VC’S CORNER
campusreview.com.au
reports that women make up more than
half of science PhD graduates and earlycareer researchers, but just 17 per cent of
senior academics in Australian universities
and research institutes. This significant
loss of women scientists in senior levels
is referred to as the ‘leaky pipeline’. The
further women go in their scientific
educations and careers, the less likely
they will remain in science-related fields
or professions. Thus, Australia presently
has women scientists being squeezed
out of science careers by systemic and
inherently inequitable structural barriers.
This means we won’t have a balance in
future generations of those with crucial skill
sets. This is quite simply a massive waste
of expertise, talent and investment. It has
obvious effects on our nation’s scientific
performance and productivity. This is a
problem now and we need to act now.
There is an undeniable imbalance in
academia and we need male champions
for gender equality. Men have a strong role
in achieving positive change. It’s not about
excluding men in the pursuit of furthering
women’s interests, but about drawing on
them for their influence and commitment
to gender equality.
So let’s talk a bit more about Athena
SWAN. It is now an international
accreditation scheme that recognises a
commitment to supporting and advancing
women’s STEM careers in higher education
and research. The term ‘Athena’ refers to
a UK-based ‘Athena Project’ that began
in 1999 with the aim of addressing the
loss of women in science, technology,
engineering, mathematics and medicine
(STEMM) as they progressed through
academia. The project developed good
practice guidelines, which improved
female academic retention. The Athena
SWAN mission continues through initiatives
including the Athena SWAN Charter, which
has proven successful in transforming
gender-equity action to improve the
promotion and retention of women and
gender minorities within STEMM. The
acronym ‘SWAN’ stands for the Scientific
Women’s Academic Network, an entity that
collects real-life views and experiences of
women in academia across the UK.
ECU is one of 32 universities and science
institutions in Australia to participate in the
charter. The official launch took place at
Parliament House in Canberra, with strong
bipartisan support, on September 16, 2015.
So, will introducing such broad-ranging
cultural change within Australian universities
require investment and structural change?
Yes, because identifying institutional issues
honestly requires a sustained focus from
all levels within academic and professional
staff, senior/executive level leadership,
and explicit commitment and stewardship
from the vice-chancellor and council.
One important issue will be transparency
around decision-making and embedding
new policies and procedures. We will need
to change ingrained practices such as the
long-hours culture, as well as unacceptable
attitudes and behaviours.