The Problem

In 2017, women academic staff reported uncertainty about the promotion process and what was required for a successful application. At the time, there was a perceived or real lack of support from supervisors and effective performance development processes. Surveys also indicated low levels of trust in the promotion process and equitable decision-making.

Just 36% of Associate Professor and 32% of Professor appointments went to women in 2019.

What did the University of Melbourne do?

• The University implemented a structured mentoring program for women and gender diverse academics to provide targeted support in navigating promotion pathways and preparing competitive applications.
• It delivered clearer communications and training on promotion requirements, including performance relative to opportunity (PRO), to reduce uncertainty and improve understanding of the process.
• Guidance and resources were provided to supervisors and staff to strengthen career development and performance conversations related to promotion readiness.
• The University introduced bias mitigation training for promotion panels and centralised management of promotion processes to improve consistency, transparency, and trust in decision-making.