Gender equality

RMIT is identifying and addressing the remaining barriers to women’s inclusion and progression at the University.

Our future success is dependent on attracting and retaining the best people and – when we empower all staff to thrive – our whole community feels the
benefit.

RMIT recognises and values the diversity of its workforce and we are committed to ensuring our people are not limited by gender stereotypes, gender roles or prejudices.

Gender inequality may be compounded by other forms of disadvantage or discrimination that a person may experience on the basis of Aboriginality, age, disability, ethnicity, gender identity, race, religion, sexual orientation and other attributes (Section 6(8) of the Victorian Gender Equality Act 2020).

When we address barriers based on gendered expectations that create and reproduce advantages for some, and disadvantages for others, the workplace experience is better for everyone This plan will work to address this cycle to make RMIT a more equitable workplace for all

Gender Equality Action Plan 2016-2021

The RMIT 2016-2021 Gender Equality Action Plan has been developed to provide a framework for identifying and addressing the remaining barriers to women’s inclusion and progression at the University.

The Action Plan identifies three broad areas for focused attention that will enable strategic, sustainable and meaningful change within our workplace.

Leadership and Governance - RMIT recognises and actively involves women at all levels of governance, management and leadership
Employment Conditions - RMIT respects and protects the employment conditions of women to enable their full participation in the workforce
Women’s Career Advancement - RMIT fosters an environment that supports the career advancement of women to ensure, develop and retain our talent.

In adopting and implementing this Gender Equality Action Plan, RMIT demonstrates how it values the richness of diversity amongst it staff, and recognises its responsibilities to take University-wide transformative actions to enhance inclusion for all.

Download the Gender Equality Action Plan (PDF)

Expand all sections

Gender Equality Action Plan 2022-2025 Timeframes

Consultation and the development of our Gender Equality Action Plan 2021-2025 will occur at RMIT between 1 July – Dec August 2021. 

The page will be regularly updated to share progress and timing of consultation activities.

To find more about RMIT’s obligations, the process for the development of RMIT’s next Gender Equality Action Plan 2025 and participation in future consultation activities visit the Gender Equality Action Plan Sharepoint site (staff login required.):

Review our draft plan and feedback received to date, and share new feedback via the Future of Gender Equity at RMIT Teams site or by emailing diversity.inclusion@rmit.edu.au directly. 

Victorian Gender Equality Act

RMIT’s Response to Victorian Gender Equality Act 2020/2021

The Victorian Gender Equality Act 2020 (‘the Act’) is the first of its kind in Australia. The Act sets requirements for the Victorian public sector, local councils and universities, to take positive action towards workplace gender equality. 

Implementing the Act aligns with RMIT’s strategic goals, values and continued commitment to identifying and addressing the remaining barriers to gender diversity and women’s inclusion and progression. Benefits of the Act is that it is inclusive and intersectional in approach and impact is far reaching. 

During 2021, RMIT looks forward to developing our Gender Equality Action Plan to 2025. This important milestone for our University, demonstrates the continued commitment and importance RMIT places on equity and inclusion.

The main elements of the Gender Equality Act 2020 are:

Respect Now Always

Gender-based violence and prevention of sexual harm

Sexual harm and other forms of gender-based violence have no place in the RMIT community. We are committed to providing a safe and respectful place to study and work. We’ve put in place dozens of initiatives to reduce and prevent sexual harm, and to support those affected by it because one incident of sexual harm is one too many.
We have partnered with Respect.Now.Always to end sexual harassment and assault on university campuses. Our ongoing plans as part of the  Gender-based violence VC Advisory Group to outlines the actions we will take to make RMIT a safer place for everyone
To build widespread social and structural change, at RMIT we are committed to three levels of intervention: Primary (working to prevent violence before it occurs), Secondary (detecting the issue early and working in targeted ways to stop the violence) and Tertiary (getting ahead of reoccurrence).

Visit Safer Community for more information

Workplace Gender Equality Report

Workplace Gender Equality Agency Compliance Report

In accordance with the requirements of the Workplace Gender Equality Act 2012, RMIT lodged its annual public report with the Workplace Gender Equality Agency (WGEA) on July 2021,and received its letter of compliance.

As a staff member, you may make comments on the report by contacting the Human Resources Diversity and Inclusion team at diversity.inclusion@rmit.edu.au or the Agency. Please refer to the Agency’s guidelines on this process available here.

Download the 2020-2021 report (PDF 464KB)

Download the letter of compliance (PDF 146KB)

Athena SWAN

Athena SWAN Gender Equality in STEMM

RMIT‘s efforts to improve gender equity have been acknowledged with an Athena SWAN Bronze award, part of the Science in Australia Gender Equity (SAGE) initiative. This program promotes women’s career development in STEMM and provides support to encourage staff success
RMIT has joined the Science in Australia Gender Equity (SAGE) Athena SWAN Pilot to improve gender equity and diversity in the Science, Technology, Engineering, Mathematics and Medicine (STEMM) disciplines.
For membership information including login details please contact People Connect (people.connect@rmit.edu.au)
SAGE Athena SWAN
Women in STEMM Gallery

Celebrating Women in STEMM

The College of Science Engineering and Health - Celebrating RMIT's women in STEMM.

Flexibility and Parenting Toolkits

Flexibility, Carer and Parenting Toolkits

RMIT has a responsibility to ensure their people have the opportunity to take care of their life just as they take care of work.

To support this, RMIT will increase promotion of flexible work practices that supports all genders with parental, caring and other responsibilities to manage their work life balance.

View the flexibility strategy and toolkits here

View the parenting toolkits here
Join the RMIT Parents and Carers Yammer community 

Women Researchers Network (WRN)

RMIT’s Women Researchers Network (WRN)

The Women Researchers’ Network (WRN) was established in 2013 to enable RMIT female academic staff and research fellows at all career stages to connect with each other, share opportunities, access resources and participate fully in positive, active professional development.

Days of significance

International Day of Girls and Women In Science - 11 February 
International Women's Day - 8 March
Equal Pay Day - Aug/Sept
International Day of the Elimination of Violence Against Women - 25 November

Employer of Choice for Gender Equality

RMIT is proud to be an Employer of Choice for Gender Equality, recognised by the Workplace Gender Equality Agency. As an Employer of Choice for Gender Equality with the Workplace Gender Equality Agency, RMIT has made the latest application for this citation available publicly.

Download 2019-2020 application (PDF)

Download 2021-2023 application (PDF)

For feedback or questions regarding this submission, please contact diversity.inclusion@rmit.edu.au