Faculty Equity and Diversity Committee First Steps

1. Foundation - Setting Up the Faculty Equity & Diversity Committee

• Chair nominated by the Dean
• Members elected to represent the faculty and campuses where the faculty has a presence. Members should include at least one trained Discrimination and Harassment Grievance Adviser and the Faculty Equity Officer.
• Meeting times set

2. Developing Terms of Reference for the Committee

Suggested aims include:

• To monitor the progress of programs, in both qualitative and quantitative terms undertaken by the faculty to promote:
  • The Equal Opportunity for Women in the Workplace Program
  • Cultural and religious diversity initiatives
  • Work, Life and Family Strategy
  • Employment and Career Development for Indigenous Australians
  • Support for Staff who have a disability
  • Awareness of rights and responsibilities identified by the particular anti-discrimination legislation of the country in which Monash operates

• To advise the relevant equity committees (eg Equal Opportunity Committee, Inclusive Practices Workplace Equity Committee, Inclusive Practices Student Equity Committee, Inclusive Practices Disability Committee) on additional policies and programs to promote equal employment opportunity for disadvantaged people
• To monitor and advise on the implementation of the University's equal opportunity policy in the University's employment procedures and practices within the faculty
• To monitor the achievement of a working environment free of harassment and discrimination within the faculty
• To disseminate information and other materials that support the implementation of the University's Global Equal Opportunity Policy across the faculty
• Membership of the committee should include academic and general staff, senior and junior staff, male and female members and student representatives if appropriate.

3. Committee Direction

• Gather data on under represented groups for both students and staff
• Priorities will be highlighted through the analysis of data
• Decide on the most relevant programs in support of your desired achievements

4. Considerations

• Send the committee report to Faculty Executive?
• Is equity and access part of performance management?
• Are equal opportunity responsibilities included in relevant position descriptions?
• Are equal opportunity responsibilities accounted for in work programs?
• Are projected improvements for the advancement of women and indigenous staff and under-represented student groups in place?
• Set up networks across the faculty for dissemination of equity information

5. What to do after priority groups have been identified?

Listed below are suggestions on initiatives for the faculties:

STUDENT EQUITY

Aim: To create a learning environment that supports the increased access, participation and success of designated student equity groups

Strategies:

• Review the distribution of under-represented student equity groups in the faculty
• Consider strategies by which under-represented groups may gain greater access (proportional to their representation in the general population) to faculty places
• Develop programs that support your 'at risk' students (e.g. study support programs, mentoring programs)
• Review and promote the use of inclusive curriculum and assessment throughout the faculty
• Provide information sessions to students and staff on cross cultural awareness
• Report on initiatives to the Faculty Executive
• Ensure that a Faculty Student Equity Officer is in place and attending relevant meetings

[1] Those groups identified by the Australian Government through DETYA as - low socio-economic status, rural and isolated, people who have a disability, people from a non-English speaking background, women in non-traditional areas of study, Aboriginal and Torres Strait Islander people and those identified by the South African Government as - black, women, disabled and people with HIV/AIDS.

STUDENTS AND STAFF WHO HAVE A DISABILITY

Aim: To create learning and work environment that maximises the full potential of students and staff with a disability.

Strategies:

• Inform staff of teaching practices that are inclusive of people with a disability
• Ensure the faculty is meeting the W3C Content Accessibility Guidelines
• Introduce an awareness raising program on disability and equity issues
• Widely distribute information on the Disability Liaison Unit and information on assisting students with a disability
• Ensure a number of suitably skilled staff have been trained and a registered Discrimination and Harassment Advisers
• Ensure equal opportunity information is included in staff induction
• Provide a feedback mechanism for staff and students
• Provide designated staff to mentor and support staff and students with a disability (course or career advice)
• Actively promote the employment of people with a disability

EQUAL OPPORTUNITY LEGISLATIVE RESPONSIBILITIES - ELIMINATION OF DISCRIMINATION AND HARASSMENT

Aim: To take all reasonable steps within the Faculty to eliminate discrimination and harassment.

Strategies:

• Provide information on individual rights and responsibilities under anti-discrimination legislation, e.g. implement awareness raising programs, including those that effect Indigenous Australians
• Support staff members who participate in the discrimination and harassment advisers network (responsibilities included in individual work programs)
• Distribute information on discrimination and harassment
• Provide regular information workshops on the elimination of discrimination and harassment

EMPLOYMENT AND CAREER DEVELOPMENT FOR INDIGENOUS AUSTRALIANS

Aim: To create a learning environment that supports the increased access, participation and success of designated student equity groups

Strategies:

• Review recruitment practices to improve the representation of Indigenous Australians at all levels of the University, providing opportunities for career development
• Promote, support and monitor the employment of Indigenous Australians across all levels in the faculty
• Ensure the career development of Indigenous Australians in the faculty
• Facilitate cross-cultural awareness training to support the positive inclusion of Indigenous Australians facilitated across the Faculty

EQUAL OPPORTUNITY FOR WOMEN IN THE WORKPLACE - ACADEMIC AND GENERAL

Aim: To provide a workplace that is committed to gender equity and attracting, growing, promoting and retaining high quality female staff

Strategies:

• Review of recruitment and promotion data in terms of gender
• Review recruitment procedures to improve representation at higher levels of women, including Indigenous Australian women
• Review Position Descriptions to eliminate any indirect discrimination
• Widely distribute information on the Disability Liaison Office and information on assisting students with a disability
• Provide mentoring support for career development and research grant applications
• Introduce career break programs
• Support flexible workplace options where possible
• Review various faculty procedures to accommodate fractional appointments

WORK, LIFE AND FAMILY FLEXIBILITY

Aim: To create a workplace environment that is committed to and supports the use of a range of flexible work options

Strategies:

• Ensure managers have knowledge of work and family related policies and flexible work options
• Support managers to work with staff in the use and implementation of flexible policy options
• Promote the range of flexible work options to staff
• Monitor the uptake of flexible policies and practices
• Raise awareness of the benefits of providing family friendly work options to all staff

Other initiatives can be included:

Identify any other supporting programs that will enhance equity and diversity for students and staff, eg relevant seminars, community involvement, or publications.

For assistance or information please contact the Equity and Diversity Centre.