Science in Australia Gender Equity (SAGE) is recognising RMIT University with a SAGE Athena Swan Silver Award for its significant progress in delivering wide-spread and long-lasting change in gender equity, diversity and inclusion (GEDI).
Dr Janin Bredehoeft, CEO of SAGE, congratulated RMIT on this significant achievement.
“RMIT’s Silver Award is a genuine reflection of the work being done across the University to build a more equitable and inclusive environment for staff and students.”
“A standout achievement is a 100% return-to-work rate from parental leave in 2025. This is a remarkable outcome that shows real career equity for parents and carers isn’t just a policy commitment at RMIT, it’s a lived reality. That kind of work is exactly what drives lasting change, and we look forward to seeing how RMIT continues to deepen and embed this work in the years ahead.”
RMIT has delivered five comprehensive initiatives (cygnets) to remove barriers to GEDI and has embedded practice across institutional strategies, action plans and governance structures to deliver lasting change.
Closing gaps in recruitment and progression
RMIT’s work to improve gender equity in recruitment and career progression has delivered measurable results.
The proportion of manager roles held by women rose to 52.6% in 2025, up from 45% in 2021, while the University’s STEMM pay gap has more than halved over the same period, falling from 9% to 4.3%.
Five STEMM Schools have now achieved an overall 40:40:20 gender distribution of academic staff, supported by the roll-out of Achievement Relative to Opportunity (ARtO) across all academic appointments.
Supporting parents and carers
RMIT has also made significant gains in supporting staff through parental leave and return to work. The rate of return from parental leave reached 100% in 2025, up from 93.3% in 2020, surpassing the University’s own 95% target.
Promotion success rates for staff with carer responsibilities and dependent children now exceed the overall success rate across the University, a strong signal that RMIT’s flexible working and career support initiatives are translating into real career outcomes.
RMIT’s results suggest that when career support during caregiving is designed well, it can become a source of institutional strength rather than a compromise.
Building inclusive and respectful cultures
RMIT’s commitment to inclusion extends across its LGBTIQA+, disability and neurodivergent communities. The University has achieved Platinum accreditation in the Australian Workplace Equality Index, the highest level attainable. This reflects a sustained investment in LGBTIQA+ inclusion, including expanded ally networks and gender affirmation leave.
One LGBTQIA+ staff member described RMIT as “the first organisation I’ve worked where I can be me. There is no need for me to hide myself.”
On disability inclusion, RMIT was ranked first globally for “Reduced Inequalities” by Times Higher Education, alongside a doubling of undergraduate enrolments of students with disability since 2019, achieved alongside rising pass rates for this cohort.
It demonstrates that access and success can be improved simultaneously for STEMM and research disciplines, where underrepresentation of disabled and neurodivergent talent has long constrained the diversity of thinking and approach within research teams.
Underpinning this work is a broader institutional focus on respectful behaviour, with high staff completion rates for sexual harm prevention training and a Working Together with Men pilot that saw senior male research leaders report improved confidence in promoting gender equality.
A foundation for continued progress
The University has demonstrated a strong culture of self-reflection, recognising its willingness to critically examine institutional challenges and to apply learnings from previous initiatives in shaping future action.
RMIT Vice-Chancellor and President, Professor Alec Cameron recognised the work of RMIT staff leading up to this recent milestone, saying, “It has been incredibly rewarding to see our researchers, academics and professionals embrace this opportunity to reflect on and implement practical ways to make RMIT a safe and supportive environment for all.”
RMIT is on a clear trajectory toward more embedded GEDI practice, while identifying opportunities to further strengthen this work. Including integrating accountability for GEDI outcomes into middle-management and local levels and strengthening the collection and analysis of intersectional data.
Professor Kay Latham, Associate Deputy Vice-Chancellor, Gender Equity: “Achieving Silver is an exciting milestone, and my team and I are committed to building on this success by continuing to drive innovative, sector-leading approaches that strengthen respect, safety and inclusion across the RMIT community.”
RMIT joins a growing number of Australian institutions recognised under the SAGE Athena Swan framework for their commitment to advancing GEDI in the higher education and research sector.
About the SAGE Athena Swan Silver Award
The SAGE Athena Swan Silver Award is a prestigious, international accreditation recognising an institution’s progress towards greater equity, diversity and inclusion.
This level of accreditation honours an organisation’s demonstrated commitment to honest engagement in identifying problems and most importantly taking action through multiple evidence-based initiatives to dismantle barriers to equity, diversity and inclusion.
The Silver Award represents a milestone in development and progress towards GEDI and commitment to continuing this work.
You can find case studies that summarise RMIT’s actions, outcomes and impact from this work as well as its Silver Award Application here.
About SAGE
SAGE drives systemic change in gender equity, diversity and inclusion across tertiary education and research sectors through Australia’s only internationally recognised, evidence-based, tailored GEDI workplace accreditation program. SAGE supports, advises and guides tertiary education and research institutions to build their capabilities and deliver meaningful and sustained action that moves the dial on gender equity, diversity and inclusion.
SAGE’s internationally recognised Athena Swan accreditation program drives participants’ GEDI evolution. This evidence-based and impact-focused framework enables institutions to develop a customised approach to achieve systemic, structural and cultural change, measured against international benchmarks. Throughout that journey, they’re supported by advice, tools, and dynamic communities of practice that provide assistance when they need it.
As a valued adviser to government and other key decision-makers, SAGE also gives its participants a seat at the table to influence external policies that impact their EDI goals.
