Our 2022-2025 Gender Equality Action Plan outlines a range of objectives and targeted strategies that we will implement across the next four years.
Focus areas are driven by data and determined by analysis. They will be demonstrated in our practical policies and procedures and evidenced by our outcomes and results.
Professor Alec Cameron
Professor Alec Cameron
Vice-Chancellor and President, RMIT University
Professor Julie Cogin
Deputy Vice-Chancellor, College of Business and Law, RMIT University
Professor Julie Cogin
Our GEAP is subject to change following feedback from the Commission for Gender Equality in the Public Sector.
* Data is consistent with RMIT’s GEAP and Workforce Report, plus longitudinal historical data including RMIT Athena SWAN Annual Report 2021, WGEA 2021 Report and RMIT Staff Engagement surveys (2020 and 2021).
RMIT’s 2022-2025 Gender Equality Action Plan builds on progress already made, continues work underway and, through tangible objectives that drive meaningful actions, sets out a path to gender equality at RMIT.
Objective
RMIT commits to an intersectional perspective on gender equality and gender discrimination and embraces intersectionality frameworks at an institutional level—so that systemic, structural, and policy processes are inclusive of all.
Key Action Areas
1.1 Ensure we accurately and progressively understand diversity within gender and our broader workforce profile
1.2 Continue commitment to the inclusion of all Diverse Genders Sexes and Sexualities
1.3 Remove barriers to cultural inclusion impacting career advancement and representation
1.4 Prioritise support and promotion of the Aboriginal and Torres Strait Islander Employment Strategy and Workforce Plans
1.5 Identify and implement inclusive employment practices that promote gender equality, inclusive of people with a disability
2022 Programs of Work
Objective
Future proofing RMIT through inclusive governance and leadership.
Enable managers to lead effective change locally and build an inclusive culture through everyday decisions and actions.
Key Action Areas
2.1 Sustain leadership commitment to gender equality
2.2 Continue to review and support existing and emerging gender equality governance working, groups, committees, and networks
2.3 Provide transparent gender equality reporting
2.4 Participate and contribute to external benchmarking
2.5 Develop revised gender equality targets to support gender composition at all levels of RMIT
2.6 Achieve gender equality pay gap targets
2.7 Align planning activities and develop localised interventions
2.8 Strengthen diversity in governance and decision- making
2.9 Achieve STEM Athena SWAN Silver Application and Cygnet Awards
2.10 Contribute to the UN Sustainable Development Goals (SDGs), particularly SDG 5, gender equality
2022 Programs of Work
Key Impact Measures
Increase women’s representation in academic senior roles - 33% (2015) 45% (2021), target 50% by 2025 Close the pay gap total remuneration - target (5% by 2023) (4% by 2025)
Objective
Increase the proportion of professional, vocational, and academic women at RMIT at all levels and address identified barriers that prevent more women from seeking opportunities and progressing their careers.
Key Action Areas
3.1 Increase attraction and recruitment of women and under-represented genders
3.2 Acknowledge and enable student pipeline through engagement outreach and employment
3.3 Build capability in Inclusive Hiring and Decision Making, through the full employee lifecycle and career pathways
2022 Programs of work
Key Impact Measures
While improving intersectional representation:
Objective
Increase proportion, participation and career fulfilment of women, and ensure representation including but not limited to Aboriginal and Torres Strait Islander Women, culturally and linguistically diverse women, women identifying within the spectrum of diverse gender and sexualities, women who identify with a disability: “If I can see it; I can be it”.
Key Action Areas
4.1 Remove barriers to career opportunities and promote active sponsorship
4.2 Review Academic Promotion, including progression, reward, and recognition
4.3 Support and review transitioning career opportunities, including into secure careers
4.4 Review gendered impacts of workload management
4.5 Reduce gendered impacts on flexible and hybrid working
4.6 Remove barriers impacting visibility and participation of women
4.7 Increase access to leadership programs and talent identification, sponsorship, and development
2022 Programs of Work
Key Impact Measures
Objective
Support gender equality in caring responsibilities and career progression for all carers improving management of career disruptions and transitions.
Key Action Areas
5.1 Focus on induction, advancement, and retention, in moments of transition
5.2 Improve parental leave utilisation, resources and supports
5.3 Improve caring resources and communication
5.4 Improve access to Fertility and Gender-Based Health Care leave
5.5 Support workforce participation and transition into retirement
2022 Programs of Work
Key Impact Measures
Objective
Grow RMIT’s inclusive, respectful culture supporting diversity and gender equity through enterprise-wide action and local leadership.
Key Action Areas
6.1 Advance and promote gender equality and the prevention of gender-based violence in systems, structures, strategies and policies.
6.2 Prevention of, and response to sexual harm and violence (inc. discrimination, everyday sexism, and bullying)
6.3 Support for staff impacted by domestic and family violence
6.4 Advance gender equality and the elimination of gendered violence as a shared responsibility 6.5 Prioritise elimination of gendered violence in partnership and in support of our wider sector and community
6.6 Improve access and resources to mental health support, including trauma/sexual violence support
2022 Programs of Work
Key Impact Measures
Acknowledgement of Country
RMIT University acknowledges the people of the Woi wurrung and Boon wurrung language groups of the eastern Kulin Nation on whose unceded lands we conduct the business of the University. RMIT University respectfully acknowledges their Ancestors and Elders, past and present. RMIT also acknowledges the Traditional Custodians and their Ancestors of the lands and waters across Australia where we conduct our business - Artwork 'Luwaytini' by Mark Cleaver, Palawa.
Acknowledgement of Country
RMIT University acknowledges the people of the Woi wurrung and Boon wurrung language groups of the eastern Kulin Nation on whose unceded lands we conduct the business of the University. RMIT University respectfully acknowledges their Ancestors and Elders, past and present. RMIT also acknowledges the Traditional Custodians and their Ancestors of the lands and waters across Australia where we conduct our business.
