Goal 5: Gender Equality

UOW is committed to providing a diverse and inclusive workplace, and are proud of our culture that provides equal opportunity regardless of gender. We have adopted policies that support gender equality, the non-discrimination of women, transgender people, and the LGBTQIA+ community, and have developed workplace flexibility arrangements that support all genders and promote a healthy work-life balance. We are also committed to removing barriers to the selection, advancement and opportunities for people of all genders in the workplace, and have solid training packages in place.

Further, UOW has been recognised as one of the prominent organisations in Australia focused on gender equality in the workplace and providing meaningful support for men and women to achieve their career goals.

Equity, diversity and inclusion policy

Diversity, equity, inclusion and gender equality capability statement [pdf]

UOW's maternity and paternity policies enhance and support women’s work participation and work-life balance. They are contained in both the Academic and Professional Enterprise Agreements. UOW has generous participation schemes for women (and all primary carers) including the "Return to Work Grant" which is equivalent to 12 weeks of ordinary salary and has a greater than 90% take up rate at UOW. The return-to-work grant has been in place for over 10 years and this scheme is one of the most generous and flexible schemes in the higher education sector.

This program enables the primary carer to supplement their salary if returning part-time or to use the grant as an additional period of paid primary carer leave. Alternatively, they can have it added as a lump sum payment into a research account or choose a combination of these options. UOW also offers employees the option to return to a temporary part-time position at the completion of parental leave for up to 2 years.

Academic staff Enterprise Agreements [pdf]

Professional staff Enterprise Agreements [pdf]

UOW is committed to having sound and ethical corporate governance. It has policies and procedures that allow anonymous disclosure to raise concerns regarding unethical, unlawful or undesirable conduct, including discrimination pertaining to educational and employment disadvantage, while protecting those who are reporting such conduct.

Serious wrongdoing reporting

Policy       Procedure

UOW offers childcare services to students and staff studying and working at the University. Kids Uni is an onsite childcare centre offering seasonal bookings for students which run from the start to the end of each session, to allow students with children to attend classes and complete assessments and exams.

UOW has a spotlight on gender equity in the workplace. Each year, UOW is required to submit an annual compliance report to the Workplace Gender Equality Agency (WGEA), to meet its obligation under the Workplace Gender Equality Act 2012. We are also committed to removing barriers to the selection, advancement, and opportunities for people of all genders in the workplace and have solid training packages in place.

The Safe and Respectful Communities (SARC) team has created training for staff at licensed premises in our local community, on how to address and respond to sexual harassment and sexual assaults in their venues. The Set The Bar initiative aims to educate learners on the underlying issues of sexual assault and sexual harassment. Set The Bar explores how gender inequality among other forms of oppression contribute to sexual violence in our community. Learners are asked to think about how they can respond to situations of gender inequality or disrespect of women in the future.  

Visit the safety and respect website

Transcript for video:

Hi, I'm Angela. I'm the Project Coordinator with the Safe and Respectful Communities team here at UOW. We believe that everybody has a role to play in promoting a fairer, safer and more respectful environment on our campus and out in the community. Sexual assault, sexual harassment, bullying and discrimination have no place on any of our campuses or in society and this is why we're working with local partners to help improve your safety both on and off campus. We've partnered with the local Wollongong liquor accord to train staff from bars, clubs, pubs and other licensed venues on how to identify call out and act on undesirable behaviour and harassment in their venues. We really hope that this set the bar training initiative has a positive ripple effect out into the community and not only benefits you but anybody working in or visiting those venues.

Each year, UOW is required to submit an annual compliance report to the Workplace Gender Equality Agency (WGEA), to meet its obligation under the Workplace Gender Equality Act 2012. The Act requires non-public sector employers with 100 or more employees to submit an annual report for the preceding 12-month period ie, 1 April – 31 March. The report is comprehensive and contains a combination of qualitative and quantitative responses.

UOW has a history of meeting the minimum standards set by WGEA in relation to specific gender equality indicators. Organisations with 500 or more employees must have a policy or strategy in place that specifically supports gender equality to be eligible to meet this minimum standard.

WGEA reporting

Distinguished Professor Sharon Robinson is a co-leader of Homeward Bound’s Science Stream, a mentoring program supporting women in science from across the globe to strengthen their confidence to lead, build networks with other science leaders and gain support professionally and personally.

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