Adelaide Women Project 2013
Towards a Gender Equity Kit: Strategies to
increase Representation of Women in Senior
Academic and Professional Roles within the
University of Adelaide
adelaide.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
Project coach:
Sophie Hampel
Special thanks to:
Jonathan Pheasant
Vice-President-Services and
Resources
Senior Psychologist, Inkling Women
Project Presentation
1. Project Summary
2. Project Implementation
3. Project Outcomes and Findings
4. Recommendations for the Future
1. Project Summary - Aims and Objectives
Identify
barriers
to targets
Understand
gender
equity at
UoA
Develop
strategies
BEACON
1. Project Summary – Key Findings
The 3 Pillars supporting Gender Equity
Acknowledgement
• Status
• Culture
• Barriers
Commitment
•
•
•
•
Leadership
Accountability
Resources
Policies
Practice
• Strategies
• Procedures
• Equity Kit
2.Project Implementation – Key Stages
Stage 1
Stage 2
Literature
review
University
consultation
Stage 3
Strategies for
future
development
3. Project Findings - The Survey
There were 860 responses from staff across the University
Gender of respondents
Staff member category
60%
0.2%
50%
31.0%
male
40%
female
30%
transgender
69.0%
20%
10%
0%
Academic
Professional
3. Project Findings - The interviews
There were 18 interviews conducted across the University
Staff Member Category
Gender of Interviewees
90%
80%
70%
60%
28%
50%
Female
Male
40%
30%
20%
72%
10%
0%
Academic
Professional
3. Project Findings
The 3 Pillars supporting Gender Equity
Acknowledgement
Commitment
Practice
3. Project Findings - Acknowledgement
3 words to describe the current state of gender equity at UoA
Source: Survey
3. Project Findings - Acknowledgement
3 words to describe the current state of gender equity at UoA
Source: Survey
3. Project Findings - Acknowledgement
The University needs to make a significant cultural shift.
Interviewee opinion on the State of Gender
Equity in UoA
Current
Ideal
0
1
2
3
4
5
Source: Interviews
3. Project Findings - Acknowledgement
Culture: Differences in Perception
Women experience more impediments than their male colleagues
to progression in senior roles at the University
Males
Females
14%
28%
38%
41%
Strongly agree
42%
Agree
Disagree
20%
14%
3%
Strongly disagree
Source: Survey
3. Project Findings - Acknowledgement
Widespread acknowledgement needed across the University
of the barriers to achieving gender equity targets.
71%
85%
31%
believe women
experience more
impediments in
progression to
senior roles
believe carer or
family
responsibilities
impede career
progression at
UofA
disagree that
UofA offers
equal
opportunity in
progression to
senior roles
Source: Survey
3. Project Findings - Acknowledgement
Impediments 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
3. Project Findings - Acknowledgement
The barriers to achieving our targets are clear and need to
be acknowledged
Impediments to
Promotion or
Progression
Structural
Impediments
Cultural barriers
Family
Responsibilities/
priorities/ career
interruptions
Source: Interviews
3. Project Findings -
Commitment
There needs to be commitment to make changes
throughout the University to meet the gender equity
targets.
70%
86%
believe
increasing the
number of
women in
senior
leadership is
an important
goal
Support for a
program & also
praise for the
current state of
gender equity in
some areas
perceive gender
equity to be a
priority at the
University of
Adelaide
Source: Survey
3. Project Findings -
Commitment
Commitment themes from the interviews
Accountability
Leadership
Policies
Investment in
Resources
Source: Interviews
3. Project Findings -
Practice
There needs to be best practice procedures and reporting
implemented throughout the University to achieve gender
equity targets.
92%
Clear cut plans
and procedures
are necessary
Expressed
opinion that
added
flexibility
would aid
women to
progress to
senior roles
Increase pool of
applicants/
hiring should be
based on merit
Source: Survey
3. Project Findings -
Practice
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
Source: Survey
3. Project Findings -
Practice
Key focus areas identified from interviews
Strategic funds
to meet Gender
Equity Targets
Proactive in
recruitment,
promotions and
succession
planning
Flexible
workplace
Mentoring,
Shadowing and
Networking
opportunities
Source: Interviews
4. Recommendations for the future
Acknowledgement
Commitment
Practice
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.
4. Recommendations for the future
Commitment
Resources: Staff and Core Funding
Strategic Commitment of Time
Establishment of a Gender Equity portfolio
Policies linked to Gender Equity targets & reporting
4. Recommendations for the future
Practice
Whole of
University Gender Strategy
Flexible working conditions
Recruitment, Training & Development
Equitable Workloads
4. Recommendations for the future
Practice
Mentoring, Role Models,
Highlighting Achievement
Committee and Decision-making
bodies
Workplace and Succession Planning
Towards the Gender Equity Kit
Acknowledgement
Commitment
Practice