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This category may include concerns that someone is unsafe, at risk of harm, distressed or in need of support. It may also include threatening or concerning behaviour, stalking, sexual harassment, sexual assault or other sexual misconduct, gender-based violence, technology-facilitated abuse, hazing, or repeated and escalating harmful behaviour.

You can seek support or make a disclosure without necessarily commencing a formal complaint or misconduct process.

Per our commitment to trauma-informed practices, if your concern relates to harmful behaviour, including sexual or gender-based harm, you can choose to go directly to the instead of contacting the Office of Integrity first. You do not need to tell your story twice. If you submit that form, you will not be asked to repeat your experience unnecessarily. The specialist team will work with you to explain your options and any information will only be shared where needed to support you or respond to your concern.

This category may include concerns about employment decisions or processes, workplace treatment, staff conduct, supervision, workload, work design, role clarity, organisational change, workplace relationships, psychosocial hazards, bullying, harassment, conflict or possible reprisal.

Workplace conflict, dissatisfaction with a decision and reasonable management action are not automatically bullying or misconduct, but they may still require advice, review or risk-management action.

This category may include concerns about unfair treatment, exclusion, harassment, vilification, victimisation or systemic barriers connected with a protected attribute or perceived identity.

It may include racism (including antisemitism, Islamophobia and Aboriginal and Torres Strait Islander racism), religious discrimination or vilification, ableism, sexism, age discrimination, discrimination connected with disability, sexual orientation, gender identity, family responsibilities or other protected attributes.

Concerns may relate to individual behaviour, decisions, policies, services, technology, physical environments or repeated and systemic practices.

This category may include concerns that a student has engaged in misconduct or breached expected standards of academic integrity or conduct.

Examples may include cheating, plagiarism, collusion, contract cheating, fabrication of information or data, impersonation, falsified documents, dishonest conduct, property damage, serious disruption, hazing or other possible breaches of student responsibilities.

Concerns involving sexual misconduct, discrimination or immediate safety may also fit within categories 1 or 3.

This category may include concerns about teaching, assessment, marking, feedback, course or program delivery, academic advice, enrolment, admission, credit, fees, scholarships, graduation, placements, academic progress or supervision.

An academic complaint raises a concern about an experience, service or process. An academic appeal is a formal request to review a particular decision under the applicable rule or procedure and may be subject to specific grounds and time limits.

This category may include concerns about the conduct, management, supervision, ethics, approval, reporting or integrity of research.

It may include fabrication, falsification, plagiarism, authorship or publication practices, research data, peer review, undeclared interests, misuse of research resources, failure to comply with ethics or other approvals, research participant welfare, animal welfare, or a research environment that pressures people to breach responsible research standards.

This category may include suspected dishonesty, fraud, corruption, bribery, misuse of position or information, improper influence, manipulation of procurement or recruitment, misuse of University resources, serious waste, maladministration, concealment of wrongdoing or reprisal for raising concerns.

A public interest disclosure is a specific statutory process available to eligible current and former public officials and contracted service providers. You do not need to decide whether your information meets that legal test before seeking advice.

This category is not for routine IT support, system access, repairs, maintenance or facilities requests. Please use the dedicated for IT issues or email Fixmycampus@anu.edu.au for facilities requests.

This category may include concerns about the quality, accessibility, timeliness or handling of a University service; administrative errors or delays; unclear or inconsistently applied processes; or an operational issue affecting study, work or participation in University life.

However, you may still approach the University Integrity Office where the issue is serious, unsafe, repeated, unresolved, discriminatory, systemic or difficult to raise with the responsible area.

This category may include concerns about the collection, use, storage, access, security, loss or disclosure of personal or sensitive information; the accuracy, alteration, destruction or retention of University records; unauthorised system access; or the handling of a request for information.

Formal privacy complaints, data-breach responses, records matters and freedom of information requests have different legal and specialist processes. The University Integrity Office can assist where a matter crosses several areas, involves suspected concealment or wrongdoing, or the usual process may not be sufficiently independent.

Not every concern fits neatly into one category. You can contact the University Integrity Office if:

• your concern involves more than one issue or University area
• you are unsure whether you want support, advice, informal resolution or formal action
• the matter is sensitive, anonymous or difficult to describe
• you are concerned about confidentiality or possible reprisal
• the usual process owner may have a conflict of interest
• another complaint or investigation appears delayed, unfair or difficult to navigate
• you do not know which policy or process applies.

You do not need to classify the matter correctly or use legal or technical terms. Contacting the Office allows the matter to be assessed and options explained; it does not automatically commence a formal complaint, disciplinary process or investigation.