Diversity and Equity
ANIBT Diversity, Equity and Inclusion Policy
| Document Title | ANIBT Diversity, Equity and Inclusion Policy |
| Document Owner | Compliance Department |
| Approval Date | January 2026 |
| RTO | 21368 |
| Version No. | 1.0 |
| Next Review Date | January 2027 |
| CRICOS | 02506B |
1. Purpose
The purpose of this Policy is to ensure that the Australian National Institute of Business and Technology (ANIBT) provides equitable access to education, training, employment and support services. It supports ANIBT's commitment to fairness, inclusion, student wellbeing, cultural safety, and continuous improvement across all operations, and ANIBT will accommodate student needs in extraordinary circumstances (e.g., public health emergencies, lockdowns) in accordance with relevant contingency and business continuity policies.
2. Scope
This Policy applies to all ANIBT stakeholders, including:
- Students (domestic and international)
- Staff (permanent, casual, contractors)
- Trainers and assessors
- Work-based learning providers
- Board members
- Third-party providers
- Visitors and community partners
3. Regulatory Framework
This policy is developed with reference to:
- The ASQA Standards for Registered Training Organisations (RTOs) 2025
- The Disability Discrimination Act 1992
- The Sex Discrimination Act 1984
- The Racial Discrimination Act 1975
- The Age Discrimination Act 2004
- The Fair Work Act 2009
- The National Vocational Education and Training Regulator Act 2011
4. Definitions
| Term | Meaning |
|---|---|
| Discrimination | Unfavourable treatment based on a protected attribute under Australian law, including direct and indirect discrimination. |
| Diversity | The presence of differences among individuals including age, disability, gender identity, cultural background, language, religion, sexual orientation, socio-economic background, learning styles and lived experiences. |
| Equity | Fair treatment recognising that different individuals may require different levels of support to achieve comparable outcomes. |
| Inclusive Practices | Proactive design of policies, training and services that anticipate diverse needs and minimise the need for individual adjustments. |
| Reasonable Adjustment | A modification or support measure provided to enable participation, provided it does not impose unjustifiable hardship. |
| Sexual Harassment | Unwelcome conduct of a sexual nature that could reasonably cause offence, humiliation or intimidation. |
| Victimisation | Detrimental treatment of a person because they have made or supported a complaint. |
| Stakeholders | Individuals or groups with a vested interest in ANIBT and its operations. |
| Antisemitism | Antisemitism, consistent with the International Holocaust Remembrance Alliance (IHRA) working definition, is a certain perception of Jewish people that may be expressed as hatred toward them, including rhetorical and physical manifestations directed at Jewish or non-Jewish individuals, their property, and Jewish community or religious institutions. Antisemitic conduct is treated as unlawful discrimination on the ground of race or ethnic origin under the Racial Discrimination Act 1975. |
5. Policy Statement
5.1 ANIBT is committed to fostering a safe, inclusive and respectful environment where all stakeholders are treated with dignity and respect.
5.2 ANIBT maintains zero tolerance for discrimination, harassment, sexual harassment, bullying or victimisation.
5.3 All stakeholders have the right to work, study and participate in an environment free from unlawful discrimination and misconduct.
5.4 ANIBT recognises that equitable outcomes may require differentiated support and reasonable adjustments to address systemic disadvantage.
5.5 ANIBT recognises antisemitism as a form of unlawful discrimination on the ground of race or ethnic origin under the Racial Discrimination Act 1975, and adopts the International Holocaust Remembrance Alliance (IHRA) working definition of antisemitism in identifying, addressing and responding to antisemitic conduct affecting students, staff or other stakeholders.
Access and Equity in Admissions and Recruitment
ANIBT ensures transparent, fair and documented admissions and recruitment processes consistent with the Standards for RTOs 2025. No applicant will be discriminated against on unlawful grounds, selection criteria are competency-based and documented, and adjustments are offered during enrolment and recruitment processes where required. ANIBT's marketing and enrolment strategies are inclusive and support participation by under-represented groups.
Student Support and Wellbeing
ANIBT identifies individual support needs at enrolment, provides or refers students to appropriate academic and wellbeing support services, monitors progression and intervenes early where risk indicators are identified, and maintains culturally safe and trauma-informed approaches where applicable, and offers reasonable flexibility to allow students to meet their cultural and religious obligations.
Aboriginal and Torres Strait Islander Peoples
ANIBT recognises the unique status of Aboriginal and Torres Strait Islander peoples and is committed to culturally respectful engagement practices, targeted support initiatives, and monitoring participation and completion outcomes. ANIBT respectfully engages with local First Nations communities and includes First Nations voices in shaping training and assessment practices.
Students with Disability
ANIBT provides reasonable adjustments to training and assessment, ensures accessibility of facilities, learning materials and digital platforms, assesses adjustments on an individual basis, and documents decisions while maintaining confidentiality. Adjustments that impose unjustifiable hardship will be determined by the CEO in consultation with the Board.
Inclusive Curriculum and Training Practices
ANIBT ensures that training and assessment strategies reflect diverse perspectives, learning resources use inclusive and non-discriminatory language, trainers are competent in inclusive training and assessment practices, and delivery modes accommodate diverse learning needs where possible. Staff are provided with cultural awareness and unconscious bias training to support inclusive practice.
Safe Learning and Work Environment
ANIBT maintains clear complaints and appeals processes, applies procedural fairness and natural justice, protects complainants from victimisation, and maintains confidential complaint handling records.
Complaints and Reporting
All complaints are managed in accordance with ANIBT's Complaints and Appeals Policy and in alignment with procedural fairness principles, confidentiality obligations, and record-keeping requirements under the ASQA Standards for RTOs 2025. Serious matters may be referred to relevant external authorities where appropriate.
Data Collection and Continuous Improvement
In accordance with the ASQA Standards for RTOs 2025, student participation, progression and completion data are collected and analysed, equity group performance is reviewed, and findings inform strategic planning, resource allocation and improvement actions. ANIBT takes action to increase participation by under-represented groups, including students with disability and Aboriginal and Torres Strait Islander peoples, where data indicates low participation.
Governance and Accountability
The Board and CEO are responsible for oversight of equity compliance, ensuring adequate resources for support services, reviewing policy effectiveness annually, and ensuring compliance with ASQA and legislative obligations.
6. Responsibilities
| Role | Responsibility |
|---|---|
| All Stakeholders | Treat others with respect, refrain from discrimination, harassment or victimisation, and report incidents where safe and appropriate. |
| Staff and Supervisors | Promote inclusive practices, address inappropriate behaviour promptly, and support reasonable adjustment processes. |
| Trainers and Assessors | Implement inclusive training strategies, apply fair and flexible assessment practices, and participate in professional development related to equity. |
| Management | Implement preventative and educative strategies, ensure compliance with regulatory requirements, provide training on diversity and equity obligations, and monitor third-party providers for compliance. |
| Chief Executive Officer (CEO) | Manage complaints related to discrimination or harassment, ensure procedural fairness, report significant matters to the Board, and ensure regulatory reporting obligations are met where required. |
7. Documentation and Record-Keeping
ANIBT maintains confidential records of complaints, reasonable adjustments, and equity-related data in accordance with the ASQA Standards for RTOs 2025, and retains these records to support compliance, monitoring and continuous improvement.
8. Review and Updates
This Policy is reviewed annually. Performance indicators include student outcomes, complaint trends and stakeholder feedback, and improvements are documented through the Continuous Improvement Register.
