David Gonzalez in the Media
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When secret talks emerged between the University of Melbourne and the Ramsay Centre for Western Civilisation, David Gonzalez publicly challenged the lack of transparency and raised concerns about outside influence in higher education. Speaking as NTEU University of Melbourne Branch President, he argued that universities must openly debate partnerships that could shape which fields of study and perspectives receive funding and institutional support.
The article explores the controversy surrounding proposed Ramsay-funded scholarships, concerns about academic independence, and broader debates about culture, curriculum, and influence within Australian universities. David called for full public disclosure of negotiations and meaningful consultation with staff and students before any agreement proceeds.
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David Gonzalez spoke publicly about concerns over the continued use of pandemic-era recorded lectures in undergraduate teaching at the University of Melbourne, arguing that students paying significant tuition fees should expect current content and meaningful engagement with teaching staff.
The article examines the university’s use of six-year-old recorded learning material in its biomedicine program, alongside broader debates about teaching quality, university finances, and staff workloads. David highlighted that while recorded materials developed during COVID could be useful as supplementary resources, they were never intended to replace regularly updated teaching over the long term. He also connected the issue to wider concerns about investment in university staff, fair wages, and sustainable workloads during ongoing enterprise bargaining negotiations.
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David Gonzalez is helping lead one of the most ambitious industrial campaigns in Australian higher education, with University of Melbourne staff calling for a four-day full-time work week, stronger workload protections, and a 20 per cent pay rise across the next enterprise agreement.
The article outlines the NTEU’s major bargaining claims, including reduced working hours for professional staff, greater staff control over academic workloads, protections around artificial intelligence, and fairer pay outcomes. As Branch President and chair of the bargaining team, David argued that universities could no longer expect staff to absorb growing workloads without meaningful change. He pointed to international evidence showing that shorter working weeks improve productivity, retention, and wellbeing, while also emphasising the need for universities to reinvest in the workforce that delivers teaching, research, and student support.
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David Gonzalez spoke publicly about the need for universities to take racism and cultural safety seriously following controversy surrounding leaked comments by a University of Melbourne law academic about Indigenous inclusion and cultural safety initiatives.
The article focuses on the fallout from racially charged remarks circulated on campus and the broader debate about racism, accountability, and institutional culture within higher education. While declining to comment on the specific leak itself, David argued that efforts to address racism at the university had too often been inconsistently applied. He highlighted the university’s historical legacy and stressed that genuine progress requires institutions to go beyond statements and confront deeper structural issues around inclusion, respect, and equity.
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David Gonzalez spoke out after Victoria’s deputy information commissioner found that the University of Melbourne breached privacy laws by using Wi-Fi tracking data to monitor staff and students involved in pro-Palestine protests on campus.
The article details the findings of a formal investigation into the university’s use of surveillance technology, including Wi-Fi location data, CCTV footage, and staff email access during disciplinary proceedings linked to the 2024 Arts West protest occupation. As NTEU Branch President, David said the findings confirmed long-standing concerns raised by staff and students about misuse of personal data and erosion of trust within the university community. He argued that there had never been a reasonable expectation that staff or students would be individually tracked through university Wi-Fi systems and described the investigation’s conclusions as an important validation of those privacy concerns.
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David Gonzalez publicly challenged the University of Melbourne’s decision to introduce a hiring freeze in response to proposed international student caps, warning that staff would bear the consequences of rushed cost-cutting measures without proper consultation.
The article examines the university’s claims that federal limits on international student enrolments would create a major financial shortfall, leading management to freeze hiring and reduce spending. Speaking as NTEU Branch President, David argued that staff were already stretched by excessive workloads and that management should not make major workforce decisions before fully understanding the impact of government policy changes. He emphasised the need to protect jobs, maintain sustainable workloads, and ensure university staff were consulted before decisions affecting working conditions and student outcomes were implemented.
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David Gonzalez publicly backed a group of University of Melbourne maths tutors taking action through the Victorian Equal Opportunity and Human Rights Commission after alleging gender and parenting discrimination linked to insecure employment practices.
The article examines the experiences of teaching staff who faced losing their jobs despite years of service, including women who argued that caring responsibilities and career interruptions had disadvantaged them in pathways to secure employment. Speaking as NTEU Branch President, David highlighted longstanding gender inequities within the university’s mathematics faculty and supported calls for permanent jobs for affected staff. He argued that universities must move beyond rhetoric about diversity and inclusion by creating secure career pathways for women and carers in academia.
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David Gonzalez publicly supported University of Melbourne students facing misconduct proceedings over pro-Palestine protests, raising concerns about surveillance, privacy, and the university’s disciplinary response.
The article follows misconduct hearings involving students connected to the Arts West sit-in protest and growing scrutiny of the university’s use of CCTV and Wi-Fi tracking data to identify participants. As NTEU Branch President, David attended demonstrations supporting the students and formally raised concerns with university management about data collection practices, informed consent, and the handling of disciplinary processes. He argued that staff and students deserved transparency about how their personal information was being used and warned against the use of surveillance technologies to suppress protest and political expression on campus.
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David Gonzalez publicly opposed the University of Melbourne’s use of surveillance and Wi-Fi tracking technology against students involved in pro-Palestine campus protests, arguing that the university should not punish students exercising their right to peaceful protest.
The article covers an investigation into whether the university breached privacy laws by using CCTV and Wi-Fi data to identify students participating in a sit-in during demonstrations over the war in Gaza. As NTEU Branch President, David called for the misconduct proceedings against students to be halted while the privacy investigation was underway. He argued that students had a right to expect peaceful protest would be protected and raised broader concerns about surveillance, privacy, and the growing use of tracking technologies within universities.
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During escalating tensions over pro-Palestine protests at the University of Melbourne, David Gonzalez publicly defended the rights of students and staff to engage in peaceful protest without intimidation or outside interference.
The article covers the university’s threat to involve police in removing protesters occupying the Arts West building during demonstrations calling on the university to disclose and divest ties to defence companies linked to Israel’s war in Gaza. While university management described the occupation as unsafe and influenced by “outside agitators,” David, speaking as NTEU Branch President, described the atmosphere inside the building as safe and well organised. The union called on the university to protect freedom of expression on campus and warned against heavy-handed responses that could escalate tensions and undermine democratic participation within the university community.
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As acting president of the NTEU University of Melbourne branch, David Gonzalez helped lead a major industrial campaign pushing for fair pay, secure employment, and stronger protections for university staff.
The article covers the union’s successful move to seek a protected industrial action ballot during enterprise bargaining negotiations with the University of Melbourne. David argued that staff frustration had reached breaking point after years of stagnant wages, growing workloads, and heavy reliance on insecure casual employment. He highlighted the union’s push for large-scale decasualisation, including a goal that the majority of university positions become ongoing roles, while also drawing attention to the university’s financial strength and ongoing wage underpayment scandals.
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David Gonzalez helped lead coordinated industrial action across Victorian universities as staff campaigned for fair pay, reduced workloads, and an end to widespread insecure employment in higher education.
The article follows strike action involving staff from five Victorian universities during enterprise bargaining campaigns across the sector. Speaking at a mass rally in Melbourne, David argued that industrial action had already forced the University of Melbourne to improve parts of its bargaining position, while warning that the university still refused to meaningfully address pay, working from home, and secure employment. As NTEU Branch President, he emphasised the need for strong decasualisation measures to reduce universities’ dependence on fixed-term and casual labour and to create more stable careers for university workers.
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Aus Financial Review — 12 Feb 2023
David Gonzalez publicly challenged the University of Melbourne over repeated staff underpayment scandals, arguing that insecure employment and inconsistent workplace practices were driving systemic wage theft across the university sector.
The article examines Federal Court action against the university over alleged underpayments to casual academics, following millions of dollars already repaid to staff. Speaking as NTEU Branch Secretary, David criticised the university’s fragmented approach to managing casual employment and warned that underpayment scandals would continue unless universities reduced their dependence on insecure work. He argued that clearer employment standards, stronger governance, and more ongoing jobs were essential to ending widespread wage theft in higher education.
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David Gonzalez spoke out after the University of Melbourne admitted to underpaying thousands of casual staff, describing wage theft and insecure employment as deeply connected problems within the higher education sector.
The article details the university’s announcement that it would repay at least $22 million in unpaid wages to around 15,000 current and former casual employees after reviewing millions of payslips. As NTEU Branch Secretary, David argued that universities could not solve systemic wage theft while continuing to rely heavily on casualised employment models. He called for major reforms to reduce insecure work and pushed for secure ongoing jobs to become the norm across the university workforce.
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David Gonzalez publicly opposed the University of Melbourne’s proposal to shut down the U-Vet Animal Hospital in Werribee, warning of major job losses and the impact on veterinary services relied upon by Melbourne’s western suburbs.
The article focuses on the university’s plan to close the hospital and restructure veterinary services, placing around 80 jobs at risk. Speaking as NTEU Branch Secretary, David criticised the decision as part of an ongoing cycle of restructures and cuts that had created instability and stress for university workers. He argued that the university had failed both staff and the broader community, particularly after earlier cuts had already reduced services and staffing levels. David also highlighted concerns about the psychosocial impact of repeated restructures and called on the university to work with staff rather than pursue unnecessary job losses at one of Australia’s wealthiest universities.
Brenna Dempsey in the Media
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Brenna provides an update on the Monash wage theft court case win.
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Brenna and members of the Monash Branch speak to 3CR outside the Federal Court about wage theft at Monash University.
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Brenna discusses the ongoing strike action being taken by the NTEU across Victoria
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Brenna Dempsey helped organise and support a campaign at Monash University defending casual university workers from job cuts and growing class sizes.
The article covers a rally bringing together staff and students in opposition to management decisions that threatened casual teaching jobs following changes to workplace laws. The campaign raised concerns about the replacement of tutorials with much larger workshops, worsening staff insecurity, and the impact these changes would have on students’ education. Brenna highlighted the importance of solidarity between staff and students and the principle that staff working conditions are directly connected to student learning conditions.
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Brenna Dempsey helped lead opposition to major parking fee increases at Monash University, arguing that the changes unfairly targeted staff and students already struggling with rising living costs.
The article examines a joint campaign by the NTEU and the Monash Student Association against parking fee hikes of up to 106 per cent during peak teaching periods. Brenna highlighted how the increases disproportionately affected lower-paid workers, students travelling long distances, women, and people who did not feel safe using public transport late at night. The campaign called on university management to reverse the fee rises and stop what organisers described as price gouging disguised as sustainability policy.
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Brenna Dempsey helped organise industrial campaigning at Monash University as staff pushed for fair pay rises, more secure employment, and manageable workloads during enterprise bargaining negotiations.
The article follows a large protest by NTEU members outside a University Executive Council meeting, where staff demanded progress on a stalled enterprise agreement. Brenna highlighted concerns about insecure short-term contracts, wages failing to keep pace with inflation, and growing pressure on staff and student learning conditions. The campaign also emphasised the contrast between executive decision-makers and the everyday realities facing university workers struggling through the cost-of-living crisis.
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Brenna Dempsey helped lead Monash University staff campaigning during enterprise bargaining negotiations, organising outreach to students and the broader university community in support of fair pay rises, secure jobs, and safe workloads.
The article highlights a major Open Day campaign where NTEU members distributed thousands of flyers and spoke directly with prospective students and families about how staff working conditions affect the quality of education. Brenna also helped organise stop-work rallies and public actions drawing attention to excessive workloads, unpaid labour, insecure employment, and management delays in bargaining. The campaign connected the fight for decent working conditions with the student experience, arguing that universities function best when staff are properly supported and valued.
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After moving to Glen Eira during the COVID period, Brenna Dempsey joined the Glen Eira City Council Community Engagement Advisory Committee to become more involved in her local community and ensure younger voices were represented in local government decision-making.
The article highlights Brenna’s interest in community participation, leadership development, and inclusive engagement. Through the committee, she worked alongside a diverse group of local residents to provide advice to Council on improving communication and community consultation strategies.
Brenna spoke about the value of learning how local government engages with residents and the importance of bringing different perspectives into decision-making processes. Her involvement reflected an ongoing commitment to community organising, representation, and creating opportunities for people to have a stronger voice in the institutions that affect their lives.
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While working at JB Hi-Fi, Brenna Dempsey became a public spokesperson for retail workers campaigning against sexual harassment, discrimination, and gender inequality in the workplace.
The article highlights Brenna’s role in helping women workers speak out about experiences of harassment from customers and concerns about a workplace culture that many described as a “boys club.” Through organising with the Retail and Fast Food Workers Union (RAFFWU), Brenna helped bring national attention to issues including inadequate responses to harassment, lack of support from management, and barriers women faced in accessing higher-paid sales and leadership roles.
Brenna spoke about the culture of silence many workers experienced and the importance of creating workplaces where staff felt safe reporting misconduct and supported when they did. The campaign contributed to broader public discussion about gender equity, workplace safety, and the treatment of women in the retail sector.