What's new

Employee Survey: How is Flinders going in support for sexually and gender diverse staff?

    

As part of Flinders' participation in the Australian Workplace Equality Index, staff have the opportunity of providing feedback

This is the second year we have sought staff to undertake the employee survey as part of our engagement with Pride in Diversity and its Australian Workplace Equality Index.

 While the benchmarking coming out of this Index does provide us with feedback on what we are doing at an organisational level, it does not provide us with data on the lived day-to-day experience of our Lesbian, Gay, Bisexual, Transgender, Queer and Intersex employees within our organisation.  Nor does it provide us with feedback on the views and level of awareness of our heterosexual (or 'straight') employees when it comes to LGBTIQ inclusion.  To provide a balanced view of how we are tracking, the index allows us to participate in an optional, confidential employee survey (see link below). This survey will provide us with that missing 'lived experience' data.  It will also provide you with a voice.

We would therefore like to invite all employees who would like to participate in this survey and have their say in regard to our initiatives on LGBTIQ inclusion, the opportunity to do so. The invitation is open to all employees, regardless of how you personally identify.

This survey is conducted by Pride in Diversity and accessed via the link provided below. You will be asked for broad demographic data throughout the survey but no personally identifying information will be asked. There will be opportunities throughout the survey to provide free-form comments back to the employer.  This is the only time in which people can enter identifying information and so to ensure complete anonymity, we request that you refrain from entering any information that could personally identify you.  You may also choose NOT to answer question/s and you may exit from the survey at any time without completing by simply closing the browser. Should you choose to exit the survey before completion, none of your survey responses will be saved.

You may access the survey here

Information about the Ally Network is here. Please email equal.opportunity@flinders.edu.au for further information about the survey or the Ally Network.

                                                                                                                                          

 Workplace Gender Equality Agency reporting

In accordance with the requirements of the Workplace Gender Equality Act 2012, on 24th July 2017 Flinders University lodged its annual report with the Workplace Gender Equality Agency (WGEA). A copy of the report can be accessed here.

Employees of this organisation may make comments on the report to the University through equal.opportunity@flinders.edu.au or to the WGEA. Please refer to the WGEA guidelines on this process. 

 

Athena SWAN at Flinders 

Flinders University has been accepted into the Australian pilot of the Athena SWAN program run by the Science in Australian Gender Equity (SAGE) group of the Australian Academy of Science (AAS) and the Australian Academy of Technology and Engineering (ATSE).

Flinders is one of 32 institutions across Australia participating in the pilot, and will be part of the second 'tranche' to commence the program in 2016. To participate in the program, Flinders has accepted the ten principles of the Athena SWAN charter:

The Athena SWAN charter

1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.

2. We commit to advancing gender equality in academia, in particular addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.

3. We commit to addressing unequal gender representation across academic disciplines and professional and support functions.  In this we recognise disciplinary differences including the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM).

4. We commit to tackling the gender pay gap.

5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.

6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.

7. We commit to tackling the discriminatory treatment often experienced by transgender people.

8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.

9. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.

10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.

Further information on the pilot can be found here.

Should you have any questions or wish to engage further with the program, please contact Dr Brodie Beales.

 

Racism. It Stops with Me.

Flinders has signed up to the National 'Racism. It Stops with Me' campaign coordinated by the Australian Human Rights Commission.                              

Please contact equal.opportunity@flinders.edu.au with your suggestions for activities or to find out more about activites supporting the Flinders pledge.

 

 

 

Safety & Respect at Flinders