adelaide women project 2013

Adelaide Women Project 2013Towards a Gender Equity Kit:

Strategies to increase Representation of Women in Senior Academic and

Professional Roles within the University of Adelaideadelaide.edu.au

Project Members and Sponsor

Project Group Members: Alison Dundon Head, Discipline of Anthropology

Colleen Lewig Manager, Counselling, Disability & Elite Athlete Service

Kathryn Neale Manager, Financial Accounting

Leah Panakera-Thorpe Acting Faculty Manager, Sciences

Yung Ngothai Director of Teaching, School of Chemical Engineering

Project Members and Sponsor

Project sponsor:Paul Duldig Vice-President-Services and

Resources

Project coach:Sophie Hampel Senior Psychologist, Inkling Women

Special thanks to: Jonathan Pheasant

Project Presentation

1. Project Summary

2. Project Implementation

3. Project Outcomes and Findings

4. Recommendations for the Future

BEACON

Develop strategies

Identify barriers

to targets

Understand gender

equity at UoA

1. Project Summary - Aims and Objectives

Acknowledgement Commitment Practice

The 3 Pillars supporting Gender Equity

• Status• Culture• Barriers

• Leadership• Accountability• Resources• Policies

• Strategies• Procedures • Equity Kit

1. Project Summary – Key Findings

2.Project Implementation – Key Stages

Stage 1Literature

review

Stage 2University

consultation

Stage 3Strategies for

future development

3. Project Findings - The Survey

31.0%

69.0%

0.2%

Gender of respondents

male femaletrans-gender

There were 860 responses from staff across the University

Academic Professional0%

10%20%30%40%50%60%

Staff member cat-egory

3. Project Findings - The interviews

28%

72%

Gender of Interviewees

FemaleMale

Academic Professional0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Staff Member Category

There were 18 interviews conducted across the University


The 3 Pillars supporting Gender Equity

3. Project Findings

3. Project Findings -Acknowledgem

ent3 words to describe the current state of gender equity at UoA

Source: Survey

3. Project Findings -

3 words to describe the current state of gender equity at UoA

Acknowledgement

Source: Survey


The University needs to make a significant cultural shift.

Acknowledgement

Ideal

Current

0 0.5 1 1.5 2 2.5 3 3.5 4 4.5 5

Interviewee opinion on the State of Gender Equity in UoA

Source: Interviews

Females

Males

41%

14%

42%

28%

14%

38%

3%

20%

Strongly agree Agree Disagree Strongly disagree

3. Project Findings - Acknowledgem

ent

Source: Survey

Women experience more impediments than their male colleagues to progression in senior roles at the University

Culture: Differences in Perception


entWidespread acknowledgement needed across the

University of the barriers to achieving gender equity targets.

believe women

experience more

impediments in progression to senior roles

71%

believe carer or family

responsibilities impede career

progression at UofA

disagree that UofA offers

equal opportunity in progression

to senior roles

85%

31%

Source: Survey


entImpediments to the achievement of the 30% target

1. Family and carer responsibilities

2. Lack of appropriate female candidates & vacant positions to be filled

3. Cultural and historical norms prevent women from attaining senior roles

4. Women lack the confidence, support & drive to apply for senior roles

Source: Survey


entThe barriers to achieving our targets are clear and

need to be acknowledged

Cultural barriers

Structural Impediments

Family Responsibilities/ priorities/ career

interruptions

Impediments to Promotion or Progression

Source: Interviews

3. Project Findings -There needs to be commitment to make changes throughout the University to meet the gender equity targets.

Support for a program &

also praise for the current

state of gender equity in some areas

Commitment

believe increasing the number of women in

senior leadership isan important

goal

86%

perceive gender equity

to be a priority at the University of

Adelaide

70%

Source: Survey

3. Project Findings -Commitment themes from the interviews

Commitment

Leadership

Accountability

Investment in Resources

Policies

Source: Interviews

3. Project Findings -There needs to be best practice procedures and reporting implemented throughout the University to achieve gender equity targets.

Expressed opinion that

added flexibility would aid women to

progress to senior roles

Clear cut plans and

procedures are necessary

Increase pool of applicants/ hiring should be based on

merit

Practice

92%

Source: Survey


There are clear strategies that staff across the University believe should be put into practice.

Support & provide opportunities for women

Create a more family friendly working environment

Active recruitment & commitment

Change culture & attitudes

3. Project Findings - Practice

Source: Survey

Strategic funds to meet Gender Equity Targets

Proactive in recruitment,

promotions and succession planning Mentoring,

Shadowing and Networking opportunities

Flexible workplace

3. Project Findings - Practice

Source: Interviews

Key focus areas identified from interviews

4. Recommendations for the future



Acknowledgement

Analysis of the operational culture of University

Review of Recruitment and Selection Processes, and Succession Planning

Assessment of existing training and development policies and practices.


Commitment

Resources: Staff and Core Funding

Strategic Commitment of Time

Establishment of a Gender Equity portfolio

Policies linked to Gender Equity targets & reporting


Whole of University Gender Strategy

Flexible working conditions

Recruitment, Training & Development

Equitable Workloads

Practice


Mentoring, Role Models, Highlighting Achievement

Committee and Decision-making bodies

Workplace and Succession Planning

Practice

Towards the Gender Equity Kit


adelaide women project 2013

Documents