From intention to accountability: anti-racism is becoming core business for universities
Professor Christen Mirth, Faculty of Science Associate Dean Equity, Diversity and Inclusion
Australian universities are entering a new chapter in equity, diversity and inclusion.
From 1 January 2027, amendments to the Higher Education Standards Framework (Threshold Standards) will require every Australian university to demonstrate how it prevents, identifies and responds to racism. Rather than relying on statements of intent alone, institutions will be expected to show that robust policies, clear reporting mechanisms and culturally safe practices are embedded throughout university life.
The changes reflect a broader shift across the higher education sector. They respond to recommendations arising from reviews into university governance, inquiries examining experiences of antisemitism on Australian campuses and wider conversations about racism, inclusion and social cohesion.
For universities, the message is clear: creating an inclusive environment is no longer viewed as an aspirational goal, it is a core responsibility.
Within the Faculty of Science at Monash University, this reflects a philosophy already shaping our approach to equity, diversity and inclusion.
As Associate Dean (Equity, Diversity & Inclusion), Professor Christen Mirth works to build a strong sense of community across the Faculty while embedding active allyship and dismantling structural barriers that prevent people from fully participating and succeeding.
"Equity, diversity and inclusion are about creating the conditions where every member of our community can contribute, belong and thrive," Professor Mirth said.
"That requires us to look beyond individual incidents and continually examine the systems, practices and cultures that shape people's everyday experiences."
The Faculty's Equity, Diversity and Inclusion Committee brings together representatives Faculty-wide to advise leadership, develop strategy and ensure EDI principles are embedded into the Faculty’s core business.
Its work spans leadership, policy development, community engagement and identifying barriers affecting underrepresented groups.
The amended Threshold Standards reinforce many of these priorities.
Universities will now be expected to define racism in ways that reflect their own communities, including racism experienced by Aboriginal and Torres Strait Islander peoples, antisemitism, Islamophobia and other forms of racial discrimination and vilification.
Institutions must also provide accessible complaints processes and clear guidance that promotes respectful and inclusive behaviour both on campus and online.
“Importantly,” says Professor Mirth, “the standards recognise that inclusion cannot rely solely on responding when problems arise.”
Universities are expected to take proactive steps to prevent harm, foster cultural safety and build trust across increasingly diverse communities.
“This approach is consistent with Monash University's broader commitment to anti-racism and social cohesion, and the Faculty’s approach,” Professor Mirth said.
Appearing before the Royal Commission into Antisemitism and Social Cohesion in July, Monash University Vice-Chancellor and President Professor Sharon Pickering described social cohesion as an ongoing commitment requiring universities to continually strengthen cultures where antisemitism, and all forms of racism, are unequivocally rejected.
She also emphasised that meaningful change depends on listening to lived experiences, responding effectively and accepting institutional responsibility.
Monash has supported this commitment through a range of initiatives, including its Anti-Racism Statement, the Yoorrook Taskforce, the Campus Cohesion Project, the Brave Conversations Project and research initiatives examining antisemitism, Islamophobia and anti-Palestinian racism.
These initiatives reflect an important evolution in how universities approach inclusion.
“Historically, equity initiatives often focused on increasing representation or responding to individual cases of discrimination,” Professor Mirth said.
“While these remain essential, there is growing recognition that lasting change depends on addressing institutional culture, leadership and systems.”
For science faculties, this is critical.
Creating meaningful change also begins with awareness. Throughout the Faculty of Science, the Culturally and Racially Marginalised (CARM) in Science network is encouraging discussion by sharing a series of thought-provoking posters in common spaces across all the Schools.
The initiative is designed to spark conversations about the often-unseen dimensions of racism and encourage reflection on how individuals and institutions can contribute to more inclusive environments.
The first poster challenges a common misconception, that racism is only about individual actions and beliefs, highlighting that racism can also be embedded within systems, structures and everyday practices.
By fostering open dialogue, the initiative aims to deepen understanding and support a culture of active allyship across the Faculty.
“Scientific discovery depends on diverse perspectives, constructive debate and the confidence to challenge established thinking,” Professor Mirth said.
“Researchers, professional staff and students perform at their best when they feel respected, valued and psychologically safe,” she said.
“Building that environment requires ongoing work.
“It means creating cultures where people feel confident raising concerns, where leaders are equipped to respond thoughtfully and consistently, and where respectful disagreement supports learning rather than division.”
To support this, the Faculty EDI committee has created a workshop called "Difficult EDI Conversations" to help people navigate these dialogues. This workshop encourages a curiosity-driven mindset to find shared values when opinions differ.
Building the right environment also means recognising that equity and excellence are not competing priorities.
Inclusive environments attract and retain talented people from diverse backgrounds, strengthen collaboration and create better conditions for innovation.
The new national standards provide an opportunity for universities to reflect on these foundations and demonstrate how equity, diversity and inclusion are embedded into everyday practice, not simply as compliance obligations, but as essential elements of institutional excellence.
“For the Faculty of Science, that work continues through collaboration across Schools, active allyship and a shared commitment to ensuring every member of our community can contribute, succeed and belong,” Professor Mirth said.
“Because creating a culture where everyone feels safe, respected and able to flourish is not a destination.
“It is an ongoing responsibility shared by all members of the Faculty.”
Further information
Silvia Dropulich
Marketing, Media & Communications Manager, Monash Science
T: +61 3 9902 4513 M: +61 435 138 743
Email: silvia.dropulich@monash.edu