Gender equity

Deakin aspires to be Australia's premier university in achieving equal representation, recognition, reward and value of staff irrespective of gender.

Addressing gender inequities

Deakin is committed to gaining a greater understanding of the barriers to diversity and inclusion and to introducing meaningful actions to address gender inequities for staff.

We seek to address the effect of gender intersecting with other inequities, and the impact this has on staff development and job satisfaction.

Gender Equity Plan

The Gender Equity Plan 2017–2020 (PDF, 613.9kb) draws together the existing initiatives and introduces some new actions to reverse the trend and improve progress against key targets.

Leadership

University Leaders (Executive, managers and supervisors) demonstrate an active, visible and consistent commitment to achieving gender equity.

This includes:

Success for all

Identification, understanding and amelioration of disadvantage created by the intersection of gender with cultural background, socio-economic status, sexuality, carer status and work arrangements.

This includes:

  • funding being available for researchers who are primary carers to attend conferences and maintain continuity through periods of extended leave
  • the Gender Equity in Research Policy (available via the Deakin Policy Library)
  • investigations into Workload Allocation Models, career progression and job satisfaction, with a view to identifying the disadvantage faced by those of diverse genders, sexualities and women from diverse cultural backgrounds
  • using data to develop meaningful actions and solutions to address the identified barriers.

Affirmative action

Advancement towards equal representation of women and men through considered attraction, recruitment, staff development, and promotion and retention initiatives.

This includes:

  • area-specific targets on gender representation and strategies to reach targets being introduced across all faculties and portfolios.
  • reviewing recruitment strategies and processes, including keeping a close watch on recruitment data.
  • increasing diversity and gender balance on all University committees
  • the Gender Equity in Research Policy (available via the Deakin Policy Library).

Equal work, equal pay

Athena SWAN

Deakin is one of 40 universities and research organisations participating in the Science in Australia Gender Equity (SAGE) Athena SWAN pilot, a program to improve gender equity and diversity in science, technology, engineering, mathematics and medicine (STEMM).

The SAGE pilot is being led by Equity and Diversity, with significant contributions from Deakin Research, the Human Resources Division and all faculties and research institutes.

For more information please contact Dr Ben Knott.

Success for all

Identification, understanding and amelioration of disadvantage created by the intersection of gender with cultural background, socio-economic status, sexuality, carer status and work arrangements.

This includes:

  • funding being available for researchers who are primary carers to attend conferences and maintain continuity through periods of extended leave
  • the Gender Equity in Research Policy (information for Deakin staff) investigations into Workload Allocation Models, career progression and job satisfaction, with a view to identifying the disadvantage faced by those of diverse genders, sexualities and women from diverse cultural backgrounds.
  • using data to develop meaningful actions and solutions to address the identified barriers.

Employer of Choice

Deakin has received the 'Employer of Choice for Gender Equality' citation for 10 consecutive years.

Awarded by the Workplace Gender Equality Agency (WGEA), the 'Employer of Choice for Gender Equality' citation recognises the University's sustained efforts to improve employment outcomes for women.

Deakin is accredited as an Employer of Choice for Women by the Australian Government's Equal Opportunity for Women in the Workplace Agency.

Contact us

Manager Gender Equity
Bree Gorman
Email Bree