Equal Opportunity for Women in the Workplace€¦ · Web viewInstitute for International Development . University . Librarian . Library & IT Services . Pro Vice-Chancellor. Research

Equal Opportunity for Women in the WorkplaceAnnual Compliance Report 2008

(1 April 2007 to 31 March 2008)

The University of Western AustraliaEquity and Diversity

September 2008

Table of Contents

Executive Summary 3

Table 1: Staff (Excluding Casual Staff) by Employment Type and Function Accordingto Gender as at 31 March 2003-2008 4

Table 2: Academic Staff by Function and Classification According to Gender 2003-2008 5

Table 3: Professional Staff by Function and Classification According to Gender 2003-2008 6

Table 4: New Appointments and Separations for Academic Staff by Function andClassification According to Gender 2008 7

Table 5: New Appointments and Separations for Professional Staff by Function and Classification According to Gender 2008 8

Table 6: Staff by Function, Employment Type and Status According to Gender 2008 10

Table 7a: Professional Staff by Appointment Term According to Gender 2008 12

Table 7b: Academic Staff by Appointment Term According to Gender 2008 13

Table 8: Academic Staff by Function and Age According to Gender as at 31 March 2003-2008 15

Table 9: Professional Staff by Function and Age According to Gender as at 31 March 2003-2008 16

Table 10a: Discretionary Allowance by Classification and Gender (female) 2007 17

Table 10b: Discretionary Allowance by Classification and Gender (male) 2007 18

Table 11: Academic Staff Promotion 2007 20

Table 12: Reclassification Data by Level and Gender 2007 21

Table 13: Deans/Heads of School/School Managers by Gender/Faculty/School 22

Table 14a: Professional Staff Accessing OSDS training 2007 23

Table 14b: Academic Staff Accessing OSDS Training 2007 23

Table 14c: UWA Staff Development Grants for Professional Staff by Gender and Level 2007 24

Table 15: Developmental Opportunities (HDA/Secondment) 25

Table 16: Casual Employees 2007/2008 26

Table 17: UWA 2008 Management Structure Tiers 1-4 27

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Executive Summary

Key achievements

- Both the overall representation, and the Equity Index, for women employed at the University of Western Australia has continued to increase in a positive gender equity direction. For example, women now comprise almost 40% of all academic staff, up from a mere quarter in 2000. The Equity Index for Professional staff women (around the early 80s) has steadily increased over the past five years.

- The percentage of academic (teaching and research) staff increased since the last reporting period when a downward trend was observed (up from 33% in 2006 to 36.4% in the current reporting period). Women now comprise almost 41% and a quarter of academic staff in the important Senior Lecturer and Associate Professor ‘feeder’ categories respectively.

- There has been a significant increase (44.3% in 2008, up from 35% in the previous reporting period) in the representation of women in the most senior category (HEW 10 and above) of professional staff. Similarly, in the professional staff category, women now exceed men from Level 6 through to Level 9; e.g. women comprise almost 60% of staff at HEW 8. This trend needs to be monitored and attraction strategies for men at lower level entry considered.

- Women comprised 60% of academic staff promoted from ‘Associate Lecturer’ to ‘Lecturer’, and exactly half of academic staff promoted from ‘Lecturer’ to ‘Senior Lecturer’.

- After a spike at 44% in 2006, the percentage of academic women gaining promotion has settled back to 39%, offering a smaller rise, but one that is consistent with earlier reporting periods.

- Overall application success rates for female academics remain similar to, or higher than, those for male academics.

- Women were well represented (60%, up from 57% in the previous reporting period) among School Managers and it is encouraging to note that this upward trend has also remained consistent since the academic restructure in 2002.

- It is encouraging to note increased participation from women at all levels in the UWA Staff Development Grants Scheme.

- There has been, for the first time, gender parity among academic staff accessing training provided by Organisational and Staff Developmental Services.

Areas of concern/gaps

- Despite reasonable gender parity in promotion through the lower levels of the academic ranks, there has been a decrease in the percentage of women achieving successful promotion at the higher levels (25% in this reporting period, compared to 36% in 2006 and 28% in 2005).

- Women comprise 34.8% of staff in receipt of discretionary allowances at UWA representing a decrease (44% in the previous reporting period) in their participation in this important employment rewards scheme. Women were particularly under-represented in the receipt of Market Allowance, Fixed, No Super (13.4%) and Distinction Allowance, Fixed, No Super (8.3%).

- The consistent trend of poor representation of women (16%) in the ‘Heads of School’ category continues. This represents a significant concern as it is a possible feeder category for more senior levels of academic leadership, including positions such as Dean, and Pro Vice-Chancellor.

- Only 18% of internal secondments in the academic stream were accessed by women. Senior male academic staff at Levels D and E account for more than three quarters of secondments in the academic stream.

- An overview of the Management Tier profile at UWA (Table 18) indicates the most significant lack of female representation occurs at Tier 4; i.e. the level of the Directors, etc. who report to members of the Executive. This trend has remained constant for many years and is particularly marked in the portfolios of the Executive Director, Finance and Resources (one woman, which is a recent appointment) and Executive Director, Academic Services (one woman).

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Table 1: Staff (Excluding Casual Staff) By Employment Type And Function According To Gender As At 31 March 2003 To 2008

Employment Type and Function

2008 2008 2008 2007 2006 2005 2004 2003

All Staff Number

Female Staff

Number%

Female%

Female%

Female%

Female%

Female%

Female

Academic

Teaching & Research 998 363 36.4% 33.3% 33.8% 32.3% 30.6% 29.7%

Teaching Only 2 2 100.0% 40.5%

Research Intensive 529 231 43.7% 43.4% 40.7% 45.0% 45.7% 48.4%

Other 39.1% 100.0%

Academic Total 1529 596 39.0% 36.8% 36.0% 36.2% 35.1% 35.0%

Professional

Research Intensive 232 172 74.1% 73.5% 73.3% 68.9% 67.7% 66.7%

Professional 1914 1238 64.7% 65.3% 64.7% 63.9% 62.5% 62.4%

Professional Total 2146 1410 65.7% 66.3% 65.8% 64.5% 63.3% 63.0%

Total 3675 2006 54.6% 54.1% 53.5% 52.8% 51.5% 51.6%

Table 1. Female Staff as % of Total Staff by Function, 2003-2008

It is significant to note that the trend whereby the percentage of women (54.6%) employed at UWA has continued to exceed men, continues. Longitudinal analysis reveals that there continues to be a significant increase in the number of female research intensive professional staff; up from 66.7% in 2003 to 74.1% in the current reporting period. The number of female academic staff also shows a similar trend, up from 35% in 2003 to 39% in 2008. Overall, the data reveals steady performance across all categories, generally trending positively for women.

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Table 2: Academic Staff by Function and Classification According to Gender

Staff Function Classification

2008 % FemaleAll Staff Number

Female Staff

Number

% Female

2007 2006 2005 2004 2003

Research Intensive

Professor 16 1 6.3% 11.8% 6.3% 7.1% 0.0% 0.0%Assoc. Prof. 31 9 29.0% 26.9% 24.0% 21.7% 21.7% 15.8%Snr Lecturer 53 15 28.3% 22.0% 26.2% 27.0% 29.7% 25.0%Lecturer 186 92 49.5% 48.0% 49.7% 52.8% 50.4% 49.0%Assoc. Lecturer 243 114 46.9% 49.2% 41.9% 48.8% 50.8% 57.6%

Total 529 231 43.7% 43.4% 40.7% 45.0% 45.7% 48.4%

Teaching and

Research

Vice Chancellor 1 0 0.0% 0.0% 0.0% 0.0% 0.0% 0.0%Deputy/Pro Vice Chancellor 3 1 33.3% 50.0% 66.7% 66.7% 50.0% 50.0%

Professor 199 31 15.6% 15.8% 13.1% 11.0% 11.7% 12.6%Assoc. Prof. 177 43 24.3% 23.1% 21.8% 16.9% 13.7% 11.4%Snr Lecturer 296 121 40.9% 35.5% 36.0% 33.2% 32.8% 30.9%Lecturer 225 121 53.8% 48.3% 51.4% 55.0% 50.2% 51.1%Assoc. Lecturer 97 46 47.4% 50.6% 46.4% 43.8% 42.3% 45.7%Total 998 363 36.4% 33.3% 33.8% 32.3% 30.6% 29.7%

Total 1527 594 39.0% 36.8%

Academic Women MenEquity Index 2008 65 127 2007 63 126 2006 63 125 2005 56 131 2004 55 130 2003 53 131 2002 52 130

Table 2. Academic staff by Level and Gender, 2003-2008

In contrast to the slight downward trend observed in the last reporting period, the percentage of women academic teaching staff increased in this reporting period (up from 33.3% in 2007 to 36.4% in 2008). It is encouraging to note that, longitudinally, there have been noteworthy trends:

women now comprise almost 41% and a quarter of academic staff in the important Senior Lecturer and Associate Professor ‘feeder’ categories respectively; and,

women now comprise almost half (47.4%) of academic staff in the Associate Lecturer category.

The gender equity performance at the most senior academic level, Professor, continues to display limited movement (up to a mere 15.6% in 2008 from 12.6% in 2003) despite positive intervention over the past decade. Similarly, the performance of women in the Research Intensive academic category has been trending downwards over the same longitudinal period; i.e. down from 48.4% in 2003 to 43.7% in the current reporting period.

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Table 3: Professional Staff by Function and Classification According to Gender

Staff Function

2008 % Female

Classification All Staff Number

Female Staff

Number%

Female 2007 2006 2005 2004 2003

Research Intensive

HEW 2 0.0% 100.0HEW 3 100.0% 100.0 66.7HEW 4 43 31 72.1% 62.9% 67.9 62.5 67.9 72.0HEW 5 101 78 77.2% 81.2% 76.8 71.0 70.1 72.0HEW 6 59 46 78.0% 73.8% 73.2 77.6 70.9 62.2HEW 7 17 10 58.8% 61.9% 58.3 48.0 40.9 43.5HEW 8 10 6 60.0% 30.0% 75.0 62.5 71.4 20.0HEW 9 2 1 50.0%Total 232 172 74.1% 73.4% 73.3 68.9 67.7 66.7

Professional Staff

Non academic < HEW 1 13 8 61.5% 63.6% 64.3 56.3 65.2 73.7HEW 1 45 30 66.7% 77.5% 77.5 77.8 69.0 75.0HEW 2 44 34 77.3% 66.7% 61.0 56.7 48.4 49.2HEW 3 211 150 71.1% 74.6% 75.9 77.9 78.2 75.6HEW 4 323 230 71.2% 72.4% 76.0 74.9 73.8 72.1HEW 5 412 310 75.2% 73.6% 72.0 69.3 61.7 61.5HEW 6 321 184 57.3% 56.6% 53.1 53.0 58.8 58.0HEW 7 227 123 54.2% 57.0% 52.2 48.4 45.6 48.1HEW 8 131 78 59.5% 58.4% 61.2 52.8 52.4 58.3HEW 9 99 54 54.5% 57.1% 54.9 58.7 50.8 46.3

HEW 10 & > 88 37 44.3% 35.1% 39.0 38.6 37.0 36.2Total 1914 123 64.7% 65.3% 64.7 63.9 62.5 62.4

Total 2146 1410 65.7% 66.2% 65.8 64.5 63.3 63.0

Professional Women MenEquity Index 2008 85 132 2007 83 138 2006 82 139 2005 82 138 2004 81 120 2003 75 149 2002 72 154

Table 3. Professional staff by Level and Gender, 2003-2008

The overall percentage of female professional staff has continued to increase since 2003, despite a small decrease in this reporting period; down from 66.2% in 2007 to 65.7%. Representation at mid- and senior women staff levels continues to show an increasing trend, with the percentage of women now exceeding men from Level 6 through to Level 9. It is particularly pleasing to note that women comprise 60% of staff at Level 8. There has also been a significant increase in the representation of women in the most senior category (HEW 10 and above) with women now representing 44.3% of staff, up significantly from 35.1% in the previous reporting period.

The Equity Index for women continues to trend steadily upwards, with a longitudinal perspective showing a significant shift from 72 in 2002 to 85 in the current period. It is encouraging to note that the EI scores for both men and women continue to trend towards 100, a score that indicates no compression into lower salary ranks despite very uneven representation of male and female staff.

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Table 4: New Appointments and Separations for Academic Staff by Function and ClassificationAccording to Gender, 2008


New Appointments Separations

Total Appointments

Female Staff Appointments

% Female Appointments

Total Separation

Female Staff

separation% Female separation

Teaching Only

Professor 1 0 0.0%

Assoc. Prof.

Snr Lecturer 3 0 0.0%Lecturer 3 1 33.3%Assoc. Lecturer 6 1 16.7%Total 13 2 15.4%

Research Intensive

Professor 5 0 0.0%

Assoc. Prof. 2 0 0.0% 5 0 0.0%

Snr Lecturer 8 4 50.0% 5 2 40.0%Lecturer 45 20 44.4% 29 13 44.8%Assoc. Lecturer 90 44 48.9% 47 27 57.4%Total 145 68 46.9% 91 42 46.2%

Teaching and

Research

Deputy / Pro Vice Chancellor

Professor 11 2 18.2% 15 2 13.3%Assoc. Prof. 11 3 27.3% 18 6 33.3%Snr Lecturer 40 21 52.5% 33 8 24.2%Lecturer 49 30 61.2% 28 11 39.3%Assoc. Lecturer 38 13 34.2% 46 22 47.8%Total 149 69 46.3% 140 49 35.0%

Total 294 137 46.6% 244 93 38.1%

Table 4. New Appointments and Separations for Female Academic Staff by Function and Classification, 2008

New Appointments for Academic Women, 2008

Women have performed strongly in the two mid-categories of Lecturer and Senior Lecturer (61.2% and 52.5% of all new appointments) and moderately well in the Associate Professor category (27.3%) in the current reporting period. However, it is disappointing to note that this trend is not reflected in the Professoriate which, at 18.2%, is significantly down from 60% in the previous reporting period.

Separations for Academic Women, 2008

It is very encouraging to note that, for the first time, the retention rate for women across all spheres and tiers of academic employment was higher than that for men.

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Table 5: New Appointments and Separations for Professional Staff by Function and Classification According to Gender, 2008


New Appointments Separations

Total Appointments

Female Staff Appointments

% Female Appointments

Total Separations

Female Staff

Separations% Female

Separations

Research Intensive

HEW 2 1 0 0.0%HEW 3 2 2 100.0%HEW 4 24 19 79.2% 14 8 57.1%HEW 5 37 26 70.3% 43 33 76.7%HEW 6 15 12 80.0% 11 8 72.7%HEW 7 3 2 66.7% 3 2 66.7%HEW 8 2 2 100.0% 3 0 0.0%Total 81 61 75.3% 77 53 68.8%

Professional Staff

< HEW 1 5 2 40.0% 3 1 33.3%HEW 1 20 11 55.0% 11 9 81.8%HEW 2 11 10 90.9% 10 7 70.0%HEW 3 45 30 66.7% 46 36 78.3%HEW 4 106 78 73.6% 58 47 81.0%HEW 5 112 82 73.2% 72 56 77.8%HEW 6 48 32 66.7% 43 29 67.4%HEW 7 40 22 55.0% 40 24 60.0%HEW 8 24 11 45.8% 22 14 63.6%HEW 9 24 13 54.2% 9 6 66.7%HEW 10 10 2 20.0%> HEW 10 2 1 50.0% 1 1 100.0%Total 437 292 66.8% 325 232 71.4%

Total 518 353 68.1% 402 285 70.9%

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Table 5. New Appointments and Separations for Female Professional Staff by Function and Classification, 2008

New Appointments for Professional Staff Women, 2008

The data in this category is encouraging with women comprising the majority of new professional staff appointments at most levels. However, while the picture in previous years at the most senior levels represent ‘progress’ contradictions, women represented more than 50% (e.g. 54.2% of new appointments at HEW 9) of all appointments at all senior levels except HEW 8 where they represented almost half (45.8%) of all new appointments. The increased representation of women in the research intensive category through all the levels is positive and this trend has been consistent over the previous four reporting periods.

Separations for professional Staff Women, 2008

While it is not surprising that the separation data revealed that greater numbers of professional staff women left the University, it is pleasing to note that this trend was reversed at the highest levels: i.e. women comprised only a fifth of separations at HEW 10 and above (20%). However, the trend observed in the current data set whereby almost two-thirds of ‘separating’ staff at levels 6-9 (e.g. 63.6% and 66.7% of staff at HEW 8 and 9 respectively) are women is worth monitoring.

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Table 6: Staff by Function, Employment Type and Status According to Gender

Type Staff Function

Employment Type Status

2008 % FemaleAll

StaffFemale

Staff % Female 2007 2006 2005 2004 2003

Academic

Teaching Only

PermanentFull-Time 2 2 100.0% 50.0%

Part-Time 0.0%

Fixed TermFull-Time 35.7%

Part-Time 44.0%Total 2 2 100.0% 40.5%

Research Intensive

PermanentFull-Time 30 3 10.0% 13.0% 16.7% 26.1% 34.8% 28.6%Part-Time 5 3 60.0% 40.0% 66.7% 50.0% 0.0% 0.0%

Fixed TermFull-Time 379 144 38.0% 36.8% 34.7% 39.3% 42.6% 45.6%

Part-Time 115 81 70.4% 73.1% 67.8% 67.8% 60.2% 65.2%Total 529 231 43.7% 43.4% 40.7% 45.0% 45.7% 48.4%

Teaching and Research

PermanentFull-Time 539 158 29.3% 26.6% 26.8% 24.9% 23.5% 22.1%

Part-Time 65 28 43.1% 43.8% 47.5% 46.7% 46.0% 44.4%


Part-Time 190 92 48.4% 50.0% 47.7% 45.3% 44.5% 46.3%Total 998 363 36.4% 33.3% 33.8% 32.3% 30.6% 29.7%

Total 1529 596 39.0% 36.8% 36.0% 36.2% 35.1% 35.0%

Professional

Research Intensive


Part-Time 2 2 100.0% 100.0% 100.0% 100.0%


Part-Time 81 66 81.5% 80.0% 80.0% 81.5% 77.4% 74.7%

Total 232 172 74.1% 73.4% 73.3% 68.9% 67.7% 66.7%

Professional Staff


Part-Time 338 301 89.1% 92.0% 92.7% 90.9% 87.6% 88.5%


Part-Time 217 168 77.4% 82.1% 78.7% 81.4% 80.1% 78.8%

Total 1914 1238 64.7% 65.3% 64.7% 63.9% 62.5% 62.4%Total 2146 1410 65.7% 66.2% 65.8% 64.5% 63.3% 63.0%

Total 3675 2006 54.6% 54.1% 53.5% 52.8% 51.5% 51.6%

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Table 6. Staff by Function, Employment Type and Status According to Gender, 2008

In the current reporting period, 27.5% of all staff were part-time and, of these, 74.9% were women. Women working in a part-time capacity currently comprise 17.7% of all staff at UWA. Only 24.5% of academic staff were part-time and women now comprise more than half of all part-time academic staff (53.9 %).

The majority (94.2%) of research-intensive (academic and professional) staff continue to be on a fixed term contract. Women comprise slightly more than half (51.4%) of all fixed-term research-intensive staff (academic and professional). 26.2% of all academic staff are women are on a fixed-term contract. More than two-thirds (71.59%) of professional fixed-term research staff were women. 19.8% of fixed-term professional staff were women.

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Table 7(a): Professional Staff by Appointment Term According to Gender

2008 % Female

Staff Function Classification All Staff Number

Female Staff

Number% Female 2007 2006 2005 2004 2003

Research Intensive

TenuredProbationary 100.0 100.0 0.0 50.0%Confirmed 14 6 42.9 73.2 40.0 42.9 52.9 58.8%

Fixed Term / Contract

<= 1 year 169 127 75.1 76.4 77.2 71.0 70.6 70.1%

> 1 year <= 2 years 33 25 75.8 65.7 54.2 66.7 65.8 57.1%

> 2 years <= 3 years 13 11 84.6 73.9 81.8 70.6 53.3 47.1%

> 3 years <= 4 years 72.7 0.0 66.7 100.0 100.0%

> 4 years <= 5 years 69.2 100.0 50.0 100.0%

> 5 years 3 3 100.0 100.0 100.0 50.0 50.0 50.0%Total 232 172 74.1 73.4 73.3 68.9 67.7 66.7%

Professional Staff

TenuredProbationary 62 41 66.1 52.2 62.5 76.5 58.5 65.0%Confirmed 1306 819 62.7 63.8 63.4 62.5 61.0 61.7%

Fixed Term / Contract

<= 1 year 393 281 71.5 72.1 69.6 68.0 68.4 65.2%

> 1 year <= 2 years 96 64 66.7 70.8 68.1 64.9 66.2 52.9%

> 2 years <= 3 years 21 17 81.0 75.0 69.2 45.5 58.3 61.9%

> 3 years <= 4 years 19 7 36.8 69.8 58.3 56.3 43.8 22.2%

> 4 years <= 5 years 9 3 33.3 58.8 29.4 33.3 33.3 71.4%

> 5 years 8 6 75.0 66.7 100.0 100.0 100.0 100.0%Total 1914 1238 64.7 65.3 64.7 63.9 62.5 62.4%

Total 2146 1410 65.7 66.2 65.8 64.5 63.3 63.0%

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Table 7(b): Academic Staff by Appointment Term According to Gender

2008 % FemaleStaff

Function Classification All Staff Number

Female Staff % Female 2007 2006 2005 2004 2003

Confirmed 2 2 100.0% 33.3%

Fixed Term /Contract

<= 1 year 33.3%> 1 year <= 2 years 66.7%> 2 years <= 3 years 75.0%> 3 years <= 4 years 0.0%> 4 years <= 5 years 25.0%

Total 2 2 100.0% 40.5%

Research Intensive

Tenured Probationary 1 0 0.0% 42.9% 30.8% 25.0% 50.0% 33.3%Confirmed 34 6 17.6% 27.3% 23.5% 30.4% 15.4% 23.1%


<= 1 year 233 119 51.1% 49.5% 42.5% 47.4% 51.1% 51.8%> 1 year <= 2 years 131 59 45.0% 46.6% 41.1% 47.5% 44.0% 50.7%> 2 years <= 3 years 95 33 34.7% 44.4% 44.4% 45.5% 41.4% 47.2%> 3 years <= 4 years 23 7 30.4% 38.5% 40.0% 41.7% 46.7% 40.0%> 4 years <= 5 years 10 5 50.0% 29.7% 10.0% 20.0% 22.2% 33.3%> 5 years 2 2 100.0% 100.0% 50.0% 50.0% 50.0% 50.0%

Total 529 231 43.7% 43.4% 40.7% 45.0% 45.7% 48.4%

Teaching and

Research

Tenured Probationary 43 14 32.6% 33.3% 40.8% 40.9% 38.6% 32.1%Confirmed 561 172 30.7% 28.0% 26.5% 25.4% 22.4% 22.4%


<= 1 year 218 105 48.2% 52.2% 48.5% 49.4% 45.7% 44.4%> 1 year <= 2 years 43 20 46.5% 43.5% 41.8% 50.0% 37.3% 36.5%> 2 years <= 3 years 46 18 39.1% 39.3% 41.3% 28.9% 32.5% 51.5%> 3 years <= 4 years 11 5 45.5% 45.9% 36.4% 31.0% 31.6% 25.0%> 4 years <= 5 years 32 8 25.0% 30.3% 22.2% 21.4% 25.0% 40.0%> 5 years 44 21 47.7% 0.0% 0.0% 33.3% 0.0% 66.7%

Total 998 363 36.4% 33.3% 33.8% 32.3% 30.6% 29.7%Confirmed 37.5% 100.0%


<= 1 year 53.3% 100.0%> 1 year <= 2 years 45.5%> 2 years <= 3 years 37.5%> 3 years <= 4 years 0.0%> 4 years <= 5 years 28.6%

Total 39.1% 100.0%Total 1529 596 39.0% 36.8% 36.0% 36.2% 35.1% 35.0%

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Table 7a. Professional Staff by Appointment Term According to Gender, 2008

In the current reporting period, 71.4% of professional staff had ongoing appointments, while 17% of research intensive staff held ongoing appointments. Of all professional staff (excluding research intensive) with ongoing appointments, 62.8% were women. Of all female staff (again excluding research intensive), 62.8% had ongoing appointments compared to 71.4% of all male ongoing appointments.

Of the staff (excluding research intensive), 27.8% of the total number of women had appointment terms of two year or less. This represents a significant increase (almost 10%, up from 19.8%) from the previous reporting period.

In the research intensive staff data set, 74% of staff were female, the majority of whom were employed on a contract of two years or less. 70% and 73.8% of all male and female staff respectively were employed on a contract of one year or less. 14.5% of female research intensive staff were employed on a contract of two years or less.

Table 7b. Academic staff by Appointment Term According to Gender, 2008

Teaching and Research

In 2007, 60.5% of all teaching and research staff were tenured. Men comprised 42% of all tenured academic teaching staff compared with 28.5% of female academic teaching staff in this category.

Women comprised 12.5% of all academic teaching staff on a contract of 2 years or less. Women comprised almost half (46.1%) of non-tenured academic teaching staff employed on a contract of 3 years or less.

Research Intensive

Tenure was held by a mere 6.6% of academic research staff during the current reporting period. Women comprised 43.6% of all (i.e both tenured and non-tenured) academic research staff and a little more than a quarter (27.9%) of tenured staff in this category. 44% of staff held a contract of 1 year or less, and of these, 51.2% were women. In 2008, of the 48.9% academic research staff in the ‘>1 year but <4 year’ category, 41.3% were women.

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Table 8. Academic Staff by Function and Age According to Gender As At 31 March 2003 To 2008


2008 % FemaleAll Staff Number

Female Staff

% Female 2007 2006 2005 2004 2003

Teaching Only

Under 2525 - 29 62.5%30 - 34 0.0%35 - 39 16.7%40 - 44 1 1 100.0% 80.0%45 - 49 60.0%50 - 54 60.0%55 - 59 1 1 100.0%60 - 64 100.0%65 and over 0.0%Total 2 2 100.0% 40.5%

Research Intensive

Under 25 5 4 80.0% 66.7% 40.0% 42.9% 33.3% 66.7%25 - 29 69 35 50.7% 40.0% 38.9% 40.4% 44.7% 59.1%30 - 34 113 47 41.6% 41.0% 34.0% 42.4% 46.4% 53.0%35 - 39 108 44 40.7% 45.9% 35.4% 36.4% 30.7% 40.0%40 - 44 88 34 38.6% 40.3% 42.3% 45.5% 51.6% 42.6%45 - 49 59 25 42.4% 46.0% 45.9% 53.2% 55.8% 48.7%50 - 54 40 21 52.5% 55.0% 57.8% 56.1% 56.7% 53.6%55 - 59 30 13 43.3% 40.7% 52.6% 66.7% 61.5% 36.4%60 - 64 8 4 50.0% 16.7% 50.0% 50.0% 33.3% 50.0%65 and over 9 4 44.4% 37.5% 16.7% 25.0% 25.0% 33.3%Total 529 231 43.7% 43.4% 40.7% 45.0% 45.7% 48.4%

Teaching and

Research


Total 1529 596 39.0% 36.8% 36.0% 36.2% 35.1% 35.0%

Table 8. Academic staff by Function and Age According to Gender, 2008

Overall, the age profile of female academic staff continues to be younger than the profile of male academic staff. Slightly more than half (50.2%) of all teaching and research staff are between the ages of 40 and 54. Only 16.8% of all female teaching and research staff were in the 55 plus age group compared to 30% of their male counterparts. It is encouraging to note that almost a third (31%) of women teaching and research staff were in the under-35 age bracket, compared with 10.7% of male teaching and research staff in this category. Women teaching and research staff exceeded men (53%) in the 25-29 age cohort. Women under 40 comprised 24% of all research intensive staff and 42.9% of staff in the under 40 category within the research intensive cohort were women.

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Table 9: Professional Staff by Function and Age According to Gender, As At 31 March 2003 To 2008

Staff Age2008 % Female

All Staff Female % Female 2007 2006 2005 2004 2003

Research Intensive

Under 25 40 31 77.5% 84.2% 80.0% 69.7% 68.4% 66.7%25 - 29 56 44 78.6% 71.4% 66.7% 64.4% 67.2% 67.2%30 - 34 39 32 82.1% 73.7% 76.1% 69.4% 64.4% 58.3%35 - 39 24 18 75.0% 71.0% 63.9% 61.9% 64.1% 65.5%40 - 44 21 10 47.6% 69.6% 88.2% 85.7% 64.0% 57.1%45 - 49 16 10 62.5% 64.3% 82.4% 76.5% 73.3% 88.9%50 - 54 17 15 88.2% 81.3% 86.7% 78.9% 78.3% 64.7%55 - 59 14 8 57.1% 68.8% 71.4% 62.5% 90.0% 100.0%60 - 64 4 4 100.0% 100.0% 40.0% 40.0% 25.0% 40.0%65 and over 1 0 0.0% 0.0% 0.0% 100.0%Total 232 172 74.1% 73.4% 73.3% 68.9% 67.7% 66.7%

Professional Staff


Total 2146 1410 65.7% 66.2% 65.8% 64.5% 63.3% 63.0%

Table 9. Professional staff by Function, Age and Gender, 2008

Women in the 40-54 year age bracket comprise 24.9% of all staff and 38.6% of all female staff. Women staff in the 55+ age cohort comprise 13.5% of all staff. There is a relatively low proportion of women staff (10.8%) and male staff (5%) under 30 years of age and this figure has marginally increased since the previous reporting period. It is interesting to note that women comprise a much higher percentage of staff in the 65+ cohort among professional staff (43.4%), as opposed to academic staff (11.9%).

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Table 10a. Discretionary Allowance by Classification and Gender (Female), 2007

Count of Employee # Female Female Total

Grand Total CLASSIFICATION 123 124A 124C 125F 125FS 125VS 126F 126NF 126NV 126P 126V 127F 127P 128F 129F 129P

A999A 1 1 2 18GMGR 1

L01 4 4 4L03 3 7 3 13 14L04 4 1 6 1 7 19 46L05 4 1 4 11 1 2 1 4 28 51

L05/6 3 2 3 1 9 21L06 2 8 1 7 2 20 42L07 1 1 3 17 2 24 64L08 2 1 3 8 1 2 17 32L09 1 2 11 1 3 18 39

L10G0 1 1 1L10G1 1 4 1 6 22L10G2 1 1 4L10G3 2 1 3 6L10G4 4L10G5 7LVLA 2 1 2 5 13LVLB 5 3 2 10 25LVLC 1 2 5 1 1 3 13 37LVLD 2 2 4 26LVLE 1 2 5 1 9 59

Grand Total 23 1 1 7 1 1 38 1 1 89 9 5 1 1 8 19 206 536

123 = Allowance – Salary Progression 126V = Attraction/Retention Remuneration (Variable, super)124A = Allowance – Head of Department (Small) 127F = Merit Allowance (Fixed, no super) 124B = Allowance – Head of Department (Medium) 128F = Distinction Allowance (Fixed, no super)124C = Allowance – Head of Department (Large) 129F = Addt’l Responsibility Allow (Fixed, no super) 125F = Market Allowance (Fixed, no super) 129V = Addt’l Responsibilities Allow (Variable, no super)126P = Attraction/Retention Allowance % (Super) 129P = Additional Responsibilities Allowance % (no super)

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Table 10b. Discretionary Allowance by Classification and Gender (Male), 2007

Count of Employee # Male

MaleTotal

Grand TotalCLASSIFICATION 123 124A 124C 125F 125FS 125P 125PS 125VS 126

F 126NF 126NS 126NV 126P 126V 127F 127FS 127PS 128

F 129F 129P 129V

A999A 2 1 1 1 1 8 2 16 18GMGR 1 1 1

L01 4L03 1 1 14L04 2 21 3 1 27 46L05 2 4 1 4 2 7 1 1 1 23 51

L05/6 2 3 7 12 21L06 3 2 1 14 1 1 22 42L07 2 2 1 8 1 1 1 18 3 1 1 1 40 64L08 2 2 1 3 6 1 15 32L09 2 2 13 1 1 2 21 39

L10G0 1L10G1 1 4 10 1 16 22L10G2 2 1 3 4L10G3 1 2 3 6L10G4 1 1 2 4 4L10G5 4 2 1 7 7LVLA 1 2 1 3 1 8 13LVLB 2 1 6 1 2 1 1 1 15 25LVLC 1 3 1 1 3 3 3 2 5 1 1 24 37LVLD 1 7 3 4 2 1 1 3 22 26LVLE 1 5 1 11 11 2 3 11 4 1 50 59

Grand Total 13 2 3 52 2 2 1 3 58 7 2 1 101 20 6 2 2 12 28 5 8 330 536

123 = Allowance – Salary Progression 126V = Attraction/Retention Remuneration (Variable, super)124A = Allowance – Head of Department (Small) 127F = Merit Allowance (Fixed, no super) 124B = Allowance – Head of Department (Medium) 128F = Distinction Allowance (Fixed, no super)124C = Allowance – Head of Department (Large) 129F = Addt’l Responsibility Allow (Fixed, no super) 125F = Market Allowance (Fixed, no super) 129V = Addt’l Responsibilities Allow (Variable, no super)126P = Attraction/Retention Allowance % (Super) 129P = Additional Responsibilities Allowance % (no super)

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Table 10a. & 10b. Discretionary Allowance by Classification and Gender, 2007

The gender equity picture in this area remains in favour of men. Women staff fare better in the receipt of a few discretionary allowances and worse in the receipt of many others. It is important to interpret this data in the light of the fact that they are driven, in some instances, by very specific labour market conditions that may exist in certain areas of the University; e.g. loadings for academic clinicians in the Faculty of Medicine and Dentistry.

Women comprise 38.4% of staff in receipt of discretionary allowances at UWA representing a decrease (44% in the previous reporting period) in their participation in this important employment rewards scheme. A trend of positive gender equity in favour of women was observed in the receipt of Salary Progression (63.9%) and Additional Responsibilities Allowance, no super (70%).

However, women continued to be significantly under-represented in the receipt of Market Allowance, Fixed No Super (13.4%), Distinction Allowance, Fixed, No Super (8.3%), Attraction/Retention Remuneration, Variable, Super (30%) and Additional Responsibility Allowance, Fixed, No Super (28.5%).

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Table 11. Academic Staff Promotion Application and Success (including Accelerated Promotion) 2003-2007

Female Male

Year LevelNumber of

StaffNo.

ApplicationsNo.

SuccessfulApplication

RateSuccess

RateNumber of

StaffNo.

ApplicationsNo.

SuccessfulApplication

RateSuccess

Rate2003 A → B 140 5 5 3.6% 100.0% 119 1 1 0.8% 100.0%

A → C 1 1 100.0% B → C 149 6 6 4.0% 100.0% 148 8 8 5.4% 100.0%B → D 3 2C → D 93 9 9 9.7% 100.0% 210 16 16 7.6% 100.0%D → E 23 175 10 8 5.7% 80.0%

2003 Total 405 21 21 5.2% 100.0% 652 38 35 5.8% 92.1%2004 A → B 143 3 3 2.1% 100.0% 155 3 3 1.9% 100.0%

B → C 174 3 2 1.7% 66.7% 171 5 5 2.9% 100.0%B → D 1 1 0.6% 100.0% 1 1 100.0%C → D 100 6 5 6.0% 83.3% 207 16 12 7.7% 75%D → E 31 1 0 3.2% 0% 180 15 14 8.3% 93.3%

2004 Total 448 14 11 3.1% 78.6% 713 40 35 5.6% 87.5%2005 A → B 144 2 2 1.4% 100.0% 160 8 8 5.0% 100.0%

B → C 204 10 10 4.9% 100.0% 167 6 5 3.6% 83.3%C → D 94 9 6 9.6% 66.7% 193 11 8 5.7% 72.7%D → E 39 1 1 2.6% 100.0% 176 14 10 7.9% 73.3%

2005 Total 481 22 19 4.6% 86.4% 696 39 31 5.6% 79.5%2006 A → B 144 3 3 2.1% 100.0% 183 2 2 1.1% 100.0%

A → C 1 1 0.7% 100.0% B → C 192 7 7 3.6% 100.0% 185 8 7 3.2% 87.5%B → D 5 5 100.0%C → D 104 6 6 5.8% 100.0% 198 9 5 4.5% 55.6%C → E 1 1 100.0%D → E 50 5 5 10% 100.0% 167 14 8 8.4% 57.1%

2006 Total 490 22 22 4.5% 100.0% 733 39 28 5.3% 71.8%2007 A → B 159 7 6 4.4% 85.7% 165 5 4 3.0% 80%

B → C 180 14 13 7.8% 92.8% 192 14 13 7.3% 92.8%B → D 1 1 100.0% 1 1 100%C → D 110 9 5 8.2% 55.6% 214 16 11 7.5% 68.8%D → E 48 2 2 4.2% 100.0% 156 13 12 8.3% 92.3%

2007 Total 497 33 27 6.6% 81.8% 727 49 41 6.7% 83.7%Grand Total 2321 112 100 4.8% 89.3% 3521 205 170 5.8% 82.9%

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Table 11 – Academic Staff Promotion, 2007

In 2007, women comprised 39.7% of all teaching and research academics promoted (i.e. 27 successful applicants out of 68). This figure represents a decrease in the percentage of academic women successfully gaining promotion through the academic ranks at UWA (down from 44% in the last reporting period). However, the current 39.7% is more in line with earlier reporting periods (38% in 2005), suggesting that the spike in 2006 may be an anomaly. Despite these yearly fluctuations, when the data is examined longitudinally from 2003-2007, women have a consistently lower application, but higher success rate (89.3%) than men (82.9%).

Application and success rates were fairly even between female and male academics up to the Senior Lecturer level in 2007. However, at the Associate Professor and Professorial levels, the number of female applications drops significantly (11 applications, 7 successful) while the number of male applications increases (29 applications, 23 successful). This trend is consistent with previous reporting periods.

Associate Professor to Professor – Women comprise 14.3% of successful applicants at this level, with only two women applying for and gaining promotion, compared to 12 successful men out of 13 applications.

Senior Lecturer to Associate Professor – Women comprise 31.2% of successful applicants.

Lecturer to Senior Lecturer – Women comprise exactly half of academic staff promoted in this category.

Associate Lecturer to Lecturer – Women comprise 60% of academic staff promoted in this category.

Table 12. Reclassifications by Gender and Level, 2007Level Female Male Grand TotalL03 2 2L04 8 3 11L05 13 2 15L5/6 4 - 4L06 13 9 22L07 4 12 16L08 5 4 9L09 - 2 2

L10G0L10G1 1 1 2L10G2 1 - 1

Grand Total 51 33 84

Table 12. Reclassification by Level and Gender, 2007

The data continues the trend whereby women continue to be well represented in this important initiative. In this reporting period, women comprised 60.7% (up from 52% in 2006) of applicants successful in obtaining reclassification.

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Table 13. Deans/Head Of School/School Managers/Faculty Managers by Gender

Count of ID TITLE SEX

Dean Faculty Manager Head Of

School School Manager Grand

Total

FACULTY SCHOOL F M F M F M F M

Administration School of Indigenous Studies 1 1Arch, Landscape & Vis Arts Arch, Landscape & Visual Arts 1 1 2

Arts, Humanities & Soc Sciences

Faculty Office - Arts, Humanities & Soc Sciences 1 1 2

Humanities 1 1 2 Music 1 1 2 Social & Cultural Studies 1 1 2

Education Graduate School of Education 1 1 2Eng, Computing & Mathematics Civil & Resource Engineering 1 1 2

Computer Science & Software Engineering 1 1

Electrical, Electronic & Computer Engineering 1 1 2

Faculty Office - Eng, Comp & Maths 1 1

Mathematics & Statistics 1 1 2 Mechanical Engineering 1 1 2

School of Environmental Systems Engineering 1 1 2

Law Law 1 1Life & Physical Sciences Anatomy & Human Biology 1 1 2

Biomedical, Biomolecular & Chemical Sciences 1 1 2

Faculty Office - Life & Physical Sciences 1 1 2

Physics 1 1 1 3 Psychology 1 1 2

School of Sport Science, Exercise and Health 1 1 2

Medicine, Dentistry & Health Sciences Dentistry 1 1

Faculty Office - Medicine, Dentistry & Health Sci 1 1 2 4

Medicine & Pharmacology 1 1 2 Paediatrics and Child Health 1 1 2 Pathology & Lab Medicine 1 1 2 Population Health 2 2 4

Primary, Aboriginal and Rural Health Care 1 1 2

Psychiatry & Clinical Neurosciences 1 1

School of Surgery 2 1 3 Women’s and Infants Health 1 1 2Natural & Agricultural Sciences Agric & Resource Economics 1 1 2

Animal Biology 1 1 2 Earth & Geographical Sciences 1 1 2

Faculty Office - Natural & Agricultural Sciences 1 1 1 3

Plant Biology 1 1 2UWA Business School UWA Business School 1 1 2

Grand Total 5 5 4 2 5 26 17 11 75

22

Table 13. Deans/ Head of Schools/ School Managers by Gender, March 2008

In 2007, for the first time, there were equal numbers of men and women Deans (including Dean, School of Indigenous Studies and Acting Dean, Faculty of Natural and Agricultural Sciences).

Women were well represented (60%, up from 57% in the previous reporting period) among School Managers and it is encouraging to note that this upward trend has also remained consistent since the academic restructure in 2002.

Conversely, the consistent trend of poor (albeit increasing) representation (16%) in the Heads of School category continues. This represents a significant concern as it is a possible feeder category for more senior levels of academic leadership, including positions such as Dean and Pro Vice-Chancellor.

Table 14a. Professional Staff Accessing OSDS Training, 2007

LEVEL Female Male Grand TotalL03 74 15 89L04 194 48 242L05 225 49 274L05/6 72 11 83L06 203 49 252L07 149 73 222L08 94 41 135L08/9 1 1L09 52 20 72L10G1 10 6 16L10G2 2 2 4L10G3 10 4 14L10G4 2 2 4Grand Total 1087 321 1408

Table 14b. Academic Staff Accessing OSDS Training, 2007

LEVEL Female Male Grand TotalLVLA 75 46 121LVLB 64 76 140LVLC 47 40 87LVLD 8 24 32LVLE 6 8 14Grand Total 200 194 394

Tables 14a and 14b. Staff Accessing OSDS Training, 2007

Women continue to access OSDS training at a disproportionately higher rate than men in both the academic (51%) and professional staff categories (77%). The difference is considerably more marked in the latter case.

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Table 14c. UWA Staff Development Grants, Gender and Level, 2007

At 65.8%, women continue to be the main recipients of this employment benefit. It is encouraging to note a trend whereby there are greater numbers of women accessing this benefit across all levels, unlike previous years where participation tended to be clustered around the more senior levels; i.e. Level 7 and above.

Table 14c. UWA Staff Development Grants for Professional Staff by Gender and Level, 2007

Level Female Accepted Male Accepted1 13 14 45 7 96 8 47 12 48 8 59 5 3

10 2 5LV1-C 1

5/6 8 5ARP 1

Total 56 29

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Table 15. Developmental Opportunities (HDA/Secondment)

Table 15 : Developmental Opportunities (HDA/Secondment) - 2007

Count of Employee GENDER

OCC_TYPE CLASSIFICATION F M Grand Total

CON DEAN 1 1(secondment) EDEAN 1 1

G999A 2 2 L03 17 5 22 L04 26 1 27 L05 22 7 29 L05/6 3 3 6 L06 20 8 28 L07 11 5 16 L08 7 1 8 L09 2 3 5 L10G1 3 3 L10G2 1 1 L10G3 2 2 LVLB 1 3 4 LVLC 2 1 3 LVLD 3 13 16 LVLE 2 20 22

CON Total 121 75 196HDA ADGD2 1 1

(Higher Duties Allowance) DIR 3 3

G999A 3 3 L03 2 2 L04 23 7 30 L05 57 14 71 L05/6 6 2 8 L06 39 17 56 L07 61 27 88 L08 27 9 36 L09 20 10 30 L10G0 1 3 4 L10G1 10 10 20 L10G2 5 2 7 L10G3 3 2 5 L10G5 2 5 7

HDA Total 261 110 371Grand Total 382 185 567

25

Table 15. Developmental Opportunities (HDA/Secondment), 2007

74.8% of internal secondments in the professional staff category are accessed by women and this is evenly spread across all levels, representing an increasing trend of women accessing this important career opportunity. The converse is true in the academic stream where a mere 17.8% of internal secondments are accessed by women. Senior male academic staff at Levels D and E account for 73.3% of secondments in the academic stream.

69.4% of women were in receipt of higher duties allowance among professional staff. It is interesting to note, from a gender pay equity perspective, that despite there being a preponderance of women (65.7%) in the overall professional staff category, only one more woman professional staff member at Level 10 and above (21 and 22 men and women respectively) was in receipt of higher duties allowance.

Notwithstanding the above, women at lower levels tend to receive this benefit (approximately two-thirds are at Level 5 and below as compared with a mere 30% of men receiving this benefit at or below this level). The majority of women recipients also tend to be ‘clustered’ in Administration while male recipients tend to be more evenly distributed throughout the organisation.

Table 16. Casual Employees in 2007-2008

AWARD Female Male TotalAcademic 895 948 1843Professional 1118 674 1792Total 2013 1622 3635

Table 16. Casual employees, 2007-2008

The 2008 data continues the pattern of the last two reporting periods, showing an encouraging decrease in the casualisation rate of women. Women represent 55.3% of all casual employees at UWA – down from 58% in the last reporting period. There is a notable corresponding decrease in the female professional staff stream – down from 63.5% to 62.4%.

26

UWA 2008 Management Structure, Tiers 1-4

Senior Deputy Vice-Chancellor

SENATE14 Male / 7 Female

Vice-Chancellor

Deputy Vice-Chancellor(Research & Innovation)

Pro Vice-ChancellorTeaching & Learning

DirectorCentre for Advancement of

Teaching & Learning

DirectorAlbany Centre

Pro Vice-ChancellorResearch & Research

Training

Co-ordinator Regional Programmes

Academic Co-ordinatorCarrick Support Initiative

DirectorUWA Extension

Director Institute for International

Development

University Librarian

Library & IT Services Pro Vice-Chancellor

Research Initiatives

DirectorInstitute of Advanced

Studies

DirectorOffice of Industry &

Innovation

Executive Director(Academic Services & Registrar)

DirectorDevelopment (Office of)

DirectorGovernance Services

DirectorInternational Centre

DirectorLegal Services

DirectorPlanning Services

DirectorPublic Affairs

DirectorResearch Services

DirectorStudent Services

Section Managers Responsible to Directors

Directors of CentresResponsible to Heads and/or

Deans

Deans of

Architecture, Landscape, Visual Arts, Arts, Humanities & Social

Sciences, UWA Business School, Education,

Engineering, Computing & Mathematics, Law, Life &

Physical Sciences, Medicine, Dentistry & Health Sciences,

Natural & Agricultural Sciences

7 MALE / 3 FEMALE

Heads of Schools Responsible to Dean of

Faculties26 MALE / 5 FEMALE

DirectorPerth International Arts Festival

Internal Auditor

Section Managers Responsible to Directors

Principal Currie Hall

Executive Director(Finance & Resources)

Director Facilities Manager

Director Financial Services

Director Human Resources

Director Venues Management

Deputy Vice-Chancellor(Education)

Female Academic

Male Academic

Female Professional

Male Professional

KEY

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Documents

Equal Opportunity for Women in the Workplace€¦ · Web viewInstitute for International Development . University . Librarian . Library & IT Services . Pro Vice-Chancellor. Research