From Problem to Impact

• Recruitment data indicated that men submitted a greater proportion of applications for academic positions overall. While women applicants were proportionately more likely to be shortlisted and appointed, the imbalance in the applicant pool affected gender balance in appointments.
• Underrepresentation in the applicant pool was evident at all levels, but more so at Levels D and E where women represented only around 30% of applicants.
• Recruitment processes did not provide a structured mechanism for applicants to describe career context or interruptions for consideration by selection panels.

What actions did UniSC deliver?

• Refreshed the recruitment website content and introduced a standard template for job advertisements to clearly communicate UniSC’s commitment to gender equity, the Athena Swan initiative and flexible work arrangements.
• Launched an Employee Value Proposition (EVP) strategy and campaign including videos that showcased a range of high-performing women at UniSC speaking about their own experience and career journeys.
• Formalised achievement relative to opportunity (ARTO) considerations within recruitment processes, enabling applicants to provide contextual information relevant to career opportunity and achievement.