SAGE Athena SWAN Pilot Communication Pack 1 Attachment 7.2 SAGE Athena SWAN Pilot Communication Pack 1 Why is the pilot needed in Australia?

Gender Equity in STEMM in Australia Studies show that women researchers are squeezed out of science careers by structural barriers. The loss of such expertise is a significant waste of knowledge, talent and investment. Gender equity and gender diversity impact our nation’s scientific performance and productivity. The 2014 data from the Department of Education and Training show that women continue to be underrepresented across STEMM fields, particularly at senior levels. Looking across level of seniority, women make up around half of junior academics but around one fifth of senior professors. The proportion of women and men among academic and research staff varies greatly by discipline. Nearly 60% of academic and research staff in Medical Sciences and Health, but only 18% of those in Engineering, are women.

Gender Equity in STEMM in Australia Female STEMM graduates vary across disciplines with only 13% of IT and 59% of Biology undergraduates being female. Across all STEMM university degrees the average is 29% female graduates. Female graduates also earn less than their male counterparts. Source: Office of the Chief Scientist, November 2016

The Gender Pay Gap, Full-time Average Earnings, All Industries The gender pay gap continues throughout a women’s career with the current figure sitting at women earning 15% less then men. Source: WGEA, August 2017

The Gender Pay Gap, Full-time Average Earnings by Industry For professional, scientific, and technical services the gap is even higher at 24%. WGEA, August 2017

Gender representation among ANU students and academic staff 2016 Gender Equity in Academic Staff at ANU Gender representation among ANU students and academic staff 2016 The numbers at ANU look very similar with women only making at 23% of level E staff. This is not just a STEMM issue as female academics only make up 26% on the Humanities, arts, and social sciences Professors.

Female Academic Staff Participation Rate 2002-2017 Gender Equity in Academic Staff at ANU Female Academic Staff Participation Rate 2002-2017 The percentage of female academic staff has slowly been increasing over the last decade. But if more changes aren’t made we won’t hit gender parity until 2035

Requires organisations to engage in self-reflection of their workplace The benefits of Athena SWAN The Athena SWAN process in the United Kingdom has had the biggest impact on gender equity as it: Requires organisations to engage in self-reflection of their workplace Enables Universities to identify challenges to gender equality that are relevant to them Highlights areas that contribute to making a positive change at the local level Provides a focal point to embed the many existing informal good practices already underway and to determine what further action is required Athena SWAN has been in the UK since 2005 and has had a significant impact on gender parity in STEMM fields. Many believe the reason it has worked better than any other gender equity innovative is that it requires: requires organisations to engage in self-reflection of their workplace enables Universities to identify challenges to gender equality that are relevant to them highlights areas that contribute to making a positive change at the local level provides a focal point to embed the many existing informal good practices already underway and to determine what further action is required

Institutes in the United Kingdom with an Athena SWAN award: The benefits of Athena SWAN Institutes in the United Kingdom with an Athena SWAN award: Academic staff were more satisfied with their career performance review and with opportunities for training and development Women academic staff felt that Athena SWAN had improved their visibility, increased self-confidence and enhanced their leadership skills And it isn’t just academic staff who benefit. Professional staff felt they had more support for their career development and progression The Athena SWAN awards have done more than increase the number of women in STEMM: Academic staff were more satisfied with their career performance review and with opportunities for training and development Women academic staff felt that Athena SWAN had improved their visibility, increased self-confidence and enhanced their leadership skills And it isn’t just academic staff who benefit. Professional staff felt they had more support for their career development and progression

For questions and suggestions contact: SAGE@anu.edu.au How to get in touch For questions and suggestions contact: SAGE@anu.edu.au Keep up to date with the project by visiting https://services.anu.edu.au/human−resources/respect-inclusion/athena-swan