From Problem to Impact
- Women remained underrepresented at senior academic levels, with promotion identified as a critical hurdle.
- Application rates and outcomes historically showed gender disparities, especially at Level C.
- Promotion processes were perceived as inconsistent, lacking transparency and adequate support.
- Part-time staff experienced lower visibility and fewer opportunities within promotion pipelines.
What actions did UniSC deliver?
- Increased transparency by publishing promotion outcomes on staff platforms, introduced gender-balanced panels, and piloted school-based promotion committees.
- Undertook application redesign to introduce equal weighting of teaching, research, and engagement; delivered targeted workshops including women-only sessions with more than 100 staff attending yearly.
- Enhanced support by offering strategic seminars, role-specific workshops, supervisor training, unconscious bias awareness, and ROPE (Relative to Opportunity) guidance; launched a central intranet hub and improved cohort tracking.
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