Workplace Gender Strategy
Our focus on gender equity spans more than three decades, beginning with the formal appointment of our first Equal Opportunity Coordinator in 1987. This long history of the University’s unwavering support for advancing gender equality has led to the development of many best practice policies and programs that have helped to position us as a leading Employer of Choice for Gender Equality in Australia.
Notwithstanding our progress to date, we recognise that a lot more must be done. Gender imbalance continues to persist in 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. We also must recognise intersectionality of attributes such as gender, age, cultural background, sexual orientation and/or disability.
Leadership & Accountability
We are committed to fostering an inclusive culture and to creating a fair and equitable workplace for staff of all genders.
Visible leadership commitment to gender equality forms the cornerstone of our Strategy. The Vice-Chancellor and the senior management team have been instrumental in supporting new initiatives, setting ambitious goals and contributing to the implementation of our gender equity strategy.
The Strategy is further supported by the Gender Equity and Equality Action Plan 2018-2021 and the Athena SWAN Action Plan 2018-2021 which have been endorsed by the senior leadership. Both plans articulate leadership accountability for contributing to the implementation of our gender equality goals.
Women in Senior Roles
We value the strength of staff diversity and take proactive measures to achieve gender-balanced leadership.
There is significant evidence demonstrating the positive impact of women’s representation on boards, in senior management and in leadership to organisational performance, including profitability and positive culture. Gender balanced leadership means a greater diversity of thought, better decision-making as well as higher employee satisfaction. To find out more how we support the progression of women into senior roles, please visit Women in Leadership.
Women In Science,Technology, Engineering, Mathematics & Medicine (STEMM)
We are committed to achieving gender balance in scientific research and removing barriers to women’s career advancement and success.
The attraction and retention of women in STEMM remains a challenge, with multi-faceted structural and cultural barriers cited as leading causes of women’s ongoing under-representation in STEMM careers. Indeed, only one in five Professors in STEMM at Monash is a woman despite staff achieving parity at Level A.
Advancing women’s careers in STEMM is at the forefront of our gender equity strategy. Monash University has invested in resources to address gender disparities in STEMM. Our participation in the Athena SWAN program is assisting us in the recruitment, retention and development of our talented women academics. The Athena SWAN Action Plan sets out a wide range of gender equity activities across recruitment and selection, career progression and promotion, retention, development, flexible work and career breaks, and organisational culture.
We are committed to fostering a workplace culture of flexibility where staff irrespective of gender are supported to successfully combine their work commitments and personal priorities.
We recognise workplace flexibility as a key enabler of gender equality and an essential foundation in the attraction and retention of talent. Benefits of flexible working arrangements are diverse, ranging from a satisfying workplace culture, to greater productivity and lower absenteeism. Successful work-life integration helps to create a workplace culture in which our staff can more effectively meet business needs as well as their personal priorities.
We know that supervisors play a critical role in supporting staff who need to work flexibly. In addition to our flexible work policies and toolkits for caregivers on how to request flexible options, we provide training for managers designed to equip them with strategies to create successful, engaged and productive flexible teams.
Support for Parents and Carers
We recognise the benefits of inclusive workplaces as critical to the University’s success and are committed to supporting staff with family responsibilities.
More than 40 per cent of Monash staff are parents with dependent children* . In addition to our family-friendly policies, we provide a range of benefits to support our staff, covering support during pregnancy and breastfeeding, provision of parenting facilities, on-site childcare centers, access to free professional counselling services as well as group coaching and interactive sessions for new parents.
Our Guide for Expectant and New Parents is designed to explain the benefits available to Monash staff and guide them through the relevant policies, procedures and support structures that are in place for expectant and new parents at Monash University.
*2017 Staff Engagement Survey
We are committed to closing our organisation-wide gender pay gap.
To reduce gender pay gaps, we adopt a multi-faceted approach that addresses women’s under-representation in senior roles, promotes workplace flexibility, provides parental and caregiving leave and other support, as well as implements strategies to mitigate the effects of unconscious bias.
To find out more about our objectives and actions go to