1. It is the intention of this policy to address staff grievances and resolve them effectively (including those of discrimination, harassment, bullying or other serious complaints) through a common process of explicit discussion and perhaps investigation. The grievance policy and procedures are not intended to be an end in themselves, nor a prejudicial process nor a punishment.
   
2. It is expected that before needing to initiate formal grievance procedures, staff members will generally try to resolve concerns directly with the persons concerned and at the local level wherever possible. Staff members are encouraged to raise issues with their supervisor or manager, especially if these issues are adversely affecting the university work environment.
   
3. ANU acknowledges that staff may have the option to seek advice or review from external agencies in relation to issues, especially where there may be allegations of sexual harassment or bullying. In many cases, however, it is anticipated that grievances may be resolved as a result of parties having more information and becoming more sensitive to other perspectives, discussing concerns, taking a conciliatory approach or in some cases where one or more people apologise to one another.
   
4. Issues of healthy, even robust academic debate and other workplace dynamics will not necessarily give rise to grievances. Although it is acknowledged that in some cases staff members may need to "agree to disagree", "grievances" are often characterised by decisions or actions where a reaction is so intense that a disagreement arises which damages the working relationships or work environment.
   
5. Where it is otherwise inappropriate (such as seniority or relative power imbalance between parties) or staff members are unable to successfully resolve a concern directly or locally, then this policy anticipates a more investigative process outlined in the staff grievance resolution procedure which will guide the parties through a structured approach to resolution. It is expected, however, that many grievances will be resolved in the first instance after candid but constructive conversation, in many cases where the supervisor takes action to cultivate a positive work environment.
   
6. It is expected that all staff will participate in good faith in resolving grievances so that ANU establishes and maintains a respectful workplace that contributes to it maintaining its position as Australia's leading University and one of the best in the world.
   
7. To facilitate grievance resolution at the informal and early stages, ANU provides information and training to assist staff, especially supervisors, in managing grievances effectively.

Introduced October 2007