At CSU, we understand that gender equity is a fundamental element of our institution. We facilitate employment-related equity and diversity through:
- Merit based recruitment, selection and promotion processes
- Generous flexible working arrangements, parental leave, carers leave and domestic violence provisions included within the Enterprise Agreement
- Targeted training and development opportunities to support career progression
- Policies and procedures to prevent unlawful discrimination, harassment and bullying
- Responsive management to concerns and complaints.
Workplace Gender Equity Strategy (2018-2022)
A University-wide Gender Equity Strategy was endorsed by Vice-Chancellor Andrew Vann in September 2018.
WGEA Pay Equity Ambassador
On International Women's Day 2018, Professor Andrew Vann announced that he had become a Workplace Gender Equality Agency Pay Equity Ambassador, joining other directors, Vice-Chancellor's, Heads of Departments and CEO's in signing the Pay Equity Pledge.
We recognise gender bias can creep into performance, talent development and pay decisions to create like for like gender pay gaps. That’s why we analyse and monitor our talent management data, including pay, by gender and take action.
We also set the expectation among people managers that they address gender bias in their decision making. We do this because we know we can’t attract and retain the best people and improve workplace productivity if there’s any unfairness or perception of unfairness in our workplaces.
We encourage all business leaders to take the first step.
Equal pay is in your hands.
Pay Equity Ambassadors help to create change by playing a leadership role in their business community and to the broader public, reinforcing their commitment to pay equity within their own organisation, and profiling and promoting their approach to pay equity.
See the media release regarding this significant step towards a more equitable workforce.
Leadership Development for Women
CSU’s Leadership Development for Women (LDW) Program has been running for more than 10 years.
Through a range of initiatives, LDW has provided many opportunities for women to advance their career through:
The program runs every 2 years, with a LDW conference held on the alternative year.
Senior Women's Forum
The Senior Women's Forum is open to women at Academic Levels D&E and General Staff HEW Level 10+. The role of the Forum is to:
- promote and advocate for cultural change within the University
- provide input into strategic planning, policy directions and critical decision making bodies
- provide networking opportunities between senior women internally and externally to the University
- support the professional development and advancement of women
- increase the circulation of relevant information
- support the LDW Program to enhance the career development of University women.
For more information, please email email@example.com.
CSU is invested in science, technology, engineering, mathematics and medicine (STEMM) programs and research. We are taking steps to improve gender equity in the STEMM disciplines at CSU. One way we are achieving this is through our application for an Athena SWAN Bronze Institutional Award.
Respect. Now. Always.
CSU has zero tolerance for sexual assault and sexual harassment. We join all Australian universities to keep building our values of safety, respect and inclusion in our communities.
Workplace Gender Equality Agency (WGEA) Reports
In accordance with the Workplace Gender Equality Act 2012, CSU submits an annual report to WGEA to ensure compliance with the Act.