• Section 1 -  Purpose
• Section 2 - Overview
• Section 3 - Scope
• Section 4 - Policy
• Responsibilities
• Section 5 - Compliance
• Section 6 - Subordinate Policy Documents
• Section 7 -  Other Relevant Policies
• Section 8 - Definitions

Section 1 -  Purpose

(1) The purpose of this policy is to set out the principles underpinning RMIT’s commitment to preventing and responding to gender-based violence, and to outline the responsibilities of members of the RMIT community.

Section 2 - Overview

(2) Gender-based violence is unacceptable. This policy establishes a framework to support and enable the prevention of and response to gender-based violence at RMIT, reflecting our commitment to creating a safe place for everyone in the RMIT community, so that they feel included, respected and supported.

(3) This policy defines key concepts such as consent, gender-based violence, sexual harassment and sexual assault. Additional explanations and examples for these terms are set out in the corresponding resources.

(4) This policy also defines a disclosure and a formal report, and provides guidance about where students, staff and Other Workers can go if they want to make a disclosure or formal report. More information on the process for making and managing a disclosure or formal report is provided in the Gender-based Violence Response Procedures.

(5) This policy and its corresponding procedures should be read in conjunction with the RMIT policies regarding behavioural standards and conduct listed in Section 7 below. Policies and procedures of relevant third parties may also apply in some circumstances (for example, the policies of industry partners hosting RMIT students on placement).

(6) Gender-based violence in our RMIT community is a complex, multifaceted issue driven by a range of deeply entrenched structural, cultural, and situational factors that together create environments in which such violence can occur and persist. These include, for example:

1. Power imbalances and hierarchical structures — unequal dynamics between students, staff, and supervisors that can inhibit reporting or resistance, particularly in postgraduate research contexts.
2. Social and cultural norms — broader societal attitudes normalising gender inequality, sexual entitlement, and victim-blaming that create a social licence for harmful behaviour.
3. Alcohol and social events — a University social culture involving alcohol that, while not a cause of violence, is frequently used to facilitate assault and deflect perpetrator responsibility.
4. Residential student accommodation culture — insular student accommodation environments with entrenched traditions that can foster cultures of entitlement and discourage reporting.
5. Online and digital environments — technology-facilitated abuse, including image-based abuse, online harassment, and non-consensual sharing of intimate images, which extends gender-based violence beyond physical campuses.
6. Intersecting vulnerabilities — compounded risks faced by international students, LGBTIQA+ students, students with disabilities, and First Nations students, whose marginalisation intersects with and amplifies exposure to gender-based violence.

(7) RMIT acknowledges that intersectionality can compound the impact of discrimination and that certain groups of people will be more vulnerable to the effects of discrimination and harassment than other groups.

Section 3 - Scope

(8) This policy applies to the conduct of all members of the RMIT community, including staff and Other Workers, students and associates (RMIT University Council members, representatives, and volunteers) of the RMIT Group, regardless of the context in which the conduct occurs. This includes, but is not limited to, conduct occurring on campus; online or through technology; in student accommodation; during placements, practicums or fieldwork; while travelling or working on RMIT business; and at RMIT-related events, functions or conferences, whether in Australia or overseas. The RMIT Group is RMIT University and its controlled entities, currently RMIT Europe, RMIT Online, RMIT University Pathways and RMIT Vietnam.

(9) The conduct of third parties is also within the scope of this policy, so that RMIT can respond to and manage the risk of gender-based violence affecting its students and staff. Third parties include but are not limited to licensees and lessees, service providers, visitors, education agents, delivery partners, and partner organisations in Australia or overseas, where their conduct is connected with RMIT or its activities.

(10) Where a third party conducts activities on RMIT's behalf, is an affiliated organisation (an organisation that uses RMIT's intellectual property in its name, marketing, recruitment or governance), or operates on, uses or leases RMIT's land or facilities, this policy applies to it and RMIT will require it to comply with this policy.

(11) If gender-based violence is reported outside the scope of this policy, such as from members of the public, RMIT will provide referral options to appropriate support services. The Child Safe Policy takes precedence over this one to the extent of any inconsistency regarding harm to children.

(12) Some forms of gender-based violence also constitute a criminal offence. RMIT cannot make findings of criminal responsibility under criminal law. However, RMIT can and will determine whether alleged conduct breaches RMIT's policies and procedures.

Section 4 - Policy

Principles

(13) Collective commitment: RMIT is committed to leading long-term social and cultural change to prevent gender- based violence, recognising the urgent need for action. This is supported through leadership accountability, clear policies, and comprehensive education.

(14) Gender-based violence is unacceptable and may be unlawful: RMIT prohibits any member of the RMIT community from engaging in gender-based violence, regardless of the context in which it occurs, and will take appropriate and proportionate action in relation to all disclosures or formal reports of gender-based violence. 

(15) Leadership: Accountability for preventing and responding to gender-based violence resides at the highest level of RMIT, with the Vice-Chancellor accountable for embedding a whole-of-organisation approach that prioritises the safety and support of the RMIT community, consistent with the National Code. RMIT leaders at every level are responsible for applying this policy, fostering a safe environment and respectful culture, and ensuring continuous improvement of processes to prevent and respond to gender-based violence (see Responsibilities).

(16) Confidentiality and privacy: RMIT is committed to protecting the confidentiality and privacy of individuals involved in gender-based violence cases, in accordance with the Privacy Policy. We will communicate outcomes of resolution processes to the person who made the disclosure or formal report in accordance with their wishes. We will be transparent with our RMIT community about instances of gender-based violence, and what action we are taking at RMIT to prevent this behaviour from happening. RMIT will not use Non-Disclosure Agreements to stop people from speaking about their experiences of gender-based violence. Any confidentiality requirements RMIT applies to a disclosure, formal report or investigation are protective, not punitive, and are not used to protect RMIT's reputation. They apply to the process only and do not prevent any person from speaking about their own experience or seeking support, advice or external recourse. RMIT explains their scope, purpose, limits and end point in its procedures.

(17) Procedural Fairness: RMIT ensures procedural fairness with impartial and transparent processes where all parties can present their perspectives, reinforcing trust and justice.

(18) Duty of care: RMIT acknowledges its duty of care to students, staff and Other Workers to take reasonable steps to prevent gender-based violence and to respond in a manner that protects their physical and psychological safety and wellbeing. This duty informs decisions made under this Policy and its Procedures, including where action is necessary to manage risk to a person or to the broader RMIT community.

(19) Human Rights: RMIT views all gender-based violence as unacceptable and a violation of human rights.

(20) Inclusive and intersectional approach: RMIT acknowledges that diverse identity aspects, such as race, age, and socio-economic background, can compound a person's experiences of gender-based violence, and can influence the support needed for addressing gender-based violence. RMIT addresses intersectional needs, ensuring tailored support and interventions.

(21) Trauma-informed and person-centred: RMIT prioritises safety and wellbeing and ensures the voices and needs of people who have experienced gender-based violence guide all support efforts, fostering an environment of compassion and respect. We consult those who have been impacted by gender-based violence before making decisions about how we will address the relevant conduct.

(22) Transparency and integrity: RMIT maintains evidence-based policies and procedures aligned to best practice, protecting against victimisation and supporting those who disclose or report harms.

(23) Preventing harm: RMIT has a dedicated prevention team, RMIT Prevention and Respect, to lead all work associated with the prevention of gender-based violence, including sexual harassment and sexual assault, focused on governance, awareness, learning, and innovative projects. RMIT undertakes gender impact assessments when developing and reviewing this Policy and other policies, programs and services that influence the prevention of, or response to, gender-based violence, consistent with its obligations under the Gender Equality Act 2020 (Vic).

(24) Dedicated and supportive response: RMIT provides a dedicated response service for students, staff and Other Workers to seek support for gender-based violence (including sexual harassment, sexual assault, or any concerning, unwanted, uncomfortable and/or threatening behaviour). Support is provided to RMIT students, staff and Other Workers regardless of the context in which the gender-based violence occurs. This includes reasonable academic adjustments to support students who have experienced gender-based violence to continue and complete their studies

(25) Safe environments: RMIT is responsible for maintaining a safe environment and continuously improving on our systems to prevent and respond to gender-based violence. This includes ensuring staff comply with Working with Children Check requirements, in accordance with the Working With Children Instruction; requiring prospective staff and Council members to declare whether they have been investigated for an allegation of gender-based violence and if so, taking any such declaration into account in assessing their suitability; taking any substantiated finding of gender-based violence made during a person's employment into account in decisions about their promotion, recognition and reward; addressing any material risks arising from other workers and third parties; and making alternative arrangements where necessary to ensure safety.

Responsibilities

(26) All members of the RMIT community are required to:

1. refrain from engaging in gender-based violence, and role model accountable and appropriate behaviour in line with the standards outlined in the RMIT Code of Conduct, the Workplace Behaviour Policy, Student Conduct Policy, Student Conduct Regulations, and Staff- Student Personal Relationships Procedure;
2. promote respectful culture and practice within their sphere of influence;
3. increase awareness and ensure compliance with relevant policies and procedures;
4. undertake and complete all mandatory training and awareness raising to develop skills necessary to support a respectful, safe, and inclusive community; and
5. comply with reporting and record keeping obligations, as required.

(27) Council provides oversight of compliance with this policy, endorses RMIT's Whole-of-Organisation Prevention and Response Plan and Outcomes Framework and any amendments to it, and receives 6-monthly de-identified reporting on incidents and progress against the Outcomes Framework.

(28) The Nomination, Renumeration, People and Performance Committee examines de-identified data reports to identify trends and systemic issues and enable RMIT to identify opportunities for improvements and implement changes where required. The Committee provides this 6-monthly report to the Council.

(29) The Vice-Chancellor and President, as RMIT's Higher Education Principal Executive Officer, is accountable for RMIT's compliance with this policy and the Code, leads the implementation of RMIT's Whole-of-Organisation Prevention and Response Plan, and reports to Council and relevant regulators as required.

(30) The University Executive is responsible for providing a safe, non-violent, gender equal and inclusive environment for all members of the RMIT community.

(31) The Chief Operating Officer (COO) is the central authority for the implementation of this policy and ensuring there is a clear reporting line through central committees and executive bodies, and effective management and oversight by senior management.

(32) Each member of the Vice-Chancellor’s Advisory Group on Addressing Gender-Based Violence is accountable for leading the development and implementation of RMIT’s Whole-of-Organisation Prevention and Response Plan within their areas of influence.

(33) Leaders at RMIT are responsible for embedding a whole-of-organisation approach to preventing and responding to gender-based violence within their areas of influence. This includes role modelling safe and respectful behaviour, fostering a safe environment and respectful culture, ensuring their teams understand and meet the expectations of this policy, and responding appropriately to gender-based violence in accordance with the procedures under this policy.

(34) The Prevention and Respect and the Safer Community teams are responsible for delivering RMIT’s Whole-of-Organisation Prevention and Response Plan.

Section 5 - Compliance

(35) A person who engages in gender-based violence will be in breach of this policy, which may result in disciplinary action. Depending on the nature and impact of the breach, other actions may also be instigated. Conduct that constitutes gender-based violence will be handled in accordance with the Managing Conduct Procedure (for staff and Other Workers) or Student Conduct Policy (for students). For more information on how to report gender-based violence, refer to the Gender-Based Violence Response Procedures.

(36) Any concerns about the adequacy of the gender-based violence policy suite in addressing RMIT's expectations should be raised in accordance with the Compliance Breach Management Procedure.

(37) Breaches of this procedure are reportable via the Organisational Breach Reporting Form and are managed in accordance with the Compliance Breach Management Procedure.

(38) This policy supports RMIT’s compliance obligations regarding:

1. Charter of Human Rights and Responsibilities Act 2006 (Vic)
2. Child Wellbeing and Safety Act 2005 (Vic)
3. Gender Equality Act 2020 (Vic)
4. Protected Disclosure Act 2012 (Vic) 
5. Respect@Work – Changes to the Sex Discrimination Act 1984 and the Australian Human Rights Commission Act 1986
6. Department of Foreign Affairs and Trade (DFAT) Preventing Sexual Exploitation, Abuse and Harassment Policy (2019)
7. Higher Education Standards Framework (Threshold Standards) 2021
8. Education Services for Overseas Students (ESOS) Framework
9. Occupational Health and Safety Act 2004
10. Fair Work Act 2009
11. Victorian Equal Opportunity Act 2010.

(39) This policy supports RMIT’s commitment to adhering to sector best practices and is informed by:

1. Australia Human Rights Commission – Guidelines for Complying with the Positive Duty under the Sex Discrimination Act 1984 (Cth) (AHRC)
2. National Plan for Addressing Gender-based Violence in Higher Education 2024
3. Universities Australia Sexual Harm Response Guidelines.

1. The revised Law on Prevention and Combat Against Domestic Violence (2022)
2. 2006 Law on Gender Equity (No.73/2006/QH11 dated 29/11/2006)
3. Viet Nam Code of Conduct on Sexual Harassment in the Workplace International Labour Organization - A Code of Conduct paper issued by the Ministry of Labour Invalids and Social Affairs (MOLISA) on preventing sexual harassment.

Section 6 - Subordinate Policy Documents

(40) Refer to the following documents which are established in accordance with this policy:

1. Gender-Based Violence Prevention and Response Policy - Schedule 1 - Explanations and Examples
2. Gender-Based Violence Response Procedure - Australia
3. Gender-Based Violence Response Procedure - Vietnam
4. Domestic and Family Violence Procedure - Australia
5. Domestic and Family Violence Procedure - Vietnam
6. Domestic and Family Violence Procedure - Schedule 1 - Explanations and Examples.

Section 7 -  Other Relevant Policies

(41) RMIT policy suites regarding behavioural standards and conduct that are relevant to this policy include:

1. Student Conduct Policy
2. Code of Conduct
3. Workplace Behaviour Policy
4. Child Safe Policy and Child Safe Code of Conduct
5. Health, Safety and Wellbeing Policy
6. Inclusion, Diversity and Equity Policy.

Section 8 - Definitions