- Bullying Prevention
- Cultural Diversity
- - News & Events
- - Flexible Working Arrangements
- - Gender Pay Equity
- - Leadership, Talent Identification & Networking
- - Parenting Support
- - Science in Australia Gender Equity (SAGE) program
- - Sexual Harassment
- - Vice-Chancellor’s Gender Equality Committee
- - Women Who Inspire
- - Vice Chancellor's Gender Equality Fund
- Open Fora
- Sexuality and Gender Diversity
VC Statement on Gender Equality
Gender equality is about fundamental human rights and is integral to our commitment to be a world class university recognised for world class education and research.
The University has a proud track record on advancing gender equality. My predecessor, Emeritus Professor Janice Reid AM and the senior executive worked for many years to increase the representation of women in leadership positions, to reduce the gender pay gap and to promote workplace flexibility.
There are a range of supporting strategies and policies in place in the Equity and Diversity Strategic Plan, the Our People 2015 Staffing Strategy, the Equal Opportunity and Diversity Policy and the Enterprise Agreements.
Currently over 50% of our staff and students are women, 41% of all managers are women and we have one of the highest rates of women professors (41%) in the sector. I want to build further upon this impressive foundation. If we are to be leaders in excellence in teaching, innovation and research it is critical that we utilise the skills and capacities of all our staff.
To guide this process I established the Gender Equality Committee to assist in implementing the University's Gender Equality Strategy and Action Plan 2015-2020 (PDF, 144.65 KB) (opens in a new window) The Strategy addresses how to better support those areas of the organisation that have traditionally struggled to recruit, retain and advance female staff, as well as strategies to facilitate a deeper understanding and commitment to gender equity across the entire organisation.
To progress gender equality further we must challenge the beliefs and attitudes that are undermining progress. To progress gender equality I want to renew the focus on workplace flexibility. We have the policies and procedures in place. It is time to commence a dialogue on how to better implement flexibility in practise at all levels of the university.
I want us to challenge the status quo, to be innovative and creative in how we overcome the barriers that women face, particularly in the STEM disciplines and related non-traditional occupations. I want to continue the University's proud reputation as a sector leader in gender equality.
Professor Barney Glover
Vice-Chancellor and University President
Employer of Choice
Western Sydney University is an Employer of Choice for Gender Equality
This citation was awarded by the Federal Government's Workplace Gender Equality Agency (WGEA) on 8 December 2016. This marks 12 consecutive years that the University has received the award.
In congratulating award recipients, Agency Director, Libby Lyons outlined "WGEA data shows there is progress towards gender equality in Australian workplaces, but it is too slow. It is only through more employers adopting leading practices to promote gender equality in the workplace that we will see the pace of change pick up. That's why it is so encouraging to see more than 100 organisations meet the very high standard required to receive the WGEA Employer of Choice for Gender Equality citation this year. I congratulate all the 2016 citation holders for their commitment and recognition of the strong business case for gender equality. I hope to see continued growth in this community of leading practice employers."
The Vice Chancellor has welcomed the announcement stating that "The University maintains a strong commitment to gender equality and will continue to explore ways to achieve an inclusive and fair working environment for both women and men. Recently, paid parental leave of eight weeks became available to primary carers who are on a continuing appointment with 12 or more months of service. Other areas we are focusing on are improving the representation of women in senior leadership positions and reducing the pay equity gap."
Workplace Gender Equality Reporting
Under the Workplace Gender Equality Act 2012, Western Sydney University has an obligation to improve and promote equality for women and men in the workplace.
The University is also required to report to the Workplace Gender Equality Agency (WGEA) annually on a set of standardised reporting matters under six gender equality indicators. The reporting period refers to the 12 months from 1 April to 31 March annually.
The 2016-2017 Public Report has been lodged with the Workforce Gender Equality Agency.
If you require the Report in another format please phone Equity and Diversity on 9678 7378.
Superstars of STEM - A Science and Technology Australia Initiative
You can find out more about the program here.
Engaging Men on Gender Equality: New study now available
Initiatives aimed at 'engaging men' to address gender inequality have gained popularity in recent years. But how much do we really know about the most effective ways to engage men in gender equality? The Diversity Council of Australia (DCA) has released a new report, Men Make a Difference: Engaging Men on Gender Equality. Sponsored by Programmed the report examines the evidence for what works and what doesn't, and recommends more effective ways to engage men to achieve gender equality at work.
The report findings also outline ten ways to engage men on gender equality at work:
- Get the foundation right – ensure gender equality initiatives involve women and men as active and equal partners.
- Get the framing right – treat gender equality as a business issue, not a women's issue.
- Go wide – make visible and target all key gender equality areas (i.e. paid work, power and decision making, financial security, personal safety, interpersonal work relationships, caring, and community involvement).
- Get the messaging right – to appeal to men as well as women.
- Engage a diversity of men – including men in different organisational roles and levels, and with a variety of demographic backgrounds (e.g. ages, cultural backgrounds, sexual orientations).
- Educate about how to lead change effectively – by resourcing initiatives, being visible and persistent, and 'walking the talk'.
- Make the connection between work and home – by implementing initiatives that encourage gender equality in caregiving.
- Make the connection between work and communities – by framing gender inequality as a societal/community problem.
- Build individuals' gender confidence and capability – by providing opportunities for both men and women to change their mindsets, assumptions, and behaviours.
- Encourage men and women to challenge and change gender-biased organisational policies and practices.
Visit the DCA website to download the report synopsis and infographic.
A Conversation in Gender Equality
In the second half of 2016, Federal Sex Discrimination Commissioner Kate Jenkins traveled to every state and territory to learn about Australia's progress towards gender equality. The Australian Human Rights Commission has recently released a paper on the key focus area's which came out of the Commissioner's observations and discussions including violence against women, women's economic security and women's voice and diversity in decision making. A Conversation in Gender Equality. (Opens in a new window)
Australia's latest Gender Equality scorecard
The Workplace Gender Equality Agency is launching its third year reporting data with the release of Australia's latest Gender Equality Scorecard PDF, 849.78 KB.
The data is contained in Attachment A. The new data shows some encouraging signs - a continued downward trajectory of the gender pay gap and increased women's representation in leadership, though there is still progress to be made.
To view the data in more detail visit the WGEA Data Explorer.
Western Sydney University Gender Equality Policy
Western Sydney University is committed to improving and promoting gender equality in the workplace. Achieving gender equality will enable the University to attract, motivate and retain a diverse and high performance workforce, reduce the incidence and costs of employee turnover, improve productivity, innovation and creativity, secure research funding, and build social inclusion. To reflect our continued commitment to gender equality the University has developed the Gender Equality Policy which is now available on the staff Policy DDS. This policy applies to all employees, officers, and members of University committee.