Case for change

Gender equality is a human right and precondition to social justice and social inclusion. Everyone is affected by gender inequality although not everyone experiences inequality in the same way.  Notwithstanding our progress to date, we recognise that a lot more must be done. It’s time to be bold. Gender imbalances continue to persist in some areas of leadership, in senior academic roles and in certain areas of the University where women’s participation has been historically low. To achieve positive change, we are taking proactive steps to address systemic and cultural barriers to women’s under-representation and towards a more inclusive Monash for all people.

Benefits of gender equality are well documented with measurable gains, including improved staff wellbeing, increased organisational performance, greater innovation, better decision making and positive workplace culture. Gender balanced leadership is better equipped to lead Monash’s diverse community. A diverse workforce and varied perspectives of diverse teams achieve greater innovation, generate more creative solutions and are more likely to identify and challenge biases in decision-making.

Pursuing and achieving gender equality is a shared responsibility and an ambition for everyone in the Monash University community - leaders, managers, academic and professional colleagues, students and stakeholders.

OUR VISION

PRIORITY AREA OUR VISION FOR 2025
Recruitment We will recruit talented staff irrespective of any protected personal characteristic, including gender, sexuality, disability, ethnicity, race, religion or socioeconomic disadvantage.

This supports Inclusive goals of Impact 2030 – diverse community
Career progression, promotion and development Promotion process will be recognised by staff as fair and transparent, staff will report equal opportunity in accessing career development opportunities.

Fostering culture of continuous learning and growth will create an environment where academic and professional staff succeed and thrive.

This supports Inclusive goals of Impact 2030 – inclusive community
Gender composition at all levels of our workforce The University’s intensified focus on eliminating systemic barriers to professional and academic advancement will ensure we maintain gender parity in senior professional roles and achieve 40% of women in senior academic roles.

This supports Gender Equality goals in the Environmental, Social and Governance Statement 2021-2025.
Gendered work segregation We will improve gender diversity in fields and areas of Monash where women have been historically underrepresented.

This supports Gender Equality goals in the Environmental, Social and Governance Statement 2021-2025.
Workplace support, leave and flexibility Leaders and managers will foster accessible and flexible work environments, promote, as well as equitably enact relevant flexible work and leave policies for staff. Parents, carers, staff with disability as well as those who are experiencing family violence, or caring for those who are experiencing family violence, will be supported.

This supports the Work health goals of the Health and Wellbeing Strategic Plan 2021-2025.
Workplace culture, leadership and diversity We will prevent discrimination, vilification, harassment and any other unlawful behaviour. Senior leadership will foster culture of inclusion and integrity, where staff diversity is valued and respected. Staff will have access to peer-to-peer connection activities, mentoring and wellbeing programs.

This supports Inclusive goals of Impact 2030 - Respect.Now.Always. program, and the Culture goals of the Health and Wellbeing Strategic Plan 2021-2025.
Gender pay equity Our leading cause of gender pay gap will be addressed through targeted initiatives and we will aim to achieve salary parity across the University.

This supports Gender Equality goals in the Environmental, Social and Governance Statement 2021-2025.