Document Feedback - Review and Comment

Step 1 of 4: Comment on Document

How to make a comment?

1. Use this Protected Document to open a comment box for your chosen Section, Part, Heading or clause.

2. Type your feedback into the comments box and then click "save comment" button located in the lower-right of the comment box.

3. Do not open more than one comment box at the same time.

4. When you have finished making comments proceed to the next stage by clicking on the "Continue to Step 2" button at the very bottom of this page.


Important Information

During the comment process you are connected to a database. Like internet banking, the session that connects you to the database may time-out due to inactivity. If you do not have JavaScript running you will recieve a message to advise you of the length of time before the time-out. If you have JavaScript enabled, the time-out is lengthy and should not cause difficulty, however you should note the following tips to avoid losing your comments or corrupting your entries:

  1. DO NOT jump between web pages/applications while logging comments.

  2. DO NOT log comments for more than one document at a time. Complete and submit all comments for one document before commenting on another.

  3. DO NOT leave your submission half way through. If you need to take a break, submit your current set of comments. The system will email you a copy of your comments so you can identify where you were up to and add to them later.

  4. DO NOT exit from the interface until you have completed all three stages of the submission process.


Gender Equity Policy

Section 1 - Background and Purpose

(1) La Trobe is committed to promoting and encouraging gender equity and to addressing any gender imbalances that may exist within the University. This policy specifically covers our obligations and gender Equity commitments. 

Top of Page

Section 2 - Scope

(2) This policy applies to all staff.

Top of Page

Section 3 - Policy Statement


(3) Gender refers to the social attributes and differences associated with being female, male or transgendered and does not replace the term ‘sex’ which refers exclusively to biological differences. In most societies there are differences and inequalities between women and men. 

(4) Gender equity is achieved when people are able to access and enjoy the same rewards, resources and opportunities regardless of whether they are a woman, man or transgender.

(5) La Trobe acknowledges and accepts the inherently different experiences of women and men. The aim of gender equity is to achieve broadly equal outcomes for all, not exactly the same outcome for all individuals.

La Trobe’s Commitment

(6) La Trobe is committed to promoting and applying equal opportunity between women, men and transgender individuals by providing an inclusive working, learning and social environment in which the rights and dignity of all its staff are equal and respected.

(7) La Trobe is committed to fostering this through promoting and encouraging gender equity at all stages of the employment lifecycle including recruitment, retention, performance management, professional development, promotion, talent identification, succession planning, remuneration and resignations. 

(8) To enable us to achieve this commitment, La Trobe will develop a gender equity strategy that will outline activities and programs designed to enhance and promote gender equity including monitoring and reporting on gender equity indicators in the employment life cycle.

(9) The following principles articulate our aspiration to apply and promote equity of opportunity at each stage of the employment lifecycle:


(10) Establish and maintain recruitment processes that take account of gender equity including, but not limited to, the formulation of job descriptions and the composition of shortlists and selection panels.

Retention and remuneration

(11) Include consideration of gender equity in the development of policies and procedures relating to the working conditions and benefits for staff such as remuneration and working arrangements. Introduce processes to enhance and maintain gender equity as required. 

Performance Management Processes

(12) Establish performance management processes aimed to encourage and promote equal opportunity and promote awareness of gender equity in performance management processes. 


(13) Ensure requirements for promotion are fair, equitable and transparent and take account of the impact of caring responsibilities on working arrangements.

Talent identification/identification of high potentials and succession planning

(14) Establish processes for identifying high potential staff and succession planning that give due consideration to gender representation and gender equity.

Professional Development

(15) Provide professional development opportunities and special programs as required to encourage and support staff in their professional development. 

Our Legal Obligations

(16) Under the Workplace Gender Equality Act 2012 La Trobe also has a positive duty to support and improve gender equity outcomes at the University.

Top of Page

Section 4 - Procedures

(17) Nil.

Top of Page

Section 5 - Definitions

(18) Nil.

Top of Page

Section 6 - Stakeholders

Responsibility for implementation – HR Recruitment; HR Remunerations and Benefits; HR Organisational Development; Recruitment/appointment Managers; Managers; and Academic Promotions Committee.
Responsibility for monitoring implementation and compliance – Deputy Director, Diversity and Inclusion.