From Problem to Impact

• The 2017 Athena Swan Bronze process identified the underrepresentation of women in leadership, particularly at the executive level and on key decision-making bodies.
• Historical data also showed low representation of women in STEMM leadership positions and fewer women receiving ARC grants and fellowships.
• Staff feedback further indicated that women’s leadership and service contributions were not consistently recognised or rewarded, and that workplace practices, including meeting schedules, created barriers for staff with caring responsibilities.

What actions did UWA deliver?

• UWA reformed performance appraisal and academic workload processes to better recognise leadership, service and achievement relative to opportunity, and introduced leadership development programs.
• Targeted initiatives were implemented to increase women’s participation and success in ARC grants and the ARC College of Experts, including active identification, sponsorship, and tailored support.
• UWA introduced institution-wide changes, including a 40:40:20 gender balance policy for committees and family-friendly workplace practices to improve women’s participation in leadership and decision-making, i.e. meeting core hours, hybrid work, and priority parking for carers.