At the University of Sydney, we aim to maintain an inclusive, respectful and supportive workplace for everyone—whether on campus or online.
This guide outlines support options for staff and affiliates experiencing inappropriate workplace behaviour or conduct, how managers and Human Resources can assist you, and the reporting options available.
We understand that talking to someone can sometimes feel difficult when experiencing challenges in the workplace. When you come to us, we listen with care, treat every concern seriously, and work with you to find a way forward.
If you witness or experience concerning behaviour in the workplace, as a first step you should try to address it directly with the individual, or through a manager or any senior colleague, if that is appropriate.
If this is not appropriate to your situation, and you wish to raise the matter and let the University know, we have the following reporting options available.
If you have a bullying, harassment, discrimination, or sexual misconduct matter that you're unable to resolve with the individuals involved, or if this is not appropriate for your situation, you can make a complaint.
By making a complaint you are asking the University to look into the issue and take action in line with our policies, procedures and our Enterprise Agreement, where applicable.
If you are concerned or need advice about making the complaint, you can .
If your concern involves gender-based violence, sexual misconduct, sexual harm or domestic violence, you should contact the Safer Communities Office, who provide support and can assist you to make a disclosure if you choose to do so.
Disclosures allow our team to offer support and record your experience, even if you choose not to take further action or enter into a complaints process.
A disclosure is a confidential report where you share information about your experience in order to seek advice, safety measures or further assistance, without entering into the complaints process.
We handle your information confidentially, in accordance with our policies and privacy laws. However, there are circumstances in which the University may need to share this information - for instance, when it is necessary to protect the health and safety of others in our community, or to comply with legal and regulatory requirements. This means that the University may need to act with or without your consent.
If you make a disclosure, you can still choose to make a complaint to the University about the same incident at a later time.
If you are concerned about something in the workplace, with a colleague or with someone's behaviour, the first step is to try to resolve the issue directly with the individual involved, if it is appropriate and safe to do so.
If you are unable to resolve the matter directly, we encourage you to seek support or advice from your manager, and you may also bring a support person like a friend or family member, or a Union representative with you.
If you do not feel comfortable speaking with your manager, you may raise the matter with their manager, your HR partner or another senior staff member.
If informal resolution does not lead to a satisfactory outcome, or is not appropriate, you can submit a complaint to Workplace Relations, HR relating to bullying, harassment, discrimination or sexual misconduct.
If you are concerned or need advice about making the complaint, you can .
For matters of a sexual nature, such as sexual harassment, sexual assault or sexual misconduct, contact Safer Communities for confidential support, disclosures and reporting options.
If the concern involves workplace conduct, discrimination, bullying or harassment, sexual harassment or misconduct it will be managed under our established University policies and procedures.
We understand that interpersonal issues in the workplace can sometimes be challenging. If you experience a problem or concern that can’t be resolved directly—or if this approach isn't appropriate for your situation—you can submit a complaint.
You are also welcome to invite a support person, like a counsellor or Union representative to accompany you through the process.Â
Once you have submitted your complaint, Workplace Relations, HR will acknowledge your submission within five working days, and usually within 48 hours.
A Workplace Relations Advisor will gather information, assess the situation, and advise your options regarding next steps. The process will be conducted fairly and as promptly as possible.
Some issues can be resolved through assisted resolution, with interventions such as clarifying misunderstandings, apologies, facilitated discussions or mediation, awareness or education sessions. We'll be in regular contact with you at every stage.
If assisted resolution isn’t suitable, the delegate might take other steps such as:
Investigations aim to finish within 30 working days, and we'll update you regularly throughout the process.
The outcome of your complaint depends on the preliminary assessment or subsequent investigation and the seriousness of the matter.
If your matter proceeds to investigation, you'll be kept informed and we'll provide you with an outcome letter following conclusion of the investigation.
If you're unsure where to direct your concern, our team can make sure it's directed to the right place for a response.
Return to the Feedback, concerns and complaints page or select from the options below: