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.
Our longstanding commitment to fair and inclusive recruitment practices is critical to ensuring progress towards our ambitious gender equality goals and to fostering diversity and inclusion at Monash.
Monash University’s Strategic Plan, Impact 2030 sets a strong commitment to “engage with and recruit students and staff, irrespective of any protected personal characteristic, including gender, sexuality, disability, ethnicity, race, religion or socio-economic disadvantage, to build a community that represents the diversity of our communities.”
Seek talented staff irrespective of gender, sexuality, race, ethnicity, disability, cultural background
Enhance Monash University's reputation as a n exemplar and inclusive employer of choice
Promote inclusive selection and hiring practices
Conduct targeted recruitment.
Our commitment to developing and retaining the talents of our staff is underpinned by a culture of continuous learning and growth and the University’s motto, Ancora Imparo (“I’m still learning”). Monash seeks to provide an environment where academic and professional staff will thrive, respond to and support our ambition to be Excellent, International, Enterprising and Inclusive.
We take proactive steps in removing the barriers to career development, addressing gender bias in decision-making, improving access to staff development and providing a range of diversity and inclusion training.
Support women’s academic success
Promote equitable decision-making
Improve access to professional development
Provide Diversity and Inclusion training.
Gender composition at all levels of our workforce
We value the strength of staff diversity and take proactive measures to achieve gender-balanced and gender diverse leadership. We closely monitor the gender composition of our workforce, influential committees and our governing body, and aspire to achieve gender parity in senior professorial, senior academic and senior professional roles.
In addition to our objective to increase the participation of women in leadership roles, we seek to lift the visibility of women in decision-making roles who are from culturally and linguistically diverse backgrounds, are Indigenous, LGBTIQA+ or have disability.
Increase the representation of women in leadership roles.
Gendered work segregation
We are committed to addressing gendered work segregation evidenced by women’s under-representation in STEMM fields, and to removing barriers to career advancement and success that are based on sex, gender and other forms of intersectional discrimination.
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. Advancing women’s careers in STEMM is at the forefront of our gender equity strategy and we are investing resources to address gender disparities in these areas. Our participation in the Athena SWAN program is assisting us in the recruitment, retention and development of our talent.
Raise awareness of gendered segregation of occupations within the workplace
Engage all colleagues in the collective effort to challenge gender stereotypes
Leadership support to redress gendered segregation.
Workplace support, leave and work flexibility
Workplace flexibility is a key enabler of gender equality, and a foundation in the attraction and retention of talent. Monash’s ambitions to address the challenges of the age begins with our commitment to supporting our workforce to thrive as they contribute to excellent and transformative education and research.
We’re committed to fostering a workplace culture of flexibility where staff of all genders, ethnicities, faiths, heritages, abilities, religious and cultural backgrounds are supported to successfully combine their work commitments and personal priorities.
Promote flexible work within the workforce
Equip supervisors with relevant knowledge of available support
Support parents and carers
Support for staff who experience family violence, and staff who provide care for those experiencing family violence.
Workplace culture, leadership and diversity
Our commitment to fostering an inclusive workplace begins with our commitment to a University community that recognises, respects and includes Indigenous peoples, cultures and knowledge by working with and celebrating Aboriginal and Torres Strait Islander peoples as well as Indigenous peoples of other places where Monash has a campus or major presence.
Our evolving and enduring commitment to promoting an inclusive workplace culture and advancing gender equality has seen us pioneer a number of flagship programs and embed our diversity and inclusion agenda into the organisational strategic goals. Impact 2030 further commits us to building a diverse and connected community of students, staff and alumni who are deeply engaged with the wider community and supporting the dissemination of University knowledge and practice.
Promote a safe, respectful and inclusive culture for staff free from discrimination and harassment
Promote equal opportunity principles and understanding of ethical and respectful conduct
Develop inclusive leadership capabilities
Support staff in building meaningful connections and sense of belonging at Monash.