UWA acknowledges that working towards gender equity requires us to embrace everyone, whether they are men or women, and irrespective of whether they are transgender or intersex. This also means being inclusive of people who do not fall neatly within the categories of male and female, such as people with non-binary identities. Furthermore, the University understands that gender equity will only be achieved when gender is addressed in relation to systemic, intersectional and unconscious discrimination.

UWA aims to be an Employer of Choice for Gender Equality to reduce the gender pay gap and to promote gender equity in leadership and decision-making. The University also seeks to enhance the inclusion of women in non-traditional areas of work and study.

Students interested in tackling issues faced by women are encouraged to get in touch with the Student Guild's Women's Department or follow their Facebook page.

    UWA policies

    The University has a number of policies relevant to the broad area of gender equality and actively pursues new initiatives to provide a fair and empowered place to work and study.

    Workplace Gender Equality Agency Annual Public report 2018

    In accordance with the requirements of the Workplace Gender Equality Act 2012 (Act), The University of Western Australia lodged its 2018 annual public report with the Workplace Gender Equality Agency (Agency). As an employee of this organisation you may make comments on the report to us by email to Fadzi Whande in Strategy and Planning or to the Agency. Please refer to the Agency's guidelines on this process on their website www.wgea.gov.au.

    2018 WGEA Annual Public Report

    Achievement relative to opportunity

    In contemporary universities, the traditional norm of full-time work and an uninterrupted linear career trajectory no longer matches the profile of many staff. The principle of achievement relative to opportunity (AR20) in employment and performance-related decision making provides the opportunity to create a workplace culture that attracts and retains the best staff with a diversity of characteristics, employment arrangements and career histories.

    The project is working on finding practical ways to incorporate these principles into evaluative and developmental frameworks such as recruitment and selection processes, workload formula, the Professional Development Review (PDR) and in the offering of internal grants and other opportunities.

    Resources for staff and manager

    Australian Human Rights Commission

    The Gender Centre