Resources and initiatives

Our priority is to create an inclusive workplace for all our staff and students by advocating and enabling education and engagement through various initiatives and resources.

It is important for all members of our community to be supported and understand how to engage respectfully with each other. On this page, you will find a range of resources in priority areas for the faculty including Women in Science, Disability services, LGBTQIA+.

You will also find educational videos and assets to broaden your understanding of diversity, inclusivity and belonging.

Intersectionality

Intersectionality is a guiding principle for how the faculty understands equity and inclusion. Rather than treat, for instance, gender and race as "mutually exclusive categories of experience and analysis” (Crenshaw 1989, 139) intersectionality as a lens understands that people’s lives and experiences are shaped and influenced by diversity – resulting in power and privilege in some cases and discrimination and oppression in others.

Representation of Women

History is full of women who have made enormous contributions to science. Today women are prolific in many fields of science, technology, research, discovery, and academia – however, women are still underrepresented in our student and staff cohorts. The Faculty of Science aims to be the destination of choice for women in science, from undergraduate studies to employment. Our Gender Equity Strategy further details our commitment.

  • Athena Swan

    The Athena SWAN program is an accreditation process that involves an intensive exploration of the state of gender equity and the development of a four-year action plan to address opportunities and challenges.

    The University of Melbourne was awarded an Athena Swan Bronze Award for our commitment to advancing gender equity and promotion of inclusiveness in science.

    The University is proud to be a founding member of the SAGE (Science in Australia Gender Equity) initiative to commit to the principles of the Athena SWAN Charter. It is the first initiative of its kind outside the UK and was established to promote gender equity and diversity, particularly in STEMM (Science, Technology, Engineering, Maths and Medicine) fields.

  • The Academic Women in Leadership Program (AWIL)

    The Academic Women in Leadership Program (AWIL) is one of several strategies aimed at addressing women’s under-representation in higher level academic appointments and on key policy, decision-making and governance bodies.  This remains of strategic importance to the University.

    The program is delivered annually and is open to academic staff who:

    • Have been employed by the University of Melbourne for two or more years at the time of application
    • Have lived experience of womanhood or identify as non-binary
    • Are a level C or D continuing/ fixed term academic
    • Are available and committed to attending program events throughout the program.

    For more information see Diversity and Inclusion intranet page.

  • Women in Science Emerging Researcher (WISER) Award

    The Faculty of Science aspires to be a leader for gender equity in the higher education sector. One of the most significant challenges for gender equity in this sector is significant attrition of female staff within the early career stages, leading to low participation of women in senior research and leadership.

    The Women in Science Emerging Researcher (WISER) Award launched in 2020 aims to address this issue by highlighting two amazing early (ECR) or mid-career (MCR) researchers each year and providing them with resources to further their research career. The Faculty of Science WISER Award is a targeted award for female-identifying researchers who have excelled in their chosen research fields and are leaders of the future.

    The Faculty of Science WISER Award is a targeted award for researchers who identify as female that have excelled in their chosen research fields and are leaders of the future.

  • Mentoring for women

    The Faculty of Science Mentoring Program provides mentoring for academics (levels B or C, in fixed-term and continuing roles) and professional staff. More senior colleagues provide mentoring over a 12-month period to support career progression.

    The School of Mathematics and Statistics also offers the MS Walkers informal mentoring program.

    Women-only scholarships and roles

    We fund scholarships for female Masters students and have recruited staff to women-only continuing academic roles in areas where women are under-represented. Read about the Dean's Fund for Science Scholarship winners.

  • Women-only scholarships and roles

    We fund scholarships for female Masters students and have recruited staff to women-only continuing academic roles in areas where women are under-represented. Read about the Dean's Fund for Science Scholarship winners.

  • University resources
  • External resources

LGBTQIA+ inclusion

The Faculty of Science is a diverse organisation, welcoming people who identify as lesbian, gay, bisexual, transgender, queer, intersex or asexual. In 2022 The Faculty established the LGBTQI+ Reference group. The LGBTQI+ Reference group provides advice on implementing the faculty’s strategic targets. Please contact Associate Prof. Georgie Such for further details.

  • University resources

    The University is a member of the Pride in Diversity, a not-for-profit organisation supporting organisations to be LGBTQ inclusive workplace.

    • The Gender Affirmation Policy details the University’s support for staff and students in affirming their gender identity and reinforces the University’s commitment to build a culture that is safe, inclusive, and respectful for all transgender and gender diverse (TGD) members of our community.
    • UMSU Queer Department is the Queer student community on campus.
    • Pride in Action Ally Network brings together staff and students who identify as LGBTQIA+, their allies and supporters, creating opportunities to share information and foster an inclusive and supportive workplace and learning environment.
    • Pride in Sport aims to provide a safe place for LGBTQIA+-identifying people to participate in sports.
  • External resources
    • Black Rainbow is Australia’s National Aboriginal and Torres Strait Islander Lesbian, Gay, Bisexual, Queer, Trans and Intersex service.
    • Queerspace is a family support agency that provides counselling and support to LGBTIQA+ people and their families.
    • Minus18 is Australia’s youth-driven network for LGBTQIA+ young people.
    • Switchboard Victoria is a community-based not-for-profit organisation that provides a peer-driven, support service for LGBTIQA+ communities and their allies, friends, support workers and families.
    • QLife is an anonymous and free LGBTIQ+ peer support.
    • Ygender is a  peer-led social support and advocacy group for trans/gender-diverse young people.
    • Transgender Victoria is Victoria’s leading body for trans and gender-diverse advocacy.

Supporting staff living with disability or illness

A key area of focus for the Diversity and Inclusion committee is continually improving access and support for people living with a disability. All Faculty of Science staff are encouraged to participate in the Being our Best initiative, with a focus on optimising psychological health and safety within the faculty.

Indigenous research, engagement and inclusion

Our Indigenous strategic plan outlines how we will deliver on our ambitions in Indigenous employment, students and research. We’ve made good progress on our goals and are working with Indigenous peoples toward a positive shared future.

Cultural diversity

The Faculty of Science is committed to providing an inclusive workplace for students and staff of different cultural backgrounds. We are currently mapping our teaching program to improve both gender and cultural diversity in our curriculum. In 2022 the faculty established the Culturally and Linguistically Diverse Reference Group. The CALD reference group provides advice on implementing the faculty’s strategic targets. Please contact Associate Prof. Georgie Such for further details.

  • University resources
    • CALD/Anti-racism action plan: A culturally and linguistically diverse (CALD)/anti-racism action plan is a commitment outlined in the Diversity & Inclusion Strategy.
    • Cultural or religious observance: Students who participate in ongoing religious or cultural observance, and whose participation may impact their studies, may be eligible for study adjustments.
    • Faith and spirituality: The University's Chaplaincy team provide support to staff and students from all or no faith, including spaces for discussion, support groups for grief and loss, and connection to nearby places of worship.
    • UMSU People of Colour Department promotes welfare, provides a safe space, and fights against racism.
  • External resources
    • The University has signed up to the Australian Human Rights Commission’s Racism. It Stops With Me campaign, to recognize the importance of addressing racism within our community.

Mental health and wellbeing

We prioritise the well-being of our staff and students and recognise that they experience challenges in their profession for which they may require support. Our students and staff have access to the University Counselling and Psychological Services (CAPS), which provides free, confidential, short-term professional counselling. To help destigmatise mental health care in the veterinary profession our first-year students complete a seminar presented by Counselling and Psychological Services and a module focused on wellbeing and resilience. Additionally, a counsellor is stationed at the Werribee campus one day per week to assist MVS students specifically. Appointments can be made by calling  (03) 8344 6927. After-hours mental health crisis support from CAPS is also available by calling at 1300 219 459 or texting 0480 079 188.

  • University resources
  • External resources
    • Flynn’s Walk: An Australian registered charity aimed at bringing the community together, encouraging meaningful conversations and spreading awareness of mental health challenges faced by veterinary and para-veterinary professionals.
    • Love Your Pet Love Your Vet: A registered charity leading the way in increasing the wellbeing in the veterinary industry, raising awareness, and building community to support the high rates of suicide within the profession.
    • Australian Veterinary Association Counselling Hotline: The Australian Veterinary Association (AVA) provides a united voice for the veterinary profession, and students are invited to join with a free membership fee. The AVA counselling hotline (1300 687 327) is available 24/7 to members, vet professionals that work with members and family.

Parental leave support for academics

We understand that career interruptions from having and raising children can have negative effects on the career progression of academics. To reduce the impact of these interruptions, primary carers can apply to access funding of up to $50,000 over two years to support continuity of research during and after paid parental leave. The funding can be used for technical or research support staff, childcare, or other expenses to support career continuity. Additionally, the School of Mathematics and Statistics offers a travel support scheme for staff with child-care responsibilities.

Resources and support for those in the veterinary profession

Alongside more general resources, the Faculty of Science has brought together a range of external resources specifically geared for the veterinary profession – access the resources now.

Related information