These awards reflect substantial effort to remove barriers to opportunity by redesigning the systems that shape academic careers, from recruitment and promotion to parental leave.

UniSC addressed the underrepresentation of women in the School of Science, Technology and Engineering (SSTE), by implementing initiatives to support women the STEM student pipeline.

UniSC addressed the underrepresentation of women at senior academic levels (Levels D and E) by strengthening recruitment practices.

UniSC aimed to create a coordinated institutional framework to provide opportunities for staff to plan, discuss, and progress their careers.

UniSC enhanced support for parents and carers, intending to make policies and practices more visible, comprehensive and consistent across the institution.

UniSC redesigned its promotion processes, expanded mentoring, and strengthened leadership capability, aiming to foster greater equity and inclusion for women and part-time staff.

Why is an intersectional approach to GEDI work important? Because race/religion and parental responsibility have an effect on career opportunities for women. 

SAGE subscriber institutions are invited to trial the Workload Allocation Principles Matrix, a tool for promoting fair, equitable workloads for all staff.

HFE methods are used to design safe, user-friendly products that meet people’s needs. Can we apply the same methods to set up workplace policies and systems that achieve inclusive outcomes for all?

In the second session of the Intersectionality Series, we outline some guiding principles for the types of data we collect and how.

The University of the Sunshine Coast piloted school-based promotion committees to encourage, advise and support candidates who are applying for promotion.