SAGE Athena Swan Champions
The Athena Swan Steering Group brings together a diverse group of academic and professional staff who lead equity, diversity, and inclusion work within their areas and collectively across the university. Members bring expertise, dedication and a strong commitment to working collaboratively to promote equity and foster a more inclusive culture at Monash.
As we celebrate 10 years of SAGE Athena Swan at Monash, discover what motivates our champions and sustains their efforts through reflections from a selection of Steering Group members on their work in equity, diversity, and inclusion.
Read below to discover what drives and inspires our SAGE Athena Swan Champions as they work to shape a more inclusive future here at Monash
-
"I was inspired by witnessing how systemic inequities impact students and staff, particularly those from racialised and marginalised communities. Taking on a leadership role allows me to drive structural change, amplify underrepresented voices, and foster a culture where equity, diversity, and inclusion are embedded, not optional, in academic practice." Associate Professor Pearl Subban
"My inspiration comes from both personal experience and professional commitment. Having started my career in a country where gender disparities in STEM were less visible, I was struck by how pronounced these challenges were in Australia. That contrast has motivated me to contribute meaningfully to equity, diversity, and inclusion — not just through advocacy, but by embedding systemic change into our institutional culture.
Over the years, I’ve worked closely with students and staff on EDI-focused research and initiatives, from examining gendered experiences in engineering teams to fostering a sense of belonging for international students. These experiences have reinforced my belief that inclusive, thoughtful leadership can transform not only individual outcomes but the broader culture of a faculty. It’s this belief — that culture is as critical as strategy — that continues to drive my leadership in this space." Professor Nicoleta Maynard
"I took on the Associate Dean EDI position because STEM fields continue to show both gender and cultural disparity. As a biologist, I have a profound love of diversity and I understand how diversity is essential for healthy, well-functioning communities. My aim is to identify and remove systemic barriers to gender and culturally and racially marginalised (CARM) groups so that the Faculty of Science better reflects the community it serves." Associate Professor Christen Mirth
"To drive both policy change and grass root initiatives that allow every individual to thrive in what is still an inherently inequitable landscape." Professor Edwina McGlinn
"I work in the area of clinical psychology. Much of clinical psychology models and interventions are Eurocentric - they are based on Western cultural norms, values and belief systems. This is very problematic as most individuals don't come from Western cultural backgrounds and in Australia we celebrate cultural diversity. Therefore, current clinical understandings and treatments often fail local and global communities. Our research has been working with underserved communities to address these inequities. This research focus has broadened to recognise the inequities in research and higher education sector more broadly, which has inspired me to be involved in EDI at Monash." Professor Laura Jobson
"My motivation to take on a leadership role in equity, diversity, and inclusion within Monash Business School stems from a long-standing commitment to transforming accounting and business education into a more inclusive, socially responsive, and future-focused practice. Through my work in critical and creative pedagogies, I became acutely aware of how traditional curricula and institutional structures often exclude or marginalise diverse voices and ways of knowing. It is important to open up business schools to create spaces where Indigenous knowledges, queer perspectives, and other historically underrepresented worldviews are not only included but centred to how we collectively engage with the world. Monash’s commitment to social justice aligns with my own values and provides a platform to collaboratively advocate for systemic change." Professor Nick McGuigan
"My primary discipline is human rights law, which places equity, diversity and inclusion at its core. Being able to pursue my educational, scholarly and engagement passion in the pursuit of Monash's bold EDI goals is a natural extension of the values that I have pursued through my life's work. I did not hesitate to offer my leadership within the community that has enabled me to advocate for better and more secure human rights for all people and peoples. Who wouldn't want the fruits of their labour to be dedicated to transforming the Monash community through recognising the strength in our diversity, powering our collective endeavour through inclusion, and pursuing equity for all within our community?" Associate Professor Julie Debeljak
"To level the playing field for staff and students in IT and to be a voice for the voiceless." Professor Rashina Hoda
"I joined Monash in July 2023, having been Assistant Dean for Equalities in my previous institution in the UK and worked in the EDI domain for over 8 years, and I was keen to draw on that experience and my passion for social justice to benefit colleagues, students and the whole community at Monash." Professor Jo Winning
-
"My commitment to EDI is deeply personal. As someone who entered a system where I didn’t see people who looked or thought like me, I spent years trying to prove I belonged—navigating unspoken expectations around how to behave, speak, and lead. Over time, I’ve learned to trust my values and instincts. What drives me now is a vision of engineering that’s not just technically brilliant, but profoundly human—where diverse voices are valued, and real problems for real communities are at the heart of what we do. I want to help dismantle the myth that engineering is only about the technical." Professor Nicoleta Maynard
"Like most of us, there are many layers to who I am. I am the daughter of a refugee, a first-in-family at university, a mother of children with a vision impairment, and a part-time academic juggling the work-family-life balance. Each of these traits, and the associated experiences and consequent set of personal values, have powered my drive for fairness, justice and respect for difference that draws me to advancing EDI." Associate Professor Julie Debeljak
"As a woman in Science, I have faced my fair share of everyday sexism. As an undergraduate in the 1990s, I was told that by the time I reached the academic workforce, women would be participating at parity to STEM endeavours. Unfortunately, progress has been too slow and the tactic of waiting for the problem to sort itself hasn't worked. We need new tactics, and this is what drives my commitment to advancing EDI." Associate Professor Christen Mirth
"Finding out who you are and developing a sense of belonging isn’t easy, especially as an LGBTIQ-identifying individual. It takes courage to creatively express your authentic self and values to others.
It's especially tricky in conservative professions like accounting. I experienced adversity early in my career. I chose early on to creatively express myself, as I believe it's important to show others there are multiple ways of being professional, creating a career, and engaging in meaningful work." Professor Nick McGuigan"I have been blessed to have had the support of my family, friends, and employers to study, live, and work the way I wanted to. In an ideal world, everyone would have this. Until then, we need EDI." Professor Rashina Hoda
"My commitment to advancing EDI is deeply rooted in my lived experiences as a racialised academic navigating exclusionary systems. These experiences fuel my determination to challenge inequities, create spaces of belonging, and ensure that diverse voices and perspectives are valued. This work matters because equity transforms individuals and institutions." Associate Professor Pearl Subban
"As a first-generation Australian who began my career in STEMM, I experienced firsthand what it feels like to be a minority in both cultural and professional spaces, where you don’t quite see yourself reflected. These lived experiences within academia have deeply shaped my identity and inspired me to channel my passion for social justice into my role as Director of Equity, Diversity, and Inclusion. I have seen how diverse perspectives drive creativity, how they challenge norms and elevate excellence. These insights have shaped my commitment to ensuring that diverse perspectives are valued, embraced, and that people of all backgrounds are empowered to thrive in every environment." Dr Lucie Joschko
"My commitment to advancing EDI comes through intellectual and political beliefs, and also my lived experience of gender, sexual identity and disability. The radical pedagogy theorist Paolo Friere describes education as the practice of freedom, and it seems to me that if we are to truly deliver on that potential in universities, we must profoundly embrace the principle of inclusion and strive towards creating a sense of belonging for all staff and students." Professor Jo Winning
"It has always struck me that in psychology and clinical psychology the majority of students identify as women. However, when we look at leaders in the field - they have been predominately men. Even in undergrad I would think how is it that these few men can always end up at the top? And over the years you start to see the systemic and structural systems that allow this to happen." Professor Laura Jobson
-
"As a research-only life scientist of 25+ years, the concept of perseverance and long-term commitment is a central tenant! Being able to celebrate the wins when they come, no matter how big or small is key, as is the knowledge that big change almost always reflects the culmination of many small wins by many dedicated individuals." Professor Edwina McGlinn
"What sustains me is a deep belief that change, even when slow, is still worth working for. I have seen small shifts - an inclusive classroom, a student feeling seen, a team rethinking how they work - and I know those moments matter. I draw strength from my long-term vision/dream: an engineering culture where everyone belongs and thrives. When progress feels hard, I go back to purpose, to people, and to the knowledge that this work is not about fixing individuals, but transforming systems with empathy, persistence, and care." Professor Nicoleta Maynard
"With equity, diversity and inclusion practices are under fire both nationally and globally, we have two options. We can change our language to blend in with this sentiment or we can step up and bring more people into equity conversations. My passion for this work is fuelled by my belief that equitable practices benefit everyone, and that Universities – as places that promotive creativity and experimentation – are in excellent positions to model best practice for equitable societies." Associate Professor Christen Mirth
"The complexity of humans and the beauty they can create when working together sustains a deep passion to continue to advance equity, diversity, and inclusion work. The most rewarding part of being at Monash is the privilege I have to make a contribution to meaningful work. I love that we appreciate our world is changing, and that we’re actively inviting ourselves as well as our key stakeholders to change with it." Professor Nick McGuigan
“If not us, then who? If not now, then when?” - John Lewis
Professor Rashina Hoda"EDI work is neither quick nor easy, and it is only possible to advance with it when we have a strong community of practice, in which we sustain each other through collective commitment and support. In the current climate, in which the core principles of inclusion and social justice are under dispute and even attack, our bonds with each other are more important than ever." Professor Jo Winning
"I was particularly draw to EDI work because of the current challenges. To think global is overwhelming, but to act locally is empowering. I may end up exhausted and jaded, but I know I will achieve some progress ang gains along the way for others to build upon." Associate Professor Julie Debeljak
"EDI is often challenging and slow work. It often feels like one step forward and then two backwards. But it is so important and it is how change happens - how real change happens. It takes time and genuine commitment and it is really rewarding work - especially when you work with others who are so passionate about this change." Professor Laura Jobson
"What sustains me is the belief that even small shifts can have lasting impact. I draw strength from community, collective vision, and the knowledge that structural change is generational work. Seeing students and colleagues feel heard and valued reminds me why perseverance and a long-term commitment to equity are essential." Associate Professor Pearl Subban
-
"The Athena Swan framework has created tangible momentum for gender equity and inclusion. Since its introduction, there has been a noticeable increase in women in senior academic roles, greater gender balance among seminar speakers, and more transparent, data-driven approaches to equity planning. It has normalised conversations on structural change and accountability." Associate Professor Pearl Subban
"Athena Swan has been critical for advocating for accommodations for carer's and for family friendly workplaces. While working with a young family is always challenging, the resources and support available now – from nursing rooms, flexible workdays, and family-friendly meeting schedules – really help." Associate Professor Christen Mirth
"To name some, the work around improving the awareness and application of 'Achievement relative to opportunity' in promotions, support and training provided to women to prepare grant and promotion applications, the exploration of underrepresentation of women in senior roles and championing its improvement, early open discussions on improving the experience and representation of people of colour, the list goes on!" Professor Rashina Hoda
The Athena SWAN framework emphasises the importance of deep self-assessment, of taking time to work out who we are as a community of staff and students, and making visible the often hidden barriers to proper inclusion, well-being and flourishing. In Arts, and because it has been my experience of working on and delivering a Faculty-level Bronze Award back in the UK, we are using this framework to productively build an understanding of our Faculty, the challenges it faces, but also the significant potential of our disciplines to describe and devise the solutions to those challenges." Professor Jo Winning
"Since 2016, Athena Swan has generated incredible momentum by shining a spotlight on gender equity, especially in areas historically challenged in recruiting and retaining women. Over the past decade, I have witnessed a swift and welcome shift toward embracing intersectionality, enabling us to respond to the compounding effects of intersecting identities and better identify barriers faced by underrepresented and marginalised staff. Athena Swan is a fabulous example of a partnership between academic and professional staff united with a common purpose. Witnessing the strong engagement and commitment to advancing equity, diversity and inclusion across Monash University has been truly heartening." Dr Lucie Joschko
"One of the biggest strengths of the Athena Swan framework at Monash has been a stronger focus on gender equity across the university, leading to more thoughtful and evidence-based ways of identifying and tackling the barriers faced by women and underrepresented genders in academia." Professor Nick McGuigan
"Although I only joined the Athena Swan group recently, I have been impressed by the genuine commitment and thoughtfulness of those involved. Even in a short time, I have seen how openly and meaningfully people engage with the issues and how the values we talk about are truly reflected in the way the team works together. The leadership of the group is deeply authentic, and there’s a strong sense of solidarity and shared purpose. It has been inspiring to witness a space where equity work is both strategic and human, and where change is pursued with integrity." Professor Nicoleta Maynard
-
"The adoption and embedding of 'relative to opportunity' within Monash was a pivotal moment for Monash. To be valued for what we achieve within the opportunity that we have allows everyone to thrive in ways that are personally meaningful. It removes the 'either or' dilemma, and allows us to flourish in work and family and life." Associate Professor Julie Debeljak
"The Faculty of IT's work in the area of improving the experience and opportunities for carers (staff members and HDR students will caring responsibilities) spearheaded by the inaugural Associate Dean EDI Prof Yolande Strengers, was one pivotal moment for us at FIT in particular, winning us one of the five Cygnet awards for Monash." Professor Rashina Hoda
"A pivotal moment was seeing equity targets translate into real representation, such as women taking on senior leadership roles previously dominated by men. Witnessing diverse voices actively shaping policy and decision-making signalled that change was not just aspirational but becoming embedded in our institutional culture." Associate Professor Pearl Subban
"Rather than one big moment, it has been the smaller, quieter shifts that have stood out to me, especially when leaders genuinely listen to voices in the room, not just the loudest or most senior ones. I have seen a colleague of mine in EDI leadership position pause, reflect, and then shift direction based on what they have heard. That kind of responsiveness is, to me, a sign of meaningful change. It shows that we are not just ticking boxes but trying to build something more honest and inclusive, together." Professor Nicoleta Maynard
"Achieving gender parity for Level D appointments within the Faculty of Medicine, Nursing and Health Sciences, a historically male-dominated sector, was a key moment and one that fuels our ambition to rapidly achieve the same for Level E." Professor Edwina McGlinn
I feel that the launch of the Equity, Diversity, and Inclusion framework was a key moment for Monash. This framework formalised much of what EDI committees, Athena Swan, and other parts of the University had been building towards, and solidified Monash's commitment to building a better University." Associate Professor Christen Mirth
"One of the most meaningful benefits of working on the Athena SWAN Steering Group at Monash is the opportunity for transdisciplinary dialogue with STEM colleagues, exploring approaches and ideas around best EDI practice in disciplines and settings seemingly far flung from the HASS disciplines, but which in fact share many commonalities and challenges." Professor Jo Winning
"Over the past ten years, Monash's journey with the SAGE Athena Swan program has been marked by many pivotal milestones that reflect both measurable progress and deeper cultural change. For example, the number of women Professors in STEMM has more than doubled and for the first time, women's promotion application and success rates for the first time surpassed those of men, clear signs of structural change. We broke taboos by speaking openly about menopause, introduced standalone paid Gender Affirmation Leave and removed the evidence requirements for gender affirmation, building trust and empowering gender-diverse colleagues. While there is still more to do, these milestones show real and lasting momentum." Dr Lucie Joschko