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

3.1
Increase awareness amongst staff in supervisory roles of the particular barriers faced by women in relation to career development and advancement at Monash

3.1.1
Provide material to managers and supervisors that identifies and explains career development and advancement issues for academic and general female staff and offers strategies to support the career advancement of women

Information developed and distributed

2006 onwards

Divisional Director (Student & Community Services)

Manager (Staff Development Unit)

3.1.2
Incorporate into the Performance Management criteria of supervisors demonstrated knowledge and use of support tools which address career development issues for academic and general female staff

Criterion incorporated into the Performance Management pro forma

End 2006

Senior Deputy Vice-Chancellor

Divisional Director (HR)

3.2
Provide women with equitable access to professional development opportunities and access to targeted programs for women

3.2.1
Women’s access to mentors and role models within the University to be facilitated

Mentoring scheme for women offered on a biennial basis

Shadowing program for women offered on a biennial basis

Beginning March 2007

2008

Divisional Director (Student & Community Services)

Director (EDC)

3.2.2
Provide career development programs and activities for women within faculties and divisions where women remain under-represented

Report presented to EOC on specific career development activities offered

Annually

Deans (of those faculties not meeting their progress indicators)

3.2.3
Provide women with access to senior leadership and management training programs

Report on the number of women participating in senior leadership and management training programs

Annually

Divisional Director (HR)

3.3
Increase the participation of women in the University’s research activities

3.3.1
Implement the recommendations from the When Research Works for Women report for improved policy and practice to increase the research activities of female academic staff

Report on the progress of implementing recommendations and any outcomes achieved

2006 and annually

Deputy Vice-Chancellor (Research)

3.3.2
Continue to develop and offer programs aimed at increasing the research productivity of women

Program of activities offered and reported on to EOC

Ongoing

Deans

3.3.3
Monitor the effect the implementation of the RQF has on women

Deputy Vice-Chancellor (Research)

3.4
Enhance career advancement opportunities for general female staff

3.4.1
Performance management of general female staff to include discussion of career progression and a professional development plan.

General staff movements monitored

Start 2006

Divisional Director