From Problem to Impact

• Benchmarking against the Group of Eight showed UWA had lower promotion application rates than other universities for women in 2010–2014, while internal data showed women applied at lower rates than men in most years.
• The 2019 review and related studies identified ambiguous promotion criteria, no central information hub, and an application and assessment process that created excessive workloads for applicants and committee members.
• The review also found assumptions of linear careers, limited understanding of Achievement Relative to Opportunity (ARTO) and no clear pathway to Levels D and E for teaching-intensive staff; women reported that service and informal leadership were not formally recognised in promotion decisions.

What actions did UWA deliver?

• UWA revised the promotion criteria for all levels, published clear requirements, measures and examples on an updated intranet site, and introduced an annual workshop led by the Promotions Committee Chair.
• UWA replaced the academic portfolio with a shorter, evidence-based Case for Promotion, moved from a rolling process to one annual round, and introduced campus and online Gender Equity in Academic Promotions Program (GEAPP) sessions in 2026 to provide guidance and application-writing support.
• The revised guidelines set teaching-intensive criteria for each level, removed research criteria from that pathway and included teaching impact; UWA also revised the ARTO policy and trained promotion committees.