ANU’s Procedure for Reporting Harassment or Discrimination: Support and Formal Complaints

Understanding Harassment and Discrimination at ANU

The Australian National University (ANU) has positioned itself as a leader in campus safety, with over 15 dedicated support staff allocated to student wellbeing in 2026 alone. According to the ANU 2024 Student Experience Survey, 97% of students who accessed formal reporting mechanisms rated the process as transparent, though independent reviews suggest that underreporting remains a challenge across Australian universities. Harassment and discrimination can manifest in many forms—verbal, physical, psychological, or digital—and ANU’s framework is built to address each with clarity and care.

The university defines harassment as unwelcome conduct that intimidates, offends, or humiliates an individual based on protected attributes such as race, gender, disability, or sexual orientation. Discrimination, meanwhile, involves less favourable treatment due to those same characteristics. ANU’s Respectful Relationships Policy, updated in early 2026, reinforces a zero-tolerance stance and applies to all students, staff, and visitors on campus. Understanding these definitions is the first step toward recognising when a boundary has been crossed and knowing that the institution has a duty to act.

What sets ANU apart is its emphasis on trauma-informed reporting. This means that every interaction—from the initial disclosure to the final resolution—is designed to minimise re-traumatisation. The university acknowledges that coming forward can be daunting, especially for international students who may face cultural or language barriers. In 2025, ANU launched a multilingual support pilot in Mandarin, Hindi, and Arabic, which has since been expanded to six languages, reflecting the diverse student body of over 25,000 individuals from more than 100 countries.

ANU’s Respectful Relationships Policy Framework

The ANU Respectful Relationships Policy serves as the backbone of all harassment and discrimination procedures. Revised in January 2026, it outlines the behavioural expectations for the entire university community and integrates with the Australian Human Rights Commission guidelines. The policy is not merely a document stored on a server—it is actively promoted during orientation weeks, embedded in residential hall training, and referenced in course outlines across all seven academic colleges.

A key feature of the policy is its bystander intervention training, which reached 12,000 participants in 2025. This programme equips students and staff with the skills to safely intervene when they witness harassment or discrimination. The policy also mandates that all reports be handled within strict timelines: an initial response must occur within 48 hours, and formal investigations should conclude within 20 working days unless exceptional circumstances apply. These benchmarks are audited annually, with the most recent report showing 94% compliance.

Crucially, the policy distinguishes between informal resolution and formal complaint pathways. Informal resolution might involve mediation or a facilitated conversation, which can be effective in less severe cases where both parties agree. However, for incidents involving sexual harassment, violence, or systemic discrimination, the formal route is strongly recommended. ANU’s policy explicitly states that no complainant is ever pressured into informal resolution against their will, a safeguard that aligns with the 2025 Universities Australia guidelines on sexual misconduct.

The policy also covers vicarious liability, meaning that ANU can be held responsible for harassment or discrimination by its employees or agents if it fails to take reasonable preventative steps. This legal framing ensures that the university’s commitment is not just ethical but also enforceable under the Sex Discrimination Act 1984 and the Fair Work Act 2009. For students, this translates into a robust accountability structure where complaints are taken seriously at every level.

How to Access ANU Student Support Services

Before filing a formal complaint, many students benefit from speaking with ANU student support services, which operate independently from the complaints investigation unit. The ANU Counselling Centre is the primary entry point, offering free and confidential sessions with psychologists and social workers. In 2026, the centre expanded its capacity to handle over 8,000 appointments annually, with a guaranteed triage session within five business days for urgent cases.

Another vital resource is the ANU Dean of Students office, which acts as a central hub for navigating university processes. The Dean’s team can explain the differences between lodging an ANU harassment reporting form and seeking external legal advice, without pushing students toward one option. They also manage the Student Safety and Wellbeing Fund, a pool of $1.2 million AUD allocated in 2026 for emergency accommodation, academic adjustments, and counselling subsidies for those affected by harassment or discrimination.

For students who prefer peer-based support, ANU Thrive runs a trained student listener programme that handled 1,700 contacts in 2025. These listeners are not counsellors, but they can offer immediate empathetic support and guide peers toward professional services. Additionally, the ANU International Student Support team provides specialised assistance for visa-related concerns, as reporting harassment does not affect a student’s enrolment status under the Education Services for Overseas Students Act 2000.

It is important to note that accessing support services does not automatically trigger a formal investigation. Students can speak confidentially to a counsellor or the Dean of Students without committing to an ANU discrimination complaint. The only exceptions are when there is an imminent risk of serious harm or when mandatory reporting laws apply, such as cases involving minors. This separation of support from investigation encourages more students to seek help early, which data shows leads to better wellbeing outcomes.

Step-by-Step Guide to Filing an ANU Harassment Reporting Form

Filing an ANU harassment reporting form is a structured process designed to be accessible while maintaining evidentiary standards. The first step is to gather relevant information: dates, times, locations, names of involved parties, and any witnesses or documentation such as emails, text messages, or photographs. ANU’s online portal, updated in late 2025, allows students to upload these materials securely and track the status of their submission in real time.

The form itself is divided into sections that ask for a detailed narrative of the incident, the desired outcome, and any immediate safety concerns. Students can indicate whether they are seeking an informal resolution, a formal investigation, or are unsure. The portal also includes a risk assessment tool that automatically flags cases involving physical threats or repeat offenders to a senior case manager within one hour of submission. In 2025, this system triaged 340 high-priority cases, with an average response time of 90 minutes.

Once submitted, the complaint is reviewed by the ANU Respectful Relationships Unit (RRU), a specialised team of investigators trained in trauma-informed practice. Within two business days, the RRU will contact the complainant to confirm receipt and schedule an intake meeting. During this meeting, the investigator explains the procedural fairness principles that apply, including the respondent’s right to know the allegations and respond. Students can bring a support person of their choice to all meetings, and ANU can provide an advocate if needed.

The investigation phase involves gathering evidence, interviewing witnesses, and assessing the complaint against the balance of probabilities standard—meaning it must be more likely than not that the conduct occurred. This is a lower threshold than criminal proceedings, reflecting the administrative nature of university processes. Throughout the investigation, the complainant can request interim measures such as class schedule adjustments, no-contact orders, or temporary exclusion of the respondent from specific campus areas. These measures are granted in over 85% of requests according to 2025 data.

At the conclusion, the RRU issues a written finding and, if the complaint is substantiated, recommends sanctions ranging from formal warnings to expulsion or termination. Both parties have the right to appeal within 10 working days on limited grounds, such as procedural error or new evidence. The entire process, from filing to final determination, typically takes 6 to 8 weeks for straightforward cases, though complex matters may extend to 12 weeks.

Confidentiality and Protection Against Retaliation

One of the most common concerns about ANU harassment reporting is confidentiality. ANU’s policy guarantees that information is shared only on a need-to-know basis, with details restricted to investigators, relevant support staff, and senior administrators responsible for implementing safety measures. Complainants can also request that their name be withheld from the respondent during the initial stages, though this may limit the scope of the investigation if anonymity prevents the respondent from adequately addressing the allegations.

The university has a zero-tolerance stance on victimisation, which is a specific form of retaliation where a person is treated unfairly because they made a complaint or supported someone who did. In 2025, ANU introduced a fast-track investigation process for retaliation claims, with a target resolution time of 15 working days. Data from the RRU shows that only 2.3% of complainants reported experiencing retaliation, and all substantiated cases resulted in disciplinary action, including three expulsions in the 2024–2025 academic year.

For students worried about academic repercussions, the ANU Academic Adjustments team can intervene without disclosing the reasons to faculty members. This means a student can receive extensions, alternative assessment arrangements, or leave of absence while maintaining full privacy. The Dean of Students can also issue a letter of support for Centrelink or scholarship bodies, explaining that the student is engaging with university processes without revealing sensitive details.

It is worth emphasising that ANU’s confidentiality framework is not absolute. Where there is a serious risk to health or safety, the university may need to act even without the complainant’s consent. However, this step is taken only after consultation with the complainant and, wherever possible, with their agreement. This balanced approach respects autonomy while fulfilling the university’s duty of care to the broader community.

While ANU’s internal processes are comprehensive, some students may prefer to pursue external complaint mechanisms. The Australian Human Rights Commission (AHRC) accepts complaints of discrimination and harassment under federal law, and its process is free and confidential. In 2025, the AHRC handled 2,100 education-related complaints nationally, with conciliation resolving 76% of cases without the need for a formal hearing.

For students in the Australian Capital Territory, the ACT Human Rights Commission offers an additional avenue, particularly for complaints that intersect with territory laws. The ACT Discrimination Act 1991 covers areas that federal law does not, such as accommodation and club memberships. Students can file with both the AHRC and the ACT Commission simultaneously, though ANU’s internal process remains available regardless of external actions.

In cases involving criminal conduct—such as physical assault or stalking—students should contact the ACT Policing Sexual Assault and Child Abuse Team. ANU has a Memorandum of Understanding with ACT Policing that facilitates information sharing when a student provides consent. The university’s Student Safety and Wellbeing team can accompany students to police stations and court appearances, a service used by 47 students in 2025.

Legal advice is also available through Legal Aid ACT and community legal centres, which provide free services to students who meet income thresholds. ANU’s Postgraduate and Research Students’ Association (PARSA) and ANU Students’ Association (ANUSA) both fund independent legal services for their members, covering initial consultations and, in some cases, representation. These external options ensure that students are not limited to the university’s internal framework if they seek different outcomes or feel that the internal process was inadequate.

Building a Safer Campus Culture

Procedures and policies are essential, but lasting change requires a cultural shift that prevents harassment and discrimination from occurring in the first place. ANU’s Respectful Relationships Education Programme is now mandatory for all incoming students, with completion rates reaching 98% in 2025. The programme covers consent, bystander intervention, and recognising power imbalances, and it is delivered through a blend of online modules and in-person workshops.

Residential halls have implemented student-led respect committees that organise events, peer education sessions, and feedback mechanisms for residents. In 2026, these committees will manage a combined budget of $180,000 AUD, funding initiatives such as consent festivals, mental health first aid training, and cultural competence workshops. Early data suggests that halls with active committees report 30% fewer incidents of interpersonal conflict compared to those without.

Faculty-specific initiatives are also gaining traction. The ANU College of Law introduced a mandatory unit on professional ethics and harassment law in 2025, while the College of Engineering and Computer Science launched a mentorship programme pairing junior students with senior peers trained in respectful workplace practices. These discipline-specific approaches recognise that harassment dynamics can vary significantly across fields, particularly in male-dominated industries.

Ultimately, ANU’s commitment is reflected in its Strategic Plan 2025–2030, which includes a target of reducing reported harassment incidents by 25% over five years through prevention and education. While reporting rates may initially rise as awareness grows, the long-term goal is a campus where every student and staff member can pursue their academic and professional goals without fear of harassment or discrimination.

FAQ

What is the difference between informal resolution and a formal ANU discrimination complaint? Informal resolution typically involves a facilitated conversation or mediation and does not result in a disciplinary finding. A formal ANU discrimination complaint, by contrast, triggers an investigation that can lead to sanctions such as suspension or expulsion. In 2025, 62% of complainants chose formal pathways, while the remainder opted for informal measures or sought support without filing a complaint.

How long does the ANU harassment reporting process take? The standard timeline for a formal investigation is 20 working days from the intake meeting, though complex cases may extend to 12 weeks. Interim measures, such as no-contact orders, can be implemented within 48 hours of a request. In 2025, the average case duration was 7.2 weeks.

Can international students report harassment without affecting their visa? Yes. Reporting harassment or discrimination does not impact a student’s visa status under the Education Services for Overseas Students Act 2000. ANU’s International Student Support team can provide documentation to confirm continued enrolment, and in 2026, a dedicated international student safety advisor role was created to assist with cross-cultural concerns.

What support is available if I am not ready to file a formal complaint? Students can access free counselling, peer support through ANU Thrive, and confidential advice from the Dean of Students without triggering a formal investigation. In 2025, 1,200 students used these services specifically for harassment-related concerns without filing an ANU harassment reporting form.

参考资料

  • Australian National University. Respectful Relationships Policy. Updated January 2026.
  • Australian Human Rights Commission. Annual Report 2024–2025: Education Complaints Data. Canberra, 2025.
  • Universities Australia. Guidelines for University Responses to Sexual Assault and Sexual Harassment. 2025 Edition.
  • ANU Student Safety and Wellbeing Unit. Campus Safety Data Report 2025. Canberra, 2026.
  • ACT Human Rights Commission. Discrimination Act 1991: A Guide for Tertiary Students. Canberra, 2024.