Inclusive Practices: Equal Opportunity for Women in the Workplace Plan 2005 - 2010

2.1
Provide working conditions that support the full participation of women

2.1.1
Develop and extend employment-related policies, procedures and guidelines where required that assist staff to combine their work, life and family responsibilities

Report on new and extended policies provided to EOC each year

Ongoing

Divisional Director (Student & Community Services)

Director (EDC)

2.1.2
Increase the up-take rate by staff of the various flexible work options by raising awareness with supervisory staff of the benefits of flexible work arrangements and the procedures for their implementation

Information provided to managers on equal opportunity legislation, work life family principles

Annual report

Divisional Director (Student & Community Services)

Divisional Director (HR)

2.1.3
Provide support to academic women returning from parental leave to assist with the re-establishment of their research careers

Information on workload management and teaching relief opportunities provided to women returning from maternity leave included in Annual Reports to EOC

Deans

2.1.4
Develop transparent workload formulas within each faculty that reflect allocations according to level and work status (i.e. full-time/part-time) and ensure appropriate distribution of teaching (including pastoral care of students), research and administration amongst staff in schools and departments

Part-time work policy and workload formulas developed for each faculty and published.

Dec 2007

Deans

2.1.5
Faculty and University promotion committee members to be trained on the application of equal employment opportunity principles in the promotions process to ensure that promotion decisions do not directly or indirectly discriminate against women

EO training included in promotion committee training, including written material distributed to committee members

2006 onwards

Divisional Director (HR)

2.1.6
Conduct information sessions on academic promotion specifically for female staff

Minimum of one session per year

Annually

Divisional Director (HR) and Director (EDC)

2.2
Develop an organisational culture that is inclusive of women

2.2.1
Embed equal opportunity for women principles across the University’s operations by incorporating, within University-wide strategic plans and statements and faculty/divisional operational plans, statements of commitment to these principles and related performance measures

Equal opportunity for women and equity considerations are included in all high level plans and corporate statements of the University

As plans are developed and revised

Vice- Chancellor

Senior Deputy Vice-Chancellor

Deans

2.2.2
All University employment policies, procedures and practices reflect a commitment to anti-discrimination legislation and support for equal employment opportunity for women

Report to IPWEC and VCT annually on policies, procedures and practices monitored

Ongoing

Divisional Director (HR)

2.2.3
Foster senior management support for equal opportunity for women by incorporating information in all senior management training, and by including a requirement to demonstrate an understanding of and commitment to equal opportunity and work life principles in the selection criteria of all new senior staff and in the Performance Management of existing managers and supervisors

Report to VCT on the ways EOWW is integrated into senior management training and development

Key selection and promotion criteria for senior and supervisory staff include understanding of and demonstrated commitment to EOWW

Nov 2005 onwards

Divisional Director (HR)

2.2.4
Raise awareness amongst staff (existing and new) of the University’s commitment to equal opportunity for women

Monash Memo and other University publications showcase the achievements of female staff in the areas of teaching, research and leadership and highlight equal opportunity initiatives of the University

Induction processes and material include information on the University’s commitment to equal opportunity for women.

Ongoing

Vice-President (Advancement)

Divisional Director (HR)

2.2.5
Continue to support and resource committees that support best practice equal employment opportunity conditions including:

• Vice Chancellor’s Taskforce on the Advancement of Women at Monash (VCT)
• Equal Opportunity Committee (EOC),
• Inclusive Practices Workplace Equity Committee (IPWEC),
• Faculty Equity and Diversity Committees; and

Schedule of committee meetings developed each year and Council informed of outcomes of meetings

Ongoing

Chair Equal Opportunity Committee

Vice-President (Advancement)

Deans

2.2.6
Review the Policy on Gender Representation in Decision-Making Bodies, approved by Council in 1993 to identify any barriers to its comprehensive implementation

Report to the EOC and the Vice-Chancellor’s Taskforce on the Advancement of Women on remaining barriers to equitable representation of female and male staff on decision-making bodies

December 2007

Annually

Chair Equal Opportunity Committee

Deans

2.2.7
Put in place methods to assist senior female staff who have heavy committee responsibilities (because of the University’s commitment to gender balance on committees) to maintain their research profiles

Senior women report being provided with teaching relief, secretarial support or research assistance.

2007 onwards

Deans

2.2.8
Monitor gender equity in relation to remuneration (as required by the Federal Equal Opportunity for Women in the Workplace Agency), employment status (contract/tenure), access to above award conditions and allowances and access to opportunities which support career advancement

Reports produced and tabled at EOC

Annually

Divisional Director (HR)

2.3
Provide a working environment where staff can work without fear of discrimination or harassment

2.3.1
Promote awareness across the University of the rights and responsibilities of all staff with regard to equal opportunity and anti-discrimination legislation, and of the University’s procedures to address grievances in these areas

Annual report to EOC on the implementation of the communications strategy for staff, including use of global emails, web-based information, posters, printed information, on line training, face-to-face training programs and presentations

Ongoing

Divisional Director (Student & Community Services)

Director (EDC)

2.3.2
Maintain and enhance support for the network of trained discrimination and harassment advisers and conciliators who provide a University-wide support, advice and resolution services to staff for all equal opportunity grievances

Trained advisors and conciliators are available on each campus

The performance management of each adviser and conciliator acknowledges the time and duties of the role

Ongoing

On appointment

Divisional Director (Student & Community Services)

Director (EDC)