Gender equity


The University is committed to gender equity in staff participation and success across the University, in senior positions and with a particular focus on women in Science Technology, Engineering, Mathematics and Medicine (STEMM).

Women

The University is committed to redressing women’s under-representation among academic staff and in senior positions. Factors such as family responsibilities; part-time, temporary and casual employment; gender bias; and wider societal influences can pose barriers to women (and to men) in employment. The following policies, initiatives and projects are intended to enhance the University’s work environment and ensure talented staff can succeed here.

Parenting and caring

Many staff members will have parenting or caring responsibilities at some point in their careers. Women, Māori and Pacific staff are particularly likely to take on these roles, either temporarily or permanently. The University supports flexible working conditions and accommodates family responsibilities wherever possible.

To find out more about how the University supports staff who are parents visit Combining Parenting and a Career (CPC)

Information for Carers can be found in the Toolkit for Staff Carers

Recruitment and appointment

Resources are available to assist managers and academic heads ensure fair and equitable employment processes. See Equity in recruitment, selection and appointment

Training on unconscious and implicit bias is available through the Equity Office. For further information contact Cathie Walsh, Staff Equity Manager by phone: +64 9 373 7599 ext 87844 or email: cathie.walsh@auckland.ac.nz

Shelley Correll, Professor of Sociology at Stanford University, Director of the Michelle R. Clayman Institute for Gender Research, discusses how stereotypes act as a shortcut in information processing in this 20 minute video Creating a level playing field. Correll suggests solutions that scrutinize the ways individuals and organizations make decisions in order to reduce errors and create environments where everyone has opportunities to do their best work and get recognized for it.

Part-time, temporary and casual employment

Women’s participation as part-time, temporary and casual employees can enable them to balance work and family responsibilities. However, such roles are sometimes considered “precarious” employment positions and can inhibit career development. Recruitment processes need to be monitored to ensure that women are not disproportionately represented in casual and fixed-term positions.

Managers and academic heads are encouraged to enable equitable work-place participation by part-time, temporary and casual staff when setting meeting times, preparing timetables and selecting representatives for committees. Relevant policies include:

Bullying, harassment and abuse

The University is committed to a safe, inclusive and equitable work and study environment. Research indicates that bullying, harassment and abuse can be a barrier to women’s participation and success. The University has policies, procedures, initiatives and training to address these issues. These include:

Monitoring and reporting

Promotions and academic employment processes across the University are monitored to ensure staff are treated fairly and equitably. Union representatives monitor the professional staff salary review process. Relevant policies and guidelines include:

Annual reporting on women’s representation across the University is provided in the University of Auckland Equity Profile

Women in STEMM

There has been a longstanding under-representation of women academics and students in Engineering and certain Science subjects such as Computer Science, Mathematics and Physics. Women are also under-represented in the Schools of Medicine and Medical Health Sciences.

Studies here and within other universities indicate the following factors can help increase the representation of women in STEMM.

  • Provision of career path mentoring, sponsorship and/or training of junior women academics in STEMM
  • Encouraging women researchers,  postgraduates and graduate teaching assistants to consider academic careers in Engineering and Science
  • Addressing the impact of culture and attitudes as well as structural barriers within faculties
  • Increase diversity of decision making in committee's representation
  • Ensure recruitment processes are free of any gender bias and that suitable women are actively sought and encouraged to apply.

Various faculty-based projects such as women’s networks and the Science Faculty Gender Platform are available for support.

Seminars have been provided to raise awareness barriers to women in STEMM such as Professor Jennifer Martin’s presentations.

Women in senior positions

Under-representation of women in senior academic positions is a worldwide challenge. The increasing numbers of women studying at university have not been matched by increases of women in senior positions.

The University recognises the benefits of increased numbers of senior staff who are women. The Women in Leadership Programme is a year-long programme that provides opportunities for academic and professional staff women who want to pursue career development and develop leadership capabilities. A Senior Women's Leadership Network is available for senior women employees.  The University also supports attendance at NZ Women in Leadership Programme 2016 for academic and professional staff.

For further information please contact Mary Ann Crick (Manager Leadership Programmes) by phone: +64 9 373 7599 ext 86379 or email: ma.crick@auckland.ac.nz

Promotions workshops

These are held in May and June for women who have been past participants in the Women and Leadership programme and are considering promotion to Associate Professor and Professor. For further information contact Mary Ann Crick (Manager Leadership Programmes) by phone: +64 9 373 7599 ext 86379 or email: ma.crick@auckland.ac.nz

Equity Office staff are available to discuss strategies for increasing numbers of senior women in departments, divisions or teams.

Contact Prue Toft, Director Staff Equity, by phone: +64 9 373 7599 ext 88316 or email: p.toft@auckland.ac.nz

Men

Health and education

The University recognises and aims to redress the under-representation of men in certain areas of health and education.

There are well-documented benefits associated with improving the gender balance and diversity in the education and health sectors. These include:

  • Optimising the pool of human capital in key professions
  • Reflecting and representing the audience and community that these professions serve
  • Role modelling in early childhood education

The Equity Office is undertaking a three-year gender balance project to benchmark, identify successful strategies and make recommendations to support improved gender balance in Education and Nursing and to contribute to the pipeline for men into and within these professions.

For further information contact Pania Elliot Senior Policy Adviser by phone: +64 9 373 7599 ext 81893 or email: p.elliot@auckland.ac.nz

Relevant policies:

Parenting and caring

Many men will have either joint or sole parenting and carer responsibilities. The University provides a range of resources to support these roles.

Resources for staff who are parents are available on Combining Parenting and a Career (CPC)

Information for Carers can be found in the Toolkit for Staff Carers

Recruitment and appointment

Resources are available to assist managers and academic heads ensure fair and equitable employment processes. See Equity in recruitment, selection and appointment

Training on unconscious and implicit bias is available through the Equity Office. For further information contact Cathie Walsh, Staff Equity Manager by phone: +64 9 373 7599 ext 87844 or email: cathie.walsh@auckland.ac.nz

Sexual orientation and gender identity

The Equity Policy opposes discrimination including on the grounds of sexual orientation or gender identity.

The profile of the University community reflects the heterogeneity of the wider population in terms of diversity of gender and sexual identities. The University is committed to creating an inclusive culture that respects diversity and encourages all staff and students to contribute freely to a vibrant and productive social, work and study environment.

For more information see LGBTI students and staff