The awards are the University’s second and third out of a possible five SAGE Athena Swan Cygnet Awards.
UNSW has received two Science in Australia Gender Equity (SAGE) Athena Swan Cygnet awards for Flexible Work and Care and, most recently, LGBTQIA+ Inclusion.
The awards are in addition to the University’s Cygnet award for Promotions (Academic Career Progression) in 2023 and reflect the work being done to progress equity across UNSW.
Working towards genuine and sustainable gender equity
Athena Swan is an internationally recognised accreditation and awards program for gender equity, diversity and inclusion. UNSW Sydney is one of more than 40 higher education and research institutions participating in the SAGE Athena Swan Program and a proud member of the Athena Swan Charter.
After receiving the SAGE Athena Swan Bronze Institutional Award in 2018, and publishing the Athena Swan Action Plan (2018–2022), UNSW has been working on the next phase of the program, the Cygnet Awards.
As part of this process, the Athena Swan Self-Assessment Team identified five key barriers to gender equity at UNSW, and these are what drive the focus of the Cygnet Award submissions.
Building a culture of LGBTQIA+ inclusion
UNSW received its most recent Cygnet Award in April. The award recognises LGBTQIA+ inclusion as an important driver for attracting, retaining and progressing the careers of a diverse cohort of employees across the University.
“This achievement reflects our commitment to developing a more inclusive culture, where all staff can succeed regardless of their sexual orientation and/or gender,” said Professor Bruce Watson, Pro-Vice Chancellor Inclusion.
“Amazing progress has been achieved since the inception of the Athena Swan Bronze Action Plan, including the growth of our ally@UNSW network and training, programs and initiatives in faculties. It's important to also recognise the continued work that must occur in this space to drive further LGBTQIA+ inclusion, particularly for transgender and gender diverse communities at UNSW.”
In 2018, UNSW’s Athena Swan Bronze Action Plan identified supporting transgender and gender diverse people as a key action area.
The Community of Practice for Inclusive Research with Queer & Trans people, and people with variations of sex characteristics (Intersex people) (CoPQTI) was established in 2023 and aims to make research and practice at UNSW more inclusive for LGBTQIA+ people.
Dr Kerryn Drysdale, Co-Convenor of the CoPQTI said: “The CoPQTI was founded by a group of academics across different disciplines who were all experiencing a high demand for advice and support from other researchers. Now at more than 50 members across the University, the CoPQTI comprises UNSW academics, professional staff and HDR students, LGBTQIA+ and allies committed to continuous learning and advocacy on behalf of queer and trans people, and people with variations of sex characteristics, to make research and practice more inclusive.
“Through regular meetings and workshops, CoPQTI members are able to come together to discuss, share and develop inclusive approaches to research that can help to enhance social justice, equity and representation for all those contributing to UNSW research.”
Additionally, the establishment of the EDI Staff Consultative Group, the ally@UNSW Network Steering Committee and continued uplift to gender affirmation leave and resources have been central to creating positive progress in these areas.
Flexible work and care at UNSW
Earlier this year, UNSW was also recognised for successful initiatives to improve flexible work opportunities and support employees with caring responsibilities.
Scientia Professor Fiona Stapleton, Academic Lead for the SAGE Athena Swan Program said: “Through this continued work, which leverages the robust strategy supported by the institution, the teams have been able to deliver evidence-based initiatives, workshops and relevant resources.
“We believe this improves the attraction, retention and progression of staff with family and caring responsibilities at UNSW.”
An example of this work in action is the UNSW Carer’s Support Fund, which enables UNSW primary carers of all genders to access up to $2000 to support caring costs while the recipient participates in a career development activity.
Dr Alexandra Hogan used the fund to attend a three-day meeting in Geneva for a World Health Organization (WHO) committee. She travelled with her seven-month-old child, using the fund to pay for childcare while she worked. This story was profiled earlier this year in Inside UNSW.
Read more about UNSW’s Cygnet Award for Flexible Work and Care.
Pathway to Silver
The Cygnet Awards for UNSW follow on from last year’s recognition for progress in Academic Career Progression.
UNSW is continuing to work towards Silver accreditation in the program.
The next areas for development in line with the Bronze Action Plan are student pathways (STEMM) and workplace culture. We look forward to sharing more information about progress towards these awards throughout the year.
Main image caption: UNSW students and staff had the opportunity to volunteer at the Minus18 Queer Formal earlier this year as part of UNSW’s Mardi Gras activities.
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