Gender Equity

Champion: Anita Heywood

 

Diversity is central to our long-term success and UNSW Medicine is committed to gender equity as an important part of our 2025 Strategy. Women continue to be under-represented in Medicine, particularly at senior levels and in leadership roles. The Faculty has had an active Gender Equity committee (formerly the Women’s Employment Strategy Committee) since 2009. The Faculty is committed to identifying and addressing the inequities and challenges facing women in higher education and medical research. These include several strategies to ensure equity in recruitment, retention, development opportunities and promotion of academic and professional women.

 

  • Four UNSW Medicine representatives form part of UNSW’s self-assessment team of the Science in Australia Gender Equity (SAGE) program of the Athena SWAN Charter in Australia. This program aims to address the under-representation of women in the disciplines of science, technology, engineering, maths and medicine (STEMM). UNSW is committed to addressing gender equity across all Faculties. 
     
  • One of the major initiatives of this Committee has been the Apte Scholarship to support academic women within UNSW Medicine who are about to, or have recently completed, a period of parental leave and are seeking to return to their career on either a full or part-time basis. The annual scholarship round closes 31st October.
     
  • UNSW Medicine participated in the inaugural Franklin Women cross-institutional mentoring program. This program aims to help promote and develop women for senior leadership roles.

 

 

Action Plan (Draft)

 

Quarterly reporting on KPI targets

Action Item Who? When? Desired Outcome Resources Needed
Reporting of UNSW Medicine EDI targets including % female among Academic Staff at all levels, % female among Professional Staff, new recruitments r and promotion outcomes by gender and level of appointment Human Resources Bimonthly as a MEDIC meeting item

Bimonthly reporting informs priority areas

HR Resources

 

Improved consistency across all schools, centres and institutes with respect to gender balance at all academic and professional staff levels

Action Item Who? When? Desired Outcome Resources Needed

Clinical schools – currently worst Level D/E gender balance of all Schools and Centres

Specific initiative required

 

Improvements in gender balance

 

 

Improved progression of women through promotion at UNSW Medicine

Action Item Who? When? Desired Outcome Resources Needed

Promotion mentoring

MEDIC/New EDI Officer position

2018

Increases in the number of women applying and successful in promotion rounds at all levels

Coordinator of program

Dean’s endorsement

Compulsory unconscious bias training for all panel members

HR – Sharon Lee 2018 Schools and centres monitor training similar to WHS and HDR supervision requirements  

Review of promotion processes

MEDIC 2018  

Athena Swan action plan

MEDIC input

Franklin Women mentoring program Anita Heywood + Dean sign-off Ongoing Pilot program in 2017, evaluation + new round for 2018.

Funds

University-wide initiatives including AWIL program, PWIL program

Medicine to maintain support Ongoing

Awareness high among women in Medicine

 

Medicine applicants for all rounds

 

 

Support academic staff returning from a period of maternity or primary carer leave

Action Item Who? When? Desired Outcome Resources Needed

Explore options for additional return to work schemes such as teaching buyout

MEDIC

2018

Additional competitive grant schemes available to women (and men) in Medicine

Grant funds

Apte Scholarship

HR Ongoing Retain scholarship

Grant funds

University-wide VC post-maternity leave program

Medicine to maintain support Ongoing

Continuation of existing scheme

 

Explore access for men and women who access primary carers leave (non-maternity) 

 

 

Equitable recruitment processes at UNSW Medicine

Action Item Who? When? Desired Outcome Resources Needed

Compulsory unconscious bias training for all panel members

HR – Sharon Lee

 

Schools and centres monitor training similar to WHS and HDR supervision requirements

 

Review of recruitment processes

MEDIC 2018  

Athena Swan action plan

MEDIC input

 

Improved diversity of representation on senior committees, conferences and working groups

Action Item Who? When? Desired Outcome Resources Needed

Panel pledge

Jonathan Pheasant

 

Dean and Heads of Centres and Schools to lead roll-out of panel pledge for all UNSW Medicine affiliated senior committees, conferences and working groups

 

 

Useful Documents Tabled at MEDIC

 

Useful Links

Other Priority Areas

 

Medicine Equity, Diversity and Inclusion Committee