At the Faculty of Health and Medical Sciences we’re actively working to achieve equal opportunity and representation across genders, and to support cultural diversity—for you, us, and our community.
Gender equity and cultural diversity, in every aspect of life, benefits us all. Our students gain an enhanced sense of community and belonging, and a greatly enriched environment and education. Our staff enjoy greater well-being, through inclusive and flexible family-friendly work practices. Our university benefits from a greater range of perspectives, delivering broader research success and impact.
That’s why we’re absolutely committed to enabling, supporting and celebrating it within our faculty and throughout the University.
The Faculty of Health and Medical Sciences Gender Equity and Diversity Committee
In 2014, we established our own Gender Equity and Diversity Committee (GEDC) to work with the University’s equivalent central GEDC committee and human resources team.
Our GEDC’s mandate is to encourage positive change across the faculty and ensure we reach population parity, through such actions as:
- establishing faculty-wide gender equity and diversity (GED) goals, and monitoring their achievement
- considering and making recommendations to the Executive Dean on related organisational priorities
- promoting a culture of aspiration towards improved representation of women and people of Aboriginal, Torres Strait Islander and other backgrounds
- considering and recommending ways to remove impediments to equality of opportunity
- disseminating GED best-practice to staff
- contributing to the faculty’s marketing and recruitment strategies
- providing a conduit between the University’s Indigenous Education and Engagement Committee and central GED committee.
The faculty’s GEDC meets six times a year and reports directly to our faculty board. It also includes designated Fair Treatment Contact Officers, who act as first points of contact for anyone experiencing workplace bullying, or any other behaviour that contravenes the faculty’s GED or other organisational values.
Fair Treatment Contact Officers
Ph: + 61 8 8313 8279
Ph: + 61 8 8313 0279
So what has our GEDC achieved?
The faculty’s GEDC has implemented a number of initiatives that are making a significant, positive difference for staff and students. Some examples include:
- consulting on and drafting the Dornwell Framework, the University’s first gender equity strategy
- drafting our faculty’s Dornwell Framework Action Plan
- introducing Dependent Travel Grants for staff with caring responsibilities
- reviewing the faculty’s Timetabling Policy (2017) to ensure that academic staff are given sufficient workplace flexibility
- joining the ALLY Network and collaborating with Pride in Diversity to further enhance our faculty’s commitment to creating a safe and supportive environment for staff and students who identify as lesbian, gay, bi-sexual, transgender, intersex or queer
- developing faculty-wide activities as part of Reconciliation Week
- providing support for women considering promotion, through participation in the Academic Women’s Forum and the Women’s Professional Development Network
- commencing a scoping inquiry into research mentorship across the University
- supporting Indigenous Cultural Enrichment Projects across the faculty
- increasing parenting facilities and access to amenities in existing and planned infrastructure
- contributing to the faculty’s response to the University’s Tarrkarri Tirrka Integrated Aboriginal and Torres Strait Islander Education Strategy.
Need the committee’s support, or like to get involved?
Whether you’re a student or staff member, please don’t hesitate to contact our GEDC, or any individual members.
Staff are also encouraged to provide feedback on organisational culture and GED-related matters through the Your Voice survey, and other similar staff sounding boards.
Associate Dean - Gender Equity and Diversity
Faculty of Health and Medical Sciences
Phone: +61 8 8313 8279
Our researchers are recipients of the Academic Women’s Research Excellence Awards (WREA) 2016. Read more about their research below.
Kisha Sivanathan is leading the way to develop an alternative to heavy reliance on pharmaceutical drugs post organ transplant with her intensive stem cell research. Since completing her PhD in August 2016, Kisha has not only received the WREA award for her discoveries, but also recently received her first independent project grant to extend the scope of her studies in stem cell research, immunology and transplantation.
Clemence Due is currently working on a range of disparate projects involving refugees, extending to dealing with the implications of parents who’ve experienced pregnancy loss in non-normative family types like single parents and lesbian couples. She also has research underway about access to primary health services for those with psychological distress, and teaches across first, second and third years of the Bachelor of Psychological Science.
Zohra Lassi’s keen interest in nutrition bought her all the way from Pakistan to delve further into research, completing her PhD at the University of Adelaide where she focused on seeking out methods which could help disadvantaged communities in Australia and beyond.
Alice Rumbold's work is particularly focused on Aboriginal women’s health, particularly infertility and the care they receive when pregnant. After completing her PhD in 2005, Alice moved to the Northern Territory to conduct a range of projects for women in the remote communities in the area.