Gender Equality Strategies and Initiatives

Transcription

1 Gender Equality Strategies and Initiatives Elaine Wong Melbourne School of Engineering Associate Dean, Diversity and Inclusion

2 SAGE Athena SWAN In November 2014, Science in Australia Gender Equity (SAGE) Forum identified crucial need to address under representation of women in STEMM. Recommendation: Adopt accreditation framework based on Athena SWAN (AS) Charter UK. AS Charter UK (2005) institutes commit to advance representation of women in STEMM through 10 key principles. Accredited institutions are gender inclusive workplaces, competitive edge in attracting best scientists

3 SAGE Athena SWAN Pilot of SAGE Athena SWAN in Australia launched in 2015 (UoM is one of 30 pilot organisations) UoM committed to AS charter and working towards an Bronze Institution Award (application due March 2018) Bronze Institution Awards recognise that institution has solid foundation for eliminating gender bias and developing an inclusive culture that values all staff 3

4 UoM Gender Distribution of Academics 2017 (HASS + STEMM) Female Male

5 UoM Females Across Academic Levels, 2017 Humanities & Social Sciences STEMM 41% 23%

6 Commitment to Improving Gender Equity Humanities & Social Sciences UoM People strategy 41% SAGE Athena SWAN MSE Diversity and Inclusion Diversity & Inclusion Gender strategy STEMM 23%

7 Impact of Athena SWAN in UK Independent evaluation by Loughborough Univ in 2013 highlight improvements in institutions awarded Athena SWAN Visibility of women in leadership positions Training and development opportunities Knowledge of promotion processes Fairness of workload allocation Transparency and feedback in organisation processes Recognition of women for their work Career satisfaction Action plans arising from accreditation benefit for all staff, not just women

8 Institution Bronze Award Application Requires institution to: assess gender equity, including quantitative (staff data) and qualitative (policies, practices, systems) evidence identify weaknesses, shortcomings, challenges that contribute to gender inequity develop 4 year action plan that builds on this assessment to improve gender equity Award conferred are valid only for 4 years, then need to reapply Rigorous peer reviewed process, only 60% success rate for Bronze in 2016 round in UK 8

9 Where are we at? 2016: Establishment of Self Assessment Team (SAT) to prepare for application SAT members from STEMM faculties Division of SAT into 10 working groups Recruitment, induction, promotions, career interruptions & pathways, intersectionality 2017: Analysis of qualitative data, quantitative data collection and analysis, development of 4 year action plan March 2018: Submission of application and implementation of action plan 9

10 Diversity and Inclusion in MSE MSE values diversity = brings richness to our work environment = research and teaching excellence MSE strongly committed to increasing diversity in staff & students, in ensuring everyone feels valued and respected to make meaningful & impactful contributions.

11 Key Focus Areas Increase % of female academic and professional staff, with a focus on: staff retention; promotion and recruitment Increase the recruitment and retention of Indigenous staff and students Create inclusive organizational culture to legitimize LGBTQIA+ staff and students

12 Gender Distribution in MSE ( ) Female Male Level A Level B Level C Level D Level E

13 MSE Female Academic Survey To help identify barriers faced by female academic staff, esp. fixed term contract (FT) staff and early career researchers (ECR). To help identify enablers/key areas MSE should focus/invest in to support female academics to stay competitive. To help shape our initiatives aimed at, e.g. helping FT staff in transitioning into continuing positions and for ECR staff to progress/advance in their careers. Drive sustainable and long term cultural and structural change

14 Main Challenges/Barriers Lack of guidance and understanding on targets for career progression/continuing position Lack of opportunities to gain international research experience Lack of childcare/nanny support for business/conference travel Lack of visibility/lack of networking opportunities to talk about academic career or research No formal mentoring program Lack of senior female role models, especially those part time with children Difficulty breaking into teams/disciplines dominated by male academics

15 MSE Family Assistance for Conf/Meeting Travel Available to all academics to offset child care related expenses incurred at home or onsite. Attendance key to increasing visibility & academic recognition. Networking crucial for research collaboration, co authorship & grant applications. MSE academic staff of pre school & school aged children eligible to apply.

16 MSE International Research Fellowship for Female Academics Increase competitiveness female academic staff on fixedterm contract Up to AUD11K is provided for travel and research (AUD200 per dependent up to four dependents) A dedicated period abroad in overseas universities and research centres Provide opportunity to strengthen and/or develop academic networks, knowledge, skills, and contacts. Female academics with career interruption(s) encouraged to apply.

17 MSE investing in bespoke mentoring program (strategic matching, goals and action planning, sustained commitment) Three strand: dyad mentoring with mentee mentor matching, topic based peer mentoring groups, scaffold by workshops for mentees and mentors.

18 MSE International Visiting Fellowships Fellowships offered to external female academics to visit MSE. To enhance engagement and seed international collaboration between MSE female academics and external academics. To provide opportunity for junior MSE female academics to interact with international female role models in academia. To provide a venue for junior female academics/researchers/rhd students from MSE to learn how to achieve professional goals. To support and enable potential recruitment of female academic staff.

19 Summary Clarity on key focus areas UoM People strategy SAGE Athena SWAN MSE Diversity and Inclusion Diversity & Inclusion Gender strategy Strategy is to address challenges with immediate effect Addressing gender inequity must be inclusive engagement with all stakeholders