ACHIEVING GENDER EQUITY

- DIVERSITY AND INCLUSIVENESS AT SRA

Anot-for-profit company called Science in Australia Gender Equity (SAGE) incorporated in 2019 set as its goal the embedding of genuine and sustainable gender equity, diversity and inclusion across the Australian tertiary education and research sector.

The organisation is supported by the Australian Government’s Department of Industry, Science and Resources and has two founding members – the Australian Academy of Science and the Australian Academy of Technology and Engineering.

SAGE research has consistently shown that equitable, diverse and inclusive workplaces are more productive, innovative and achieve better outcomes.

In Bundaberg in May, SRA District Manager Southern Lisa Devereaux explained to the women attending this year’s Women in Sugar Australia’s (WISA) annual conference that many educational and research organisations in Australia endorse SAGE’s commitment: advocating the need to advance a policy of sustainable gender equity and diversion inclusion for these positive outcomes in their own workplaces.

Lisa looked at how closely SRA aligns with SAGE’s key recommendations and guidelines.

“Women currently provide 20 per cent of the science and research workforce in Australia. SRA’s Strategic Plan lists a goal of 50 per cent female leaders and researchers. As at 31 December last year we had reached a figure of 44 per cent,” Lisa said.

“While the gender percentage between males and females has remained consistent in the past 12-18 months, there will be an increase in men transitioning to retirement in coming years, providing further opportunities to increase our diversity profile.

“When it comes to recruitment, our selection process for 26 job advertisements between

SRA District Manager Southern

1 April and 31 December last year included a 100 per cent gender balance in the shortlisting process and 95 per cent in the panel interview process.”

The policy also includes close monitoring of all relevant legislation which last year included family and domestic violence leave provisions and the Fair Work Amendment Bill. SRA policies are updated to reflect this legislation which includes gender equality policies and clauses, anti-discrimination special measures, sexual harassment at work measures, fixed-term contract limitations, flexible work obligations and a review of pay secrecy clauses.

Lisa described SRA’s diversity profile to the WISA women which was compiled from a voluntary survey in January last year. She said that:

Thirty-eight per cent of SRA employees were born outside of Australia in 20 different countries. Three people each respectively come from India, Colombia and South Africa.

Twenty-one people in the company or 16 per cent speak a language other than English at home while one person in the senior leadership (1 per cent) identify as indigenous.

Turning to inclusiveness Lisa said that:

• 3.5 per cent of employees were recognised as disabled or neurodivergent

• 43 per cent of employees have carer responsibilities for children under 18, disabled or elderly relatives

• Eighty-four per cent, or 72 people, have tertiary qualifications with 18.5 per cent (16 people) having doctoral degrees.

SRA Research Mission Manager Cathy Mylrea joined Lisa on stage to describe how SRA’s research investment unit was working collaboratively with the industry to improve gender diversity.

This included the number and diversity of industry and research partners involved in establishing SRA’s research and development (R&D) goals and strategies, and the number of capability and capacity building programs and participation rates including diversity of participation.

Women from across the sugar industry annually attend the Women in Sugar Conference to discuss a range of topics. This year the theme was Women of Worth. SRA was a gold sponsor.