Australian Workplace Equality Index (AWEI)
As part of our membership of Pride in Diversity, Flinders will be submitting for the Australian Workplace Equality Index (AWEI). The index and benchmark data will provide us with feedback on what we are doing at an organisational level.
To provide an opportunity for employees to have a voice and let us know their views, the lived day-to-day experience of our sexually and gender diverse employees, and the views and level of awareness of our heterosexual (or 'straight') employees, Flinders can participate in an optional, confidential employee survey.
The survey will be available until 5:00pm AEDT 17March 2017. For more information and to take part in this survey, go here.
Pride in Diversity
Flinders University has recently become a member of Pride in Diversity, and Allies will be working with our Pride in Diversity over the coming months to assess the University support and policies around LGBTIQ, and to put together a plan and actions to increase our support. Ishwar Singh is Flinders' Relationship Manager from Pride in Diversity.
If you would like more information about the Ally Network, Ally Training or our work with Pride in Diversity, please contact firstname.lastname@example.org.
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 email@example.com with your suggestions for activities or to find out more about activites supporting the Flinders pledge.