SAGE Athena SWAN Pilot Information for ANU STEMM

SAGE Athena SWAN Pilot Information for ANU STEMM

SAGE Athena SWAN Pilot Information for ANU STEMM Staff Gender representation in STEMM: Australia-wide 2 Gender representation in STEMM: ANU academic staff in 2018 90% 80% 70% 60% 50% 40% 30%

20% 10% 0% PhD Level A Level B F M Level C Level D Level E 3 Roughly one quarter of

senior academics (Levels D and E) at ANU are women. 4 Why do we need gender equity? The loss of female researchers reduces our capacity for world-class research and innovation. ANU will not operate to its full potential unless all staff have an equal voice and equal opportunities to excel, regardless of gender.5 Diverse and inclusive organisations: are more innovative and creative 1 have higher employee satisfaction 2

have lower rates of staff turnover 3 1. Angela Ka-yee Leung, William W. Maddux, Adam D. Galinsky, and Chi-yue Chiu, Multicultural Experience Enhances Creativity: The When and How, American Psychologist, vol. 63, no. 3 (April 2008); Malcolm Higgs, Ulrich Plewnia, and Jorg Ploch, Influence of Team Composition and Task Complexity on Team Performance, Team Performance Management, vol. 11, no. 7/8 (2005); Cristian L. Dezs and David Gaddis Ross, Does Female Representation in Top Management Improve Firm Performance? A Panel Data Investigation, Strategic Management Journal, vol. 33, no. 9 (September 2012); Mariateresa Torchia, Andrea Calabr, and Morten Huse, Women Directors on Corporate Boards: From Tokenism to Critical Mass, Journal of Business Ethics, vol. 102 (2011): p. 299317; Toyah Miller and Mara del Carmen Triana, Demographic Diversity in the Boardroom: Mediators of the Board DiversityFirm Performance Relationship, Journal of Management Studies, vol. 46, no. 5 (July 2009): p. 755-786; Marinova, Plantegna & Remery 'Gender Diversity and Firm Performance', Utrecht School of Economics, January 2010 2. Carrie Parks, Attention to Diversity Pays Off: A Conversation With Murat Phillipe, HR Solutions International, Inc., Bridges: Institute for Diversity in Health Management, vol. XIII, no. 4 (Fall 2007): p. 6-7; David M. Kaplan, Jack W. Wiley, and Carl P. Maertz Jr., The Role of Calculative Attachment in the Relationship Between Diversity Climate and Retention, Human Resource Management, vol. 50, no. 2 (2011); Sungjoo Choi and Hal G. Rainey, Organizational Fairness and Diversity Management in Public Organizations: Does Fairness Matter in Managing Diversity?, Review of Public Personnel Administration (May 15, 2013). 3. Kaplan, D M, Wiley, J W, & Maertz, C P (2011), The role of calculative attachment in the relationship between diversity climate and retention, Human Resource Management, 50(2), 271-287

6 Women in STEMM at ANU Having children is something I have always wanted to do and I was not prepared to sacrifice that choice for my career, and I don't think any woman should have to do that. We face a double disadvantage whilst on maternity leave we don't generate data so we don't get any publications. This then means we are considered less productive and less competitive when it comes to attracting future funding.

Dr Julia Ellyard John Curtin School of Medical Research 7 Women in STEMM at ANU I would love to see people become more aware of their unconscious biases and how these may be affecting other people. One of the studied examples of biases towards women in science looked at how academics responded differently to emails from male and female students. In a funny way it was a lucky accident that my parents gave me the name

they did, because a lot of people I speak to over email think Im a boy until they meet me. Toby Hendy PhD candidate in Physics & Westpac Future Leaders Scholar 8 ANU is committed to creating an inclusive environment where all staff have the opportunity to reach their full potential. The ANU Strategic Plan 2018 2021 (3.1) sets a goal of achieving an Athena SWAN Bronze institutional award by 2019.

9 Our commitment to gender equity 10 What is SAGE? SAGE is a national program promoting gender equity and diversity in STEMM through the Australian pilot of the Athena SWAN Charter. Established 2014, partly in response to the fact that no women were shortlisted for the Australian Academy of Science Fellowships in 2013 SAGE is run by Australian Academy of Science in partnership with the Academy of Technology and Engineering (ATSE)

11 What is Athena SWAN? The Athena SWAN Charter is an evaluation and accreditation program The Charter recognises excellence in employment practices that advance the careers of women and gender minorities To read the Ten Principles of the Athena SWAN Charter, see 12 SAGE Athena SWAN at ANU Self-Assessment Team Name

Area Professor Mike Calford (Chair) Provost Professor Richard Baker Pro Vice-Chancellor University Experience Dr Nadine White Director, Human Resources Ms Richelle Hilton Director, Planning and Performance Measurement

Professor Rae Frances Dean, ANU College of Arts & Social Sciences Professor Elanor Huntington Dean, ANU College of Engineering & Computer Science Professor Paul Pickering Director, Research School of Humanities and the Arts Professor Stephen Eggins Director, ANU College of Science

Professor John Evans College of Science 13 SAGE Athena SWAN at ANU Self-Assessment Team (continued) Name Area Mr Jamiyl Mosley Head of Hall Burton & Garran Hall

Dr Jananie William ANU College of Business & Economics Professor Steve Blackburn ANU College of Engineering & Computer Science Associate Professor Kuntala Lahiri-Dutt ANU College of Asia & the Pacific Associate Professor Mark Nolan ANU College of Law Dr Joanna Sikora

ANU College of Arts & Social Sciences Associate Professor Cathy Banwell College of Health & Medicine Dr Naomi Priest ANU College of Arts & Social Sciences Ms Sarah O'Callaghan Manager, Facilities & Services Ms Sara Rowley (Project Manager)

SAGE Project Manager, Human Resources 14 Project timeline Stage 1 Data profiling Stage 2 Existing data collected Stage 3 Additional data collected

Stage 4 Action plan developed Stage 5 Consultation forums Links to colleges and research schools Application submission 29 March 2019

15 Gender equity progress at ANU Since joining the SAGE pilot of Athena SWAN, ANU has: Expanded parental leave entitlements to include up to 26 weeks of paid parental leave for partners. Increased funding through the Carer's Career Development Assistance Fund to support staff with caring commitments to participate in conferences or workshops. Appointed a Dean of Staff, to assist staff in the early resolution of potential cases of discrimination. 16 What gender inequities do you see at ANU? What challenges does your College or School face?

What changes do you want to see occur, to make ANU more inclusive and equitable? 17 Contact us: [email protected] Find out more: 18

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