| Member | Role |
|---|---|
Professor Ian Burnett DVC STEM College & Vice-President |
Project Sponsor and Chairperson |
Professor Kay Latham Dean, STEMM, Diversity and Inclusion |
Project Owner and Academic Executive representative |
Professor Sherman Young DVC Education & Vice-President |
Education Portfolio representative |
Professor Matt Duckham ECP Director, Info & Systems (Engineering) |
R&I Portfolio representative |
Nonna Milmeister Chief Data and Analytics Officer Finance & Governance |
Data & Analytics representative |
Ms Bridgid Connors Chief People Officer, Operations |
People representative |
Mrs Michelle Dickinson Associate Director, People Partnering - Academic |
People Partner representative |
Ms Amy Love Organisational Development Senior Practice Lead - Diversity |
Diversity & Inclusion representative |
Professor Karin Verspoor Dean, School of Computing Technologies |
STEM Executive-Dean representative |
Professor Ron Wakefield Dean, School of Property Construction & Project Management & ADVC, International, Design and Social Context |
DSC representative |
Associate Professor Angel Zhong Associate Professor, Finance |
COBL representative |
Ms Mish Eastman DVC College of Vocational Education |
COVE Representative |
Ms Paula McKenry ADVC Learning & Teaching, College of Vocational Education |
COVE Representative |
VACANT |
Student advocate |
Ms Nicole Eaton Director, Campus Planning & Services |
Property & Procurement |
Dist. Professor Charlie Xue ADVC International, STEM College |
Chair, Cultural Inclusion Working Party |
Ms Lara Rafferty Associate Director Equity & Inclusion, Students’ Group |
Students’ Group Representative |
Ms Tara Waller Head of Culture and Inclusion, Operations |
People Representative |
RMIT proudly holds an Athena SWAN Bronze Award for our commitment to improve gender equity and diversity in the science, technology, engineering, mathematics and medicine (STEMM) disciplines.
What is SAGE Athena SWAN?
The Science in Australia Gender Equity (SAGE) is a system of accreditation based on the UK’s highly successful Athena SWAN Charter, which has been in operation since 2005.
Guided by 10 key principles, the Charter aims to remove structural barriers to gender equity and diversity in higher education and research institutions.
RMIT University is one of more than 40 Australian institutions taking part in SAGE Athena SWAN, which commenced in September 2015.
For more information on SAGE Athena SWAN head to the SAGE website.
The 2022 Annual Report showcases the breadth and depth of gender, equity, diversity and inclusion initiatives that occurred across RMIT throughout 2022 in support of the Athena SWAN Action Plan.
Highlights include:
- 1st Victorian university and Australian Technology Network university to be awarded a SAGE Cygnet Award
- +19% increase in women applying for STEMM roles during 2018-2021 compared to 2015-2017
- Number of women appointed to senior-level STEMM roles increased by 60%
- 85% success rate for women in Academic Promotions
- Awarded a Federal WISE (Women in STEM & Entrepreneurship) grant of $1million, in collaboration with the University of Technology Sydney and the University of Adelaide, for a nationwide initiative focused on female student engagement in STEM
- Ally Network membership reached over 500 members
- 91% of supervisory population completed the Respectful Research Training program
- Engagement of almost 400 staff and students during consultation phase to inform IDEA framework
- Women in STEM Student Ambassadors across VE and HE increased to 40
Previous reports
Athena SWAN Bronze Accreditation
The Athena SWAN Bronze Accreditation awarded to RMIT in February 2020, gives the University a baseline from which to improve.
RMIT’s Athena SWAN Bronze Action Plan identifies key improvement areas for gender equality and intersectionality in STEMM. It is a significant step and commitment to drive genuine change through rigorous data collection, analysis, practical steps, and non-negotiable time-frame. It keeps the University focussed and committed to drive a more inclusive and equitable workplace at RMIT.
RMIT’s first Athena SWAN action plan will run from 2019-2025 and focuses on seven key pillars:
- Leading Local Action – leading transformation to support female careers in STEMM
- Building the Pipeline – inspiring and attracting future female talent
- Supporting fulfilling careers – nurturing female talent in STEMM
- Engaging moments of transition – in-time and flexible support mechanisms
- Transforming Culture – an inclusive, respectful and compassionate workplace
- Supporting and encouraging our intersectional communities
- Strengthening Foundations – future-proofing Athena SWAN through good governance
Bronze to Silver Accreditation
Science Australia in Gender Equality have designed a new pathway for Bronze accredited organisations to achieve a Silver accreditation. The pathway prompts institutions to continuously assess their readiness through completion of Progress and Impact reports, known as Cygnet Reports. These reports are based on key priority areas which are identified in our Bronze Application.
The Athena SWAN team will be producing reports on these 5 areas up until 2025, along with our application for Silver Athena SWAN accreditation. These Cygnets will report on the progress of implementation of actions from the Athena SWAN Bronze Action Plan, and the impact, outcomes and reflection on learnings of our desired progress. This will lead to further actions to achieve our goals and sustain our progress.
Cygnet award for work to remove barriers in the recruitment of women and gender-diverse people into academic STEMM positions:
10 key principles of the Athena SWAN Charter
- We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.
- 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.
- 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).
- We commit to tackling the gender pay gap.
- 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.
- We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.
- We commit to tackling the discriminatory treatment often experienced by transgender people.
- 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.
- 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.
- All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.
Contact us
To find out more or to get involved, contact Dr Maddy Yewers, Senior Project Coordinator maddy.yewers@rmit.edu.au.
