Diversity and Inclusion Policy

Reviewed Jun 2022, Dec 2022, reviewed July 2023

Diversity and Inclusion Policy Statement

The Australian College of Commerce and Management’s (ACCM College) commitment to diversity and inclusivity applies to both our internal staff and our educational stakeholders (students, employers and educational support organisations). 

Our commitment to our staff

ACCM College recognises our talented and diverse workforce as a key competitive advantage.

We are committed to seeking out and retaining the finest staff to ensure outstanding support for our students and promote strong business growth and performance.

We recognise the importance of reflecting the diversity of our customers and markets in our workforce.

Diversity benefits individuals, teams, our company as a whole, and most importantly our educational partners and stakeholders.

We recognise that each employee brings their own unique capabilities, experiences and characteristics to their work and support for our students.

The diverse capabilities that reside within our talented workforce, positions ACCM College to anticipate and fulfil the needs of our diverse students and their support network.

We value such diversity at all levels of the company in everything that we do.

Our commitment to our community

ACCM College believes in treating all people with respect and dignity.

We strive to create and foster a supportive and understanding working and learning environment in which all individuals realise their maximum potential in a positive and diverse setting.

ACCM College’s internal diversity and support for diversity encompasses differences in ethnicity, gender, language, age, sexual orientation, religion, socio-economic status, physical and mental ability, thinking styles, experience, and education.

We believe that the wide array of perspectives that results from such diversity promotes innovation, positive learning outcomes and business success.

Our commitment to inclusivity

ACCM expects all staff and members of the ACCM community to be inclusive of diversity at all times.   

A major principle of this commitment is the use of inclusive language and to avoid the use of discriminatory language in all circumstances.

We believe that any language used must be appropriate and necessary to the communication and the circumstances.

Policy Details and Additional Information

  • ACCM College Community Understanding of Diversity

    ACCM College recognises that there are distinct demographic groups that have long been disadvantaged.

    We recognise that racism, ageism, sexism and other forms of discrimination are problems both for our organisation and society as a whole.

    ACCM College is committed to tackling cultural stereotypes both within and outside our organisation.

    We accomplish this by treating all of our ACCM Community and stakeholders with respect and inclusive practices.  

    There are always ways to improve, and ACCM College welcomes any feedback on how we can do better supporting our community in terms of diversity and inclusion.

    Please let our Diversity and Inclusion Officer know how we can improve our support by writing to us here diversity@accm.edu.au.


  • ACCM Inclusive Workplace Practices

    ACCM College’s goal is one of inclusive workplace practices that extend to the larger ACCM Community including our students.

    We believe that inclusive workplaces are some of the most important elements in a successful workplace.

    We define an inclusive workplace as one that welcomes and includes all workers in the College regardless of any existing divisions.

    ACCM College believes an inclusive company culture defines and separates itself from any unconscious bias toward our staff.  Which means all of our staff (and larger community) should face no obstacles in contributing in their role.

    Inclusive behavior is the creation of an atmosphere that accepts, respects, and values each team member’s unique traits.

    By creating an inclusive workplace, everyone can be their authentic selves. As a result, stakeholders will foster deeper connections and gain motivation to provide better results (and in the case of our students better learning outcomes).

    To that end, ACCM College strives to:

    • Respect all staff, student and stakeholder’s backgrounds and cultural values
    • Organise team building activities, competitions and get-togethers
    • Build a culture with positive and authentic greetings (especially with our students)
    • Be open to different points of view, ideas and suggestions from all stakeholders  
    • Have open and honest conversations about any perceived or real unconscious bias
    • Listen to everyone, regardless of the source of input or information and take it on board
    • Encourage the use of inclusive language with everyone in the ACCM College Community
    • Provide a safe work and learning environment for all


    Examples of inclusive and safe work environments in effect at ACCM College:

    • Provide gender-neutral bathrooms
    • Cater to worker’s religious needs
    • Provide handicapped-accessible bathrooms
    • Celebrating our staff’s diversity
    • Showing support for our team members (awards, birthdays, education goals)


    All staff are encouraged to share their ideas for more inclusive activities and strategies

    Please let our Diversity and Inclusion Officer know how we can improve our support by writing to us here diversity@accm.edu.au.

  • Ensuring Diversity and Equity Practices

    All ACCM College staff undergo diversity training.

    Diversity training encompasses raising awareness about issues surrounding diversity and developing diversity management skills.


    The Australian Government defines diversity as recognising employees from a wide range of backgrounds.

    For example, this can include having employees of different ages, genders, ethnicity, backgrounds, physical ability, sexual orientation, marital status, physical qualities, life experience, political and religious beliefs, work experience or educational background.


    Providing a workplace free from unlawful discrimination and harassment protecting all staff. ACCM's inclusive values empower all staff to achieve their full potential and remove actual or perceived barriers to participation regardless of gender, age, race, disability, orientation or economic background.

    Treating people equitably does not mean treating all people the same.

  • Inclusive Language and Discriminatory Language

    ACCM College expects members of our community to use inclusive language and to avoid the use of discriminatory language.

    The language used must be appropriate and necessary to the communication and the circumstances.

    ACCM does its very best to ensure the following types of discriminatory language are not a part of our interactions with any of our stakeholders.

    As a distance/online provider the words we use (verbal and written) are critical to creating an inclusive environment.

    ACCM College staff will do their utmost to never participate in any of the following non-inclusive behaviours (an explanation of each has been included as reference):

    Emphasis on Difference

    In most cases it is not required to mention a person's sex, race, ethnic background or other characteristics, yet such characteristics are sometimes included even if not relevant.


    These generalised and potentially exaggerated images of a person or persons belonging to a particular group should be avoided.  Stereotypes are discriminatory in that they take away a person's individuality. Although they may reflect elements of the truth, these are usually misinterpreted or inaccurate owing to oversimplification. Stereotypes should therefore be avoided.

    Derogatory Labelling

    A derogatory label is a label which belittles the person or group to whom it is applied. They are usually recognised without difficulty and can be avoided if the speaker or writer wants to avoid them.

    Language and Disability

    Discriminatory language in relation to the portrayal of people with disabilities is characterised by derogatory labelling, depersonalising, stereotyping and emphasising the disability rather than the person. Where reference to a disability is unnecessary it should be avoided.

    Where reference to the disability is necessary, for example when facilitating the provision of appropriate access and equity, the key is to respect the individual's preference for terminology. If such preference cannot be sought, use of the appropriate medical term (if known) would be considered non-discriminatory.

    Language and Indigenous Australians

    An Indigenous Australian is an Aboriginal person or Torres Strait Islander, who identifies as such, is of Aboriginal or Torres Strait Islander descent and is recognised as such by the Indigenous Community. The separate linguistic and cultural identity of the Indigenous people of the Torres Strait Islands must be recognised. The preferred term is Torres Strait Islander.

    The linguistic portrayal of Aboriginal and Torres Strait Islander people has been mainly negative and stereotypical. Aboriginal and Torres Strait Islander people are most often described in racial group terms, rarely as individuals with personal names. 'Aboriginals' was often used as a noun to describe the Indigenous people of Australia instead of its use as an adjective which is acceptable, e.g. the Aboriginal Education Unit, the Aboriginal people of Australia, Aboriginal employees/students.

    Where it is necessary to make reference to the Indigenous identity of a person or group the person or group's preference of title should be used. If in doubt, ask the person or group.


    Please let our Diversity and Inclusion Officer know how we can improve our support by writing to us here diversity@accm.edu.au.

  • Gender Inclusive Language Guidelines

    Understanding Inclusive Language

    Language is inclusive when we use words that demonstrate our respect for how people describe their own genders, bodies and relationships.  It is important to show this respect even when we are describing people who are not present.

    Researchers have found that how we are described by others has an enormous impact on our health and wellbeing, as well as on how likely we are to seek health care when necessary. Inclusive language improves the health of our families and communities.


    Inclusive language is about:

    • Welcoming all people to participate in and contribute to our families, schools, workplaces, communities and services
    • Giving all people the opportunity to make responsible health choices
    • Giving everyone a fair go


    What is gender diversity and who are gender diverse people?

    Australia is fortunate to have gender diverse people that includes people who identify as agender (having no gender), as bigender (both a woman and a man) or as non-binary (neither woman nor man). 

    Some non-binary people identify as having shifting or fluid genders.


    What is trans and who are trans people?

    The term "trans" means "across from".  In some societies, people choose their own gender when they come of age and more than two genders are recognised. "Trans" is the abbreviation of "transgender."


    What is misgendering?

    Misgendering is a term for describing or addressing someone using language that does not match how that person identifies their own gender or body.  

    Using inclusive language means not misgendering people.


    What is a pronoun and what do pronouns have to do with gender?

    A noun is a word we use to describe a person, place, thing or idea.  A pronoun is a word that we use instead of a noun, such as when we say "you" instead of someone's name.  Some pronouns imply someone's gender, such as when we describe someone as "she", "he" or "they."


    How do we know which pronouns to use?

    Most but not all intersex people and trans people who identify as women prefer being described as "she". 

    Most but not all intersex people and trans people who identify as men prefer to be described as "he". 

    Some people who identify as women or men prefer to be described using only their first name instead of a gendered pronoun.

    People with non-binary genders often prefer non-binary pronouns such as "they."  

    We can ask people directly how they wish to be described.  

    We can respect the dignity of each individual by respecting that person's wishes regarding use or non-use of pronouns.

    Ask privately whenever possible to reduce discomfort.

    Sourced from the National LGBTI Health Alliance: Inclusive Language Guide


    ACCM Practices 

    ACCM policy is to treat all students with respect and understanding.

    Additionally, we will respectfully meet the individual requests of our students where they have identified a pronoun preference to a staff member (at any point in the enrolment).

    Please let our Diversity and Inclusion Officer know how we can improve our support by writing to us here diversity@accm.edu.au.



  • Career Development and Promotion

    ACCM College rewards excellence and all employees are promoted on the basis of their performance.

    All managers are trained in managing diversity to ensure that employees and stakeholders are treated fairly and evaluated objectively.

    Each staff member within the ACCM family is accorded the same advancement opportunities.

  • Recruitment and Diversity

    ACCM College believes that our employees from different cultural, linguistic and national backgrounds provide us with valuable knowledge for understanding complex markets as well as the needs of our employers and students.

Talk To Us About Your Concerns

A final word on the Diversity and Inclusion Policy

We pride ourselves on the quality of services we deliver to our diverse stakeholders, inside and outside the organisation.

That doesn't mean that from time to time we won't get it wrong. 

Please give us a chance to address your concern, and let us know how we can do better.

Just contact our Diversity and Inclusion Officer with your thoughts or suggestions here: 



Academic Appeals Policy

Resolution Institute


ACCM College is a member of the Resolution Institute Student Mediation Scheme

Since 2002, Resolution Institute (formerly LEADR) has administered the Student Mediation Scheme to provide educational and training institutions with an external appeals process. The Scheme allows a member educational and training institution or its student to refer to Resolution Institute as the external review body once their internal grievance system has been exhausted. Resolution Institute appoints a suitably qualified mediator, liaises between the parties as necessary and manages the process.

To initiate proceedings: 1. Access the Application for External Review form on Resolution Institute’s website  2. Lodge the Application for External Review form with payment and supporting documents to Resolution Institute 3. Resolution Institute will liaise with you and your educational and training provider to facilitate mediation proceedings