Improving the representation of women in senior and leadership positions

Improving the representation of women in senior and leadership positions

Our progress

Macquarie’s new Academic Promotions process, implemented in 2017, was designed to expand the diversity of criteria by which people can be promoted, and better reflect activities and behaviours that are specifically valued and rewarded by the University. Under the 2018 Enterprise Agreement, three academic job families were introduced to enable more inclusive career pathways. A 40/40/20 representation model was applied to Macquarie Research Fellowships to ensure that a minimum 40% of recipients are women. The Early Career Researcher (ECR) Network supports researcher development towards Level C and above; helping to address key issues in our pipeline, and ensures a diversity in speakers, events and on their organising committee. Macquarie women participated in the ‘Superstars of STEMM’ - Science and Technology Australia development and recognition program. The University’s new Inspire six-month development program for managers was designed to embed inclusive leadership principles, and the majority of participants in the pilot were women.

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