Diversity and inclusion programs

RMIT Equity Access Schemes

RMIT’s student equity access schemes ensure that people from the widest range of backgrounds have the opportunity to study at RMIT. Entry consideration is available for:

• Mature-age applicants
• Aboriginal and Torres Strait Islander students
• Applicants from regional or remote areas
• Students from non-English speaking backgrounds
• Women applying for programs where women are underrepresented
• People living with disability or medical conditions
• Applicants experiencing financial hardship or difficult personal circumstances

Schools Network Access Program (SNAP)

Established in 2001, SNAP began as a partnership with schools in Melbourne’s north to improve tertiary access for students from communities underrepresented in university enrolments. Today, SNAP continues to focus on underrepresented communities and includes over 220 secondary schools across metropolitan Melbourne and regional Victoria.

In 2024, 3,715 students received an RMIT offer through the SNAP priority access scheme.

SNAP outcomes show that:

• Pre-entry exploration of disciplines and industries contributes to student success.
• Equity scholarships support retention and achievement.
• SNAP students perform on par with their non-SNAP peers in retention and course completion.
• SNAP priority access commitment increases opportunity for students from SNAP partner schools.

 View the complete list of SNAP partnership schools

School and community outreach programs to widen participation among underrepresented groups

Designed and delivered by teams across RMIT, equity outreach programs with thousands of touchpoints with prospective students each year include:​

• ​RMIT’s I Belong Equity Outreach Program provides on-campus opportunities that build engagement with university and showcase possible study and career options among students from schools in the RMIT SNAP Partnership. ​ SNAP Champions are current RMIT students who entered via the SNAP scheme. As paid employees, they deliver interactive presentations that demystify the transition from high school to university and share personal insights.
• The RMIT Indigenous student support service Ngarara Willim engages with prospective Indigenous students and their families and communities, often in partnership with other RMIT areas or universities​
• The STEM College and Women in STEM programs facilitate a range of activities and experiences for prospective students, in schools and communities and on campus at RMIT​
• The Marketing and Recruitment teams engage audiences through multiple modes and channels ​
• Regional equity-focused outreach builds relationships with regional communities, schools, businesses, councils and other organizations, co-designing experiences and opportunities 

RMIT monitors and reports annually on applications and admissions from underrepresented groups.

RMIT Equity Access Schemes are effective mechanisms for increasing enrolments from priority equity groups. In 2024, over 49,000 undergraduate and vocational education applications received equity consideration, resulting in 9,800 offers to study at RMIT.

For 2024 VTAC undergraduate enrolments (5,861 students), the data below shows the high proportion of students that gained entry via an equity scheme:

RMIT offers a wide range of support services with tailored programs for students from underrepresented backgrounds, designed to ensure every student feels welcome, supported and empowered.

Disability and Neurodivergence Support

Supports students with disabilities, long-term illnesses, mental health conditions, neurodivergence, and caring responsibilities. Services include:

• Equitable Learning Plans with adjustments and accommodations for study
• Assistive technologies
• Auslan interpreters, notetakers and participation assistants
• Accessible formats and learning environments
• Specialist career advice, mentoring and industry placement support

Aboriginal and Torres Strait Islander students

The Ngarara Willim Centre provides dedicated services and support for Aboriginal and Torres Strait Islander students, including:

• Academic and cultural support
• Tutoring and mentoring
• Priority access pathways
• Social and cultural events
• Dedicated study spaces

LGBTIQA+ students

RMIT is proud to celebrate and support our students who identify as lesbian, gay, bisexual, transgender, intersex, queer/questioning or asexual/agender (LGBTIQA+), examples include:

• Gender affirmation support and preferred name student cards
• Queer lounges and peer networks
• Inclusive policies and Ally training

Financial and Legal Support

Students experiencing financial hardship can access:

• Assistance Grants
• Emergency vouchers
• Budgeting advice
• Free legal services

Scholarships and Financial Assistance

RMIT awards over 2,000 coursework scholarships annually, with around 95% per year being awarded to students through the ‘access and equity’ schemes, in recognition of previous socio-economic or other disadvantage, or other barriers to study:

• Equity scholarships – 2,057 awarded in 2024, with a value of more than $6 million
• RMIT offers over 18 types of scholarships for women in STEMM
• Indigenous student support and accommodation
• Regional and international student scholarships

Careers and Employability Services

Through Career Connect, STEM mentoring for women and gender diverse students offers one on one industry mentoring and dedicated career development sessions to address persistent bias in STEM fields. Through this service underrepresented student groups can also access:

• Resume and interview support
• Career mentoring
• Job listings and internships
• Entrepreneurship programs

Student Life and Belonging

The Kirrip Program and other initiatives help students:

• Make friends and build community
• Food security program
• Join clubs and societies (e.g. cultural, faith-based, gender-based)
• Volunteer and lead projects and attend leadership workshops and development

RUSU Free Meals Program

This initiative offers:

• Free weekly lunches (Chill N Grill) across campuses
• Free breakfasts at multiple locations
• Welfare on Wheels — snacks and wellbeing tips delivered to campus libraries

Health, safety and wellbeing

RMIT services include:

• On-campus doctors and counselling
• Mental health and crisis support
• Safer Community services
• Multi-faith chaplaincy
• Fitness and wellbeing programs

Advancing Gender Equity Through Student Support

RMIT’s Student Gender Equity Action Plan 2023–2026 outlines a comprehensive approach to supporting students of all gender identities. Key initiatives include:

• Equity adjustments for women applying to underrepresented programs
• 55% of scholarships given to women in 2024[DP2] Gender affirmation guides and inclusive policies
• Gender equity themes embedded in leadership programs like the Big Industry Challenge
• Outreach to secondary schools to build diverse student pipelines
• Gender-inclusive recruitment marketing
• Free sanitary items, childcare facilities, and all-gender toilets
• Accredited training on recognising and responding to sexual violence
• Support for events like the Women of Colour Melbourne Collective

RMIT’s strategies and policies to promote gender equity are delivering positive outcomes. The university tracks commencement, participation, attrition, and completion rates by gender and other equity indicators.

In 2023:

• Men’s participation was 51.1%, and women’s was 48.6% — a gap that has narrowed in recent years.
• Gender X student numbers grew from 92 in 2019 to 161 in 2023, though participation rates remain too low for robust comparisons.
• Attrition rates are slightly higher for men, but gender does not significantly impact overall retention.
• Women consistently outperform men in 4-year completion rates, a trend observed since 2012.

At the college level (2024)

• Business and Law: small gender difference (47.9% women, 52.3% men)
• STEM: higher male participation (62.5%) vs. women (36.3%), though the gap is decreasing
• Design and Social Context: higher female participation (62.5%) vs. men (36.3%)

These outcomes reflect RMIT’s ongoing commitment to gender equity, with continued efforts to address gender segregation and support success across all disciplines.

RMIT is committed to creating equitable access to employment through a range of inclusive recruitment programs. These include the Aboriginal and Torres Strait Islander Employment Program and our Disability Confident Recruitment accreditation, which we’ve proudly held for over five years.

We offer tailored recruitment support for candidates who are Aboriginal and Torres Strait Islander, identify as living with disability, or are Trans and Gender Diverse. This includes one-on-one assistance throughout the application process, ensuring candidates feel supported and empowered.

RMIT also runs targeted recruitment initiatives and identified roles designed to increase representation of underrepresented groups in traditionally gendered fields, such as STEMM.

We actively promote the Achievement Relative to Opportunity (ARtO) framework, which supports candidates who have experienced career interruptions or non-linear career paths. ARtO encourages candidates to highlight the quality and impact of their work relative to the opportunities available to them, rather than focusing solely on volume or pace of output.

Managers and hiring panels are required to complete inclusive hiring training to ensure equitable and effective recruitment practices. This training offers in-depth insights into unconscious bias, inclusive recruitment methods, the ARtO framework, and other key strategies for attracting diverse talent.

Information about RMIT’s inclusive recruitment practices can be located in Applying with us page.

Insights on the RMIT staff community were obtained from the 2025 RMIT Staff Survey. Data represents those who responded to the voluntary demographic questions in the survey and enables understanding of the profile of underrepresented groups among RMIT staff. 

Staff Gender profile

Data obtained from the 2024-2025 WGEA Compliance reporting period. Key data points:

• Number of employees: 9722
• Average total remuneration pay gap for 2024-25: 6.1% (down from 7.0% in 2022-23)

RMIT’s IDEA Framework, Gender Equality Action Plan, and related initiatives provide strategic direction and practical programs that foster access, inclusion, and success for underrepresented staff communities.

Key supports in place include:

• Workplace Adjustments – Tailored support for staff with disability and/or neurodivergence, focused on removing barriers and enabling full participation in the workplace.
• Academic Support Programs – Initiatives such as the BOOST Mentoring Program provide underrepresented staff with opportunities to demonstrate career progression and achieve key academic milestones.
• Parent and Carer Supports – A range of workshops and resources offering guidance on available supports, career development, and peer connection for parents and carers.
• Dedicated leadership programs – RMIT’s Be, Know, Do Leadership programs provide avenues for career progression, and support RMIT staff in developing inclusive leadership practices. Targeted promotion of these programs uplifts engagement and access for underrepresented groups.