Our first Gender Equity Strategy will drive institutional change.
UNSW is proud to launch its first Gender Equity Strategy, which aligns efforts across EDI, Human Resources and the faculties and divisions. The Strategy, which was released on International Women’s Day, marks an important milestone for UNSW and will enable a University environment where everyone can thrive, contribute to and participate in shaping a more equitable future.
The Strategy is a framework that brings together work already being done across UNSW to drive gender equity. It offers new actions that will enable further access and support to women and gender diverse people.
The Strategy is organised around four key focus areas:
Leadership and responsibility
Our leaders will be supported to advocate for gender equity, to demonstrate inclusive and appropriate workplace behaviour, and to shape organisational culture by example.
Institutional governance and local engagement
Governing structures and regulative systems must be guided by inclusive principles, and policy and procedure must remain flexible, reflecting a progressive approach to shifting conceptions and expressions of gender.
People and employment
Opportunities for growth and advancement must be accessible to everyone, irrespective of gender identity. By empowering all members of our workforce, we drive progress, innovation and social wellbeing.
Culture and inclusive practice
Building and fostering a culture of inclusion and diversity that is intersectional, and goes beyond the binary, is essential to achieving gender equity.
Fundamentally, the Gender Equity Strategy affirms that UNSW will continue to be an institution that encourages diverse perspectives and experiences. Women and gender-diverse staff will be represented and recognised, with access to the tools and support to succeed at all levels of employment.
“I’m proud that the actions within the Strategy aim to protect and empower people of all genders at UNSW and actively ensure that trans and gender diverse members of our community are able to thrive and be their authentic selves,” said Dr Caitlyn McLoughlin, Manager of Diversity & Inclusion, EDI.
“The UNSW Gender Equity Strategy not only addresses current challenges, but also lays the groundwork for a future where gender equity is not just an aspiration but an inherent aspect of our collective identity.”
The launch of the Strategy comes the week after the Workplace Gender Equality Agency (WGEA) published gender pay gaps, in which UNSW recorded the lowest median total remuneration gender pay gap in the Go8, at 1.4 per cent.
In his last Inside UNSW message, Vice-Chancellor and President Professor Attila Brungs reflected: “…while I’m pleased about where we stand based on this data, we cannot be complacent … we must continue to take meaningful action to ensure pay and opportunities are equitable at UNSW”.
This Strategy provides a blueprint for such action. As a UNSW community, we look forward to striving to achieve the objectives and goals it sets out.
While this iteration of the Strategy focuses on UNSW staff initiatives, future versions will include student initiatives.
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