Gender Equity Strategy

Gender equity and an inclusive university are fundamental to Monash’s strategy and vision, and equality and inclusion are central to our pursuit of excellence.

Our Commitment

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 and barriers remain. 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, disability and/or other dimensions of identity to shape experiences and outcomes.

Download Gender Equality Action Plan 2026-2030

*The Monash Gender Equality Action Plan 2026-2030 has been submitted to the Commission for Gender Equality in the Public Sector to be assessed for compliance under the Gender Equality Act 2020 on 1 May 2026 and may be subject to change

Our Priorities

Gender pay equity principles: Our commitment to closing the gender pay gap

Monash University undertakes a comprehensive gender pay gap analysis every six months, providing senior leaders with workforce data and insights disaggregated by business unit. This analysis is supported by resources to help leaders understand the key drivers of the gender pay disparities, including structural, occupational and intersectional factors. Findings from workforce data and employee consultations have directly informed the design and priorities of the Gender Equality Action Plan, embedding pay equity principles across actions addressing career progression and remuneration.

While many Monash staff salaries are structured within industrially regulated or locally governed remuneration frameworks, we recognise that targeted strategies to remove barriers to career advancement and facilitate equitable career progression remain critical to addressing gender disparities in senior positions, particularly among senior academics. These pay equity principles are reflected in GEAP actions that support equitable access to leadership and promotion opportunities, contributing directly to reducing the organisation-wide gender pay gap and ensuring that long-term career outcomes and remuneration are aligned with experience, capability and potential across all genders.

The University has set an aspirational target to close the gender pay gap by 2030, supported by a senior leadership endorsed target to reduce the average total remuneration gap for managers. These targets guide proactive initiatives, including equitable recruitment and promotion practices, transparent performance and reward frameworks and access to leadership development or career-building opportunities.

Recognising diverse experiences through an intersectional approach

Intersectionality has been central to the development of Monash’s Gender Equality Action Plan, recognising that staff experiences of gender inequality are shaped by multiple, overlapping identities, including age, gender identity, sexual orientation, disability, neurodivergence, Indigenous status, cultural and linguistic background, religious background, caregiving responsibilities and career stage. The Monash University Equity, Diversity and Inclusion (EDI) Framework promotes intersectionality as one of four core principles guiding our practices and actions. While workforce data on intersectionality remain limited, staff surveys, focus groups and consultations provided valuable insights into the lived and living experiences of diverse staff groups, enabling a deeper understanding of how overlapping identities influence career progression, inclusion, and access to opportunities.

The Case for Change

Achieving gender equity is a long-standing institutional priority at Monash, grounded in decades of evidence-informed action. While substantial progress has been made, persistent inequities remain for staff whose careers are shaped by compounding disadvantages, including part-time work, caregiving responsibilities and systemic biases embedded in institutional structures.

Gender equity is not only the fair and right thing to do, it requires actively dismantling these systemic and cultural barriers to ensure staff of all genders can contribute fully, develop their careers and thrive.

Our 2030 vision is a Monash University where gender equity is deeply embedded across all strategic and operational activity. Building on our demonstrated commitment, we aim to close the gender pay gap, accelerate improvements in the gender composition of leadership and senior roles and continue actively promoting equitable career progression opportunities for all staff. In this environment, gender equity is understood, championed and enacted as a shared responsibility by leaders, managers and academic and professional staff, fostering inclusive cultures and fair outcomes across the Monash community.

Actions

Actions in the Gender Equality Action Plan 2026-2030 are grouped under the summary headings below, for the full list of actions within the plan, refer to the Action Plan.

We welcome your thoughts on measures and interventions to help us accelerate progress towards gender parity via our anonymous feedback form.

Please contact gender-equity@monash.edu with any enquiries.