Gender equality is for everyone, and we all have a role to play.
At UTS we understand that everyone is impacted by gender roles in different ways and to different degrees. We also acknowledge that the impacts and experiences of gender inequality do not only impact on men and women but on people of all gender identities.
As a public purpose institution committed to driving social change within and beyond our campus, our social impact and inclusion agenda focuses research, education and practice from across the university to benefit people and communities.
We believe that universities are uniquely placed to tackle gender inequality and to educate, train and develop a future workforce that understands the limitations that gender stereotyping and segregation impose on individuals, society, culture and the economy. We are strongly committed to supporting women and gender diverse staff and students to join our university community, participate and thrive, and move into the careers of their choice.
At UTS we aim to go beyond regulatory compliance and sector requirements to be leaders in integrated, innovative and impactful gender equity practice, creating a culture where inclusion is central to all that we do.
UTS Gender Equality Action Plan 2025–2030
At UTS, gender equality is part of who we are. It reflects our values, our culture and the kind of community we aim to build. The Gender Equality Action Plan (GEAP) 2025–2030 (PDF, 638kb) outlines how we will continue strengthening our practices and culture over the next 5 years, building on the foundation of the SAGE Athena Swan Bronze Action Plan (2018–2022).
The GEAP focuses on 5 key areas:
- Safety and respect
- Addressing intersectional gender inequality
- Supporting disciplines and occupations where women are underrepresented
- Gender pay equity
- Support for parents and carers
These priorities guide our work to ensure staff of all genders feel valued, supported and able to succeed.
Understanding our gender pay gap
The gender pay gap is one important indicator of gender equality at UTS. In 2024, we committed to reducing our gender pay gap to +/- 5% by 2030, with steady improvement each year from 2025 onwards.
Our efforts are making a difference. In the 2024–2025 WGEA reporting period, the average total remuneration gender pay gap at UTS is 7.0%. This continues a positive trend over recent years and reflects the impact of work across the university.
WGEA analysis also shows that our gap is below the midpoint of comparable organisations (8.6%), demonstrating strong progress while reinforcing the importance of maintaining our focus.
Progress so far and next steps
We have achieved key milestones in the SAGE Athena Swan accreditation process, including 5 Cygnet Awards. As we prepare our Athena Swan Silver Award application in 2026, we are shifting to an explicitly intersectional approach, recognising that gender inequality is experienced differently depending on each person’s identity, background and lived experience.
This work connects closely with several university-wide initiatives already underway, including:
- Indigenous Education and Research Strategy 2025–2030
- Cultural Diversity and Anti-Racism (CDAR) Action Plan 2025–2030
- Access and Inclusion Plan 2025–2029
- Anti-Deadnaming and Anti-Misgendering (ADAM) Project
Together, these strategies support our commitment to creating a culture where everyone feels safe, respected, and able to contribute fully.
Gender equity initiatives at UTS
Athena Swan – gender equity in STEMM
In Australia and internationally, women are under-represented in science, technology, engineering, mathematics and medicine (STEMM) – both in industry and academia. Research shows that this is particularly pronounced at senior leadership levels.
The Athena Swan Charter was established to address this issue. Athena Swan is a gender equity program recognising and celebrating good practice to boost gender equity in STEMM areas. Originating in the UK in 2005, it has been adopted in Australia and is overseen by Science in Australia Gender Equity (SAGE).
UTS signed up for the SAGE Athena Swan pilot in 2015. In 2018, UTS was among the first institutions to be awarded Bronze accreditation.
Where we are now
Since our Bronze Award, UTS has completed all 5 Cygnet Awards. The Cygnet program asks institutions to identify key barriers to gender equity in STEMM and take meaningful action to address them. Our five cygnets have focused on:
Building the pipeline through outreach to attract women to Engineering and IT in early education, with programs now reaching students from primary through to undergraduate level to build the pipeline over time.
Supporting career progression for Higher Degree Research (HDR) students in the Faculty of Engineering and IT, with new pathways and programs designed to retain talented women at a critical point in their careers.
Targeting recruitment to combat the gender imbalance in applications for STEMM positions, with revised practices now in place across the Faculties of Science and Engineering and IT.
Making flexible work the norm across STEMM work areas, with improved awareness and uptake of arrangements that were available but not consistently applied or well known.
Strengthening promotion pathways to increase numbers of women ascending to senior positions in STEMM, with more women now supported to apply and succeed at every level.
Where we are heading
Our Athena Swan work aligns with the UTS Gender Equality Action Plan (GEAP) 2025–2030, which builds on our Bronze foundation and sets out how UTS will keep strengthening gender equality over the next 5 years. The GEAP covers safety and respect, intersectional gender inequality, underrepresented groups, gender pay equity and support for parents and carers.
In 2026, UTS is preparing its Athena Swan Silver Award application. The Silver Award takes a more intersectional approach, recognising that gender inequality is experienced differently depending on a person’s identity, background and lived experience.
If you have any questions regarding the program, contact Dr Kumi de Silva, Gender Equity Programs Manager, Centre for Social Justice & Inclusion, or Peta Wyeth, the Athena Swan Academic Lead at UTS.
UTS Research Equity and Access Career Help (REACH) Grants Scheme
The REACH Grants were developed to support researchers whose careers have been affected by diverse life experiences. The scheme is broken down into two categories:
Professional Development Equity and Access Funding
Provides financial support of up to $2,500 to help early to mid-careers researchers. It can help with relevant professional development, participating in mentoring with a senior academic or industry mentor, or travel for conference presentations and symposia.
Impact Development Project Funding
Provides financial support of up to $10,000 for project-based research activities designed to enhance a researcher’s career and impact. Applications are ongoing throughout the year. However, should you be successful, the funding must be sent in the same calendar year.
Find out more about REACH Grants – including eligibility criteria – on Staff Connect (opens to UTS staff intranet).
If you have any questions regarding the initiative, contact the UTS Research Office – research.grants@uts.edu.au.
Jenny Edwards Research Fellowship
Provides financial support of up to $50,000 to help mid-career academics whose careers have been significantly interrupted or delayed by periods of sustained caring responsibilities. It can help with teaching relief, research support and more. Applications are ongoing throughout the year. However, should you be successful, the funding must be sent in the same calendar year.
Find out more about the Jenny Edwards Research Fellowship – including eligibility criteria – on Staff Connect (opens to UTS staff intranet).
If you have any questions regarding the initiative, contact the UTS Research Office – research.grants@uts.edu.au.
Multicultural Women's Network
The Multicultural Women's Network (MWN) aims to build a strong community of multicultural women who are empowered and liberated to become their best personal and professional selves, and who are included as valuable contributing members of the UTS community.
The network welcomes UTS staff members who identify as a woman and have been minoritised based on their cultural, ethnic or linguistic background. We also welcome allies who do not identify as a multicultural woman but are keen to support the network's goals, are willing to listen and learn, and are open to challenging their own biases.
“Gender equality is a shared responsibility across the UTS community. As a university grounded in social justice, inclusion and fairness, we know our success depends on the wellbeing and contribution of our people. Achieving gender equality is not only the right thing to do – it’s fundamental to the workplace we are committed to building.
"I am proud of the progress we have made together, but there is more to do. I am personally committed to strengthening gender equality in everything we do by holding ourselves to high standards, removing barriers wherever they exist, and fostering an environment where everyone is supported to grow, contribute and succeed. Thank you for the role you play in making UTS a place where everyone can thrive."
– Prof. Andrew Parfitt, Vice-Chancellor, UTS
UTS is an Australian Breastfeeding Association accredited Breastfeeding Friendly Workplace.
Workplace Gender Equality Agency (WGEA) documents 2024–2025
Compliance certificate UTS
Public report – Employee data tables
Employer public report