| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 59.36 |
| Liaison | Ben Dharmendra |
| Submission Date | July 30, 2021 |
University of Sydney
IN-9: Diversity and Equity Recognition
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 0.50 |
Zoe
Morrison Strategy Advisor Strategy Office |
"---"
indicates that no data was submitted for this field
Has the institution been formally recognized for leadership in diversity, equity, and/or inclusion during the previous three years by a national or international program? :
Yes
A brief description of the diversity, equity, and/or inclusion recognition:
As part of the University’s aim to promote gender equity in education we have gained the Bronze Award in the Athena SWAN accreditation, as part of our commitment to the Science in Australia Gender Equity (SAGE) initiative.
The SAGE program promotes gender equity and diversity through assessing gender equality policies and practices and helping organisations establish ways to promote and retain women and gender minorities in their ranks.
During the SAGE process, which has been strategically supported and championed by the University’s senior leadership, the university developed and will implement an ambitious four-year, data-driven Action Plan to improve workplace culture for all staff.
Key areas of focus highlighted in the Action Plan include:
* increasing targeted recruitment of women and underrepresented groups at senior academic levels
* continuing our work towards a fair, equitable and transparent promotions process
* building on the excellent foundation of parental leave available to staff to remove remaining barriers to access and flexibility
* continuing our focus on improving workplace behaviours and institutional culture.
The SAGE program promotes gender equity and diversity through assessing gender equality policies and practices and helping organisations establish ways to promote and retain women and gender minorities in their ranks.
During the SAGE process, which has been strategically supported and championed by the University’s senior leadership, the university developed and will implement an ambitious four-year, data-driven Action Plan to improve workplace culture for all staff.
Key areas of focus highlighted in the Action Plan include:
* increasing targeted recruitment of women and underrepresented groups at senior academic levels
* continuing our work towards a fair, equitable and transparent promotions process
* building on the excellent foundation of parental leave available to staff to remove remaining barriers to access and flexibility
* continuing our focus on improving workplace behaviours and institutional culture.
Documentation affirming the diversity, equity, and/or inclusion recognition:
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Website URL where documentation affirming the diversity, equity, and/or inclusion recognition is available:
Optional Fields
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Data source(s) and notes about the submission:
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The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.