Equity and Diversity
Projects and Initiatives
PolicyAR2O: Achievement relative to opportunity In contemporary universities, the traditional norm of full-time work and an uninterrupted linear career trajectory no longer matches the profile of many staff. The principle of achievement relative to opportunity (AR20) in employment and performance related decision making provides the opportunity to create a workplace culture that attracts and retains the very best staff with a diverse range of personal characteristics, employment arrangements and career histories. The AR2O project is working on finding practical ways to incorporate these principles in day to day operations. Read the Group of Eight Discussion Paper. Pay Equity Gap The gender pay gap is the difference between the average salaries of men and women. The biennial Pay Equity Report examines the total remuneration of employees, including allowances and bonuses. The report is presented to the Equity and Diversity committee of the university and used in our annual EEO and Employer of Choice for Women reporting. UWA's second pay equity audit was completed in early 2012. Workshops and ProgramsCourageous Conversations about Race Equity and Diversity has been involved in extending the ‘Courageous Conversations about Race’ Program both at UWA and across eleven universities in the higher education sector. CCAR aims to deepen and sustain engagement around issues of Race and Cultural Competence in various facets of University life including teaching and learning, employment, student services and accommodation. UWA is a lead partner in national collaboration with eleven other universities to develop a community of practice around racial competance. UWA has developed a facilitator manual aimed to assist staff and students gain competency for the development of research, curriculm, and relationships. Strategies and initiativesInclusive Campus Culture The inclusive campus culture strategy aims to foster a positive approach centred on best practice and an inclusive workplace culture. The strategy is based on the understanding that people work best in a setting marked by mutual respect, personal dignity and support which utilises their skills and abilities, and encourages further learning. The central focus is on UWA as a “great place to work”, employing a proactive model that generates an inclusive workplace culture where negative behaviours are addressed and resolved before they escalate. The ICC aims to create and promote an organisational culture where staff can reach their full potential in an environment of dignity and respect based on UWA’s core values. A team from HR will be engaging with the University community to discuss what ICC means and strategies to advance it. The ICC website is located at www.icc.hr.uwa.edu.au Campus Access and Mobility The University of Western Australia affirms its strong endorsement and acceptance of students, staff and visitors with a disability, and its commitment to ensuring that the participation experience of people with a disability, whether they are staff, students or visitors, is similar to that experienced by the University community as a whole, and that staff and students with a disability enjoy success in the same measure as their peers. The UWA Disability Access and Inclusion Action Plan (DAIAP) develops an environment of equal opportunity, appropriate access and support. Implementing the Plan enables the University to take clear steps toward furthering its commitments to continuous improvement, universal design and the philosophy of ‘mainstreaming’ Gender and Sexuality Agenda Equity and Diversity has been reinvigorating UWA’s Gender and Sexual Diversity Agenda through establishing a GLBT network for Gender and Sexually diverse staff and undertaking a climate assessment exercise in the area. Workforce Diversity Strategy and Diversity Funding |