Women in Science

As a founding member of the Science in Australia Gender Equity initiative, the University of Melbourne is committed to achieving organisational maturity in gender equity, diversity and inclusion by following the Athena SWAN awards accreditation pathway. The University has achieved the Athena SWAN Bronze Award – the first step on the pathway – by developing a Gender Equality Action Plan. The Faculty of Science’s Gender Equity Strategy and Diversity and Inclusion Action Plan outlines how we are contributing to the University’s drive towards the Athena SWAN Silver Award.

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We fund women-only scholarships for Masters students and recruit for women-only continuing academic roles in areas where women are under-represented. Discover current scholarships for women in science or monitor employment opportunities via the University’s Careers page.

Over-attrition of women academics in early- and mid-career causes under-representation of women in senior academia and leadership roles. The annual WISA Award addresses this issue by rewarding two outstanding early- or mid-career women academics with resources to further their research careers and leadership development. Awardees must demonstrate not only excellence in research, but also engagement in outreach activities promoting science for schools, community or government audiences. Each year, one WISA will be awarded in the physical sciences and one in natural and health sciences.

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The University’s annual AWIL program addresses women’s under-representation in higher level academic appointments and on key policy, decision-making and governance bodies. It aims to help academic women at levels C and D to enhance their understanding of leadership in the University context, build their leadership and management skills, and engage with senior role models.  To ensure that participants have sufficient time and headspace to realise the full benefits of the program, the Faculty of Science offers relief from some duties – please discuss this with your supervisor or Head of School.

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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.

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Having and raising children can interrupt and slow the progression of women’s careers, particular in research. Academic staff members who are primary carers can apply for funding over two years to support continuity of research during and after paid parental leave. Funding can be used for technical or research support staff, childcare, or other expenses supporting career continuity.

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Each year, the GEMS program helps up to 14 early-career women, trans and gender diverse academics in the Faculty of Science to enhance their media and communication skills, building the pipeline of leaders skilled in explaining their research value and impact to non-specialists. The tailored, hands-on training – including engaging with media, writing successful grant applications and research partnership pitches, and building a social media profile – improves academics’ confidence and skills in writing and presenting research proposals and outcomes to various audiences.

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We are strengthening this network to foster a supportive environment and provide professional development for women in the faculty (professional and academic staff). Key objectives include increased retention and representation of women, particularly at senior levels.

Membership is open to all Faculty of Science staff members who identify as women, with some events and activities open to all staff.

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