Our community: Where diverse perspectives build a better future
At the University of Melbourne, we are working hard to build a vibrant, equitable and diverse community where everyone feels safe, and can thrive in their career and study. We know that diversity and inclusivity of views, backgrounds, cultures and lived experience are fundamental to achieving our purpose: to benefit society through the transformative impact of education and research.
Our commitment to diversity and inclusion is integral to our institutional strategies, including Strategy 2030, the University’s Indigenous Strategy Murmuk Djerring, and the People Strategy 2023-2030.
A dedicated Diversity and Inclusion team works with students and staff, the faculties, Provost and Vice Chancellor to enable coordinated implementation of the Diversity and Inclusion Strategy 2030 and its targeted action plans on Anti-Racism, Gender Equity, Respect, Disability Inclusion and LGBTIQA+ inclusion. Whilst maintaining a dedicated focus on these priority areas, we also take an intersectional approach to building a more inclusive community.
Ongoing consultation with students and staff with lived experience ensures we are continually improving processes, policies and avenues to seek support and/or make a report.
At the University of Melbourne, we aim to create an environment where your unique identity and skills are essential to our purpose, and where our inclusive culture enables you to thrive.
More information about Diversity and Inclusion and our targeted action plans
More information about Indigenous priorities at the University of Melbourne
Recruitment of Indigenous staff
We’re committed to providing culturally appropriate staff recruitment, development, support services and programs for Aboriginal and Torres Strait Islander people across all academic and professional staff categories. One of these is the refreshed two-year Melbourne Indigenous Professional Employment Program (MIPEP) which provides the support to build an exciting professional career at the University of Melbourne.
The Indigenous Employment Framework is the key driver for prioritising Indigenous staff recruitment and retention across the University.
Aboriginal and Torres Strait Islander staff working at the University of Melbourne have access to:
- Office of Indigenous Employment and Development (from 2024)
- Cultural and Ceremonial Leave available each year
- Indigenous Cultural Assist and Response for Employees (ICARE)
- Invitations to University cultural events such as Wominjeka and the Narrm Oration
- Indigenous Staff Network
- Regular social opportunities to meet and connect with Aboriginal and Torres Strait Islander colleagues and students
Celebrating Diversity
Throughout the year, UniMelb takes the opportunity to highlight research and events that reflect our commitment to building diversity and strengthening equity and inclusion.
Students can find community through clubs and societies, and staff build lasting friendships through meaningful work and collaborative, nurturing teams.
The University recognises cultural and community days of significance, such as IDAHOBIT, Transgender Day of Visibility. International Day of People with Disability, International Women’s Day, NAIDOC Week, Diwali, and each February, our students, staff and senior leaders walk together in support of LGBTIQA+ inclusion at the Midsumma Pride March.
Learn more about days of significance at the University of Melbourne
Anti-Racism
The University of Melbourne is a diverse, multicultural community that actively stands against all forms of racism and acknowledges the historic, ongoing and contemporary effects of colonialism.
We know how damaging racism is to individuals and our community, and we are unwavering in our commitment to tackling its past and present impacts. Our Anti-Racism Action Plan (2024-2027) is a roadmap that guides our actions. It focuses on four key areas to help us address racism at the University.
This work includes:
- Acknowledging Racism: We are moving past the silence around racism to openly recognise that it exists and is a problem we need to solve.
- Understanding Racism: We want to create a shared understanding of what racism is, so everyone knows how to behave and what to expect.
- Preventing Racism: We are giving our community the skills and knowledge to spot, stop, and prevent racism.
- Responding to Racism: We are creating a complaints process that is supportive, timely, and culturally appropriate.
By working together, all students and staff can help make our community a vibrant, respectful, and culturally safe place for everyone.
LGBTIQA+ Inclusion
When you join the University of Melbourne you will connect with an active and supportive community. This includes the Pride in Action Network, a staff-run LGBTIQA+ and ally network that supports community building with events and casual meet-ups on campus.
Our LGBTIQA+ Inclusion Action Plan guides us in creating an inclusive and welcoming University experience for LGBTIQA+ staff and students. The plan helps ensure a safe, inclusive and respectful environment for all, regardless of sexual orientation, gender identity or expression and sex characteristics.
Our commitments include:
- Designing policies and processes that support LGBTIQA+ staff to safely participate and thrive.
- Valuing LGBTIQA+ staff and providing equitable opportunities for contribution and progress.
- A Gender Affirmation Policy which clearly outlines how we support staff and students in affirming their gender identity, including with a dedicated Senior Adviser (Gender Affirmation) role in the Safer Community Program.
Learn more about LGBTIQA+ inclusion at the University of Melbourne
Disability Inclusion
The University of Melbourne aspires to be a champion and exemplar of disability inclusion and accessibility.
We are proud to be at the forefront of academic research on disability and accessible teaching practices, with the Neurodiversity Project and Melbourne Disability Institute calling our campus home, and a dedicated community of practice providing expert advice on inclusive teaching and learningWe are committed to ongoing work to improve the accessibility and inclusiveness of our campuses, teaching spaces, and workplaces. Our Disability Inclusion Action Plan (DIAP 2023-2026) aims to reduce and remove barriers to participation in university life. The Disability Inclusion Action Plan is developed in consultation with the University’s Staff Disability Roundtable. Roundtable membership is open to any staff member with disability, mental health or chronic health conditions, or caring responsibilities. It is a lived experience group that provides advice to the Diversity, Equity & Inclusion Sub-Committee of University Executive on issues relating to disability and aims to build connection amongst the University’s disability community.
The University has recently achieved Disability Confident Recruiter status through the Australian Disability Network, demonstrating our commitment to increasing accessibility and inclusion in our staff recruitment processes.
The University offers formal flexible work arrangements to eligible staff under the Flexible Work Arrangements policy. The Workplace Accessibility and Injury Support service assists in the coordination (with staff members, managers, departments/divisions) of reasonable workplace adjustments. Special leave is available for health-related needsLearn more about Disability Inclusion at the University of Melbourne
Gender Equity
The University of Melbourne is unwavering in its commitment to achieve gender equality, and offers sector-leading benefits to employees, such as targeted leadership initiatives, including programs for women in academia, senior executives and managers; progressive and considerate leave provisions, including 26 weeks of parental leave from day one, and special leave for health-related needs including significant menstruation, perimenopause, or menopause symptoms; as well as gender affirmation leave and access to convenient on-site childcare facilities at multiple locations.
In line with the Gender Equality Act (Vic, 2020), the University has a Gender Equality Action Plan to support the advancement of diversity and inclusion principles and create enduring and widespread cultural change, with a particular focus on gender equality for professional and academic staff.
Our action plan priorities include:
- Combating gender-based violence through robust prevention and support measures.
- Reviewing promotions and addressing barriers for women and gender-diverse people.
- Recognising academic career interruptions and fostering flexible re-entry pathways.
- Cultivating a welcoming and inclusive culture for trans and gender-diverse staff and students.
We are also proud to hold an Athena Swan Bronze Award, which acknowledges our strong foundation and commitment to improving gender equity and diversity in the workplace. The Athena Swan program is an internationally recognised accreditation that helps institutions identify and address systemic barriers to gender equality, particularly within STEMM (Science, Technology, Engineering, Mathematics, and Medicine) disciplines. In working towards our Silver accreditation, we continue to address challenges faced by women and gender-diverse employees, striving for an equitable future of work.
We report annually to the Workplace Gender Equality Agency (WGEA) and are fully compliant with the Gender Equality Act (Vic, 2020).
The University additionally outlines its commitment to eliminating gender-based violence through its Respect Action Plans, and in alignment with the National Higher Education Code to Prevent and Respond to Gender-based Violence. The University has a standalone Sexual Misconduct and Gender-Based Violence Prevention and Response Policy, and we ensure that all staff and students have access to support services through the Safer Community Program and Counselling and Psychological Services. All staff and students are required to undertake mandatory training on preventing and responding to gender-based violence.