• Section 1 - Summary
• Section 2 - Scope
• Section 3 - Policy Statement
• Prevention of Gender-based Violence  
• Disclosures of Gender-based Violence  
• Formal Reports of Gender-based Violence 
• Support 
• DFAT Program Requirements 
• Reporting Contacts 
• Compliance and reporting 
• Section 4 - Procedures
• Section 5 - HESF/ASQA/ESOS Alignment
• Section 6 - Definitions
• Section 7 - Supporting Documents and Information

Section 1 - Summary

(1) Gender-based Violence means any form of physical or non-physical violence, harassment, abuse or threats, based on gender, that results in, or is likely to result in, harm, coercion, control, fear or deprivation of liberty or autonomy.  

(2) Gender-based Violence is unacceptable and will not be tolerated at Victoria University (VU). 

(3) This Policy affirms VU’s commitment to preventing, responding to, reducing and eliminating all forms of Gender-based Violence whilst providing safe, respectful, and inclusive study, work, social and living environments for all members of the VU community.  

(4) VU recognises that certain individuals in its community, including women, First Nations people, transgender and gender diverse individuals, LGBTIQ+ communities, people with disabilities, culturally and linguistically diverse individuals, and international Students, may disproportionately affected by Gender-based Violence and experience it in unique and compounding ways.  

(5) Responsibilities for preventing and responding to Gender-based Violence are outlined here. 

Section 2 - Scope

(6) This Policy applies to: 

1. All Students (onshore and offshore) enrolled or registered in any University program, in relation to alleged conduct during their enrolment. 
2. All Staff. 
3. Contractors and subcontractors, including: 
   1. Employees of contractors and subcontractors; and 
   2. Employees of labour hire companies who have been assigned to perform work for or on behalf of VU. 
4. Council and committee members. 
5. Visiting academics, honorary, adjunct and exchange appointees.  
6. Volunteers. 

(7) This Policy and supporting Procedures apply to: 

1. conduct or behaviour occurring at all VU domestic and offshore locations, including at non-VU locations at which VU activities are being conducted (either by VU or its businesses or partners); and 
2. conduct or behaviour that occurs in all University activities, including remote learning/work environments and off-campus activities such as conferences, work-integrated learning, work-sponsored social occasions, VU study-related functions or events and activities undertaken where there is a connection to VU work and/or study. This extends to conduct involving digital communications such as email, SMS, messaging platforms, and social media. 

(8) In all cases where a child is involved, the matter will be dealt with under the mandatory reporting obligations under section 327 of the Crimes Act 1958 (Vic), the Child Wellbeing and Safety Act 2005 (Vic) and Part 4.4 of the Children, Youth and Families Act 2005 (Vic), and those of other legislative schema such as the National Law under the Health Practitioners Regulation National Law Act 2009 (Vic). 

(9) Where an incident, disclosure or concern involves a Child or Young Person under 18, VU will act in accordance with its Safety and Welfare of Children and Young People Policy and Procedure and comply with all mandatory reporting obligations under Victorian and Commonwealth law. The  Safety and Welfare of Children and Young People Policy and Procedure take precedence over this Policy to the extent of any inconsistency  regarding harm to children.  

(10) This Policy is informed by and supports the Australia Human Rights Commission – Guidelines for Complying with the Positive Duty under the Sex Discrimination Act 1984 (Cth) (AHRC) and National Action Plan for Addressing Gender-based Violence in Higher Education 2024.

Section 3 - Policy Statement

Prevention of Gender-based Violence  

(11)  Gender-based Violence occurs because of certain social conditions and risk factors. VU recognises that: 

1. Factors include inequality between men and women, strict gender roles, power imbalances, and community attitudes that excuse or normalise violence. 
2. Factors that may increase risk include: 
   1. Placement activity and work-integrated learning, where students rely on external supervisors. 
   2. Age and gender differences and power imbalances between staff and students. 
   3. Factors associated with international students, such as fewer local supports and language or cultural barriers. 
   4. Social activities and student clubs, where informal settings may limit access to help. 
   5. Online and blended learning, where harassment or abuse can occur digitally. 
3. Drivers of violence include:  
   1. Excusing or downplaying violence and harassment (e.g. using “jokes” that cause harm). 
   2. Inequality in decision-making, where men dominate leadership roles and women or gender-diverse people have fewer opportunities. 
   3. Gender stereotypes that restrict how people can participate (e.g. assumptions about which fields of study suit men or women). 
   4. Peer behaviours that promote disrespect (e.g. hazing, degrading chants or discouraging people from speaking up). 

(12) VU acknowledges that some risk factors are experienced more by certain groups in our community, including women, First Nations Staff and Students, transgender and gender-diverse people, LGBTIQ+ communities, people from culturally and linguistically diverse backgrounds, people with disabilities, and international Students. 

(13) VU will deliver evidence-based prevention and education initiatives that: 

1. Raise awareness about Gender-based Violence. 
2. Are inclusive of intersectional and identity-specific experiences. 
3. Are tailored for Students, Staff, and leadership. 
4. Include induction, refresher, and event-based awareness campaigns. 
5. Provide information on University policies, procedures, and available support services. 
6. Assist VU Staff and leadership to address conditions within their control that may give rise to, or perpetuate, Gender-based Violence. 

(14) To prevent and mitigate the risk of Gender-based Violence, VU will: 

1. Ensure that respectful and inclusive behaviour is modelled at all levels of the University. 
2. Promote positive, respectful behaviours and challenge harmful attitudes or practices. 
3. Require mandatory training for Staff, Students in leadership roles, and others in positions of responsibility. 
4. Monitor and report on prevention initiatives, risks and outcomes through existing governance structures. 
5. Engage with internal and external advisers to strengthen prevention and response strategies. 

(15) VU acknowledges that preventing Gender-based Violence requires risks to be identified, assessed, and managed. The University will apply its Risk Management Framework, including the use of recognised risk assessment tools and processes, to identify, monitor and reduce risks of Gender-based Violence across all environments. 

(16) All members of the VU community have the right: 

1. To be treated with respect, compassion and dignity. 
2. To be provided with support services to help with the aftermath of Gender-based Violence. 
3. To expect that VU will act on a Disclosure in a timely and appropriate manner. 
4. To not be Victimised because they disclosed or reported Gender-based Violence or they supported a person who disclosed or reported Gender-based Violence. 
5. To have confidentiality maintained wherever possible when Disclosures and Formal Reports are managed.  

Disclosures of Gender-based Violence  

(17) A Disclosure involves a person sharing information about experiencing or witnessing Gender-based Violence. 

(18) Disclosures can be made as follows:  

1. Students can contact Safer Community Online at https://www.vu.edu.au/safety-respect, at safer.community@vu.edu.au or by calling +61 3 9919 5707. 
2. Staff can contact People and Culture Online. 
3. Individuals who are not Staff members or Students can make a disclosure under the Complaints Procedure (Student and Public).  

(19) VU acknowledges that responses to Disclosures will be guided by the Discloser’s wishes. If a Discloser chooses not to make a Formal Report, VU will respect that decision and provide appropriate support, while also considering its legal obligations. Please refer to section below ‘Formal Reports of Gender-based Violence’.  

(20) Disclosures may or may not result in formal investigation or disciplinary action. In such cases, the University must still offer education, protective measures, and support services. 

(21)  VU will respect an individual’s decision not to make a report to external agencies such as Victoria Police. However, VU will: 

1. report to Victoria Police or another regulatory body where it is legally obliged to do so; and/or 
2. consider notifying Victoria Police or another regulatory body with relevant non-identifiable information if the University has information that indicates a decision not to report may pose a serious and imminent risk to members of the University or general community.

(22) Where VU determines that it is necessary to report an alleged crime to Victoria Police against an individual’s wishes, this action and the reasons for it will be explained to the Discloser.  

(23) VU will provide Disclosers with information about relevant external agencies including the Australian Human Rights Commission, Victorian Equal Opportunity and Human Rights Commission, and Victoria Police for allegations of criminal offences. 

(24) VU will use a range of resolution options, including confidential advice, informal resolution processes, formal investigations and access to external agencies where appropriate. VU’s approach will be person-centered and trauma-informed, prioritising the safety, wellbeing and wishes of the Discloser. 

(25) Where a Disclosure or Formal Report is made, VU will take appropriate action, including protective measures to ensure safety, privacy and wellbeing of all involved. 

(26) Both Disclosures and Formal Reports may be made anonymously. In such cases, VU will take action where possible, noting that anonymity may limit the University’s ability to respond. 

Formal Reports of Gender-based Violence 

(27) A Formal Report involves a person providing information to VU about their experience of Gender-based Violence through formal channels, which requires VU to consider taking steps beyond the offer and provision of support services, including (without limitation) the commencement of an investigation and/or a disciplinary process in appropriate circumstances.

(28) Formal Reports made about Students will be managed under the Student Misconduct Procedure. 

(29) Formal Reports made about Staff will be managed under the Complaints Procedure (Staff).  

(30) VU may assist an individual to report the incident to Victoria Police. However, VU cannot make a report to Victoria Police on behalf of an individual other than as detailed above in clause (21). 

(31) Any person who knowingly makes a false, vexatious or frivolous allegation may be subject to disciplinary action in accordance with the relevant University regulations, policies and procedures. 

Support 

(32) Students who have experienced Gender-based Violence may be eligible for special consideration under the Assessment for Learning - Adjustments to Assessment Procedure (HE), Assessment for Learning - Assessment Procedure (VET) or Assessment for Learning - Resulting Procedure (VET). Students do not need to make a Formal Report of their experience to apply for special consideration.  

(33) A Staff member who has experienced Gender-based Violence may require access to the University’s domestic and family violence or special leave provisions. At the time of Disclosure, the Staff member will be provided with details of the relevant procedure to support such leave. People and Culture will endorse such an application where appropriate. 

DFAT Program Requirements 

(34) In addition to University processes, Staff, Students, contractors, and affiliates participating in DFAT-funded business must comply with the Department of Foreign Affairs and Trade (DFAT) requirements under the Preventing Sexual Exploitation, Abuse and Harassment (PSEAH) Policy and Child Protection Policy. 

(35) When an alleged incident occurs in an education abroad program, VU will follow this Policy, and/or the Safety and Welfare of Children and Young People Procedure in relation to child safety. However, laws and regulations in other jurisdictions, as well as policies and procedures at host institutions, may differ from Australian law and/or VU policy or procedure and may also need to be taken into account. Where a Formal Report arises from DFAT-funded activities, Victoria University will manage the matter under the relevant Student Complaints [link] or Staff Complaints Procedure [link].   

(36) The International Scholarships Team and Victoria Abroad will ensure that Staff and Students travelling overseas on DFAT funded business receive information pre-departure which specifies disclosure requirements and arrangements in an overseas context, taking into consideration cultural sensitivities. This will include support services available overseas. 

Reporting Contacts 

Compliance and reporting 

(37) All records or information obtained by the University in managing a Disclosure or Formal Report will be managed and retained in accordance with the University’s Privacy Policy and Records Management Policy and will be kept confidential to the extent possible. 

(38) VU’s Academic Board and Council will receive a report on an annual basis including de-identified data on incidents of Gender-based Violence enabling trend analysis and systemic responses, de-identified demographic and engagement characteristics of Disclosers and Respondents.  

Section 4 - Procedures

(39) Nil.

Section 5 - HESF/ASQA/ESOS Alignment

(40) HESF: Standards 2.3 Wellbeing and Safety; 6.1.4 Corporate Governance.

(41) ESOS National Code of Practice for Providers of Education and Training to Overseas Students: Standards 5 Younger overseas Students; 6 Overseas Student Support Services. 

(42)  Outcome Standards for NVR Registered Training Organisations 2025: Standards 2.6 Wellbeing; 2.7, 2.8 Feedback, Complaints and Appeals. Compliance Standards for NVR Registered Training Organisations and FPP Requirements 2025: Standard 20 Compliance with Laws. 

Section 6 - Definitions

(43) Discloser: A person making a disclosure of Gender-based Violence. 

(44) Disclosure: The provision of information about a person's experience of Gender-based Violence to the University by the Discloser or another person, however communicated. Disclosures may be made to access support, initiate protective measures, or request formal action. A disclosure may lead to a formal report if the person wishes. 

(45) False allegation: Includes statements that deliberately omit a material fact, as well as statements that the speaker/writer knows to be untrue. 

(46) Frivolous allegation: Allegations that have no proper purpose and are otherwise groundless, and an investigation would not be warranted. 

(47) Formal report: The provision, through formal reporting channels, of information about a person’s experience of Gender-based Violence by a Discloser to the University, which requires the University to consider taking steps beyond the offer and provision of support services. These steps may include investigation, risk mitigation, or disciplinary proceedings under misconduct processes. Formal reports are made with the Discloser’s informed consent. 

(48) Gender-based Violence: means any form of physical or non-physical violence, harassment, abuse or threats, based on gender, that results in, or is likely to result in, harm, coercion, control, fear or deprivation of liberty or autonomy. VU recognises that this includes sex discrimination, sexual harassment, sex-based harassment, conduct that creates a hostile work or study environment on the ground of sex, and victimisation, all of which are unlawful under the Sex Discrimination Act 1984 (Cth). 

(49) Respondent: The person whose behaviour is the subject of a disclosure or report. 

(50) Support person: An independent person (excluding a legal practitioner) that provides assistance and support to the Staff or Student. 

(51) Vexatious allegations: means allegations that are without merit and intended to cause inconvenience, annoyance, harassment or financial cost to the University and/or the person who is the subject of the allegations. 

(52) Victimisation: To subject or threaten to subject a Discloser or someone supporting a Discloser to any detriment for making a disclosure or supporting someone who has made a disclosure. 

Section 7 - Supporting Documents and Information

(53) National Higher Education Code to Prevent and Respond to Gender-based Violence 

(54) Fair Work Act 2009 (Cth)

(55) Sex Discrimination Act 1984 (Cth)

(56) Gender Equality Act 2020 (Vic)

(57) Equal Opportunity Act 2010 (Vic)

(58) Work Health and Safety (Sexual and Gender-Based Harassment) Code of Practice 2025 (Cth)

(59) Respect@Work: Sexual Harassment National Inquiry Report (2020) 

(60) National Plan to End Violence Against Women and Children 2022–2032 

(61) Technology, gendered violence and Safety by Design: An industry guide (PDF, 1.47MB) 

(62) Gendered Violence – safety.gov.au 

(63) Primary Prevention of Sexual Harm in the University Sector Good Practice Guide (2023) 

(64) DFAT Preventing Sexual Exploitation, Abuse and Harassment (PSEAH) Policy

(65) DFAT Child Protection Policy