may face, including discrimination on the basis of gender identity, intersex status, sexual orientation and relationship status as well as the detrimental impacts of discriminatory language and homophobic, biphobic, transphobic and intersex phobic behaviour (please see examples of these types of behaviours below). The staff who manage student and staff complaints treat any information they receive with a high degree of confidentiality.
Please note: The University has two different procedures that relate to incidents of bullying that involve staff. The Discrimination, Sexual Harassment, Victimisation and Vilification (Staff) Complaints Procedure relates to anyone who has experienced discrimination (including bullying) on the basis of protected attributes under the Equal Opportunity legislation. These attributes include gender identity (including gender expression), sexual orientation, relationship status and intersex status.
The Workplace Bullying procedure relates to any bullying incident that is not related to the protected attributes under the Equal Opportunity legislation.
'Meredith is a trans woman. Her colleagues continually refer to her directly as ‘Sir’ and she repeatedly overhears comments from colleagues about herself using male pronouns such as ‘he’ and ‘him’. Meredith has politely asked people to address her appropriately but most make no effort to use suitable pronouns' (Victorian Equal Opportunity and Human Right Commission)
'Jeanette works in a competitive scientific field. When her employer discovers she is in a relationship with a staff member from a rival company he sacks her because he is afraid she is “giving away trade secrets to the competition' (Victorian Equal Opportunity and Human Right Commission).
'Maxine contacts the local sports centre to join the weekly basketball tournament and is put in touch with a team needing players. At her second game with the team Maxine’s girlfriend comes along to cheer her on. Afterwards, the team captain tells Maxine that she doesn’t want a lesbian on the team as it might upset some of the other team members' (Victorian Equal Opportunity and Human Right Commission).
Read more about working at Deakin
'Frank applies for a position with a construction company but doesn’t get the job. When he calls the company’s human resources manager to ask why he wasn’t chosen, she tells Frank: “We heard that your criminal record has been altered which you failed to tell us about. We don’t employ people with criminal records' (Victorian Equal Opportunity and Human Right Commission)
"It is important not to make assumptions about the identity, sex assignment, sex characteristics, gender, or terminology preferred by intersex staff. Similar to other stigmatised populations, some intersex workers will have an identity that is informed by their body, physical characteristics or life experience, while others may not. Misconceptions and stigmatisation will inform an individual’s choice in both disclosure and terminology.
Some people with an intersex variation will openly disclose their intersex status, others will not. In designing workplace policies and in general practice, there should be no obligation on intersex workers to educate co-workers or managers about their status or rights. Information on an individual’s intersex status and any diagnostic details should be treated as sensitive information" (Intersex Human Rights Australia).
For more information visit Deakin Intersex page