Anti-racism

The University acknowledges that, since its foundation in 1853, our shared history with Aboriginal and Torres Strait Islander peoples has been tainted by colonisation and institutional racism. The University of Melbourne commits itself, in carrying out its mission of education and research, to actions to right the historical wrongs done to the Aboriginal and Torres Strait Islander peoples of our nation.

As a diverse, multicultural and multi-faith community, the University of Melbourne (its leadership, staff and students) condemns racism. We recognise the destructive impact racism has on individuals as well as the damage it causes our community and our institution. The University must be a place where all students, staff and visitors feel welcome, safe and that they belong. We are committed to addressing our history, its legacies and the issue of contemporary racism, by taking action to respond to and prevent racism at the University of Melbourne.

The University’s founding, in 1853, was enabled by the racism that ‘justified’ the dispossession of Aboriginal people from their lands. The University is located on Narrm, lands stolen from the Wurundjeri and Boonwurrung peoples. Today the University also has campuses on the unceded lands of the Wathaurong, Dja Dja Wurrung and Taungurung peoples as well as the Yorta Yorta nation.

Historically, the University is also shaped by the legacy of the attitudes and legislation that gave effect to the White Australia Policy. When introduced, this legislation aimed both to limit non-white immigration to Australia and to ‘deport or reduce’ the number of immigrants ‘of colour’ already in the country, particularly labourers from the Pacific Islands and those of Asian descent.

We are also a global institution, undertaking research and education in a dynamic, complex and uncertain geopolitical context. In partnering internationally to advance knowledge, and in welcoming international students, we have a responsibility to ensure we have the intercultural competencies to succeed in these partnerships and that we actively support the inclusion and success of our students and staff.

Murmuk Djerring, the University’s Indigenous Strategy 2023–2027, articulates the priorities and signature initiatives that will reinforce and extend the University’s commitment to Indigenous self-determination and improved social, economic, and cultural outcomes for Aboriginal and Torres Strait Islander peoples.

Download Murmuk Djerring (Accessible version)

Download Murmuk Djerring (PDF)

For more resources visit Indigenous at Melbourne

The University’s first Anti-Racism Action Plan (2024-2027) specifies actions to address the history of racism in our institution, its legacies and the issue of contemporary racism impacting students and staff of diverse Indigeneity, ethnicity, nationality and/or faith.

The Anti-Racism Action Plan consists of four pillars, that respond to data collected from students and staff at the University. The pillars are designed to build capacity and systems to acknowledge, understand, prevent, and respond effectively to racism at the University of Melbourne.

Download the Anti-Racism Action Plan (Accessible version)

Download the Anti-Racism Action Plan (PDF)

More information about diversity and inclusion

Actions to address racism in our community fall under the four pillars of our Anti-Racism Action Plan:

There is a culture of silence around racism, so we need to begin by acknowledging that racism exists and is a problem for us. Examples of actions completed or underway in this area include: 

  • The University of Melbourne’s Truth and Justice Project was launched in 2024, with the aim of addressing the University’s role in historical and on-going injustices committed against Aboriginal and Torres Strait Islander peoples through an institutional process of truth-telling, justice and transformation.
  • Dhoombak Goobgoowana Vol I Truth was published by Melbourne University Press in August 2024. The book is an attempt to acknowledge and publicly address the long, complex and troubled relationship between Indigenous people and the University. It is about race, and its construction by University academics, power, and the failure to acknowledge the Indigenous knowledges that contributed to many of the University’s early research and collection projects. Vol II Voice will be published in the second half of 2025.
  • The University of Melbourne’s Anti-Racism Commitment was published in January 2023, and included a commitment to develop the Anti-Racism Action Plan. This four-part anti-racism commitment included a definition of racism; a statement on racism in the University of Melbourne context; the University’s anti-racism vision and commitment; and a commitment to defining Islamophobia and antisemitism.
  • The University commissioned research into the lived experience of racism amongst students and staff, gathering extensive data through surveys and listening sessions. The data generated by this research was utilised in the development of the Anti-Racism Action Plan, and continues to inform its implementation.
  • The University regularly contributes to government initiatives that advance anti-racism in Australia, most recently the Parliamentary Joint Committee of Inquiry into the prevalence of antisemitism at Australian universities; and the Australian Human Rights Commission’s Respect at Uni: Study into antisemitism, Islamophobia, racism and the experience of First Nations People.
  • The first report on progress of the Action Plan was delivered to the Diversity, Equity and Inclusion Sub-Committee in November 2024.
  • The first Anti-Racism Annual Report will be published in April 2025. Data on complaints related to racism and discrimination, including resolution outcomes, are included in this report.

There is no shared understanding of racism, what it is and what it isn’t. Without this understanding, we cannot set behavioural expectations or consequences for our community. Examples of actions completed or underway in this area include:

  • The Indigenous Research Framework 2023-2027 was published in 2024. It sets out the University’s priorities, focus areas and actions to support Indigenous researcher capability and advance the breadth, quality and impact of Indigenous scholarship. The framework is intended to enable a coordinated approach to the advancement of Indigenous research, knowledge, capability, leadership and impact and includes a focus on supporting Indigenous Higher Degree by Research students through alternate pathways.
  • The Indigenous Student Campus Barometer Survey was launched in March, 2025, and is designed to contribute to the University’s understanding of Indigenous students’ experiences, including of racism. This will be achieved through an anonymous survey and yarning circles that provide opportunities for discussion in a culturally safe space.
  • The Gahgook Indigenous Cultural Education Program is in development, to be piloted in Q1 2025, before being rolled out more widely. There are two tenets of this education program; one for Indigenous staff to support cultural safety, and then one for non-Indigenous staff to build cultural capability.
  • Co-design/co-production of an Indigenous-led anti-racism micro-credential has commenced, a project of the University and the Munarra Centre for Regional Excellence.
  • The University has worked in close collaboration with the Group of Eight (Go8) to combat antisemitism, and antisemitism training was delivered to senior staff, including University Executive members and key nominated staff (managers of frontline complaints and support services) on Friday 21 February, 2025. Anti-semitism training will be rolled out more broadly in the coming months.
  • Discussions are underway to identify a best-practice approach to Islamophobia education.
  • University of Melbourne policies, including the Student Conduct Policy (MPF1324) and the Student Complaints and Grievances Policy (MPF1066)  will be updated in 2025 to ensure that they make explicit reference to racism, and establish a framework within which incidents of racism are reported and addressed.
  • The Appropriate Workplace Behaviour Policy (MPF1328) has recently been updated to include direct reference to racism, and will be reviewed regularly.
  • The University has funded the Anti-Racism Hallmark Research Initiative to pilot Critical Conversations – racial literacy education. This training incorporates examples of antisemitism, Islamophobia, Anti-Indigenous racism and racism experienced by international students. Two co-design/co-development sessions were delivered in December 2024, and pilots commenced in March, 2025.
  • Several faculties have delivered anti-racism education programs for academic and professional staff.

To prevent racism, we must embrace and value the benefits that diversity brings to our institution, and do so with great respect. Examples of actions completed or underway in this area include:

  • The University’s Widening Participation program aims to increase the University’s ability to recruit talented students from underrepresented cohorts including students of diverse Indigeneity, ethnicity, nationality and faith. In 2024 recommendations for alternative entry measures and pathways, beyond the use of ATAR, were approved for further development. These recognize that the ATAR does not capture the potential of all students and thus aims to reduce barriers to admission for talented students from all backgrounds.
  • Resources to support the internationalisation of the curriculum were published on the Centre for the Study of Higher Education website, in 2024, with the aim of supporting teaching staff to incorporate international and/or intercultural elements into curricula.
  • The Addressing Everyday Racisms Working Group is in the process of developing guidelines for teaching staff to support appropriate responses to racism, including microaggressions, in the classroom.
  • Data collection to inform the University’s ongoing response to racism is continuing. Data will be gathered in semester one 2025 to better understand the barriers that prevent students and staff from reporting racism.

Our response to racism needs to be visible, transparent and fair. This will build confidence in students and staff to disclose and report racism so that it can be addressed. Examples of actions completed or underway in this area:

  • The Anti-Racism Hallmark Research Initiative has been conducting research to combat racism at the interpersonal and structural levels, including in University settings.
  • The University’s Safer Community Program provides support and advice to staff and students about inappropriate, concerning or threatening behaviour, including where intersecting factors are involved (eg racism in sexual misconduct). It includes the Speak Safely Portal, which allows for the anonymous reporting of incidents. This program is reviewed regularly to ensure that it is responsive to the current environment, and is fit for purpose.
  • The University has initiated a streamlined approach to reporting and removing racist posters, stickers and graffiti on campus.

If you have experienced racism, you have the right to seek support and advice. The University encourages you to engage with the available services.

The University’s governance and operating frameworks set clear expectations around appropriate and acceptable behaviours and actions for staff and students. There are a number of avenues available to seek support and/or make a report or formal complaint about racism. The University is committed to reviewing and improving these systems and services over time.

Crisis and suicide support: Lifeline or 13YARN (Indigenous support)

University support services

  • The Safer Community Program provides support and advice to students at the University of Melbourne about inappropriate, concerning or threatening behaviour.
  • Counselling and Psychological Services (CAPS) provides enrolled students and staff a range of pathways to free, confidential psychological support. All CAPS staff have been trained in intersectionality and trauma-informed approaches to service provision.
  • The University’s Employee Assistance Program (EAP) provides a wide range of free, independent and confidential services for staff and immediate family members, for any wellbeing issues they may be experiencing.
  • Students and staff from all faiths, and those of no faith, are welcome to make contact with a chaplain for support. Chaplains from a range of faiths and denominations are available to be contacted, and are open to discussing a range of issues, beyond those that relate to religion and spirituality.
  • The University's Health Service offers medical care to University students, staff, and their dependants. Psychology and psychiatry services are only available to current University of Melbourne students.

Specialist support for Indigenous students and staff

  • The Indigenous Staff Network (ISN) is a dedicated network that provides a forum for Indigenous staff to come together in an informal setting as well as more formal professional development targeted at the specific needs of Indigenous colleagues.
  • Specialist counselling and support services are available for Aboriginal and Torres Strait Islander peoples provided by a team of Aboriginal and Torres Strait Islander clinicians as part of the Indigenous Cultural Assist and Response for Employees (ICARE). Book an appointment online or by calling 1800 808 374. If calling to make an appointment, make sure you specify ICARE as the service you'd like to access.
  • Yarning Safe N Strong offers free and confidential phone support 24/7

External support services

The University’s approach to complaints and grievances is set out in the Student Complaints and Grievances Policy (MPF1066) .

  • Students can submit formal complaints and grievances via the University Student complaints and grievances website on the grounds of unfair treatment, prejudice or bias. Students are encouraged to seek support from a student advocate when engaging with this process – the University of Melbourne Student Union (UMSU) provides an independent advocacy service.
  • Students can make a complaint via the Speak Safely Portal, and have the option of remaining anonymous. This portal allows students to report sexual assault and harassment and other inappropriate behaviour, and is being actively promoted as an avenue to report racism.
  • The Inappropriate Workplace Behaviour Line is a channel for employees and students to report inappropriate employee behaviour: unlawful discrimination; sexual harassment; harassment; sexual assault; bullying; stalking; victimisation; or vilification. Staff and students have the option of making an online report or a phone report.
  • The Safer Community Program provides support and advice to members of the University of Melbourne community about inappropriate, concerning or threatening behaviour.
  • The Snap Send Solve app is actively promoted on campus as a means for reporting racially motivated vandalism/graffiti.

External resources:

Supporting strategies and action plans

Murmuk Djerring

The University's Indigenous Strategy 2023–2027 sets a proactive, innovative and ambitious approach to strengthen the University’s work for and with Aboriginal and Torres Strait Islander peoples

Anti-Racism Action Plan

The University of Melbourne's Anti-Racism Action Plan outlines the steps the University is taking to acknowledge, understand, prevent and respond to racism.

Diversity and Inclusion

Find out about our strategy to be a place where all people are valued and respected, have equal access to opportunities and are encouraged to fulfil their talents and potential.

Advancing Melbourne Globally

Find out about our strategy to benefit society through the transformative impact of education and research

People Strategy

Find out all about the People Strategy 2023 - 2030 and its three core focus areas.

Advancing Students and Education Strategy

Read the University's Advancing Students and Education Strategy for 2030.