Diversity and Equity
Standards for Registered Training Organisations 2015
Standard 1.3, 1.7, 2.1, 2.5, 4.1, 5.1, 6.3
National Code 2018
Standard 6, 8.8, 8.9
Diversity and Equity
1.1 The intent of this Policy is to guide practices that result in equitable access to employment opportunities for all stakeholders as well as learning outcomes throughout the Australian National Institute of Business and Technology (ANIBT).
Accommodate student needs in extraordinary circumstances:
lockdown – refer to Covoid 19 Policy and Procedure
2.1 ANIBT is committed to diversity and inclusiveness, and to providing an environment in which employees have equal access to opportunities, are treated with fairness and respect, and are not judged by unlawful or irrelevant reference to their attributes. This commitment enables ANIBT to attract and retain people with the best skills and abilities.
2.2 ANIBT asserts that all stakeholders of ANIBT have the right to work, study and interact in a learning and/or work environment that is free from discrimination, harassment and victimisation.
3.1 This Policy applies to all stakeholders of ANIBT
The unfair or unfavourable treatment of a person because of a personal characteristic, or attribute, real or imputed, including the setting of a requirement, condition, or practice that is unreasonable and that people with a particular characteristic cannot meet.
Differences between individuals or groups of people in age, cultural background, disability, ethnicity, family responsibilities, gender, language, marital status, religious belief and sexual orientation; including other religious belief and sexual orientation; including other ways in which people are different, such as learning, ways in which people are different, such as learning, life experience, work experience and socio-economic background.
Equal access to and participation in, aspects of public life, including learning and employment.
The fair treatment of people on the basis of respect and merit, the recognition of disadvantage and the absence of discrimination have been affected by systemic disadvantage with
Identifiable groups of people within the community that, due to one or several personal characteristics regard to access to educational or employment opportunities and have experienced less favourable outcomes in education or employment.
Practices that anticipate and accommodate the needs of a diversity of people, minimising the need for adjustments to respond to individual needs, while maintaining quality and other standards
An adjustment that balances the interests of all parties affected and does not cause ANIBT unjustifiable hardship
An unwelcome sexual advance, or an unwelcome request for sexual favours or other unwelcome conduct of a sexual nature in relation to the person harassed; in circumstances in which a reasonable person, having regard to all the circumstances, would have anticipated the possibility that the person harassed would be offended, humiliated or intimidated.
In Vocational Education and Training anyone who is invested in the welfare and success of an RTOl and its students, including administrators, trainers, staff members, students, Work Based Learning Providers, parents, families, community members, local business leaders, and officials such as RTO board members, city councilors, and state representatives. In a word, stakeholders have a “stake” in the RTO and its students, meaning that they have personal, professional, civic, or financial interest or concern.
Any form of detriment directed at a person for alleging, making or participating in, supporting or resolving a complaint of discrimination, sexual harassment or victimisation; or a person associated with a person who alleges, makes or participates in, supports or resolves a complaint of discrimination, sexual harassment or victimisation.
- Guidelines and Principles
5.1 ANIBT applies zero tolerance towards discrimination, harassment or victimisation. Complaints of such matters are responded through a range of avenues such as formal investigation, conciliation or informal resolution underpinned by principles of natural justice.
- ANIBT asserts that staff, students and associates of ANIBT have the right to work, study and interact in a learning and/or work environment that is free from discrimination, harassment and victimisation.
- ANIBT continuously seeks to broaden its student profile to be more diverse and provide support to students from under-represented or disadvantaged groups, in order to facilitate academic success through equivalent opportunities, regardless of students’ backgrounds.
- ANIBT applies specific consideration in the recruitment, admission, learning participation and completion of Aboriginal and Torres Strait Islander peoples.
- ANIBT develops and maintains curricula that recognise, utilise and demonstrate diverse knowledge and experiences. These qualities reflect and will advance diverse knowledge and experiences, resulting in inclusive practices, services and facilities.
- The diverse needs of ANIBT staff, students and associates are best addressed by inclusive practices and, where required, provision of reasonable adjustment.
- ANIBT is committed to accessibility and equity for students and staff with disabilities. The goal is to enable them to participate to the greatest possible extent and independently, in the academic and operational aspects of ANIBT. Resources will be provided at appropriate level within the allocated budget to reasonably accommodate the needs of students and staff with disabilities.
- ANIBT ensures clarity and transparency in the student admission and staff recruitment processes, to ensure that people with disabilities are not discriminated against.
- Reasonable adjustment to the standard policy, procedure or practice will be made to address the needs of students or staff with disabilities. Adjustments of employment arrangements for staff or education arrangements for students will be considered, where practicable and reasonable.
- ANIBT is not obliged by law to make adjustments that impose an unjustifiable hardship on ANIBT. Adjustments requiring significant costs will be considered and determined by the Board of Directors in reference to their benefits for people without disabilities.
5.11 ANIBT ensures to the best of capability that ANIBT’s publications and official documents use inclusive and non-discriminatory language.
- The students’ learning participation, progression and completion data are collected and analysed. The results inform admission, support services as well as teaching-learning policies and practices that facilitate academic success by ANIBT students, particularly the identified sub-groups.
6.1 All members of ANIBT must not engage in discrimination, harassment or victimisation.
6.2 All staff members with supervisory roles are responsible for exercising their leadership and authority and to do their best in providing inclusive learning and work environment free from discrimination, harassment and victimisation.
6.3 The Institute’s Management will ensure that all courses approved for initial and continuing accreditation accord with the principles for inclusive curricula.
6.4 The Institute’s Management is responsible for raising awareness and implementing preventative and educative strategies and programs to eliminate all forms of discrimination, harassment and victimisation amongst members of ANIBT
6.5 The Chief Executive Officer (CEO) of ANIBT will manage any complaints in this area and provide assistance and support to members of ANIBT who are seeking specific information on discrimination, harassment or victimisation.
|1.0||To bring Policy and Procedure in line with new RTO standards||March 2015||DCS|
|1.1||Cosmetic tweaking to correct errors||December 2015||DCS|
|1.2||Minor tweaks to meet the requirements of National Code 2018||December 2017||DCS|
|Reviewed as part of internal audit
No changes made
|1.4||Changes to accommodate issues faced with covoid 19 lockdowns||April 2020||DCS|
|Changes made to reflect new organisation chart staff roles||August 2021||DCS|