Gender Equality Benchmark Report

Gender Equality Benchmark Report

Equality is not a catch phrase. It’s not a burden to be endured or simply dismissed as ‘woke’ or ‘politically correct’; rather, it signals the growth and maturity of a society and a people.

Gender Equality Benchmark Report

"A progressive nation like ours must strive to achieve equality across all aspects of our community, including business, industry, justice, health and education. Here at Snow Medical, my family and I are dedicated to do our part to ensure our educational institutions are working towards equality in all they do.

This is not a ‘nice to have’, this is a future we all must achieve together. This pilot program is a key part of this work for us, as a family, and will be implicit in any future funding we provide."

Tom Snow, Chair Snow Medical

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    KEY INSIGHTS

    Noting the limited size of the data set, the following initial insights (to be further developed in future years) are evident.

    EQUALITY BENCHMARK CRITERIA

    The Equality Benchmark consists of three criteria, set to show an organisation’s commitment to visible leadership in gender equity and their investment in the career advancement of women.

      ORGANISATION LEADERSHIP

      Top-tier leadership at a Board and Council level was generally balanced, with a minimum of 40% women achieved at 80% of the organisations who participated. This was also realised at the Executive Leadership Team level with 90% of pilot organisations achieving a minimum proportion of 40% women.

        SCIENTIFIC STAFF

        The gender equality gap is most pronounced at senior levels and it is clear the issue becomes prevalent at a mid-career stage for women.

          SENIOR RESEARCH WORKFORCE

          There is much room for improvement within the senior scientific research workforce. For example, for Deans, Heads of School, Heads of Department, Research Centre Directors and level E professorships (and equivalent positions at Medical Research Institutes), the proportion of women was 29%.

            ACADEMIC PROMOTIONS

            For Scientific Staff, there is a pipeline disparity evident at mid-career level. However, the proportion of women being promoted from mid-career to senior level appears to be increasing, indicating this issue has been recognised and is being addressed by the pilot organisations.

              Tom Snow, Chair Snow Medical

              Equality is not a catch phrase. It’s not a burden to be endured or simply dismissed as ‘woke’ or ‘politically correct’; rather, it signals the growth and maturity of a society and a people.

              A progressive nation like ours must strive to achieve equality across all aspects of our community, including business, industry, justice, health and education.

              Here at Snow Medical, my family and I are dedicated to do our part to ensure our educational institutions are working towards equality in all they do.

              This is not a ‘nice to have’, this is a future we all must achieve together. This pilot program is a key part of this work for us, as a family, and will be implicit in any future funding we provide.”

                Acknowledgements

                Snow Medical would like to thank the 10 organisations for participating in our pilot, and the following organisations for assistance in development of the pilot: