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Bond University Gender Equality Statements of Commitment

Bond University is committed to fully actualising the skills and capabilities of all staff and students to benefit from the talent of all.

We support employment equality, including the representation of women, through our policies, practices, and inclusive culture.

We embrace the importance of work – life balance and the significance of family and community to the staff and students of Bond University.

Bond University Gender Equality Strategy

Strategic context

The Bond University 2018-2022 Strategy Plan’s mission to imbue a spirit to innovate, a commitment to influence and a dedication to inspire tomorrow’s professionals is dependent on the performance, dedication, professionalism, innovation and diversity of staff.

The University recognises that we operate in a diverse local, national and global community and we value the diversity of our staff and student community. Embracing this diversity enables us to fully advance the innovative, creative and intellectual achievements of the University.

The Gender Equality Strategy supports our equitable culture to ensure our ability to recruit and retain internationally recognised academic staff using flexible work practices. Fostering a culture of inclusion is crucial to achieving this goal.

The benefits of gender diversity and equality are well documented with research citing improved productivity, innovation and creativity in those organisations that recognise and harness their diversity as an asset. Bond recognises that building social inclusion leads to improved student outcomes and greater innovations in learning, teaching and research.

The University has made significant improvements in the representation of women in senior leadership positions and has a long standing reputation for fairness and equality in the workplace. While the University has made great progress in creating a fair, flexible and equitable workplace, our current workforce data indicates that we continue, like many institutions around the world, to under-utilise the talents of women.

The Bond University Gender Equality Strategy and Action Plan set out the manner in which we will address the underrepresentation of women at senior levels and increase opportunity for our academic women. The Academic Senate Gender Equality Committee will monitor the implementation of the Gender Equality Strategy and Action Plan. This Committee will monitor the progress of implementation of the Strategy and provide an annual report to Academic Senate.

Strategy framework

The Bond Gender Equality Strategy provides a framework to assist the University to develop and implement effective strategies around workplace culture, leadership and employment practices to improve gender equality.

What we want to achieve

Securing success by:

  • Being a role model for educating the next generation of students, academics, educators, researchers and whole community.
  • Attracting, retaining and progressing our staff.
  • Utilising the skills and talents of all staff, contributing to excellence in research, teaching, and administration.
  • Being innovative, agile and flexible.
  • Being a leading gender equality organisation.

Priority focus areas

  • An organisational culture and a working environment that is inclusive and equitable, where all staff are supported to reach their full potential.
  • Achieve equal opportunity for women in leadership and management roles through appropriate interventions.
  • Addressing gender pay equality gaps where they exist.
  • Building a flexible workplace which enables staff to balance work and life responsibilities.

Gender equality goals

Aligned with the University’s Gender Equality Statements of Commitment, the University will be a leading advocate for gender equality and diversity, promoting the benefits of an inclusive culture in all aspects of the University’s operations.

The Vice Chancellor and senior management will champion gender equality and diversity by articulating a clear consistent business case and rationale for gender equality and diversity, explaining the alignment with the broader vision and strategy of the University and building a heightened awareness of gender equality and diversity in decision making.

To develop an organisational culture and a working environment that is inclusive and equitable the University will:

GoalMeasures of Success IncludeActionsResponsibility

Promote awareness, externally and internally, that Bond University is an inclusive organisation that supports and values gender equality as exemplified by the Gender Equality Statements of Commitment, the Gender Equality Strategy and all related policies.

  • Community awareness that Bond University supports and values gender equality is strong.
    • Gender Equality Statements of Commitment and Gender Equality Strategy published on Bond University website. Completed December 2015.
    • Executive Director, Strategy, Systems & People
      • Bond University staff awareness of Gender Equality Statements of Commitment and Gender Equality Strategy is strong.
      • University induction programs include information and resources regarding Equality by December 2017.
      • Human Resources
      • Establish and support a Bond University Women’s Network to be a lead communication device and network for promotion and exemplars which has central resource support with targets for membership. Ongoing.
      • Chair of Bond University Women’s Network.
      • Launch of Gender Equality Statements of Commitment and Gender Equality Strategy and involvement and Athena SWAN pilot October 2016.
      • Deputy Vice Chancellor (Academic)   

      The Vice Chancellor and staff at all levels of management support gender equality, externally and internally, by being role models for inclusion within their areas of responsibility.

       

      • Management culture at Bond University imbues and values inclusiveness and gender equality.
      • Develop a training program for managers that reinforces gender equality and equips managers with the skills to recognise unconscious bias and to take steps to overcome it. Training completed by all members of the University Management Committee and Associate Deans by December 2017.
      • Participation in forums, conferences internally and externally, by various senior staff. Ongoing.
      • Vice Chancellor, Human Resources, members of the University Management Committee, Associate Deans and all Bond University managers.

      Integrate gender equality into planning and strategy at the University-wide and organisational unit level;

      • Bond University strategies to improve gender equality are transparent and well understood.
      • KPIs for improving gender equality outcomes included in enabling plans where appropriate.
      • Vice Chancellor and members of the University Management Committee
      • Academic Senate Gender Equality Committee monitors the implementation of the Gender Equality Strategy Action Plan.
      • Chair of Academic Senate

      To improve the representation of women across all levels, the University will:

      GoalMeasures of Success IncludeActionsResponsibility

      Bond University academic women are supported and encouraged to undertake leadership and management roles.

      • Women hold positions on the University Management Committee, in Faculty leadership and at all Academic levels in numbers that are commensurate with the gender mix of academics employed by the University.
      • Gender equality objectives and targets for the representation of women in leadership roles are set by December 2017.
      • Vice Chancellor and members of the University Management Committee
      • Ensure that procedures and processes for academic staff development and promotion support equality of access. Ongoing.
      • Vice Chancellor and Deputy Chair Academic Promotions Committee
      • Women are encouraged and supported to apply for academic promotion where appropriate through an annual presentation to staff and one on one consultation regarding academic promotions. Ongoing.
      • Deputy Chair Academic Promotions Committee
      • Statistical monitoring of gender related academic promotions data and transparent reporting. Ongoing.
      • Human Resources

      Bond University is an employer of choice for women, especially for those from disciplines where women are underrepresented.

      • Women, especially those from disciplines where women are underrepresented, are attracted to take up and keep positions at the University, including leadership and management roles.
      • Gender equality objectives and targets for the representation of women in leadership roles are set by December 2017.
      • Vice Chancellor and members of the University Management Committee
      • Implement recruitment strategies that attract senior women, particularly in underrepresented disciplines. Ongoing.
      • Vice Chancellor and members of the University Management Committee
      • Women, especially those from disciplines where women are underrepresented, are supported to succeed in their roles.
      • Identify any threats to the retention of women in the various disciplines through statistical monitoring of gender related data and transparent reporting. Ongoing.
      • Human Resources
      • Annual Academic PDR process where career goals, achievements and development goals discussed. Staff supported to incorporate parental leave and childcare into their career plans, including provision for transitional return to work as part of the annual PDR process. Ongoing.
      • Relevant Faculty leadership
      • Early career researcher program (for men and women) established. Commencing October 2016
      • Deputy Vice Chancellor (Academic)
      • Academic Mentoring Program (for men and women) established. Commencing 2017.
      • Deputy Vice Chancellor (Academic)
      • Grant support for academic staff with carer responsibility to attend career development opportunities including conferences in place by January 2017.
      • Deputy Vice Chancellor (Academic)

      To address gender pay equality gaps, the University will:

      GoalMeasures of Success IncludeActionsResponsibility

      Provide an equal opportunity work environment with pay equality for all.

      • Gender pay equality is achieved and transparently reported.
      • Regular Pay Equality report (including the allocation of above base pay benefits) is submitted to the University Management. Ongoing.
      • Human Resources

      To build a flexible workplace which enables staff to balance work and life responsibilities, the University will:

      GoalMeasures of Success IncludeActionsResponsibility

      ​Ensure that the policy framework of the University effectively supports the University’s Statements of Commitment to Gender Equality and importance of work – life balance.

      • Policies to support a flexible workplace and work – life balance are in place and are utilised by academic staff.
      • Ensure that the content and tone of all policies are consistent with the University’s Statements of Commitment to Gender Equality including regular review of the Flexible Working Arrangements and Family/Carers Policy. Ongoing.
      • UMC Policy Sub-Committee
      • Domestic Violence Policy put in place to protect those who are affected by domestic violence. Completed.
      • UMC Policy Sub-Committee
      Encourage flexible work arrangements and work – life balance for academic staff.

       

       

       

       

       

       

       

      • Flexible work arrangements and work – life balance are embedded in University culture.
      • Promote the availability of flexible work initiatives and ensure equitable access for all staff through staff induction and staff intranet. Ongoing.
      • Human Resources
      • Production of a parenting support information kit by December 2017.
      • Human Resources
      • Academic leaders (male and female) who are exemplars of work – life balance are highlighted as role models. Ongoing.
      • Chair Bond University Women’s Network
      • Provide support and training for managers to assist them to manage flexible work arrangements. Ongoing
      • Human Resources
      • Review and monitor processes, data and support for staff before, during and on return from parental leave. Ongoing.
      • Human Resources
      • Timetable principles require classes to be commenced after 9am and completed by 5pm wherever possible without impacting on the needs of our students (e.g. part-time students). Achieved.
      • Deputy Vice Chancellor (Academic)
      • Parent and breastfeeding amenity is available on campus to support staff with childcare responsibilities by 2017.
      • Human Resources.
      • Communicate with local providers of childcare places to encourage the availability of affordable care for the children of staff. Ongoing.
      • Human Resources
      • Children included in staff social events to provide a family friendly and inclusive approach where appropriate e.g. Xmas Party and Live at Bond Events. Ongoing.
      • Vice Chancellor