UTS priority actions as part of cultural diversity and anti-racism plan

The plan moves beyond celebrating diversity to focus on the systems, processes and behaviours needed to address racism and support lasting change.

Dr Elaine Laforteza, Equity, Diversity & Inclusion Lead, Diversity & Anti-Racism, led the development of the plan and will coordinate its implementation.

“Anti-racism should not be an add-on to our work at UTS. It is foundational to who we are as a public university.

The Cultural Diversity and Anti-Racism Action Plan challenges us to move beyond awareness and recognition towards accountability,” she said.

Turning commitments into action

Implementation is already underway, with UTS focusing first on practical steps that will help people recognise, report and respond to racism. 
The first priorities are:

• improving reporting and complaints processes
• introducing mandatory anti-racism training
• strengthening cultural safety across the university.

UTS is expanding the existing Concerning Behaviours Framework to explicitly include racism-related complaints and strengthen grievance and complaints processes.

“We want people to know how to report racism, feel confident doing so, and trust that their concerns will be taken seriously,” said Dr Laforteza.

Consultation with First Nations staff and students, and Culturally and Racially Marginalised communities, has helped shape the work, ensuring it is informed by lived experience.  priorities and solutions.

Building anti-racism capability

A new mandatory training module for staff and students will draw on lived experiences shared through interviews and consultation. It will help people recognise racism, understand its impact and know how to respond to and report incidents.

Dr Laforteza said the training is about improving racial literacy and building a shared understanding of what racism is, why it matters and what it looks like in Australia.

“We want people to know what behaviours are not acceptable at UTS, but also to have practical strategies to negotiate with that. And that may involve some discomfort. It’s meant to be uncomfortable – but never harmful. Working through that discomfort is part of healing.”

Creating a culturally safe environment

The action plan also recognises the importance of culture.

For Dr Laforteza, cultural safety means creating an environment where people feel respected, valued and able to bring their whole selves to work and study.

“It might be making sure someone's name is pronounced correctly, acknowledging religious observances, or explicitly recognising the cultural load often carried by First Nations colleagues. These are the kinds of actions that help people express and celebrate their identity without fear of judgement,” said Dr Laforteza.

But cultural safety is not only about everyday actions. It also requires UTS to address the structures and systems that can either reinforce inequality or create conditions where people feel respected, valued and safe.

Looking ahead

Professor Parfitt said the plan is an important commitment to meaningful and sustained change.