Why diversity and inclusion matter
Fairness is reason enough to make our institutions mirror humanity’s wonderful diversity, but there is also abundant evidence that greater diversity boosts innovation, profitability, staff engagement and talent retention. Teams whose members have diverse experience and perspectives ask more nuanced questions, find answers through more creative approaches, and develop robust solutions applicable to more people and places. By fostering diversity and inclusion, we maximise the potential of our talented students and staff, and provide more impactful solutions for our teaching and research mission.
Diversity and inclusion are key priorities for the Faculty of Science. In my role as Associate Dean, I aim to support initiatives that ensure all staff and students feel included, supported, and empowered to have their voices heard. Professor Georgina Such, Associate Dean Diversity and Inclusion
Our strategic priorities
Diversity and inclusion is a key portfolio in our Faculty's 2030 Strategy. Informed by our staff profile and lived experiences of various cohorts, and aligned with the University’s Diversion and Inclusion Strategy, four priorities guide our initiatives in this portfolio:
- Equity and inclusion in promotion, recruitment, and onboarding practices.
- Inclusion and active participation of gender-diverse staff and students in the Faculty.
- Gender equity at senior academic levels.
- Access to, and inclusion in, education and the broader Faculty experience for students who are neurodivergent and students with disability.
Our actions
We applied feedback from staff and students to develop our 2025-26 Equity, Diversity and Inclusion Action Plan with practical steps to improve work and study opportunities and environments across the Faculty.
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Women in Science
Meet some of the incredible women in our Faculty and explore the initiatives and resources we have dedicated to increasing the participation and success of women in STEM careers.
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Indigenous peoples in Science
Discover how we are creating a culturally safe and welcoming environment, increasing Indigenous participation and leadership across the Faculty, and strengthening reciprocal partnerships with communities.
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LGBTIQA+ people in Science
We welcome and value lesbian, gay, bisexual, transgender, intersex, queer or asexual people. Our Faculty’s LGBTIQA+ Reference Group advises on obstacles to inclusion and initiatives supporting the University’s LGBTIQA+ Inclusion Action Plan.
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Culturally diverse people in Science
We are committed to providing an inclusive workplace for students and staff of different cultural backgrounds. Our actions are informed by the Faculty’s Culturally and Linguistically Diverse Reference Group.
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People with disability in Science
Our Faculty is continually improving access and support for people living with disability, in alignment with the University’s Disability Inclusion Action Plan.
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Neurodivergent people in Science
Alongside University-wide initiatives, our Faculty is improving our culture and practices to ensure that neurodivergent students and staff feel supported, connected, and empowered.
Intersectionality is a critical lens for understanding diverse people’s experiences and fostering inclusion and equity. Rather than treating gender and race (for example) as "mutually exclusive categories of experience and analysis” (Crenshaw 1989), we appreciate that different forms of discrimination can combine, overlap, or intersect in complex and cumulative ways – resulting in power and privilege for some people and oppression and disadvantage for others. The following two initiatives support greater inclusion and equity for people from various and intersecting underrepresented groups in science.
Excellence in Diversity Leadership Award
This award recognises an academic from an underrepresented community – including LGBTIQA+, culturally and linguistically diverse, neurodiverse or disabled academics – who has demonstrated excellence in research or education and engagement in outreach or leadership activities that promote inclusion of underrepresented groups. The award provides funds to further their work and assist their leadership development.
Greater Equity Media Support (GEMS) program
From 2022-2025, our Faculty's Gender Equity Media Support program trained 50 early career women, trans and gender diverse academics to enhance their media and communications skills and public profiles, building the pipeline of leaders skilled in explaining their research value and impact to non-specialists. From 2026, we have broadened the eligibility criteria for the GEMS program – and renamed it – to enable early career academics from other underrepresented groups and disciplines to benefit from the training.
Learn more (staff login required)
Our people
We have Diversity and Inclusion Committees in each of our seven schools and one at Faculty level. These committees bring together staff and students to advise on issues and initiatives related to our commitments and strategic priorities in this portfolio.
Meet the Diversity and Inclusion Committees (login required)
Support, resources and professional development
- If any member of the University community feels unsafe or needs to talk, there are many University and external support services that can help you.
- Read about the processes for student complaints or grievances on the University’s Student Life website.
- Learn about protections at work, staff wellbeing, staff complaints handling, and more under Human Resources on Staff Hub (log in required).
- For Faculty of Science staff, the Diversity and Inclusion Committee provides valuable information, resources, and opportunities for professional development, including training, networking and mentoring. Learn more on the intranet (log in required).
Contact
If you have suggestions or questions about diversity and inclusion in the Faculty of Science, please contact the Associate Dean Diversity and Inclusion Professor Georgina Such via email to g.such@unimelb.edu.au and/or the Assistant Dean Diversity and Inclusion Professor Ilan Wiesel via email to ilan.wiesel@unimelb.edu.au.