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Staff gender - senior women
The number of women in senior academic positions is a corporate key
performance indicator (KPI). It relates to the number of women employed
in senior roles at Academic Level D and E.
The University’s 2008 Corporate KPI target for female academic
staff at level D and E is 28%
As at 31 March 2008, women comprised 28.7% of Academic Level D and E
and 46.9% of all academic staff were women. See the
2008 Annual Workforce Profile Report for further information.
The University's target in staff gender equity is focused
particularly on redressing the imbalance of women in senior academic
roles. The University is committed to supporting women in senior roles
and performs above the national average of 20% for women at Academic
Staff Level D and above. However, increased difficulty in meeting the
targets in the current competitive environment has been evident in the
last two years. The key initiatives for enhancing women's participation
include:
- the effective utilisation of search strategies for senior
positions
- implementation university-wide of flexible and family-friendly
work practices to enhance retention
- leadership programs for women, notably including a cohort-based
leadership program for academic women at Level C
- monitoring of gender equity in remuneration and conditions as
required by the Equal Opportunity for Women in the Workplace Agency
(EOWA).
Strategies
The following suggestions may assist when developing a staff gender
balance strategy:
- Identify the number of women in the local area who may or should
apply for promotion at each level.
- Support and increase the number of women applying for
promotion including implementing initiatives to increase their
likelihood of success (e.g. supporting and encouraging participation
in academic promotion workshops).
- Encourage and enable women to better utilise PEP for interstate
and overseas opportunities (e.g. support for caring for dependents).
The
University’s travel procedures allows for reimbursement for the
cost of alternate dependent care in exceptional circumstances.
- Investigate opportunities for scholarships that will enable
female employees to complete their doctoral studies.
- Actively promote and support family-friendly initiatives and
flexible employment arrangements.
- Focus performance management plans to include career planning.
- Encourage participation in the University’s
Women and
Leadership,
Women’s
Executive Development, mentoring programs and collegial groups.
For more information on development opportunities for women visit
the webpage at
http://www.unisa.edu.au/staffdev/7.asp
Local information on staff gender is available by accessing the
UniSAinfo Reporting link on this website.
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