In the first session of the Intersectionality Series, we unpick what it means to take an intersectional approach to workplace gender equity, diversity and inclusion.

In this keynote presentation, Dr Lucy Nicholas explains why an intersectional framework should be the starting point of any journey to advance equity, diversity and inclusion.

SAGE has released for consultation the proposed Data Framework. Find out more about the Framework and the process for consultation with SAGE subscriber institutions.

Diagnosing barriers to career progression is an important part of your Athena Swan Bronze Award application. In this video, we’ll show you how to do this with your staff promotion data.

Are some groups more likely to leave your organisation, and what does that mean for your diversity profile? Here’s how to find out in your Athena Swan Bronze Award application.

Do inequities exist between your research and teaching staff? Find out by exploring staff contract function in your Athena Swan Bronze Award application.

Working on Section 3.1(ii) of your Athena Swan Bronze Award application? Watch this video for tips on analysing your institutional staff profile by contract type.

Working on Section 3.1(i) of your Athena Swan Bronze Award application? Here’s how you should analyse your staffing profile by employment classification type and level.

What does it take to get an Athena Swan Award? How is SAGE different from other gender equity programs? We ask Lucie Joschko from Monash University.

Professor Emma Johnston, Dean of Science at UNSW Sydney, speaks about the collective effort needed to achieve gender equity.

ICT remained a male-dominated discipline, with the proportion of men never dropping below 60%. However, women’s representation amongst postgraduates and Level B academics has improved slightly.