Equity, Diversity and Inclusion Resources at FLEET nodes

DIVERSITY & INCLUSION MEASURES:

• At Monash, there are guidelines for Diversity & inclusion measures, LGBTI community support. The Monash School of Physics and Astronomy, awarded Pleiades bronze also provides resources on diversity and inclusion.
• At Swinburne:
  • there was a recent announcement for STEM fellowships for women (5 on-going positions for women in STEM recently announced, 3-years research focussed and then going to standard teaching and research positions). This may be a once off opportunity.
  • Science in Australia Gender Equity (SAGE) Pilot
    1. Pride @ Swinburne Action Plan
    2. Financial Inclusion Action Plan
    3. Accessibility Action Plan
    4. Reconciliation Action plan
• UNSW runs free ALLY training for staff and students. The ALLY@UNSW Network training helps break down the barriers of fear and ignorance that lead to discrimination and prejudice.  Across the University celebrations are held for staff and students to mark Mardi Gras,  IDAHOTB Day, during Queer Week and Wear it Purple Day.
  • The University recently launched its Gender Affirmation Guidelines.  See our website for details.
  • UNSW’s Student Organisation, Arc, has a Queer Collective (LGBTQI Department) with two SRC Queer Officers. Queerplay Social Group.
  • UNSW Kensington campus also has a QueerSpace: Room 920, Chemical Sciences Building (F10), an allocated space for LGBTQI students to meet socially.
• RMIT
  • Building a culture of inclusion and diversity for all our staff and students is one of the key organisational values at RMIT
  • See Diversity and Inclusion framework
  • Queer Department
  • Ally Network
• UQ
  • UQ Ally Network
  • LGBTIAQ resources
  • Union Queer Collective
• ANU
  • Ally Network (and staff training)
  • Queer Department
• University of Wollongong
  • Welcome here locations at UOW
  • Ally Network (including inclusion training)

FLEXIBLE WORKING ARRANGEMENT:

• Monash University
• Swinburne University: Clear procedures for flexible work arrangements are available and there is a strong push to make sure everyone is aware of this and makes use of it if desired
• UNSW’s Enterprise Bargaining Agreements provides for: flexible hours, part-time work, job sharing, changes to start and/or finish time of work. UNSW is also working on improving information on the Workplace Diversity website and development of a new manager/employee tool kit.
• RMIT’s Gender Equality Action Plan provides a framework for identifying and addressing the remaining barriers to women’s inclusion and progression at the University.

JOB SHARING & DUAL APPOINTMENT:

• Available for staff with carer responsibilities at Monash. Dual appointments is considered case-by-case by the Dean, typically done for high level staff with partners also in the academia or academia related (professional staff within the university) area
• Job-sharing is generally available at Swinburne, assessed on a case-by-case basis

RECRUITMENT:

• The Centre of Excellence in All-Sky Astrophysics, CASTRO, administered at University of Sydney, provides a detailed guidelines including language used in PDs etc…
• ANU has a “50/50 If Not Why Not?” policy for shortlisting candidates.
• At Monash, selection panels must have at least 1/3 to 1/2 female representation on the selection panel
  • Equal Opportunity policy is considered for E & D measures during recruitment at Monash. There are strategies that can be utilised to make job advertisements more attractive to women such as changing the language in position descriptions (PDs), specifically emphasise the organisation’s E & D commitments. If deemed necessary, Women-only positions can also be advertised if the gender balance in the organisational unit is low.
• Swinburne HR policy requires “an equal balance of male and female members” on all selection panels (university requires at least 1 female and 1 male):
  • “brief panel members prior to shortlisting on the requirement to identify any biases when making short listing decisions. Hiring Managers are to identify non-dominant candidates in the process and carefully review for inclusion for interview taking into account breaks in service and other factors, which may disadvantage an applicant. Non-dominant characteristics include gender; career breaks in service, age and the inclusion of Indigenous applicants”
  • there is no requirement for equity on shortlisted candidates, but it is stated as an aim to have “50:50 gender representation on shortlist”.
• At UNSW, wording with emphasis on the university’s equity and diversity commitments are available to be included in PDs
• RMIT has mandated Bias Awareness training for all staff involved in recruitment and selection processes.

FINANCIAL SUPPORT:

• At Monash, Research enhancement grants are available to staff for use on travel or other research support
• At UNSW, the Vice-Chancellor’s Childcare Support Fund helps women researchers with childcare responsibilities present their research at conferences and workshops. If someone wishes to apply, they must complete an Application Form and submit as directed. Successful applicants will have to complete and submit a Grant Acquittal Form post-travel for funds to be release.

MENTORING:

• At Monash, women specific mentoring schemes are also available
• At Swinburne, there are various mentoring schemes targeted at supporting women, particularly in STEM. This includes things going all the way from high school to academic staff.
• Mentoring programs at UNSW vary by Faculty and Schools
• BOOST Women is the RMIT staff mentoring program specifically designed to support and empower our women. At the core of all our mentoring programs, we want to connect people and ideas.

PROMOTION:

• Academic Promotion Resources at Monash