Our Diverse Community: Gender Equity at Curtin Gender Equity Strategic Priorities 2016 Implementation Plan Prepared by Ethics, Equity & Social Justice
GENDER EQUITY STRATEGIC PRIORITIES 2016 IMPLEMENTATION PLAN Contents
Introduction .......................................................................................................................... 2 Curtin Strategic Priorities 2016 .............................................................................................. 4 Measuring Success ................................................................................................................ 5 Priority Area: People and Culture .......................................................................................... 6 Priority Area: Learning and Student Experience .................................................................... 9 Priority Area: Research and Innovation ............................................................................... 10 Priority Area: Engagement and Impact ................................................................................ 11 Glossary .............................................................................................................................. 14 Acknowledgements ............................................................................................................. 14 Communication of Implementation Plan ............................................................................. 14
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GENDER EQUITY STRATEGIC PRIORITIES 2016 IMPLEMENTATION PLAN
Introduction Purpose The purpose of this Gender Equity Strategic Priorities 2016 - Implementation Plan (Plan) is to set out for the University community the initiatives to be undertaken in 2016 to address the University’s strategic priorities in relation to gender equity. Background The University is progressing development of the Curtin University Strategic Plan 20172020. It is expected that within the enabling framework of the strategic planning process, a set of objectives will be determined for Curtin to deliver on its commitment to valuing diversity and promoting equity and inclusion to staff, students, and the community. In the interim, Council has approved a set of core priorities and initiatives to drive excellence and secure position as a top 200 University by 2020, otherwise referred to as Strategic Priorities for 2016. These Strategic Priorities underpin this Plan. This Plan primarily aims to deliver on the strategic priority of implement strategies to improve gender equity outcomes. In recognition of the external environmental shift in focus from equal opportunity for women in the workplace, to workplace gender equity, there has arisen a need for this interim implementation plan to have a broader context than the former Advancing Women Strategy 2010-2013. The initiatives identified in this plan are aimed at meeting best practice in gender equity as promulgated by the Workplace Gender Equality Agency (WGEA). This Plan has also been developed within the broader external and internal context set by: • • • • • •
International obligations Federal and State legislative requirements Public policy Curtin’s Strategic Framework - Vision, Mission and Strategic Plan Curtin Values and Signature Behaviours Curtin’s Equity and Diversity Principles
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GENDER EQUITY STRATEGIC PRIORITIES 2016 IMPLEMENTATION PLAN Curtin Vision Building on a foundation of integrity and respect, and through courage, we will achieve excellence and have an impact on the communities we serve. Curtin Values and Signature Behaviours
Equity and Diversity Principles Equity & Diversity at Curtin is guided by four principles, which support our Values and Signature Behaviours, and promote best business practice in education and employment, in accordance with legislative and regulatory obligations. These principles, which include Right, Opportunity, Recognition and Inclusion (RORI), are founded on our Values and Signature Behaviours and the Universal Declaration of Human Rights: 1. Right – each member of the University community has a right to be treated with respect, equality and dignity, and to be able to participate in all aspects of University life on an equal footing. 2. Opportunity – the University will provide equitable opportunity for individuals to access and advance in employment and education. 3. Recognition – each member of the University community will be recognised and valued for their diversity. The significance of Aboriginal and Torres Strait Islanders as the nation’s First Peoples is particularly acknowledged. 4. Inclusion – the local, national and global community will be reflected within the University community by attracting and retaining staff and students from a broad range of backgrounds.
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GENDER EQUITY STRATEGIC PRIORITIES 2016 IMPLEMENTATION PLAN
Curtin Strategic Priorities 2016
Curtin Strategic Priorities 2016
Learning & Student Experience
Research & Innovation
Engagement and Impact
People and Culture Global Strategy Supporting Our Strategic Ambitions
Equity and Inclusion Implementation Plan Leadership Commitment & Accountability
Student Engagement and Experience
Staff Support & Capability
Inclusive Policies & Practices
Best Practice Recognition
Partnerships and Networks Research Outcomes & Reputation
Monitoring & Reporting
Awareness & Communication
Aboriginal & Torres Strait Islander People
People of Culturally & Linguistically Diverse Backgrounds
Gender Equity
Student Equity
LGBTI Inclusion
People with Disability
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GENDER EQUITY STRATEGIC PRIORITIES 2016 IMPLEMENTATION PLAN
Measuring Success This Plan will be monitored against specific measures of achievement of initiatives, and where appropriate, the reporting of these achievements and compliance with external requirements. The overall improvement in gender outcomes will be determined against the University’s Key Performance Indicators for gender equity. Key Performance Indicators
Primary KPIs
Measure
Diversity and Equity
Staff gender balance ‐
Target
2016
2017
Females at ALE
27%
29%
Females at HEW ≥10
44%
46%
2016
2017
Participation rate of Women in Management (Tiers 1 to 4)
48%
49%
Gender Pay Gap
To be determined
To be determined
professional and academic
Secondary KPIs
Measure
Diversity and Equity
Staff gender balance ‐ professional and academic Gender Pay Equity
Target
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Priority Area: People and Culture Objective Leadership Commitment and Accountability
Our leaders consistently role-model and advocate for gender equity
Measure
Action(s)
Responsibility
•
•
VC as Pay Equity Ambassador
VC/EESJ
•
Senior male Champion of White Ribbon (campaign signifying elimination of violence against women) Championing by VC and SET of gender equity through Athena SWAN project and gender equity initiatives Promotion of flexible work at Curtin by VC and SET
Provost/EESJ
Number of internal and external communications by senior executive supporting gender equity, flexible work, elimination of violence against women
•
• Leadership and governance structures are gender diverse
• •
University leaders hold themselves and their people accountable for gender equity outcomes
•
•
VC/SET/EESJ
VC/SET/EESJ
Proportion of gender representation on decision making committees Proportion of gender representation at management level
•
Establish gender diverse governance structure with oversight for gender equity strategies
EESJ/AS Proj Lead
•
EESJ/Secretariat
Level of reporting of gender equity outcomes in business, Faculty and School plans KPI achievements as reported in plans
•
Promote and monitor compliance with policy requirements for diverse representation on decision-making bodies Embed accountability for gender equity outcomes throughout the organisation through WPPR processes
SET/Line Mgrs
GENDER EQUITY STRATEGIC PRIORITIES 2016 IMPLEMENTATION PLAN Objective Staff Support and Capability
Gender equity principles are reflected in learning and development at Curtin
Measure
Action(s)
Responsibility
•
•
Career Development for Women Program
Athena SWAN Project Team
•
Support and development of senior academics seeking Academic Promotion Update training for all managers in relation to flexible work arrangements LGBTI Training Framework, including Trans* awareness training and piloting of reverse mentoring Enhance training to reduce gender bias and stereotyping across workforce planning and employment practices Equity and Diversity Training Framework, inclusive of induction, online training, leadership development Development of training program/s for averting and dealing violence against women Workforce planning and employment practice enhancements identified through Athena SWAN project to attract, retain and provide opportunities to women and address underrepresentation of women in STEMM
HR/Athena SWAN Project Team
• •
Type/Number of programs offered Number of sessions of each program Participation rate by gender in development programs
• •
•
Inclusive Policies and Practices
Curtin provides expert training in preventing, recognising and responding to discrimination, harassment and violence
•
Gender equity principles are embedded into employment policies and practices reflecting:
•
• •
gender pay equity representation of women in non-traditional
• •
•
Type/Number of programs offered Number of sessions of each program Participation rate by gender in development programs Athena SWAN Picture of Curtin data Gender Pay Gap targets
•
• •
HR/ODU
EESJ/LGBTI SG
EESJ/ODU
EESJ
EESJ/SCRT/ODU
Athena SWAN Project Team
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GENDER EQUITY STRATEGIC PRIORITIES 2016 IMPLEMENTATION PLAN Objective
Measure •
areas of employment broad use of flexible work for staff with caring responsibilities.
Action(s)
Responsibility
•
Enhancement of talent management and succession planning processes
HR
•
Pay gap analysis and action planning
HR/EESJ
•
Enhancement of employment policies and procedures in relation to recruitment, remuneration and performance Promotion of flexible work and leave arrangements
HR
Review of procurement and contractor arrangements to ensure supplier diversity and broader practice of adherence to equity and diversity principles Equity and Diversity Policy Review
EESJ/FS
•
Policy review aligned to White Ribbon Accreditation
EESJ
•
Promotion of TransGender support guide
EESJ
•
•
Curtin is inclusive and free from discrimination, unconscious bias , harassment and violence
• •
Athena SWAN Picture of Curtin data Number / % of substantiated discrimination / harassment complaints
•
HR
EESJ
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Priority Area: Learning and Student Experience Objective Student Engagement and Experience
Gender equity principles are embedded in student engagement practices, student learning and experiences, and graduate attributes reflecting: •
•
Measure
Action(s)
Responsibility
•
•
CLT/EESJ
•
Athena SWAN Picture of Curtin data Number of units with embedded gender diversity knowledge and perspectives
•
representation of women in non-traditional areas of study flexibility for students with caring responsibilities •
Embed equity and diversity principles in graduate attributes Enhancements to student engagement and learning practices identified through Athena SWAN project to provide opportunities to graduate women and address underrepresentation of women in STEMM
Athena SWAN Project Team
Programs aimed at supporting women; students with caring responsibilities; LGBTI students including Ally Network; LGBTI Network; Transgender support counselling
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Priority Area: Research and Innovation Objective Research Outcomes and Reputation
Curtin’s research community has diverse gender representation across all fields of research Curtin’s research environment is inclusive and free from discrimination, harassment and violence
Measure
Action(s)
Responsibility
•
•
Athena SWAN project initiatives to improve under-representation of women in STEMM fields of research Address NHMRC Policy requirements ARC Statement
Athena SWAN Project Team
Support Women in Research Network Support of Early Career Researchers/Network Support LGBTI Research Network
ORD
•
Athena SWAN Picture of Curtin data Number / % of substantiated discrimination / harassment complaints
• • • • •
EESJ/ORD EESJ/ORD
ORD
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Priority Area: Engagement and Impact Objective Best Practice Recognition
Partnerships and Networks
Curtin is recognised as a best practice organisation
Measure
Action(s)
Responsibility
•
•
WGEA report and citation application
EESJ
•
EESJ
•
Athena SWAN Bronze Institutional Award application White Ribbon accreditation
•
AWEI Award (PID) submission
EESJ
•
Develop relationships to support and promote outcomes of the Athena SWAN Project - SAGE, WISELI Develop relationships that support prevention of violence against women - White Ribbon, Anglicare, Women’s Council Develop relationships and networks that support LGBTI community at Curtin - Pride in Diversity (PID); Pride WA, Freedom Centre, QLife Comprehensive gender equity data analysis Council/Academic Board reporting against KPIs Monitoring and analysis of systems and processes for gender bias and prevention of violence against women
Athena SWAN Project team
Rankings in awards/citations
Curtin has strategic partnerships and networks that strengthen gender equity at Curtin
•
•
Monitoring and Reporting
Gender equity initiatives and desired outcomes are measured, monitored and reported
•
Improvements in gender equity KPI measures as reported to Council, Academic Board, Strengthening our Culture Steering Group o Professional and
• • •
EESJ
EESJ
EESJ/Ally Network
Athena SWAN Project team EESJ/OSP HR/EESJ
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GENDER EQUITY STRATEGIC PRIORITIES 2016 IMPLEMENTATION PLAN Objective
Awareness and Curtin community is aware of Communication Curtin’s commitment to gender equity and the prevention of violence against women; it participates in activities that promote gender equity and recognise the contribution of women
Measure
• • • •
Action(s)
Responsibility
General Staff Percentage of Women in Management o Professional and General Staff Percentage of Women at HEW 10 and 10+
•
ISU/EESJ/HR
Number of events promoted Number of staff/student participation Reach of promotional materials Impact of promotional materials
•
Complaints management and monitoring Consultation on gender equity through Your Voice and student survey (as appropriate) Review against established targets for gender representation and gender engagement (governing bodies; recruitment, talent identification, succession planning, training and development; staff retention) Promotion of Athena SWAN Project, including launch of project
•
Communication of Gender Equity Strategic Priorities Implementation Plan
EESJ
•
Promotion of White Ribbon Project, including White Ribbon Ambassador/s
EESJ/CR
•
Promotion of VC as Pay Equity Ambassador
EESJ/CR
•
Communications of gender equity policies, procedures, and initiatives that promote gender equity, respectful relationships and zero tolerance of violence against women
EESJ/CR
•
•
EESJ/HR/ODU
EESJ/HR
Athena SWAN Project Team
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GENDER EQUITY STRATEGIC PRIORITIES 2016 IMPLEMENTATION PLAN Objective
Measure
Action(s)
Responsibility
•
EESJ/CR
Events and communications to promote key dates and campaigns recognised at Curtin including International Women’s Day, White Ribbon, Ochre Ribbon, Blue Stocking, PrideFest, FairDay, Wear It Purple Day, Transgender Day of Remembrance, Respect Now Campaign
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Glossary Diversity In the Curtin context diversity encompasses the understanding that each individuals’ lived experience is unique and that a person may identify by using one or more of the following attributes: sex; age; race; colour; national or ethnic origin; marital or relationship status; pregnancy or potential pregnancy; breastfeeding; political conviction; religious conviction; impairment; need for carers, assistance animals and disability aids; family responsibility or family status; gender; gender identity; intersex status; sexual orientation; gender history.
Acknowledgements Workplace Gender Equality Agency: Gender Strategy Toolkit Pride in Diversity: Australian Workplace Equality Index
Communication of Implementation Plan All staff will be advised of this Plan via Curtin Weekly and the Plan will be available on the Ethics Equity and Social Justice Website.
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