The assets of having a diverse workforce have long been recognised, and at UTS we are committed to ensuring that we take practical and measurable steps to achieve equal opportunities for all staff.
But we also know there is a way to go, particularly in the gender mix of our academic workforce in STEMM areas. This is a global issue, not only a UTS issue, but we cannot continue to see the goal of improving the gender balance, particularly at senior academic levels, as a distant possibility that might be solved if only the pipeline of talent were there.
We have many talented women on our staff achieving great things, but in terms of workforce participation, gender pay equality and opportunities for career progression there is more to do.
Our Athena Swan Action plan, our commitment to a safe and respectful workplace, our flexible work arrangements and a progressive approach to recruitment at all levels aim to close this gap. The target of 40 per cent female academic staff in STEMM areas is just a start. If we make this a priority, we are sure to reap the benefits as we strive to achieve our strategic goal of being a leading public university of technology recognised for our global impact.
Professor Andrew Parfitt
Provost and Senior Vice-President