Building a culture of inclusion and diversity for all our staff and students is one of the key organisational values at RMIT, as outlined in Ready for Life and Work: RMIT’s Strategic Plan to 2020.
RMIT recognises the benefits for the recruitment, retention, innovation, collaboration and productivity of staff and students in an environment that celebrates and welcomes diversity.
Our Diversity and Inclusion Framework (PDF 609KB 1p), and related Action Plans, outline the University’s key priorities and objectives to build a more diverse and inclusive student and staff community.
While the commitment to an inclusive and diverse university community applies to all, Action Plans have been developed under this Framework for the following six priority areas.
Aboriginal and Torres Strait Islander staff and students
Reconciliation is about building better relationships between the wider Australian community and Aboriginal and Torres Strait Islander peoples for the benefit of all Australians.
RMIT launched its first Reconciliation Action Plan (RAP) during National Reconciliation Week 2016. The RAP will enable our University to commit to implementing and measuring practical actions that build relationships, respect and opportunities with Aboriginal and Torres Strait Islander peoples.
Learn more about Reconciliation at RMIT.
Students from low socio-economic backgrounds
RMIT believes that:
- those with the capacity and desire to attend university should be able to do so
- all staff and students should experience an inclusive and supportive environment
- the University should facilitate access to education and employment so that people of diverse circumstances and backgrounds can contribute to the intellectual, economic, social, cultural and civic life of their communities.
Recognising the wealth of good practice already in place at RMIT to improve access and to provide an equitable and inclusive experience and outcomes, this Action Plan describes the steps we will take over the next five years to meet these targets aligned with our values and aspirations.
Gender equality for staff
RMIT’s Gender Equality Action Plan has been developed to provide a framework for identifying and addressing the remaining barriers to women’s inclusion and progression at the University. The Action Plan will help us, over the next 5 years, to improve the engagement, retention and advancement of female staff.
The Action Plan lays the groundwork for RMIT’s successful application for the Workplace Gender Equality Agency (WGEA) Employer of Choice for Gender Equality citation. This award provides public recognition of an organisation’s focus on gender. The Action Plan will also support RMIT’s successful participation in the Science in Australia Gender Equity (SAGE) Athena SWAN program, which specifically addresses gender equity in the fields of science, technology, engineering, mathematics and medicine (STEMM).
Staff and students of diverse genders, sexes, and sexualities (DGSS)
RMIT aims to be a place where:
- people of diverse genders, sexes and sexualities are recognised and welcomed.
- staff and students are free to be themselves and bring their whole selves to work and study.
- staff and students can benefit from the diversity of our community.
Our DGSS Action Plan recognises the significant impacts of homophobic and transphobic attitudes and behaviour on young people and adults, and the importance of providing a work and study environment that is free from unlawful discrimination and harassment.
The Action Plan aims to build a culture of inclusion and respect through leadership actions, policies, services and facilities, communications, events and training. The Action Plan also lays the groundwork for RMIT’s submissions to the Australian Workplace Equality Index through our membership with Pride and Diversity.
Download RMIT's Diverse Genders, Sexes and Sexualities Action Plan (PDF 1.9MB 8p) or (Word 48KB 7p)
Staff and students of culturally and linguistically diverse backgrounds
Cultural and Linguistic Diversity (CALD) is a broad concept that encompasses differences between people such as language, birthplace, ancestry, ethnicity, cultural traditions, societal structures, and religion.
38 per cent of RMIT’s students are international (onshore and offshore), and 33 per cent of RMIT staff members were born outside of Australia. RMIT also has an explicitly global outlook with a particular focus on Asia, with students, staff, digital networks, facilities and partnerships spread across key urban centres around the world.
The Cultural Inclusion Action Plan aims to ensure our policies, practices and behaviour support inclusion and equality, and do not perpetuate systemic discrimination or exclusion due to unconscious bias, stereotypes, or other inappropriate assumptions.
Staff and students with disability
While much good work has been achieved over the ten years of our preceding Disability Action Plans, broad consultation with staff, students, specialist agencies, and key stakeholders has identified the need for continued attention to:
- demonstrating visible leadership commitment to inclusion and diversity, and promoting awareness and appropriate behaviour among staff and students
- ensuring that our physical and digital environments are accessible, inclusive, and safe
- providing an equitable and inclusive experience for all students and staff with disability.
In adopting and implementing this Accessibility Action Plan, RMIT demonstrates its commitment to take University-wide transformative actions to enhance inclusion for staff, students and visitors with disabilities.
RMIT's Diversity and Inclusion Framework (PDF 609 KB 1p)
RMIT's Accessibility Action Plan (PDF 1.6MB 13p)
RMIT's Cultural Inclusion Action Plan (PDF 1.6MB 6p)
RMIT's Diverse Genders, Sexes and Sexualities Action Plan (PDF 1.9MB 8p)
RMIT's Students from Low Socio-Economic Backgrounds Action Plan (PDF 1.4MB 7p)