For someone in immediate danger or requiring immediate medical attention, contact Emergency Services. For non-emergencies, please contact the college. See below for contact numbers:
| On Campus: | Hillsong College (02) 8853 5200 Emergency Services 000 |
| Off Campus: | Emergency Services 000 |
For Support Services available to you, see ‘Appendix 1: Support Available’.
HARASSMENT, UNLAWFUL DISCRIMINATION AND SEXUAL MISCONDUCT POLICY
1. Purpose
The purpose of this Policy is to provide protection against discrimination; harassment (including sexual harassment) and bullying; vilification and victimization; sexual misconduct (including sexual assault/violence and sexual exploitation); and other wrongful, unlawful, or inappropriate conduct at Hillsong College.
Additionally, this policy outlines how college will respond to any concerns, reports, or incidents raised, to safeguard student health, wellbeing, and procedural fairness.
2. Scope
This policy applies to Hillsong College Ltd (ABN 84 617 111 592) (“the College”), and all other related entities in the capacity in which they operate on the College’s behalf (“Hillsong”). The policy applies to all those who are a part of the College, including but not limited to students, staff, volunteers, whilst participating in College and Hillsong activities and individuals seeking to enrol in a course of study.
The policy covers conduct between students, college staff, and staff and representatives of Hillsong Church, and relates to activities that take place in person, at college social and academic events, as well as online activity and behaviour.
Please note that overseas Hillsong locations may have additional or alternate guidelines for managing complaints, misconduct, and harassment. In these instances, local reporting requirements may vary, and the College may delegate the management of an overseas complaint to the relevant jurisdiction.
Concurrently, all reports received through the reporting mechanisms outlined in this policy will follow the designated procedures in the first instance.
3. Policy
The College is committed to providing a safe and secure learning environment for all its workers and students, both enrolled and prospective. To better enable this, the College will:
- provide a work and study environment that is safe and pleasant for staff and students which is free from harassment, bullying, and unlawful discrimination;
- provide a work and study environment where staff and students are treated with dignity, courtesy and respect;
- provide an effective procedure for complaints;
- treat all complaints in a sensitive, fair, timely, and confidential manner;
- guarantee protection from any victimization or reprisals;
- encourage the reporting of behaviour that breaches this policy; and
- promote appropriate standards of conduct at all times.
The College recognizes that harassment (including sexual harassment), bullying, unlawful discrimination, and sexual misconduct, may involve comments and behaviors that offend some people and not others. The College accepts that individuals may react differently to comments and behaviour. That is why a minimum standard of behaviour is required of students, staff, and volunteers.
Engaging in harassment, bullying, unlawful discrimination, or sexual misconduct constitutes a breach of this policy and may result in disciplinary action up to and including exclusion from the student’s course of study or dismissal. In some instances, this may also amount to a criminal offence or a breach of relevant legislation. If an international student engages in misconduct including but not limited to sexual misconduct, their CoE (confirmation of enrolment) may be cancelled which may lead to their student visa being revoked.
For reference, see the College Student Code of Conduct.
4. Understanding Harassment, Bullying and Unlawful Discrimination
Harassment, bullying, unlawful discrimination and/or sexual misconduct will not be tolerated in any form or under any circumstance and accusations are taken very seriously. Incidents may include general discrimination (such as racism or sexism) or targeted vilification (such as antisemitism). Matters covered in this policy can occur during ministry placements, whilst on campus, work-related functions, study excursions, and outside of learning hours and campus facilities. Such unlawful actions include, but are not limited to, the use of carriage services such as phone calls and electronic communications, or behaviours which could be considered stalking such as following someone home from work.
In Australia, what constitutes bullying at work is defined by the Fair Work Act 2009 (Cth). Harassment and/or discrimination occurs when a person is harassed or discriminated against in the workplace and in certain areas of public life:
- because of their race, colour, descent or national or ethnic origin, as defined under the Racial Discrimination Act 1975 (Cth);
- because of their sex, marital status, pregnancy as defined under the Sex Discrimination Act 1984 (Cth);
- because of a disability as defined under the Disability Discrimination Act 1992 (Cth); or
- because of age as defined under the Age Discrimination Act 2004 (Cth).
The College has a responsibility under the Australian Workplace Health and Safety and anti-discrimination laws to ensure the health, safety and welfare of employees and others in the workplace. Individual employees may be liable to prosecution for failure to provide a safe workplace. Harassment, bullying and/or unlawful discrimination may result in injury to staff, which may be compensable under the Safety, Rehabilitation and Compensation Act 1998 (Cth).
5. Understanding Sexual Discrimination
In line with relevant national and international legislation, the College holds that no person shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity. Discrimination on the basis of sex can include sexual discrimination, sexual harassment, sexual assault/sexual violence, and sexual exploitation. Sexual discrimination that deprives a person of the ability to participate in, or benefit from, the College’s education program or activities is prohibited.
6. Understanding Sexual Misconduct
6.1 Forms of Sexual Misconduct
Sexual harassment is any unwanted, unwelcome or uninvited behaviour of a sexual nature which makes a person feel humiliated, intimidated or offended. Sexual harassment is against the law and will not be tolerated at the College. Sexual harassment may take place inside or outside the workplace. Specific examples of sexual harassment include but are not limited to:
- staring or leering;
- unnecessary familiarity, such as deliberately brushing up against a person or unwelcome touching;
- suggestive comments or jokes;
- insults or taunts of a sexual nature;
- intrusive questions or statements about a person’s private life;
- displaying posters, magazines or screen savers of a sexual nature;
- sending sexually explicit emails or text messages;
- inappropriate advances on social networking sites;
- gestures;
- accessing sexually explicit internet sites;
- requests for sex or repeated unwanted requests to go out on dates; and
- behaviour that may also be considered to be an offence under criminal law, such as physical assault, indecent exposure, sexual assault, stalking, or obscene communications.
Sexual Exploitation refers to a situation in which a person takes non-consensual or abusive sexual advantage of another, and situations in which the conduct does not fall within the definitions of Sexual Harassment, Sexual Assault or Sexual Violence. Specific examples of sexual exploitation include, but are not limited to:
- invasion of sexual privacy;
- prostituting another student;
- non-consensual recording, broadcasting sexual activity, including redistribution of pictures, video, or audio;
- going beyond the boundaries of consent (such as letting your friends hide in the closet to watch you having consensual sex);
- engaging in voyeurism;
- knowingly exposing another to an STD or HIV;
- exposing one’s genitals in non-consensual circumstances or inducing another to expose their genitals; and
- sexually based stalking and/or bullying, including cyber-stalking and/or cyber-bullying, may also be forms of sexual exploitation.
Sexual Assault or Sexual Violence is a particular type of sexual harassment that includes non-consensual sexual contact, non-consensual sexual intercourse, rape, or other physical sexual acts perpetrated against a person’s will or where a person is incapable of giving consent. Non-consensual sexual intercourse is any sexual penetration or intercourse (anal, oral or vaginal), however slight, with any object, by a person upon another person, that is without consent and/or by force. Specific examples of sexual assault or sexual violence includes, but is not limited to physical assaults of a sexual nature, such as:
- rape;
- sexual assault;
- sexual battery;
- domestic violence;
- dating violence;
- stalking; or
- attempts to commit these acts.
Force refers to the use of physical violence and/or imposing on someone physically to gain sexual access. Specific examples of force include, but is not limited to:
- threats,
- intimidation (implied threats); and
- coercion that overcome resistance or produce consent.
Hazing is an act likely to cause physical or psychological harm or social ostracism to any person within the College community, when related to the admission, initiation, pledging, joining, or any other group-affiliation activity.
Incapacitation is a state where someone cannot make rational, reasonable decisions because they lack the capacity to give knowing consent. This policy also covers a person whose incapacity results from a mental or developmental disability, involuntary physical restraint, and/or from the taking of incapacitating drugs.
Indecent Exposure refers to the exposure of the private or intimate parts of the body in a lewd manner in public or in private premises when the accused may be readily observed.
6.2 Consent
Consent is knowing, voluntary, and clear permission by word or action, to engage in mutually agreed upon sexual activity. Since individuals may experience the same interaction in different ways, it is the responsibility of each party to make certain that the other has consented before engaging in the activity. For consent to be valid there must be a clear expression in words or actions that the other individual agreed to that specific sexual conduct. A person cannot consent if they are unable to understand what is happening or is disoriented, helpless, asleep or unconscious for any reason, including due to alcohol or other drugs. A person may be incapable of giving consent, where the other party has power over that person, and therefore, a significant power imbalance exists. A person can withdraw consent at any time during sexual activity. A minor below the age of consent according to state law cannot consent to sexual activity.
7. Retaliation
Retaliation against anyone, including a complainant, complainee, or participant in a complaint resolution process, is strictly prohibited. Prohibited retaliatory conduct includes:
- limiting of opportunity;
- marginalisation within the College community;
- reducing a student’s grade;
- an accused person approaching the person making a report with the intent of intimidating, interrogating or threatening them in any way;
- decreasing an employee’s pay; or
- downgrading a person’s performance evaluation.
8. Rights and Responsibilities
8.1 General
The College is responsible to ensure that the wishes of the victim/survivor are respected in relation to reporting harassment, bullying, unlawful discrimination, sexual discrimination or sexual misconduct. The victim/survivor always has the right to contact the police directly. The College is also responsible for responding promptly and effectively to all reports by taking immediate action to eliminate the harassment, bullying, unlawful discrimination, sexual discrimination or sexual misconduct, prevent its recurrence and address its effects. A criminal investigation into allegations of sexual harassment or sexual violence does not relieve the College of its duty to resolve complaints promptly and equitably.
The College has an obligation to provide procedural fairness to all individuals involved in an investigatory process.
The victim/survivor also has the right to anonymous or third-party reporting. Where the report is related to Sexual Assault and Sexual Harassment, the College will retain an anonymous report on the Sexual Assault and Sexual Harassment Incident Register. However, the College may not be able to take further action arising out of anonymous reports, including but not limited to, where limited or no information is available to identify the parties involved or the subject of the report.
Victims/survivors of sexual misconduct should be aware that the College administrators must report to the police any serious incidents relating to people under the age of 18 and/or that are confirmed to pose a substantial threat of bodily harm or danger to members of the campus community. The College will make every effort to ensure that a victim’s name and other identifying information are not disclosed, while still providing enough information for relevant stakeholders (internal and external) to make safety decisions in light of the danger. The reports for timely warning purposes include: The local College Workplace Health and Safety team, local police and any other official with significant responsibility for student wellbeing and campus activities.
8.2 Confidentiality and Privacy
If a person makes a complaint, it will be taken very seriously and will be dealt with sympathetically and in a confidential manner. Staff and student confidential and personal information will only be released with the consent of the person involved, next of kin or where the College has a legal obligation to do so.
In accordance with these procedures, an internal investigation will be triggered when there is an allegation of assault, unwanted sexual touching, or conduct where a reasonable person would consider there to be doubt around consent and will involve reports to the relevant authorities which may include the Children’s Guardian or the Police.
8.3 Roles and Responsibilities
All college employees must adhere to this policy and should be aware that they can be held legally responsible for their unlawful acts. Employees who aid, abet or encourage other persons to harass, bully or unlawfully discriminate can also be held legally liable.
The reporting person may bring a support person with them to any meetings.
All College Staff are responsible to:
- Know the contents of this policy and be familiar with the processes available to the student constituency.
- Follow the guidelines in this policy.
- Document and communicate matters of concern, raised by students, to the relevant manager in line with the processes outlined in this policy.
First Responders are responsible to:
- Provide immediate support to participant making a report.
- Outwork this policy and procedure in instances of a sexual assault, misconduct, or harassment report.
Campus Heads and Managers are responsible to:
- Ensure that they and their staff understand and adhere to this policy.
- Take steps to follow the procedures in this policy when made aware of a complaint.
- If this is not possible or is inappropriate, then the Executive Dean, Student Dean, or College Health and Safety Officer should be informed and assume responsibility for managing the complaint.
The College Health and Safety Officer (or delegate) is responsible to:
- Provide education and training about discrimination, harassment, sexual discrimination, and sexual misconduct to the College community;
- Identify and address any patterns or systematic problems that arise during the review of such complaints;
- Monitor compliance with relevant legislation;
- Ensure that complaints regarding discrimination, harassment, and misconduct, are managed appropriately, effectively, and equitably.
The Executive Dean is responsible to:
- Ensure that College Staff comply with this policy and its processes.
- Maintain the relevance and currency of this policy and its associated processes.
- Ensure the College fulfils all legal and statistical reporting obligations; and
- Annually assess the overall efforts of the College’s compliance to this policy.
9.0 Definitions
Campus Head means manager responsible for the operational, academic, and pastoral activities of the College at a particular location.
Case Manager means a college representative, appointed by the Executive Dean, to conduct a review of a formal complaint or appeal.
Church means Hillsong Church Australia, or when relevant, Hillsong Church at an overseas location.
College means Hillsong College Ltd., trading as Hillsong Leadership College.
First Responder means a staff member of the College on the Register of First Responders who has been trained to be the first person who responds to a report of sexual misconduct.
A list of staff who are trained as First Responders can be found in ‘Appendix 2: First Responders’.
Grievance Officer means representative nominated by the College (or the Global Grievance office), authorised to implement the investigation of a complaint.
Health and Safety Officer means a staff member, appointed by the Executive Dean of the College, who is responsible for the training, implementation, and review of this policy.
Management/Manager means personnel of the college who exercise operational authority and make determinations on academic, disciplinary, pastoral, and enrolment matters.
Participant means an individual who has engaged with the procedures in this policy, directly or indirectly, by submitting a report or consulted as part of an investigation.
Student means prospective, current, or graduated student. Someone who has been enrolled into an accredited course with the College at any time.
Support Person means a third-party invited to attend a meeting at the request of a student or staff member to provide emotional support. This person must not be a legal representative.
10. Document & Version Information
Document Title: Harassment, Unlawful Discrimination and Sexual Misconduct Policy
Version: 3.0
Version Approved: Executive Vice President, Hillsong College
Document Authorised by: Executive Vice President, Hillsong College
Document Maintained by: Executive Dean, Hillsong College
Issue Date: April 2026
Review Date: August 2027
Related documents:
Hillsong College Complaints & Appeals Policy
Hillsong Whistle Blower Policy
Hillsong Global Grievance Policy
Hillsong College Privacy and Data Protection Policy
SEXUAL MISCONDUCT PROCEDURES
1.1 General
If a staff member, student or volunteer is the victim/survivor of sexual assault or sexual harassment, the first priority is the safety and wellbeing of the individual. As such, the individual is encouraged to seek support from a trusted person such as a family member, counsellor, campus pastor, College Pastoral Care, First Responder or external provider before taking any formal action. The reporting person is advised to limit the number of people they inform about the incident/s so as not to jeopardise the impartiality of any future investigation.
The below procedure applies to any incident involving a student of the College. The College also recognises that victims/survivors all respond in different ways and may not approach this procedure in a linear or sequential way. First Responders will exercise maximum flexibility and care while guiding a victim/survivor through this procedure.
If the victim/survivor or anyone involved with Hillsong (collectively “participant”) wishes to receive support or chooses to take formal action, the following procedure is in place. There are four steps to the procedure:
- Report
- Discuss Options and Determine Action Plan
- Implement Interim Protective Measures
- Review and Close
Each of these steps are outlined below.
1.2 Report
There are three ways that a participant can make a report of sexual assault and sexual harassment:
- Submitting an Online Report
- Notifying a First Responder (College Representative)
- Reporting the Incident to the Global Grievance Office
Following any of these pathways doesn’t not preclude a student from seeking independent advice, counselling and wellbeing support, legal recourse, or reporting the matter to law enforcement. In some cases, incidents will be reported to the police by the College when it is required by law.
1.2.1 Reporting Criminal Offences
In some instances, the College may have an obligation to report information to the police.
For example, in NSW, Australia, according to section 316 of the Crimes Act 1900, College is required by law to report information about a ‘serious indictable offence’ to the police.
The College will use its best efforts to protect the confidentiality of information relating to the participant’s disclosure or complaint, while meeting its legal obligations.
If a matter is reported to the police, in some instances the College will be unable to proceed with its internal investigation until clearance is provided by the authorities. The College will co-operate with any police investigation.
In some limited circumstances, the College may need to report an incident of sexual assault to the police against a participant’s wishes, to ensure the safety of students, staff members or other members of the College community, or to meet its legal obligations. The College will inform the participant before reporting an incident of sexual assault to the police.
A: Submitting an Online Report
A participant can make a report by completing the online Sexual Assault/Sexual Harassment Incident Form. The report will be added to the confidential Sexual Assault and Sexual Harassment Incident Register which only the General Manager and the Director of College Pastoral Care have access to.
When completing the online report, participants have the option of making an anonymous report.
If the participant provides their personal details, the Director of College Pastoral Care will contact the participant to discuss options and create action plan (see step 2). Participants are entitled to have a support person present if they wish.
If a report is submitted anonymously, it will be retained on the Sexual Assault and Sexual Harassment Incident Register, however, the College may not be able to take further action arising out of anonymous reports. This includes but is not limited to when little or no information is available to identify the parties involved, or the subject of the report.
B: Notifying a First Responder
If a participant prefers, they can directly approach a First Responder to inform them of the incident. All Teaching Staff, and Pastoral Care staff are designated as First Responders.
A list of First Responders and their contact details can be found in Appendix B of this policy.
If the participant desires, the First Responder can assist them in providing a formal statement to be submitted to the Director of College Pastoral Care, or assist them in completing the online Sexual Assault/Sexual Harassment Incident Form.
If a participant does not wish to complete an incident form or provide a formal statement, but is rather seeking information about resources or support, College staff are obliged to confidentially document any given details about the incident on a students’ record. As long as it does not present with a conflict of interest, the Director of College Pastoral Care will be informed to ensure the College fulfills its duty of care to all Hillsong participants. Details can be provided anonymously except for when there is a legal obligation to report.
In the event of a conflict of interest (whether material or perceived), the incident will be reported to the Global Grievance Office.
C: Reporting the Incident to the Global Grievance Office
There may be instances where a participant identifies a potential conflict of interest by talking to a member of the College staff. In these cases, participants may choose to report the incident directly to the Global Grievance Office.
Global Grievances is a reporting mechanism that exists to support the global activities of the Church and the College in their complaints handling procedures. The department is separate to the College.
Contact can be made via email at globalgrievances@hillsong.com or a report can be submitted here.
Reports made via this mechanism will be managed through the Global Grievance Policy and Procedures.
In order to safeguard the ongoing health and wellbeing of the participant, the church, and/or college community, it may be necessary for the Global Grievance Office to report the matter to the police or notify specific personnel in the college such as the General Manager and/or the Director of College Pastoral Care.
In these circumstances, the Global Grievance Office will handle the matter with the upmost discretion, sensitivity, and confidentiality, in order to protect the privacy and safety of all involved.
2.1 Discuss options and determine action plan
If the participant choses option A or B to make their report, they will be contacted by the supporting staff member (usually the Director of College Pastoral Care) who will discuss with the participant further reporting obligations and ongoing support options whilst keeping the wellbeing of the participant as the first priority.
In instances where a conflict of interest has been identified or, where it is not possible for the Director of College Pastoral Care to support the participant, an alternative supporting staff member will be nominated by the General Manager.
There are a number of options that might be considered as part of creating an action plan. These can include the following:
- Submitting a formal complaint in line with the College Complaints and Appeals Policy.
- Making a police report
- Engaging the Global Grievance Office to implement an investigation on the participants behalf
- Providing the student with wellbeing strategies and pastoral care
- Liaising with student support to provide customized academic consideration
A participant does not need to make any formal reports in order to access pastoral, academic, or professional support.
Any internal investigations and/or corrective action taken is not a substitute for a criminal process. If a criminal investigation occurs following reporting to the police, the College will exercise its discretion as to whether to proceed with any internal investigation or suspend such processes, seeking advice from police as appropriate. Where an internal investigation is suspended, appropriate support and guidance will continue to be provided to the participant.
Any further details of the incident that are collected during such meetings are recorded confidentially. Whilst the participant may be asked to put further details in writing, the College are aware of the impact that re-telling an experience can have on an individual and therefore will endeavour to minimize this as much as possible. Throughout this process, it is important to remember the ‘rights and responsibilities’ that the College participants have in terms of confidentiality and any disciplinary action that looks to serve the wellbeing of the College community.
2.3 Implement Interim Protective Measures
As part of creating an action plan, the staff member will also work with the participant in deciding how they would like to proceed to ensure safety and reduce any potential ongoing risks where possible. In the case of sexual discrimination or sexual misconduct, the College reserves the right, at the direction of the General Manager of the College, or approved delegate, to suspend or place on immediate administrative leave any member of the college community accused of violating this policy, or to take any other interim measures the College deems appropriate, pending the outcome of an investigation and/or disciplinary proceedings.
Such interim measures can include, but are not limited to, placing an employee on paid or unpaid administrative leave, removing a student from current classes (suspension), modifying course schedules or location and/or delivery mode, arranging a change of College Accommodation or serving areas in Hillsong Church, and issuing a “no contact” order, among many other remedies.
In order to implement protective measures, the Director of College Pastoral Care (or nominee) will liaise with relevant College staff and departments, and this will always be done with participants consent, and in a way that protects the wellbeing of the victim.
2.3.1 Incidents Outside Hillsong College
Where participants disclose incidents (either current or historic), where the alleged perpetrator is not part of Hillsong, which occurred outside the domain of the College (such as in their home or an external workplace), the support options remain the same as listed above. This excludes the College’s ability to implement protective measures. Victims/survivors still have the option to report to the police.
2.3.2 Support for the accused
Persons accused of sexual misconduct are able to access a range of support services included in this policy document. Where persons accused of sexual misconduct have been directed to stay away from a Hillsong College campus or a Hillsong Church campus, they may draw upon the services of external providers.
A list of support available on campus and off campus is listed in ‘Appendix 1: Support Available.’
The principles of natural justice and procedural fairness require the assessment and investigation of misconduct to be undertaken in a fair, impartial and equitable way.
An individual accused of breaching this policy has the right to know the details of a report about them, the opportunity to make representations to the College representative, and be treated without bias. Information will be provided without breaching a participants confidentiality request.
Further information including, referrals to support services, and navigating the investigation process will be provided including regular and timely communication regarding the investigative process and resolution.
2.4 Review and close
Once appropriate actions have been taken, the participant will be informed of any relevant outcomes and invited to review the report. Once the matter is considered closed, the report will be reviewed in summary form by select members of the College Management Team (Executive Vice President and General Manager) to determine the effectiveness of procedures for continuous improvement. Personal information will not be disclosed without permission. Throughout any course of action, the participant may contact the supporting staff member regarding the report at any time, including up to or after the matter is considered closed.
HARASSMENT, BULLYING, UNLAWFUL DISCRIMINATION AND SEXUAL DISCRIMINATION PROCEDURES
1.1 General
The first priority is the wellbeing of the individual. As such, the reporting person will not be victimised or treated unfairly for reporting an incident. If the reporting person is not satisfied with the way in which the College has dealt with a complaint, the reporting person can seek further advice from an outside agency such as the Human Rights Commission or the Equal Opportunity Commission or other relevant government agency.
1.2 Notifying and Reporting Breaches
If a staff member, student, or volunteer believes that they are being harassed, bullied, unlawfully or sexually discriminated against, there are two important steps they should take:
- Seek Support
- Report the behaviour
1.2.1 Seek Support
The individual is encouraged to seek support from a trusted person such as a family member, counsellor, campus pastor, student support, or external provider before taking any formal action. The reporting person is advised to limit the number of people they inform about the incident/s so as not to jeopardise the impartiality of any future investigation.
1.2.2 Report the Behaviour or Incident
The behaviour or incident should be reported to college leadership. The report can go to the Campus Head or to the General Manager. If the alleged perpetrator is a manager, then the report about the manager should be directed to the General Manager of the College.
If preferred, there are additional reporting options available to both Students and Staff.
Students can lodge a grievance under the College’s Complaints and Appeals Policy.
Staff can lodge a grievance under the Global Grievance Policy.
2.1 Next Steps
College will take all necessary steps to resolve and address the complaint promptly and equitably. The principles of natural justice and procedural fairness require the assessment and investigation of misconduct to be undertaken in a fair, impartial and equitable way.
Staff complaints will be managed in line with Hillsong’s Personal Grievance Policy and Global Grievance Policy. In the interest of procedural fairness, the College may nominate an external party to investigate the complaint.
Student complaints submitted via the College’s complaints and Appeals Policy will follow the procedure outlined in the respective policy. Staff complaints submitted via the College’s Personal Grievance Policy will follow the procedure outlined in the respective policy.
2.1.1 Communication and Confidentiality
When made aware of such a matter under these procedures, an authorised grievance officer may assist the person to make a report to police. A criminal investigation into allegations does not relieve the College of its duty to resolve complaints promptly and equitably. If a matter is reported to police and it will interfere with the police investigation/action to continue to deal with the matter under Hillsong College procedures, the College will suspend action. If there is no risk of interference with a police investigation the matter may be dealt with under established grievance procedures.
In some cases, in order to progress an investigation and/or to ensure ongoing safety of the complainant, an authorised officer may be required to disclose the complaint to relevant college staff and/or named witnesses. In these instances, the complainant will be notified, and the authorised officer will seek consent to progress the investigation in this way.
2.1.2 Support and Rights of the accused
Persons accused of bullying, discrimination, or sexual discrimination, are able to access a range of support services included in this policy document. Where persons accused of sexual misconduct have been directed to stay away from an Hillsong College campus or a Hillsong Church campus, they may draw upon the services of external providers. A list of support available on campus and off campus is listed in ‘Appendix 1: Support Available.’
An individual accused of breaching this policy has the right to know the details of a report about them, the opportunity to make representations to the authorised grievance officer and be treated without bias. Information will be provided without breaching a participants confidentiality request.
Further information including, referrals to support services, and navigating the investigation process will be provided including regular and timely communication regarding the investigative process and resolution.
2.2 Closing and Resolution
When an investigation has concluded, the complainant can expect to receive a written report, from the College Executive Team (in the case that a report was made to the college) or an authorised grievance officer (in the case that a report was made through the Global Grievance portal).
After an investigation is closed, the complainant will continue to receive support and access to wellbeing services as required. Students can access these support services by contacting a member of the college staff and staff can access these support services by contacting their people leader or the Church Pastoral Care department.
APPENDIX 1: SUPPORT AVAILABLE
| Support On Campus for Students | |
| Pastoral Care | Please contact your discipleship group leader or a member of the college faculty. Urgent Matters: Phone or ask at Reception to be connected with pastoral care. T: (+61) 1300 53 53 53 E: pastoralcare@hillsong.com Hours: Monday – Friday 9:00am – 5:00pm |
| College Office | T: (02) 8853 5200 E: college@hillsong.com Hours: Monday – Friday 9:00am – 5:00pm |
| Support Off Campus for Students | |
| Headspace | Free counselling services: https://headspace.org.au/headspace-centres/ |
| NSW Rape Crisis | Free 24/7 Telephone and online crisis counselling service for anyone who is at risk of or who has experienced sexual assault. T: 1800 424 017 Online Counselling: https://www.rape-dvservices.org.au/about/our-counselling-services https://www.rape-dvservices.org.au/ |
| 1800 RESPECT | Rape & Domestic Violence Services Australia Counselling is available 24/7, whether you’re seeking help for yourself, a friend or relative, a colleague or client. T: 1800 737 732 |
| Interpreters | Free interpreters can be provided over the phone or in person. Interpreters must keep confidential information which they interpret. T: 131 450 https://www.tisnational.gov.au/ |
| MensLine Australia | Free telephone and online counselling services available to men 24/7 T: 1300 78 99 78 https://mensline.org.au/phone-and-online-counselling/ |
| National Relay Service | Free 24/7 telephone service relaying information for people who are deaf or have speech impairments. TTY/ Voice Calls: 133 677 Speak & Listen: 1300 555 727 SMS Relay: 0423 677 767 https://www.infrastructure.gov.au/media-technology-communications/phone/services-people-with-disability/accesshub/national-relay-service |
APPENDIX 2: FIRST RESPONDERS
| Name | Position | Location | |
| Adam Dodson | adam.dodson@hillsong.com | Lecturer and Tutorial Leader | Sydney |
| Amanda Fergusson | amanda.fergusson@hillsong.com | Lecturer and Tutorial Leader | Sydney |
| Angela Bachtle | angela.bachtle@hillsong.com | Student Dean | Sydney |
| Christian Rusli | christian.rusli@hillsong.com | Tutorial Leader | Sydney |
| Christopher Parkes | chris.parkes@hillsong.com | Executive Dean and General Manager | Sydney |
| Duncan Corby | duncan.corby@hillsong.com | Lecturer and Tutorial Leader | Sydney |
| Haydn Nelson | haydn.nelson@hillsong.com | Lecturer and Tutorial Leader | Sydney |
| Julia Cuthbertson | julia.cuthbertson@hillsong.com | Academic Dean | Sydney |
| Katie Dodson | katie.dodson@hillsong.com | Campus Head | Sydney |
| Ivan Covarrubias | ivan.covarrubias@hillsong.com | Lecturer and Tutorial Leader | Sydney |
| Lee Burns | lee.burns@hillsong.com | Executive Vice President | Sydney |
| Michelle Leaney | michelle.leaney@hillsong.com | Lecturer and Tutorial Leader | Sydney |
| Qianwen Renee Deng | renee.deng@hillsong.com | Campus Head | Sydney |
| Robin Bosch | robin.bosch@hillsong.com | Student Support Coordinator | Sydney |
| Tina Brown | tina.brown@hillsong.com | Campus Head | Sydney |