Science in Australia Gender Equity (SAGE) Pilot of the Athena SWAN Charter - Update A./Prof. Kay Latham, RMIT University Lead Contact 22nd August 2016

The Athena SWAN Charter Who is Athena Swan ? Athena Project + S.W.A.N The Athena SWAN Charter was established in the UK in 2005 to address the under-representation of women in science. Athena SWAN provides an evaluation and accreditation framework to help improve gender equity policies and practices, and it is showing demonstrable results in the UK. Started with 10 institutions, now 132 on board. Athena SWAN accreditation used: in recruitment, in promotion of workplace conditions, and eligibility to apply for competitive funding

The SAGE Pilot of the Athena SWAN Charter

The 10 Principles of Athena SWAN Charter What has RMIT University committed to do ? The 10 Principles of Athena SWAN Charter We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all. We commit to advancing gender equality in academia, in particular addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles. We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognize disciplinary differences including: the particularly high loss rate of women in science, technology, engineering and mathematics (STEMM) We commit to tackling the gender pay gap. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women. We commit to tackling the discriminatory treatment often experienced by transgender people. We acknowledge that advancing gender equality demands commitment and action from all levels of the organization and in particular active leadership from those in senior roles. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognizing that initiatives and actions that support individuals alone will not sufficiently advance equality. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.

Athena SWAN will involve all aspects of our business operation. Conclusions and patterns that emerge from data analysis will most likely cause us to review and implement action plans for change in both sectors (VE & HE), and in a number of the following areas: workplace culture and practices; advertisement and recruitment; induction; training needs of staff; promotion criteria & panels; leave offerings; reward systems; and exit practice and process together with the core activities of : teaching scholarship & research mentoring & supervision

Pilot Timelines

Research Design – What questions do we need to ask ? How can we attract more women into STEMM academic and teaching careers at RMIT? How can we support women in STEMM academic and teaching careers? How do we support career progression? What specific mechanisms would women benefit from in terms of support for academic promotion or leadership and management development? What potential barriers do women experience to access development opportunities or to career progression? What specific measures could ease/lessen the impact of these barriers? How does career break and carer responsibilities affect progression / opportunity? What specific mechanisms could ease/lessen the any negative impact career break or carer responsibilities could be having on women’s progression? How do we provide a forum for discussion and consultation?

Higher education staff by grade, gender and College *Excludes executives

Academics in SEH Gender by level and number

Setting the scene Gender disparity in RMIT School of Science Academic Level (School of Science) Male staff Female staff 82.6% 70% 67.6% 75.9% 90.6% 17.4% 30% 32.4% 24.1% 9.4%

Setting the scene Gender disparity in RMIT School of Engineering.

Gender disparity in RMIT School of Health & Biomedical Sciences Setting the scene Gender disparity in RMIT School of Health & Biomedical Sciences 68% 27% 33% 60% 71% 29% 32% 67% 73% 40%

What is Happening Now ? New Diversity and Inclusion Plan 2016 – 2020 ✓– VCE – 11/08/16 New Diversity and Inclusion Plan 2016 – 2020 Focus Groups – Women in STEMM Athena SWAN Working Party (ASWP) established – 3 meetings held All STEMM info session with SAGE – 1.00pm 13th Sept ? Website: www.staff/science engineering and health/staff intranet/governance and management/science in australia gender equity(SAGE) Strategy Week – Gender Equity – 11/08/16 SENG - 13/07/16 SVEHS – 01/08/16 & 23/08/16 SSCI – 15/08/16 SHBS – 24/08/15