Gender Equity Report 2015 · female staff in the universities, which has a similar definition for...

GENDER EQUITY REPORT

2015-2016

Compiled September 2016

Table of Contents

Introduction ...................................................................................................................................... 1

Staff Profile ....................................................................................................................................... 2

Academic staff .......................................................................................................................................................................... 5

Professional staff ...................................................................................................................................................................... 8

Senior staff ............................................................................................................................................................................. 10

Universities Australia Strategy For Women ...................................................................................... 12

Occupational segregation – Professional staff .................................................................................. 13

Appointment Term and Position Fraction ......................................................................................... 14

Academic staff ........................................................................................................................................................................ 14

Appointment Term .......................................................................................................................................................... 14

Professional staff .................................................................................................................................................................... 14

Appointment Term .......................................................................................................................................................... 14

Recruitment and Selection ............................................................................................................... 16

Academic staff ........................................................................................................................................................................ 16

Early Career Academic Recruitment and Development Program (ECARD) ............................................................ 17

Vice Chancellor’s Research Fellowship Scheme (VCRF) ............................................................................................ 17

Professional staff .................................................................................................................................................................... 17

Staff Development .......................................................................................................................... 19

Training and Development Programs ..................................................................................................................................... 19

Equity Training ....................................................................................................................................................................... 22

Higher duties and concurrent appointments .................................................................................... 23

Academic Qualifications .................................................................................................................. 24

Professional Development Program ................................................................................................. 25

Promotion ....................................................................................................................................... 27

Academic staff ........................................................................................................................................................................ 27

Staff Satisfaction ............................................................................................................................. 28

University-wide Committees ............................................................................................................ 29

Maternity/parental leave, pregnancy, potential pregnancy and breastfeeding ................................. 30

Resignation and Separation ............................................................................................................. 32

PAY EQUITY ..................................................................................................................................... 33

Women in Research ......................................................................................................................... 38

Career development activities ................................................................................................................................................ 39

Competitive research grants .................................................................................................................................................. 40

Publications ............................................................................................................................................................................ 43

Research and PhD completions .............................................................................................................................................. 45

Further information ......................................................................................................................... 46

Legislation ....................................................................................................................................... 46

Tables Table 1 QUT Female Proportion of Staff FTE (excluding casuals) by faculty/division/institute and Salary Group as

at 31 March 2016* .................................................................................................................................................................... 3

Table 2 QUT-wide representation of female Academic staff (FTE), as at 31 March, 2012 - 2016 by level (excluding

casuals) * .................................................................................................................................................................................... 5

Table 3 FTE and representation of female casual Academic staff at QUT, 2012 - 2015 ............................................... 6

Table 4 FTE and representation of female Academic staff by faculty, division and institute, 2012 - 2016 (excluding

casuals) ....................................................................................................................................................................................... 7

Table 5 FTE and representation of female Professional staff 2012 - 2016 by level (excluding casuals) ................... 8

Table 6 Representation of female Professional staff by level and faculty, division and institute, 2012 - 2016

(excluding casuals) .................................................................................................................................................................... 9

Table 7 Representation of women in senior staff* as a % of all FTE staff (excluding casuals), 2012 -2016 .......... 10

Table 8 Percentage of senior staff (Above HEWA 10, Level D and Level E) who are women, by faculty, division and

institute, 2012 – 2016 ............................................................................................................................................................ 11

Table 9 QUT Women in senior positions (UA definition): ratio of the percentage of women in senior positions

divided by the percentage of all women, by faculty, institute and d ivision and classification, 2016 (excluding

casuals) ..................................................................................................................................................................................... 12

Table 10 Number and proportion of female Professional staff by category, 2012 - 2016 (excluding casuals) ..... 13

Table 11 2015 ECARD applicants and successful staff by faculty and gender ............................................................. 17

Table 12 2015 Professional staff applications and successful staff by classification and gender ........................... 18

Table 13 2015 Staff Development (i.e. Training) by employment kind and gender .................................................... 19

Table 14 shows the participation by faculty ...................................................................................................................... 20

Table 15 Staff who attended leadership related courses - 2015 .................................................................................... 21

Table 16 Attendance proportions by training session, staff type and gende r - 2015 ................................................. 22

Table 17 Higher duties and concurrent appointments by classification and gender – 2015 ..................................... 23

Table 18 PhD numbers by organisational area and gender – 2015 ............................................................................... 24

Table 19 PDP applicants including successful applicants by gender and funding – 2015.......................................... 25

Table 20 PDP successful applicants by organisational area participation and gender – 2015 ................................. 26

Table 21 Academic promotions by faculty and level (LEVB and LEVC) - 2015 .............................................................. 27

Table 22 2014 QUT Staff Opinion Survey Results by survey area and gender ............................................................. 28

Table 23 – 2015 Representation of staff on university -wide committees by gender .................................................. 29

Table 24 Staff on maternity and other types of parental leave - 2015 ......................................................................... 30

Table 25 Resignations and separations after maternity or parental leave by organisational area and gender –

2015 ........................................................................................................................................................................................... 31

Table 26 – 2015 Resignations and Separations by faculty/division/institute and gender ......................................... 32

Table 27 Overall trends – gender pay gap (female average – male average) 2013 – 2016 in market and

management loadings ............................................................................................................................................................ 34

Table 28 Proportion of loading recipients who are female/male compared to gender representation at level –

Academic staff – 2016 ............................................................................................................................................................ 34

Table 29 Hourly rate by gender for market and management loadings (academic staff) – 2016 ............................ 35


Professional staff – 2016 ....................................................................................................................................................... 36

Table 31 Hourly rate by gender for market and management loadings (professional staff) – 2016 ....................... 37

Table 32 Percentage of female students* and staff^ by faculty/division and course level or employment

classification – as at March 2016 ........................................................................................................................................ 38

Table 33 – Amount spent – Women in Research Grant Scheme by faculty/division/institute .................................. 39

Table 34 Number of applications for competitive research grants by faculty and gender, 2012 - 2015 ................ 41

Table 35 Number and proportion of successful staff for competitive research grants by faculty and gender, 2012 -

2015 ........................................................................................................................................................................................... 42

Table 36 QUT authors of Publications by faculty/institute and gender, 2013 -2016 ................................................. 43

Table 37 .................................................................................................................................................................................... 45

Figures Figure 1 QUT-wide representation of female Academic staff (FTE), as at 31 March, 20 12 - 2016 by level (excluding

casuals) * .................................................................................................................................................................................... 5

Figure 2 Representation of Female Professional Staff by Classification (excluding casuals) 2012 – 2016............... 8

Figure 3 Representation of Female Professional Staff by Level, 2012 -2016 ............................................................... 10

Figure 4 Academic staff by gender and type of appointment 2012 – 2016 .................................................................. 14

Figure 5 Gender Representation of Professional Staff by Typ e of Appointment ......................................................... 15

Figure 6 2015 Academic staff applications and successful staff proportion by classification and gender ............ 16

Figure 7 – Gender Pay Gap – 2009 - 2016 .......................................................................................................................... 33

Figure 8 - QUT authors of Publications by gender, 2013 -2016 ...................................................................................... 44

1

INTRODUCTION This report analyses QUT’s gender equity performance with respect to two frames of reference: comparisons with previous

performance and compared with aspirational targets such as Key Performance Indicators (KPIs). A third frame of reference –

comparison to similar others – will be released when national data becomes available. Statistics referred to in this report are

for the whole of 2015, with ‘snapshot’ data as at 31 March 2016 where available. This report contains gender equity

information particular to faculties, divisions and institutes to inform local strategies and targets.

The Australian Government recognises that individuals may identify and be recognised within the community as a gender other than the sex they were assigned at birth or during infancy, or as a gender, which is not exclusively male or female. The government has mandated that this should be recognised and reflected in the personal records held by Australian Government departments and agencies. QUT has worked with all the staff and student application owners to implement a third option of gender ‘Other’. For the purpose of this report gender, ‘Other’ has been excluded in the tables and graphs.

QUT has a long-term commitment to equal opportunity for women and a formal program has been in place for over 20 years.

The objectives contained in the QUT Blueprint 4 (people, culture and sustainability section) support women’s experience of

the work environment through:

broadening QUT’s workplace profile to increase the number of women in senior positions

Continue to provide research career development opportunities for our most promising early-career and mid-career academics and ensure gender equity initiatives are in place

Maintaining the momentum of building academic quality and achieving major demographic change by recruiting research-capacity professors, including appropriate proportions of women

eliminating discrimination, harassment and bullying

assisting staff to balance work, family and study, and

cultivating a culture of continuing personal and career development. The QUT Blueprint 4 (people, culture and sustainability section) includes a target for women at senior staff levels of 40% by

2016. Senior staff are defined as Academic staff at Level D and above and Professional staff above HEWA Level 10 (Senior Staff

Group/SSG). In addition to QUT initiatives, Universities Australia (UA) has a long established Strategy for Women for senior

female staff in the universities, which has a similar definition for senior staff but includes Professional staff at HEWA Level 10.

Analysis of various parameters which contribute to the gender profile of the QUT workforce in 2015, such as recruitment and

selection processes, career enhancing opportunities and development, resignation rates, staff satisfaction levels, and steps

taken to prevent harassment and discrimination, are included in this report.

Faculties and divisions are encouraged to identify and address local priorities, and Equity Committees play a role in advising

and assisting in local implementation. The quality of QUT’s programs and its commitment to equal opportunity for women

has been publicly recognised by the Workplace Gender Equality Agency (WGEA) Employer of Choice for Gender Equality

citation in 2015.

Science in Australia Gender Equity (SAGE) is an initiative of the Australian Academy of Science in partnership with the Australian Academy of Technological Sciences and Engineering that addresses gender equity in the Science, Technology, Engineering, Mathematics and Medicine (STEMM) sector. QUT is one of 32 institutions that have been accepted as inaugural Athena SWAN Charter Members and pilot participants. The pilot includes 24 (of 43) Australian universities, five medical research institutes and two publicly funded research agencies.

https://www.ag.gov.au/Publications/Documents/AustralianGovernmentGuidelinesontheRecognitionofSexandGender/AustralianGovernmentGuidelinesontheRecognitionofSexandGender.PDF

https://cms.qut.edu.au/__data/assets/pdf_file/0013/71113/qut-blueprint.pdf

https://cms.qut.edu.au/__data/assets/pdf_file/0013/71113/qut-blueprint.pdf

https://www.universitiesaustralia.edu.au/news/policy-papers/Strategy-for-Women--2011-2014#.V74s8Nhf2Uk

https://www.wgea.gov.au/

https://www.wgea.gov.au/sites/default/files/62201_WGEA_Employer_of_Choice_for_Gender_Equality_citation_holders-2015.pdf

http://www.sciencegenderequity.org.au/

https://www.science.org.au/sage

2

STAFF PROFILE Sector-wide, universities are gendered in terms of both seniority and occupation. This segregation has been improving

steadily, albeit in small increments. The provision of development opportunities; the elimination of unfair practices; and

providing flexible working arrangements for women with family responsibilities have formed the basis of QUT’s strategies to

increase women in senior levels. More recently, a focus on academic women and research has intensified strategies around

eliminating unconscious bias in perceptions of merit, especially leadership; and in pay equity, especially in loadings.

QUT’s performance on the representation of both female Academic and Professional staff is shown in Table 1. Currently

women represent 64.15% (slightly up from 63.82% in 2015) of QUT’s Professional staff workforce, and 57.97% of QUT’s

Academic staff (slightly up from 57.73% in 2015). In 2016 females represent 42.39% of all senior staff (up from 41.88% in

2015). The increase in the senior staff proportion since 2015 has enabled us to meet the 40% QUT Blueprint target prior to

2016.

QUT’s institutes have been listed separately and it should be noted that numbers are so small for the Institutes that

percentages should be analysed with caution. Due to Academic staff being recorded in faculties rather than Institutes, data

does not necessarily give a true picture of gender representation in the institutes.

https://www.qut.edu.au/about/strategic-ambitions/blueprint-for-the-future

3

Table 1 QUT Female Proportion of Staff FTE (excluding casuals) by faculty/division/institute and Salary Group as at 31 March 2016*

Faculty/Division/Institute HEWA 01-04 HEWA 05-06 HEWA 07-09 HEWA 10 Above HEWA 10 Total Professional

FTE % FTE % FTE % FTE % FTE % FTE %

Faculty Caboolture Campus 4.00 100.00% 6.84 69.51% 1.80 64.29% 1.00 100.00% 13.64 77.32%

Creative Industries Faculty 7.52 58.20% 33.02 64.72% 11.70 47.18% 0.80 100.00% 2.00 100.00% 55.04 60.13%

Education 10.10 100.00% 22.69 86.11% 10.20 91.07% 1.00 100.00% 43.99 90.42%

Health 38.53 87.31% 106.84 80.79% 55.12 75.06% 4.00 100.00% 1.00 50.00% 205.49 80.33%

Law 2.40 70.59% 22.40 84.85% 10.97 78.53% 1.00 100.00% 1.00 100.00% 37.77 82.52%

QUT Business School 36.10 92.33% 45.18 88.28% 25.37 68.25% 7.90 46.75% 1.00 50.00% 115.55 78.95%

Science & Engineering Faculty 17.01 52.81% 67.37 57.57% 46.88 62.13% 3.00 37.50% 1.20 100.00% 135.46 57.92%

Total Faculty 115.66 79.30% 304.34 73.50% 162.04 67.85% 17.7 55.84% 7.2 78.26% 606.94 72.28%

Division Administrative Services 42.90 84.95% 101.57 80.00% 127.54 75.20% 4.73 48.61% 12.71 58.54% 289.45 76.47%

Chancellery 3.00 61.22% 20.50 100.00% 14.40 67.92% 4.00 66.67% 4.80 61.54% 46.70 77.32%

Finance & Resource Planning 23.70 43.32% 40.62 57.52% 31.13 45.69% 5.00 38.46% 4.00 33.33% 104.45 47.81%

International & Development 22.15 88.07% 38.78 76.37% 29.96 64.32% 2.00 33.33% 6.80 77.27% 99.69 72.60%

Research & Commercialisation 12.80 92.75% 34.66 84.00% 24.90 69.94% 8.00 100.00% 5.00 62.50% 85.36 80.03%

Technology, Information & Learning Support 23.56 60.15% 74.11 45.26% 103.47 42.46% 13.29 45.37% 5.93 49.71% 220.36 45.17%

Total Division 128.11 68.06% 310.24 65.47% 331.4 56.67% 37.02 51.40% 39.24 55.87% 846.01 60.90%

Institute Institute for Future Environments 4.80 48.98% 28.08 56.07% 9.66 27.72% 42.54 43.98%

Institute of Health & Biomedical Innovation (IHBI) 9.13 69.54% 7.60 45.78% 9.50 57.58% 1.00 100.00% 27.23 56.46%

Total Institute 13.93 60.75% 35.68 53.51% 19.16 37.31% 1 50.00% 69.77 48.13%

Total QUT 257.7 72.18% 650.26 68.12% 512.6 58.58% 54.72 51.76% 47.44 58.25% 1522.72 64.15%

4

Table 1 continued

Faculty/Division/Institute Level A Level B Level C Level D Level E Total Academic Total Senior Staff

FTE % FTE % FTE % FTE % FTE % FTE % FTE %

Faculty Caboolture Campus

Creative Industries Faculty 5.40 34.73% 43.25 57.57% 24.40 54.83% 7.60 48.72% 8.00 33.83% 88.65 50.82% 17.60 42.67%

Education 3.00 100.00% 23.80 77.27% 25.00 80.65% 13.80 75.41% 17.20 89.58% 82.80 80.94% 32.00 83.12%

Health 45.85 73.07% 83.72 67.67% 52.80 51.16% 19.60 48.88% 31.95 50.75% 233.92 59.56% 52.55 50.02%

Law 2.60 56.52% 12.00 66.67% 16.40 62.12% 6.00 60.00% 7.00 36.65% 44.00 56.34% 14.00 46.51%

QUT Business School 4.00 57.14% 29.30 60.66% 23.50 47.09% 9.00 42.86% 16.00 46.38% 81.80 50.90% 26.00 45.22%

Science & Engineering Faculty 35.26 37.65% 50.53 33.54% 26.50 23.58% 10.75 23.24% 9.27 10.09% 132.31 26.74% 21.22 15.23%

Total Faculty 96.11 51.52% 242.60 54.32% 168.60 45.89% 66.75 44.13% 89.42 35.44% 663.48 56.62% 163.37 39.58%

Division Administrative Services 12.71 58.54%

Chancellery 2.00 58.82% 6.40 94.12% 6.00 75.00% 14.40 75.00% 10.80 64.29%

Finance & Resource Planning 4.00 30.77%

International & Development 22.01 70.98% 1.00 50.00% 1.00 100.00% 24.01 68.58% 6.80 69.39%

Research & Commercialisation 1.60 100.00% 2.80 73.68% 4.40 68.75% 7.80 66.10%

Technology, Information & Learning Support 1.00 100.00% 1.00 100.00% 6.93 53.60%

Total Division 22.01 70.98% 3.00 46.88% 9.00 95.74% 9.80 66.22% 43.81 61.29% 49.04 57.00%

Institute Institute for Future Environments

Institute of Health & Biomedical Innovation (IHBI) 1.00 33.33% 1.00 100.00% 2.00 28.57% 2.00 66.67%

Total Institute 1.00 33.33% 1.00 25.00% 2.00 46.32% 2.00 28.57%

Total 118.12 54.05% 246.60 54.08% 177.60 47.01% 66.75 43.56% 100.22 36.97% 709.29 57.97% 214.41 42.39%

*Excludes adjunct and visiting professors

Source: FRP BICC Staff Equity Business Objects Report

5

ACADEMIC STAFF

Women currently represent 48% of Academic staff at QUT, the highest ever figure after hovering around 46% since 2012. The

representation of women in Professorial Level E positions is 37% with a slight increase from the 2015 figure of 36.40%. The

representation of women at each Academic level from 2012 – 2016 is shown in Table 2 and Figure 1.

Table 2 QUT-wide representation of female Academic staff (FTE), as at 31 March, 2012 - 2016 by level

(excluding casuals) *

Classification 2012 2013 2014 2015 2016

Female FTE Count

Female % of FTE Staff

Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Level A 74.00 45.6% 72.48 44.6% 79.20 46.0% 101.70 51.2% 118.12 54.0%

Level B 268.39 55.1% 264.41 52.8% 252.99 52.0% 246.71 52.7% 246.60 54.1%

Level C 134.05 44.8% 143.35 45.8% 162.21 47.8% 182.22 48.4% 177.60 47.0%

Level D 45.10 38.7% 50.50 42.3% 57.75 41.2% 63.40 42.9% 66.75 43.6%

Level E 79.20 33.5% 81.80 33.0% 84.90 34.3% 92.70 36.4% 100.22 37.0%

Level C-E 258.35 39.6% 275.65 40.5% 304.86 41.9% 338.32 43.4% 344.57 43.0%

Level D-E 124.30 35.3% 132.30 36.1% 142.65 36.8% 156.10 38.8% 166.97 39.3%

Total 600.74 46.1% 612.54 45.6% 637.05 46.0% 686.73 47.5% 709.29 48.0%


Figure 1 QUT-wide representation of female Academic staff (FTE), as at 31 March, 2012 - 2016 by level

(excluding casuals) *


Casual Academic staff at QUT are usually employed at Levels A and B. The proportion of women in these positions is shown in

Table 3. The growth in numbers of male and female staff in this cohort has been steady at Level A and Level B. Women

continue to represent 57.0% of casual staff at Level A, and 40.0% of casual staff at Level B positions.

6

Table 3 FTE and representation of female casual Academic staff at QUT, 2012 - 2015

Level 2012 2013 2014 2015

Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Level A 289.45 58.7% 305.04 57.3% 321.49 56.8% 312.95 57.0%

Level B 27.28 39.1% 28.06 40.1% 26.36 38.3% 28.29 40.0%

Level D 8.87 69.6% 10.81 74.2% 12.98 66.7% 13.98 64.3%

Total 325.61 56.6% 343.92 55.7% 360.83 55.2% 355.22 55.4%


Representation of female Academic staff in each faculty is shown in Table 4. Across the whole University, and in many

faculties and divisions, the representation of female Academic staff is at its highest point in the past five years at 48.0%. A

significant gender gap can still be seen in the Science and Engineering Faculty at 26.70%. It is however slightly up from the

2015 figure of 24.60%. The Science and Engineering Faculty continues to have the lowest representation of female Academic

staff at QUT. The significant decrease in the female Academic staff numbers within this new faculty, can be attributed to many

female Academic staff being restructured to the faculties of Creative Industries and Health.

7

Table 4 FTE and representation of female Academic staff by faculty, division and institute, 2012 - 2016

(excluding casuals)

Faculty/Division/Institute 2012 2013 2014 2015 2016

Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count



Creative Industries Faculty

71.04 46.7% 81.72 48.4% 88.47 51.1% 89.41 52.5% 88.65 50.8%

Education 90.70 73.3% 81.20 74.4% 78.00 78.5% 82.40 80.9% 82.80 80.9%

Health 194.15 58.7% 201.44 56.8% 210.05 56.9% 224.49 58.2% 233.92 59.6%

Law 48.19 56.0% 47.76 59.1% 43.44 54.5% 44.80 59.9% 44.00 56.3%

QUT Business School 75.25 48.6% 75.80 48.4% 79.10 50.5% 82.30 50.6% 81.80 50.9%

Science & Engineering Faculty

79.61 22.3% 85.83 22.4% 90.89 22.4% 116.83 24.6% 132.31 26.7%

Total Faculty 558.94 46.4% 573.75 45.7% 589.95 45.9% 640.23 46.7% 663.48 47.3%

Division Administrative Services 0.80 100.0% 0.80 44.4% 0.80 100.0%

Chancellery 12.60 80.8% 12.00 73.6% 13.60 66.7% 13.80 68.3% 14.40 75.0%

Finance & Resource Planning

International & Development

19.10 58.1% 17.99 58.8% 21.90 63.8% 24.50 67.1% 24.01 68.6%

Research & Commercialisation

0.60 21.1% 2.60 46.4% 3.60 54.5% 5.20 63.4% 4.40 68.8%

Technology, Information & Learning Support

1.00 100.0% 1.00 100.0% 1.00 100.0%

Total Division 33.10 62.3% 33.39 60.4% 40.90 64.8% 44.50 67.5% 43.81 70.0%

Institute Centre for Tropical Crops & Biocommodities

5.00 18.5%

Centre for Tropical Crops & Biocommodities (Ctcb)

4.00 15.9% 4.00 14.0%

Institute for Future Environments

0.50 5.6% 1.00 50.0% 1.00 33.3%

Institute of Health & Biomedical Innovation (IHBI)

3.20 40.0% 1.40 22.6% 1.20 16.7% 1.00 16.7% 2.00 28.6%

Total Institute 8.70 19.7% 5.40 16.2% 6.20 16.4% 2.00 22.2% 2.00 20.0%

Total 600.74 46.1% 612.54 45.6% 637.05 46.0% 686.73 47.5% 709.29 48.0%


8

PROFESSIONAL STAFF

Women currently represent 64.10% of Professional staff, following a steady increase since 2000 when the representation was

57%. The representation of women in each Professional level from 2012 - 2016 is shown in Table 5. Figure 2 shows the

proportion of positions held by women at various levels at QUT from 2012 -2016.

Table 5 FTE and representation of female Professional staff 2012 - 2016 by level (excluding casuals)

Classification 2012 2013 2014 2015 2016

Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Level 1 3.00 60.0% 3.00 60.0% 3.00 50.0% 4.00 50.0%

Level 2 3.97 25.2% 1.00 8.7% 2.00 14.9% 2.00 15.2% 1.00 9.5%

Level 3 51.75 60.2% 44.31 59.6% 41.88 59.6% 39.09 58.2% 33.90 55.6%

Level 4 259.71 79.6% 249.92 77.5% 247.66 77.9% 243.62 78.6% 218.80 78.8%

Level 5 305.72 71.2% 333.78 70.8% 337.50 71.7% 354.26 70.8% 355.80 72.1%

Level 6 234.81 60.0% 250.70 61.7% 269.76 62.6% 296.05 64.5% 294.46 63.8%

Level 7 164.54 57.0% 174.71 58.5% 190.34 59.6% 214.56 59.3% 216.36 61.6%

Level 8 183.23 57.3% 200.32 58.0% 203.91 57.6% 220.30 58.8% 222.26 59.0%

Level 9 71.75 59.3% 77.21 63.7% 83.03 58.4% 75.11 51.7% 73.98 50.4%

Level 10 46.30 52.8% 54.09 55.4% 55.41 55.2% 55.80 51.3% 54.72 51.8%

Above Level 10 34.39 44.6% 31.99 42.8% 34.50 47.1% 47.83 56.4% 47.44 58.3%

Total 1356.17 63.2% 1421.03 63.8% 1468.99 63.9% 1551.62 63.8% 1522.72 64.1%


Figure 2 Representation of Female Professional Staff by Classification (excluding casuals) 2012 – 2016


Representation of women at each level by faculty, division and institute in 2016 is shown at Table 6 and in Figure 3. Women

are more highly represented amongst Professional staff in the faculties (72.28%) than the divisions (60.90%). This increase has

been steady since 2010.

9

Table 6 Representation of female Professional staff by level and faculty, division and institute, 20 12 - 2016 (excluding casuals)


Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Faculty Caboolture Campus 7.50 71.43% 10.94 84.54% 13.00 76.47% 13.70 77.40% 13.64 77.32%

Creative Industries Faculty 60.62 63.22% 61.29 62.59% 58.58 64.39% 55.19 63.15% 55.04 60.13%

Education 61.81 78.61% 54.09 84.42% 44.93 79.12% 44.65 89.46% 43.99 90.42%

Health 187.29 82.40% 198.39 82.53% 206.34 81.64% 212.41 80.02% 205.49 80.33%

Law 35.25 78.07% 35.60 76.39% 36.66 82.09% 39.54 83.17% 37.77 82.52%


Science & Engineering Faculty 111.50 51.12% 116.24 52.50% 115.70 54.25% 133.10 57.86% 135.46 57.92%

Total Faculty 560.06 70.66% 590.98 72.09% 583.85 72.19% 610.66 73.04% 606.94 72.28%

Division Administrative Services 311.36 66.30% 251.13 75.18% 273.21 77.41% 285.06 74.86% 289.45 76.47%

Chancellery 43.29 85.74% 48.88 86.54% 49.18 80.12% 49.48 76.38% 46.70 77.32%

Finance & Resource Planning 49.16 59.19% 105.01 46.57% 112.16 48.64% 108.65 48.27% 104.45 47.81%


Research & Commercialisation 70.92 81.59% 72.32 81.88% 75.12 80.67% 86.96 82.46% 85.36 80.03%

Technology, Information & Learning Support 183.65 41.29% 196.90 42.46% 206.06 43.33% 224.17 44.23% 220.36 45.17%

Total Division 751.89 59.31% 773.44 59.30% 815.10 60.26% 865.20 60.20% 846.01 60.90%

Institute Centre for Tropical Crops & Biocommodities 8.00 66.67%


10.00 66.67% 13.00 81.00%

Institute for Future Environments 13.32 46.38% 20.19 47.97% 26.09 37.52% 46.78 44.04% 42.54 43.98%


22.90 52.70% 26.42 55.71% 30.95 60.69% 28.98 55.75% 27.23 56.46%

Total Institute 44.22 52.54% 56.61 54.17% 70.04 51.28% 75.76 47.89% 69.77 48.13%

Total 1356.17 63.24% 1421.03 63.77% 1468.99 63.92% 1551.62 63.82% 1522.72 64.15%


10

Women currently represent 61.6% (Level 7), 59.0% (Level 8) and 50.4% (level 9) of the “feeder” group for senior positions,

Levels 7–9, which is a very slight decrease over the previous year. Graph 3 shows a slight increase in the proportion of women

in Levels 7– 9 and Level 10 since 2012, albeit with some variations within each level. Pleasingly, women are at 51.8% of level

10 and 58.3% of Above level 10, with steady growth showing since 2012.

Figure 3 Representation of Female Professional Staff by Level, 2012 -2016


SENIOR STAFF

At QUT the definition of senior staff includes Academic staff at Level D and E, and Professional staff above Level 10. The

representation of female senior staff by this definition has been increasing each year since 2001 when the figure was 28.60%

to the current representation at 42.4%, following a period of stagnation around 2010 to 2014. This latest figure surpasses the

QUT senior staff target of 40% by 2016 identified in the QUT Blueprint.

Table 7 shows the QUT-wide representation of women in senior positions by level from 2012 to 2016. This table excludes

casual staff, adjunct professors, demonstrators, supervisors, markers, agreed rates and practical teacher supervisors in the

Faculty of Education, and includes SSG level Academic staff and DVC/VC positions. Table 8 shows the increasing

representation of women in senior positions from 2012 to 2016 by faculty, division and institute.

Table 7 Representation of women in senior staff* as a % of all FTE staff (excluding casuals), 2012 -2016

Year Professional Above Level 10

Academic Level E Academic Level D Total

Female FTE Count


Female FTE Count


Female FTE Count


Total Female FTE Count

Total Female % of FTE Staff

2012 34.39 44.6% 79.20 33.5% 45.10 38.7% 158.69 36.9%

2013 31.99 42.8% 81.80 33.0% 50.50 42.3% 164.29 37.2%

2014 34.50 47.1% 84.90 34.3% 57.75 41.2% 177.15 38.4%

2015 47.83 56.4% 92.70 36.4% 63.40 42.9% 203.93 41.9%

2016 47.44 58.3% 100.22 37.0% 66.75 43.6% 214.41 42.4%

* Includes SSG level Academic staff & DVC/VC positions



11

Table 8 Percentage of senior staff (Above HEWA 10, Level D and Level E) who are women, by faculty, division

and institute, 2012 – 2016


Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count



Creative Industries Faculty 10.00 27.4% 15.00 38.3% 18.80 42.8% 18.80 47.1% 17.60 42.7%

Education 28.00 68.3% 25.70 70.0% 26.00 76.5% 30.00 81.1% 32.00 83.1%

Health 38.20 50.5% 40.10 49.4% 43.60 49.0% 48.90 51.0% 52.55 50.0%

Law 12.00 46.2% 10.40 44.4% 12.00 42.9% 13.00 47.3% 14.00 46.5%


Science & Engineering Faculty 12.80 11.4% 13.30 11.2% 15.25 12.2% 18.50 13.6% 21.22 15.2%

Total Faculty 123.80 36.5% 129.30 36.7% 138.65 37.4% 152.70 39.2% 163.37 39.6%

Division Administrative Services 8.00 35.1% 7.00 41.7% 8.00 44.9% 12.30 57.7% 12.71 58.5%

Chancellery 8.00 66.7% 8.50 68.0% 9.80 66.2% 10.80 57.4% 10.80 64.3%

Finance & Resource Planning 1.66 29.3% 2.66 22.8% 2.66 25.0% 3.60 34.0% 4.00 30.8%


Research & Commercialisation 6.00 50.0% 5.00 45.5% 5.00 45.5% 8.60 55.1% 7.80 66.1%


4.93 33.0% 5.03 33.5% 5.24 36.8% 6.93 49.7% 6.93 53.6%

Total Division 33.39 43.8% 32.99 43.5% 35.50 46.5% 48.23 54.1% 49.04 57.0%

Institute Centre for Tropical Crops & Biocommodities


Institute for Future Environments 0.50 11.1% 1.00 33.3% 1.00 25.0%


1.00 26.3% 2.00 52.6% 2.00 50.0% 2.00 50.0% 2.00 66.7%

Total Institute 1.50 10.5% 2.00 14.5% 3.00 21.4% 3.00 37.5% 2.00 28.6%

Total 158.69 36.9% 164.29 37.2% 177.15 38.4% 203.93 41.9% 214.41 42.4%


12

UNIVERSITIES AUSTRALIA STRATEGY FOR WOMEN In addition to QUT initiatives, Universities Australia (UA) has a long established Strategy for Women for senior female staff in

the universities which has a similar definition for staff but includes professional staff at HEWA Level 10.

Universities Australia states it is committed to fully utilising the skills and capabilities of all members of its workforce and to

continue to address the challenges facing women who enter and contribute to higher education. It will support ongoing efforts

by its members to bring about employment equity and an inclusive culture, building on the equity achievements of past years.

Table 9 shows the numbers and proportion of senior staff who are women by organisational unit. As well it indicates, through

the ‘academic ratio’ whether a faculty has a fair spread of women across junior and senior ranks. This ratio divides the

percentage of women in senior staff by the percentage of women at all levels in that organisational unit. Should these

percentages be the same, then the ratio is the whole number one – the ideal spread - indicating that women are progressing

through the ranks to senior levels. Should the percentage of senior staff be lower than the percent overall, then the ratio is

less than one. This allows for comparison across faculties, regardless of the headcount of women in that faculty.

Table 9 QUT Women in senior positions (UA definition): ratio of the percentage of women in senior positions

divided by the percentage of all women, by faculty, institute and division and classi fication, 2016 (excluding

casuals)

Faculty/ Division/ Institute All Professional Level 10 and Above Professional Ratio

All Academic Level D & E Academic Ratio

Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Faculty Caboolture Campus 13.64 77.3% 1.00 100.0% 1.29

Creative Industries Faculty 55.04 60.1% 2.80 100.0% 1.66 88.65 50.8% 15.60 39.7% 0.78

Education 43.99 90.4% 1.00 100.0% 1.11 82.80 80.9% 31.00 82.7% 1.02

Health 205.49 80.3% 5.00 83.3% 1.04 233.92 59.6% 51.55 50.0% 0.84

Law 37.77 82.5% 2.00 100.0% 1.21 44.00 56.3% 13.00 44.7% 0.79

QUT Business School 115.55 79.0% 8.90 47.1% 0.60 81.80 50.9% 25.00 45.0% 0.88

Science & Engineering Faculty 135.46 57.9% 4.20 45.7% 0.79 132.31 26.7% 20.02 14.5% 0.54

Faculty 606.94 72.3% 1270.42 56.6% 0.84 663.48 47.3% 156.17 38.7% 0.82

Division Administrative Services 289.45 76.5% 17.44 55.5% 0.73

Chancellery 46.70 77.3% 8.80 63.8% 0.82 14.40 75.0% 6.00 66.7% 0.89

Finance & Resource Planning 104.45 47.8% 9.00 36.0% 0.75

International & Development 99.69 72.6% 8.80 59.5% 0.82 24.01 68.6%

Research & Commercialisation 85.36 80.0% 13.00 81.3% 1.02 4.40 68.8% 2.80 73.7% 1.07


220.36 45.2% 19.22 46.6% 1.03 1.00 100.0% 1.00 100.0% 1.00

Division 846.01 60.9% 889.82 61.3% 0.88 43.81 70.0% 9.80 62.0% 0.89

Institute Institute for Future Environments 42.54 44.0%


27.23 56.5% 1.00 50.0% 0.89 2.00 28.6% 1.00 50.0% 1.75

Institute 69.77 48.1% 71.77 46.3% 0.52 2.00 20.0% 1.00 20.0% 1.00

Total 1522.72 64.1% 2232.01 58.0% 0.85 709.29 48.0% 166.97 39.3% 0.82


https://www.universitiesaustralia.edu.au/news/policy-papers/Strategy-for-Women--2011-2014#.V748Gdhf2Uk

13

OCCUPATIONAL SEGREGATION – PROFESSIONAL STAFF Currently 78.83% of professional women are in administrative or clerical roles. This is similar to the previous years. Men form

the majority of Professional staff employed in computing, grounds, technical and trades staff.

Table 10 shows the proportion of women distributed across the categories. Female computing and technical staff remain

stable. As in previous years, the number of cleaning staff employed by QUT has decreased due to the outsourcing of these

positions to contractors. Likewise, Security staff have also been contracted and are therefore not included in staff statistics.

Table 10 Number and proportion of female Professional staff by category, 2012 - 2016 (excluding casuals)


Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Female FTE Count


Administrative/Clerical 1048.3 77.30% 1108.1 77.98% 1136.4 77.36% 1218.4 78.53% 1200.4 78.83%

Cleaning 14.0 1.04% 9.6 0.67% 9.0 0.61% 9.0 0.58% 8.0 0.53%

Computing 53.7 3.96% 56.6 3.99% 59.9 4.08% 69.7 4.49% 69.1 4.54%

Counselling 15.6 1.15% 14.7 1.04% 15.9 1.08% 11.8 0.76% 16.6 1.09%

Grounds

Library 70.9 5.23% 76.9 5.41% 79.2 5.39% 80.1 5.16% 69.7 4.58%

Other 89.4 6.59% 78.6 5.53% 84.4 5.74% 78.0 5.03% 87.2 5.73%

Technical 63.3 4.67% 75.6 5.32% 83.1 5.66% 83.5 5.38% 70.7 4.65%

Trades 1.0 0.07% 1.0 0.07% 1.0 0.07% 1.0 0.06% 1.0 0.07%

Total 1356.17 100.00% 1421.03 100.00% 1468.99 100.00% 1551.62 100.00% 1522.72 100.00%


14

APPOINTMENT TERM AND POSITION FRACTION While the gender gap is closing in a range of employment areas, the proportion of women who hold an ongoing position is

lower than it is for men for both Academic and Professional staff.

ACADEMIC STAFF

Appointment Term

The proportion of Academic women who hold an ongoing appointment has remained fairly static since 2012 and is currently

40.00%, compared to 41.00% of Academic men. However, there is a significant difference in the proportion of women versus

men who hold non-tenured appointments, with 27.00% of women on fixed term appointments and 33.00% on casual

appointments, compared with 32.00% of men on fixed term appointments and 27.00% on casual appointments. This

difference shows that Academic men are more likely to hold fixed term or ongoing positions than women, who are more likely

to be employed on a casual basis. Figure 4 shows the QUT-wide comparison of Academic staff appointment terms by gender

in 2012-2016.

Figure 4 Academic staff by gender and type of appointment 2012 – 2016


PROFESSIONAL STAFF

Appointment Term

The proportion of women in on-going, limited (fixed-term) and casual appointments when compared with men is roughly the

same across the board. The difference in the proportion of female and male Professional staff on casual appointments has

decreased showing no gap between the casualisation of men and women. Since 2008, the proportion of women with ongoing

positions has increased slightly and is currently 54% for women, compared to men on 58%.

Men too have remained stable in their representation in ongoing positions and limited term positions. However, slightly more

men are able to secure ongoing appointments compared with women – a small but persistent gap across the years.

41% 43% 41% 42% 41% 42% 40% 41% 40% 41%

24% 31%23% 31% 23% 30% 26% 32% 27% 32%

35% 26% 36% 27% 36% 28% 34% 27% 33% 27%

0%

20%

40%

60%

80%

100%

120%

Female Male Female Male Female Male Female Male Female Male

2012 2012 2013 2013 2014 2014 2015 2015 2016 2016

Academic Staff by Gender and Type of Appointment (2012-2016) (FTE)

Ongoing Limited Term Casual

15

Males in limited term positions is 32% when compared to females at 35%. Casual employment for both female and male

genders remains stable since 2012 at around 10% and 11%.

Figure 5 Gender Representation of Professional Staff by Type of Appointment


55% 57% 54% 58% 55% 57% 55% 57% 54% 58%

34% 32% 34% 31% 34% 31% 35% 33% 35% 32%

11% 11% 11% 11% 11% 11% 11% 10% 11% 10%

0%

20%

40%

60%

80%

100%

120%


2012 2012 2013 2013 2014 2014 2015 2015 2016 2016

Professional Staff by Gender and Type of Appointment (2012-2016) (FTE)

Ongoing Limited Term Casual

16

RECRUITMENT AND SELECTION QUT’s recruitment and selection policy is based on:

merit, underpinned by equal employment principles and anti-discrimination legislation

procedures which include attention to gender balance and cultural diversity in selection panels, and

training for panel members and chairs on equity principles, policy and procedures.

The University uses its best efforts to ensure that all applicant pools and selection panels reflect gender balance and support

staff diversity at QUT. The chair of the selection panel is responsible for ensuring that the panel complies with policies and

procedures and that due process is followed. The Equity Director can observe any selection process. Exemptions to the gender

balance of panels must be approved by the Human Resources Department or the Equity Director.

In addition to these policies, the focus has been on encouraging applications from women. Experience shows that once

women apply, they have an equal (or greater) chance of success as their male counterparts. Given the gap in gender

representation at senior levels, individualised, proactive search strategies have been pursued for some senior position

vacancies, and have been successful in increasing the number of female applicants.

In 2014, senior staff and Heads of School undertook a workshop on unconscious bias, including mitigating strategies to prevent

it. Staff in the STEM areas have engaged with unconscious bias workshops in 2016.

ACADEMIC STAFF

A gender gap still remains in applications for Academic staff positions with women forming only 36.76% of applicants.

Traditionally women have been more visible in applications for Academic Level A and B positions rather than positions at Level

C and above as shown in Figure 6 below, where women make up 43.44% of total Level A and 41.84% of total Level B

applicants.

Traditionally women have higher proportions in the success rates for Levels A, B and C when compared to Level D and E

positions. However, this is not the case in 2015, where women have a good success rate of 50% at Level D and 66.67% at Level

E positions.

Figure 6 2015 Academic staff applications and successful staff proportion by classification and gender

Source: eRecruit

43.44%

56.56%

41.84%

58.16%

37.89%

62.11%

11.02%

88.98%

24.29%

75.71%

33.33%

66.67%

45.83%54.17%

38.46%

61.54%

50.00% 50.00%

66.67%

33.33%

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

Level AFemale

Level AMale

Level BFemale

Level BMale

Level CFemale

Level CMale

Level DFemale

Level DMale

Level EFemale

Level EMale

Academic staff comparison of applicants vs. successful appointments at classication and gender (2015)

Proportion of applicants at classification Proportion of successful at classification

17

Early Career Academic Recruitment and Development Program (ECARD)

QUT’s Early Career Academic Recruitment and Development (ECARD) Program has been designed to provide newly appointed

staff with an excellent platform from which to build their academic careers. The ECARD program is developed and facilitated

by experts from across the University and offers a comprehensive suite of activities aimed at developing participants’ skills,

knowledge and abilities to help ensure their career success.

In addition to gaining valuable information about the tertiary education sector and access to support offered to academic staff

within QUT, those on the Program will have the opportunity to develop valuable alliances with staff across the University.

Former participants have found this relationship-building particularly beneficial.

QUT regards the ECARD program as a vital component in building our future and achieving our aspirations. The program

provides a great opportunity for early career academics to develop their potential and engage fully in a thriving University

community. Now in its tenth year, the program has proven its value, and those who have participated in the past have gone

on to establish themselves as successful academics and highly valued contributors to their disciplines and professions, and to

the QUT community.

Table 11 2015 ECARD APPLICANTS AND SUCCESSFUL STAFF BY FACULTY AND GENDER shows the number for 2015

ECARD applicants and numbers of staff who were successful in the program. The female proportion of applicants was 47%

(163 of 342), but of successfuls was 65% (13 of 20).

Table 11 2015 ECARD applicants and successful staff by faculty and gender

Faculty/Gender Number of ECARD applicants

Proportion of applicants in faculty

Number of successful ECARD

Proportion of successful in faculty

Business 39 1

Female 15 38.46% 1 100.00%

Male 24 61.54% 0 0.00%

Creative Industries 88 5

Female 43 48.86% 3 60.00%

Male 45 51.14% 2 40.00%

Education 28 0

Female 13 46.43% 0 0.00%

Male

15 53.57%

0 0.00%

Health 51 6

Female 35 68.63% 5 83.33%

Male 16 31.37% 1 16.67%

Law 68 5

Female 37 54.41% 2 40.00%

Male 31 45.59% 3 60.00%

Science & Engineering 68 3

Female 20 29.41% 2 66.67%

Male 48 70.59% 1 33.33%

Source: eRecruit

Vice Chancellor’s Research Fellowship Scheme (VCRF)

The Vice-Chancellor’s Research Fellowship Scheme has been established to promote and grow research capacity at QUT

through the appointment of high calibre research staff in identified areas. Successful applicants will be appointed in a faculty,

under the direct supervision of a senior academic member of staff.

Of the 13 VCRF appointments made in 2015, eight were women and five were men.

http://www2.qut.edu.au/jobs/ecard/

http://www2.qut.edu.au/jobs/ecard/

18

PROFESSIONAL STAFF

In 2015 women form the majority of applicants for all Professional vacancies for most classifications except HEWA level 2

(28.75%), HEWA level 8 (45.34%), HEWA level 10 (40.23%) and SSGD (4.44%) positions.

Women also have higher proportions in the success rates for all levels except for HEWA2 level (0.00%) and SSGD (0.00%)

positions.

Table 12 2015 Professional staff applications and successful staff by classification and gender

Classification Number of applications Proportion of applicants at classification

Number of successful Proportion of successful at classification

HEW2 80 1

Female 23 28.75% 0 0.00%

Male 57 71.25% 1 100.00%

HEW3 820 4

Female 544 66.34% 3 75.00%

Male 276 33.66% 1 25.00%

HEW4 2097 39

Female 1576 75.15% 33 84.62%

Male 521 24.85% 6 15.38%

HEW5 2005 35

Female 1472 73.42% 26 74.29%

Male 533 26.58% 9 25.71%

HEW6 1192 46

Female 743 62.33% 28 60.87%

Male 449 37.67% 18 39.13%

HEW7 956 36

Female 539 56.38% 24 66.67%

Male 417 43.62% 12 33.33%

HEW8 805 34

Female 365 45.34% 20 58.82%

Male 440 54.66% 14 41.18%

HEW9 223 11

Female 115 51.57% 8 72.73%

Male 108 48.43% 3 27.27%

HEW10 174 6

Female 70 40.23% 5 83.33%

Male 104 59.77% 1 16.67%

SSGA 120 5

Female 61 50.83% 4 80.00%

Male 59 49.17% 1 20.00%

SSGD 45 1

Female 2 4.44% 0 0.00%

Male 43 95.56% 1 100.00%

Source: eRecruit

19

STAFF DEVELOPMENT

TRAINING AND DEVELOPMENT PROGRAMS

Training and development activities continue to be a major focus of QUT’s program aimed at equal opportunity for women.

The three facets of QUT’s training and development programs are:

general awareness raising of equity issues amongst all staff, and managers in particular

specific women-only courses and career development opportunities to address identified issues for women

encouragement for women to access generic training and development courses, and career development opportunities which enhance women’s promotion and advancement opportunities.

Courses and career development opportunities targeted at women have been on offer for many years for all levels of staff at

QUT. In addition, programs and activities to enhance the development of female Academic and Professional staff at near-

senior and senior levels at QUT are also available. These include a mix of internal and external opportunities created through

cross-sectoral collaboration and partnerships.

The number of development courses offered by QUT’s Human Resources Department has significantly increased since 2004.

An online registration system for staff development activities is now operational through Staff Connect. This human resources

management system is used by QUT to manage information related to staff from recruitment to retirement. Staff Connect

streamlines record-keeping and administration and enables participants to register for all training including equity-related

training offered through the Equity Services Department.

Table 13 2015 Staff Development (i.e. Training) by employment kind and gender

Classification and gender Number of staff Proportion of staff doing training by employment kind

Academic 3100

Female 1989 64.2%

Male 1111 35.8%

Professional 6550

Female 4486 68.5%

Male 2064 31.5%

Source: Staff Connect

Women are well-represented among staff participating in staff development courses offered centrally through the Staff

Connect training registration system. In 2015 women represented 67.10% of staff development course attendees. Of the

academic staff that attended training, 64.20% were women and 35.80% men. Of the professional staff that attended

training, 68.50% were women and 31.50% men.

In order to increase the proportion of senior staff who are women QUT invests a significant amount in staff training and

development, particularly for senior staff. A women-only development stream complements, and is embedded with, other

training and development strategies.

In 2015, the Women in Leadership Committee provided development and support to QUT women through a number of initiatives which included the Women in Research Grant Scheme, Women in Research Speaker Events, Women in Research Writing Retreat and sponsorship of women to complete the Australian Institute of Company Directors Company Directors Course. The Quality Women in Leadership program operates every second year and was not held in 2015. $158,148 was spent on the initiatives listed in Table 14 below.

20

Table 14 shows the participation by faculty

Initiative Business Creative Industries

Education Health Law Science & Engineering

Other TOTAL

Women in Research Grant Scheme

3 3 1 3 0 2 2 14

Women in Research Showcase Speakers

2 2 2 2 2 1 0 11

Women in Research Writing Retreat

1 4 3 5 1 5 1 20

AICD Company Directors Course

2 1 1 1 0 0 0 5

Total 8 10 7 11 3 8 3 50

Source: HR Department QUT’s Mid-Career Academic Development (MCAD) Program provides participants with opportunities to enhance their

individual performance in current and future changing environments. The program is aimed at Level B and C Academics and

consists of a range of activities designed to provide knowledge and experience of key areas of University decision-making,

management and administration, and to develop skills in specific areas of higher education management.

Table 15 provides a breakdown of numbers of staff who attended leadership related courses in 2015. Again women are well-

represented among staff participating in leadership related staff development courses. Women made up 89.32% of

participants in comparison to men at 10.68%.

21

Table 15 Staff who attended leadership related courses - 2015

Course Code Female Male TOTAL

AD002 - Strategies for Student Success 94 68 162

AD003 - Assessment, Feedback and Evaluation 88 62 150

AD004 - Strategies for Academic Success 57 53 110

AIMFG - Facilitating Groups 10 2 12

AIMTD - Training Delivery Skills 2 5 7

ASCMA - ATEM - Strategies to Communicate More Assertively 5 4 9

ATMPI - ATEM - The Power of Influence 8 1 9

ATMPS - ATEM - Professional Presentation Skills 6 2 8

ATWPD - ATEM - Writing Persuasive Documents 10 2 12

CCRAS - Communication - from conflict to resolution 61 17 78

CPBYR - Career Planning Brand You Resume 11 11

CPCS - Career Planning Career SWOT 51 4 55

CPDPB - Career Planning Developing your Personal Brand 24 6 30

CPFYP - Career Planning Finding your Place 34 5 39

CPIP - Career Planning Interview Preparation 42 4 46

CPLSC - Career Planning Leading Self Through Change 32 4 36

CPMST - Career Planning Making Smooth Transitions 11 7 18

CPPL - Career Planning the Power of LinkedIn 19 2 21

CPSCS - Career Planning Shaping your Career Success 29 5 34

CPWCL - Career Planning Women Careers in Leadership 18 18

CPWE - Career Planning Writing Effectively 49 6 55

EC001 - Face-to-Face Presentations 32 18 50

EC003 - EC3 - Planning & Sharing Digital Media for Learning 3 5 8

ECA11 - ECARD Setting Up Career Success 22 13 35

ECA12 - ECARD Grant Writing/Research Grants 24 13 37

ECA15 - ECARD Residential 31 15 46

ECA34 - ECARD Research Quality and Impact 28 15 43

ECA37 - ECARD Emerging Topics in Academia 18 13 31

ECAD1 - Welcome to ECARD 29 14 43

ECADF - ECARD Participant Completion List 30 15 45

ECADT - ECARD Transition 26 13 39

ECG12 - ECARD-GCAP 001 Learners and Learning Engagement 13 8 21

ECG13 - ECARD-GCAP 001 Effective Comm in Acad Contexts 19 12 31

ECG15 - ECARD-GCAP 001 Advanced Effective Comm: A 17 12 29

ECG34 - ECARD-GCAP 003 Foundations of Research 6 3 9

ECGLT - ECARD/GCAP - Commencing Learning and Teaching 4 2 6

ELS00 - Learning Design: Customised Training 39 19 58

EQAW1 - Assertiveness at Work for Women 26 26

LOP1 - Leading Others Program Day 1 26 10 36



LSSCT - Leading & Supporting Staff Through Critical Times 34 12 46

MCA11 - MCAD Program Review 15 6 21

MCA21 - MCAD Engagement & Collaboration 14 5 19

MCA26 - MCAD Career Planning 13 6 19

MCA29 - MCAD Developing a Research Profile 14 6 20

MCA31 - MCAD from Teaching to Learning 13 3 16

MCA32 - MCAD Program Workload & Time Management 14 5 19

MCAD1 - MCAD Program Welcome and Introduction 17 5 22

MCAD3 - MCAD Residential 16 6 22

MCADF - MCAD Finales 16 6 22

PMCIV - Project Management Certificate IV 8 8 16

PPRAP - Performance Coaching for Prof & Acad Supervisors 23 12 35

PROMN - Promotion Sessions for Academic Staff 22 14 36

REAL1 - realeadership program - Module 1 16 10 26




REALM - realeadership Masterclasses 20 12 32

TOTAL 1388 166 1554


22

EQUITY TRAINING

The Equity Services Department provides a variety of training programs related to staff and student equity in higher education

as part of the University’s commitment under the QUT Blueprint 4 to foster an environment which encourages and promotes

equity, cultural diversity and creates a discrimination-free environment where all staff and students can prosper.

The Department provided 6 different modules of equity training as outlined in Table 16. The majority of staff who attended

the training sessions in 2015 were female (62.36%). Table 16 shows the proportion of attendees by gender who attended

each training session.

Table 16 Attendance proportions by training session, staff type and gender - 2015

Course Code Female Male TOTAL

EQAW1 - Assertiveness at Work for Women 26 0 26

EQCCW - Cultural Competence Workshop 664 352 1016

EQDIS - Supporting Students with a Disability, Injury 30 13 43

EQLIS - Supporting Low-Income Students at QUT 16 7 23

EOOL1 - EO Online: Fair play on campus Module 1 730. 463. 1193

EOOL2 - EO Online: Fair play on campus Module 2 174. 155. 329

TOTAL 1640 990 2630



23

HIGHER DUTIES AND CONCURRENT APPOINTMENTS In 2015, women represented 56.97% of Academic staff who performed higher duties in another position or held concurrently. Women represented 71.22% of Professional staff

acting in a more senior position in 2015.

Table 17 contains a breakdown of staff on higher duties or concurrent appointments by organisational area.

Table 17 Higher duties and concurrent appointments by classification and gender – 2015

Faculty/Division/Institute Academic Professional

Female Male Female % Male % Academic Total Female Male Female % Male % Professional Total

113 - Faculty of Education 50 6 89.29% 10.71% 56 19 0 100.00% 0.00% 19

115 - Faculty of Health 120 88 57.69% 42.31% 208 117 24 82.98% 17.02% 141

117 - Faculty of Law 37 12 75.51% 24.49% 49 33 13 71.74% 28.26% 46

118 - QUT Business School 23 24 48.94% 51.06% 47 115 15 88.46% 11.54% 130

121 - Creative Industries Faculty 64 85 42.95% 57.05% 149 85 6 93.41% 6.59% 91

123 - Caboolture 2 0 100.00% 0.00% 2 8 0 100.00% 0.00% 8

124 - Institute of Health Biomedical Innovation (IHBI)

0 1 0.00% 100.00% 1 23 12 65.71% 34.29% 35

129 - Institute for Future Environments

0 0 0.00% 0.00% 0 17 4 80.95% 19.05% 21

132 - Science and Engineering Faculty

51 55 48.11% 51.89% 106 105 42 71.43% 28.57% 147

161 - Chancellery 15 6 71.43% 28.57% 21 47 3 94.00% 6.00% 50

164 - Technology, Information and Learning Support

0 0 0.00% 0.00% 0 200 217 47.96% 52.04% 417

165 - Division of International and Development

1 0 100.00% 0.00% 1 110 38 74.32% 25.68% 148

166 - Division of Research and Commercialisation

5 1 83.33% 16.67% 6 63 13 82.89% 17.11% 76

167 - Administrative Services 0 0 0.00% 0.00% 0 340 50 87.18% 12.82% 390

168 - Division of Finance and Resource Planning

0 0 0.00% 0.00% 0 114 127 47.30% 52.70% 241

Grand Total 368 278 56.97% 43.03% 646 1396 564 71.22% 28.78% 1960

24

ACADEMIC QUALIFICATIONS A doctorate is an eligibility requirement for Academic Level C positions and above, and is increasingly being invoked at level B. In 2015, 74.18% of female Academic staff held PhDs

compared to 79.90% of male Academic staff. The numbers of Academic staff who hold PhDs by faculty, division and institute and by gender is shown in Table 18.

Table 18 PhD numbers by organisational area and gender – 2015

Gender Female Female Totals Male Male Totals TOTALS

Qualification PhD No PhD PhD No PhD

Organisational Area Headcount FTEs Headcount FTEs Headcount FTEs Headcount FTEs Headcount FTEs Headcount FTEs Headcount FTEs

113 - Faculty of Education 77 75.00 12 10.80 89 85.80 17 16.50 3 3.00 20 19.50 109 105.30

115 - Faculty of Health 197 175.71 76 64.21 273 239.92 136 131.40 36 31.40 172 162.80 445 402.72

117 - Faculty of Law 29 27.90 18 17.10 47 45.00 20 19.60 15 14.50 35 34.10 82 79.10

118 - QUT Business School 74 72.80 9 9.00 83 81.80 69 68.30 11 10.60 80 78.90 163 160.70

121 - Creative Industries Faculty

67 61.30 40 29.35 107 90.65 58 54.18 37 31.60 95 85.78 202 176.43

123 - Caboolture 0 0.00 0 0.00 0 0.00 0 0.00 1 1.00 1 1.00 1 1.00

124 - Institute of Health Biomedical Innovation (IHBI)

1 1.00 1 1.00 2 2.00 4 4.00 1 1.00 5 5.00 7 7.00

129 - Institute for Future Environments

0 0.00 0 0.00 0 0.00 2 2.00 1 1.00 3 3.00 3 3.00

132 - Science and Engineering Faculty

128 119.21 15 13.10 143 132.31 341 325.67 49 40.83 390 366.50 533 498.81

161 - Chancellery 7 6.60 8 7.80 15 14.40 3 3.00 3 1.80 6 4.80 21 19.20

165 - Division of International and Development

2 2.00 25 22.01 27 24.01 2 2.00 9 9.00 11 11.00 38 35.01

166 - Division of Research and Commercialisation

6 4.40 0 0.00 6 4.40 3 2.40 0 0.00 3 2.40 9 6.80

168 - Division of Finance and Resource Planning

0 0.00 0 0.00 0 0.00 1 1.00 0 0.00 1 1.00 1 1.00

QUT WIDE 586 545.91 204 174.37 790 720.29 656 630.05 165 145.73 821 775.79 1611 1496.07

Source: HR Department

25

PROFESSIONAL DEVELOPMENT PROGRAM The Professional Development Program for Professional Staff (PDP-PS) supports professional staff to undertake professional development programs. Such programs are expected to enhance the vocational knowledge and skills of the staff member on a personal level, with respect to current and future employment at QUT and to be aligned with the strategic priorities of QUT and the staff member's faculty/institute/division.

The broad objectives of professional development programs are to enable staff periodically to work outside the University in order to:

•maintain and improve professional and vocational knowledge

•obtain practical experience in the workplace in activities not available in the University

•where appropriate, undertake specialised project work as approved by the University

•attend conferences and make study visits.

PDP-PS is a benefit that may be offered to eligible staff when circumstances permit. As such it should not be regarded by staff as an entitlement. The staff member's organisational area will make the initial determination of the suitability of a program and make a recommendation for approval based on:

•the nature of the project proposed;

•available resources, including funding available to supplement central funding;

•the staff member's capacity to benefit from the proposed project;

•the relative merit of the application with respect to QUT's strategic objectives.

The Professional Development Program (PDP) for Professional staff, which includes paid leave for learning opportunities, has

been very successful in providing opportunities for staff to access conferences, seminars and other avenues of development.

A total of $90,025 was spent on PDP in 2015. Of the 76 successful applicants for professional development programs 76.31%

were women. The majority of successful female applicants were situated in DAS and the Faculty of Health. Table 19 and

Table 20 show the applicant and successful PDP numbers for 2014.

Table 19 PDP applicants including successful applicants by gender and funding – 2015

PDP Round # of applications # approved &

attended

Funding allocated

# M F # M F

April 44 12 32 44 12 32 $49,873

October 32 6 26 32 6 26 $40,152

Total 76 18 58 76 18 58 $90,025


26

Table 20 PDP successful applicants by organisational area participation and gender – 2015

Area # of participants Male Female

Business 1 0 1

Creative Industries 2 1 1

Education 1 0 1

Health 14 3 11

Law 1 0 1

Science and Engineering 17 10 7

Chancellery 3 0 3

DAS 20 2 18

FRP 0 0 0

I&D 8 0 8

Office of Commercial Services 1 0 1

R&C 6 1 5

TILS 2 1 1

Caboolture 0 0 0

Institutes 0 0 0

Total 76 18 58


27

PROMOTION

ACADEMIC STAFF

The personal promotion process for Academic staff at QUT is located at faculty level for promotion to Lecturer (Level B) and

Senior Lecturer (Level C); and at university level for Associate Professor (Level D) and Professor (Level E). The policy includes

references to equity-related accommodations, and it was amended in 2004 to take into account appropriate representation

on selection panels when Indigenous staff apply.

Of staff promoted to Level B and Level C in 2015, 60.86% were women and 39.14% were men.

Table 21 Academic promotions by faculty and level (LEVB and LEVC) - 2015

Faculty LEVB LEVC

Female 1 13

113 - Faculty of Education 0 4

115 - Faculty of Health 0 2

117 - Faculty of Law 0 3

121 - Creative Industries Faculty 0 2

132 - Science and Engineering Faculty 1 1

161 - Chancellery 0 1

Male 2 7

113 - Faculty of Education 0 0

115 - Faculty of Health 2 2

117 - Faculty of Law 0 0

118 - QUT Business School 0 1

121 - Creative Industries Faculty 0 2

132 - Science and Engineering Faculty 0 2

Grand Total 3 20

In 2015, women had higher success rates for Level D and Level E at 60% and 100% respectively. In comparison men’s success

rates at Level D and Level E were 56% and 67%.

In 2015, six women and ten men were appointed at level E, and 15 women and 16 men appointed at level D.

Further statistics pertaining to academic promotions can be found in the QUT Promotions Historic Trend Data Report (2011-

2015) which can be accessed from the Academic tab in the Quality Dashboard via Business Objects Reports.

https://reporting.qut.edu.au/BOE/BI/

28

STAFF SATISFACTION The Staff Opinion Survey is conducted triennially. The last survey was conducted in 2014. The survey aimed to measure

employee satisfaction in various areas such as organisational commitment, job satisfaction and staff intention to stay at QUT.

The surveys assist with university strategic planning, identify initiatives to improve QUT’s work environment and evaluate

effectiveness of actions implemented following the previous survey. Most relevant to this report are the areas related to

gender equity which include the supportive environment, career opportunities, wellness, and the code of conduct.

At QUT overall, 2993 staff responded to the survey with 61% of the respondents being women. The Staff Opinion Survey of

2014 showed that 85% of staff felt positively about job satisfaction and 83% about organisational commitment. Women’s

responses were more positive that those for men in relation to organisational commitment at 84%. Table 22 contains the

survey results by survey areas and gender.

Table 22 2014 QUT Staff Opinion Survey Results by survey area and gender

Survey Area QUT Overall Male Female

Responses 2993 1161 1832

Passion (Engagement) 81% 80% 82%

Organisational Commitment 83% 82% 84%

Job Satisfaction 85% 86% 85%

Intention to Stay 74% 73% 75%

Organisational

Commitment

I feel a sense of loyalty and commitment to QUT 87% 85% 88%

I am proud to tell people that I work for QUT 89% 86% 90%

I feel emotionally attached to QUT 70% 68% 71%

I am willing to put in extra effort for QUT 88% 88% 89%

Job Satisfaction My work gives me a feeling of personal accomplishment 85% 85% 85%

I like the kind of work I do 89% 90% 88%

Overall, I am satisfied with my job 82% 83% 82%

Intention to Stay I am likely to still be working at QUT in two years time 80% 79% 80%

I would like to still be working at QUT in five years time 74% 72% 75%

I can see a future for me at QUT 69% 67% 70%

Survey Action Feedback from staff is acted upon at QUT 61% 59% 61%

I received feedback about the results of the previous survey I

completed at QUT

76% 75% 77%

I have seen improvements at QUT resulting from the

previous survey

57% 52% 59%


29

UNIVERSITY-WIDE COMMITTEES Historically women’s representation on University-wide committees has been consistently lower than that of men. However,

the overall gender balance has improved in 2015, with women making up 48.16% of the total numbers. Table 23 shows the

proportion of women in comparison to men on all the university-level committees in 2015. A positive upward trend can be

seen for women’s representation on these committees.

Table 23 – 2015 Representation of staff on university-wide committees by gender

University Committee Name Female Male Total Female % Male %

Alumni Board 7 7 14 50.00% 50.00%

Appeals Committee 3 7 10 30.00% 70.00%

Audit and Risk Management Committee 4 4 8 50.00% 50.00%

Curriculum Standards Reference Group 6 3 9 66.67% 33.33%

Indigenous Education and Employment Committee 8 6 14 57.14% 42.86%

International Strategy Committee 4 7 11 36.36% 63.64%

Investments and Borrowings Committee 2 5 8 25.00% 75.00%

Planning and Resources Committee 6 9 16 37.50% 62.50%

Programs Executive Committee 2 5 7 28.57% 71.43%

Student Misconduct Committee 3 2 5 60.00% 40.00%

University Academic Board 21 20 41 51.22% 48.78%

University Council 8 14 22 36.36% 63.64%

University Health, Safety and Environment Committee 5 9 14 35.71% 64.29%

University Learning and Teaching Committee 19 6 25 76.00% 24.00%

University Research and Innovation Committee 11 10 21 52.38% 47.62%

Vice Chancellor's Advisory Committee 9 11 20 45.00% 55.00%

TOTAL 118 125 245 48.16% 51.84%

Source: Governance and Legal Services

30

MATERNITY/PARENTAL LEAVE, PREGNANCY,

POTENTIAL PREGNANCY AND BREASTFEEDING QUT has a long standing and ongoing commitment to addressing work and family issues and helping staff to achieve a

greater balance between their work, study and personal lives. The University has a number of both formal and informal

policies and programs to assist staff manage work and family responsibilities.

QUT is committed to a policy of equal opportunity and freedom from all forms of discrimination as determined by legislation

or by Council. QUT’s Equal Opportunity policy includes the aims to eliminate unlawful discrimination against staff and

students on the basis of pregnancy, family responsibilities and breastfeeding. Information around family-friendly policies

and information on parenting rooms and childcare is available via the links below:

https://qutvirtual4.qut.edu.au/group/staff/people/resources-for-managers/manager-support/supporting-staff

https://www.qut.edu.au/about/services-and-facilities/all-services/childcare

Paid maternity and adoption leave entitlements now include 26 weeks of paid leave, and provisions for flexible payment of

entitlements (up-front lump sum or fortnightly payments on full or half-pay). Staff who are not eligible for paid maternity

leave (i.e. casual staff employed for 12 months or less) are entitled to 52 weeks unpaid parental leave.

QUT’s Parental leave policy grants staff leave for up to 52 weeks and states that “The University will not refuse employment

or dismiss a staff member, or take any other action that disadvantages a staff member on the grounds of pregnancy, possible

pregnancy, a request for parental leave, or a possible request for parental leave.” (QUT Policy B/6.6).

Partner leave is also available and comprises both short-term paid leave of up to five days to be taken at the time of the birth

of a child or adoption of a child, and long-term unpaid leave of up to 52 weeks for staff who become the primary carer for a

new child.

In 2015, 264 staff took maternity or parental leave. Women represented 77.65% of those who took leave, with 116 of women

taking maternity leave and the remainder (89) taking other types of leave. Of the women staff on maternity or parental leave,

27.59% were academic and 72.41% professional staff. Table 24 has a breakdown on staff who look maternity and other types

of parental leave with a breakdown by gender, staff category and type of leave.

Table 24 Staff on maternity and other types of parental leave - 2015

Position Category/Gender

Maternity Leave (Full Pay)

Maternity Leave/Work return (Full Pay)

Maternity Leave (No Pay)

Parenting Leave (No Pay)

Partner Leave (Full Pay)

Partner Leave (No Pay)

Grand Total

Academic 33 17 0 19 25 0 94

Female 32 16 0 19 0 0 67

Male 1 1 0 0 25 0 27

Professional 84 9 7 39 27 4 170

Female 84 9 7 37 1 0 138

Male 0 0 0 2 26 4 32

Grand Total 117 26 7 58 52 4 264


https://qutvirtual4.qut.edu.au/group/staff/people/resources-for-managers/manager-support/supporting-staff

https://www.qut.edu.au/about/services-and-facilities/all-services/childcare

http://www.mopp.qut.edu.au/B/B_06_06.jsp

31

Of all the women who resigned or left QUT in 2015, 20 were by staff on maternity or parental leave. A breakdown by

faculty/division/institute is provided in Table 25.

Table 25 Resignations and separations after maternity or parental leave by organisational area and gender –

2015

Faculty/Division/Institute Number of Staff

Faculty of Health 10

Resignation 5

End Fixed TermAppt(non-renewable) 5

Creative Industries Faculty 3

Resignation 2

End Fixed TermAppt(renewable)didn't seek renewal 1

Science and Engineering Faculty 4

Resignation 2

End Fixed TermAppt(renewable)didn't seek renewal 2

Division of Research and Commercialisation 1


Administrative Services 2


Grand Total 20


32

RESIGNATION AND SEPARATION There were a total of 818 resignations and separations QUT-wide in 2015. Table 26 has the proportion of staff within each

faculty, division and institute that resigned in 2015. There were higher proportions of males resigning than females in all

organisational units.

Table 26 – 2015 Resignations and Separations by faculty/division/institute and gender

Headcount in faculty/division/institute

Headcount resigned/separated in faculty/division/institute

% of staff resigned/separated in faculty/division/institute

Organisational Area vs Gender Female Male Female Male Female % Male %

Faculty of Education 140 26 15 6 10.71% 89.29%

Faculty of Health 520 227 124 55 23.85% 76.15%

Faculty of Law 92 43 13 4 14.13% 85.87%

QUT Business School 215 111 30 13 13.95% 86.05%

Creative Industries Faculty 169 133 45 27 26.63% 73.37%

Caboolture 15 5 1 0 6.67% 93.33%

Institute of Health Biomedical Innovation (IHBI)

34 26 7 3 20.59% 79.41%

Institute for Future Environments 45 58 10 12 22.22% 77.78%

Science and Engineering Faculty 297 498 68 100 22.90% 77.10%

Chancellery 67 20 22 6 32.84% 67.16%

Technology, Information and Learning Support 245 279 59 27 24.08% 75.92%

Division of International and Development 141 50 34 12 24.11% 75.89%

Division of Research and Commercialisation 97 25 19 9 19.59% 80.41%

Administrative Services 335 93 51 21 15.22% 84.78%

Division of Finance and Resource Planning 122 120 12 13 9.84% 90.16%

TOTAL 2528 1713 510 308 20.17% 79.83%


33

PAY EQUITY The overall pay gap at QUT has been gradually improving over time. It was 12.10% in 2015 and 12.27% in 2014. Figure 7

shows the pay gap between 2009 and 2016. It is on par with the education and training industry average of 13.40% and much

better than all-industries average of 17.30% (Gender pay gap statistics, Workplace Gender Equality Agency, March 2016).

Currently the gap for academic staff is 4.93% and for professional staff it is 7.61%. At individual classification level, there are

no significant gender gaps, indicating that men and women are being paid similar rates for similar work. The overall gap arises

from the occupational segregation of the university workforce with large numbers of women in lower-paid admin/clerical

roles.

Figure 7 – Gender Pay Gap – 2009 - 2016

It is not uncommon across all industries to find over-award payments, particularly those which are negotiated outside of the

Enterprise Bargaining/award to display a gender gap. Since 2013, QUT has analysed market and management loadings to

assess how many people are receiving these loadings and what dollar amounts they are receiving.

In summary, they show that more men than women receive loadings, in numbers not consistent with their representation in

the workforce; and that on average, men receive higher dollar amounts.

Table 27 shows the differences between male and female recipients of loadings in terms of the dollar amounts they receive.

The gap percentage is calculated by taking the average hourly dollar rate received by women and dividing it by the average

hourly rate received by men, and expressing this as a percentage. This percentage is then taken away from 100% to generate

a gap percentage. If the gap is negative, it indicates the female dollar average is less than men’s. Table 27 indicates that, for

both market and management loadings, in all years since 2013, the loadings gap is in the negative.

34

Table 27 Overall trends – gender pay gap (female average – male average) 2013 – 2016 in market and

management loadings

Year Academic Professional

Market loadings Management

loadings

Total loadings Market loadings Management

loadings

Total loadings

2013 -44.66% -11.75% -37.87% -4.19% -36.17% -28.33%

2014 -31.74% -31.66% -34.55% 5.79% -35.46% -20.32%

2015 -21.75% 43.66% -27.50% -5.59% 0.00% -5.59%

2016 -12.00% 47.02% -20.88 -15.08% 0.00% -15.08%

Data source – Payroll BO Report

Table 28 outlines the numbers of academic staff receiving the loadings and compares that to men and women’s

representation at each level. For example, about 47% of all level C staff are female. In 2016, 14% of all recipients of market

loadings at that level were female. All things being equal, we would expect the proportion of recipients to more closely match

their representation. By contrast, 83% of management loadings for level C (5 out of 6) go to women.


Academic staff – 2016

Classification Proportion of level, by

head count

Head count of

market loading

recipients

Proportion of market

loading recipients

Head count of

management loading

recipients

Proportion of

management loading

recipients


Level A 54.65% 45.35% 0 1 0.00% 100.00% 0 0 0.00% 0.00%

Level B 55.67% 44.33% 7 9 43.75% 56.25% 1 0 100.00% 0.00%

Level C 47.25% 52.75% 2 12 14.29% 85.71% 5 1 83.33% 16.67%

Level D 43.67% 56.33% 2 16 11.11% 88.89% 4 7 36.36% 63.64%

Level E 37.81% 62.19% 19 62 23.46% 76.54% 5 18 21.74% 78.26%

Total 49.06% 50.94% 30 100 23.08% 76.92% 15 26 36.59% 63.41%

Data source – WGEA BO Payroll Report and BICC Staff Equity Analysis BO Report

For market loadings, all academic levels show that a higher prop ortion of men, than indicated by their

representation, are recipients. For management loadings, this imbalance oc curs only at levels D and E.

35

Table 29 outlines the numbers of academic staff and the dollar amounts at each level. For academic male and female

recipients of market loadings and management loadings, differences in the dollar amounts are small at all levels except

management loadings for female level Ds which is higher in comparison to males.

Table 29 Hourly rate by gender for market and management loadings (academic staff) – 2016

Classification Market loadings Management loadings

Female Male Female Male

Level A $0.00 $2.69 $0.00 $0.00

Level B $5.20 $3.24 $5.30 $0.00

Level C $4.17 $7.02 $6.84 $6.67

Level D $8.64 $10.43 $10.92 $3.49

Level E $21.92 $24.66 $7.76 $6.26

Total $15.95 $18.12 $8.13 $5.53

Data source – WGEA BO Payroll Report

Overall, even though 49% of all academics are female and 50% are male, only 23% of females in comparison to 76% of males

receive market loadings. This is the same trend for academic staff management loadings, where 36% of female in comparison

to 63% of males receive management loadings.

36

Table 30 outlines the numbers of professional staff receiving the loadings and compares that to men and women’s

representation at each level.


Professional staff – 2016

Classification Proportion of level, by

head count

Head count of market

loading recipients

Proportion of market

loading recipients

Head count of

management loading

recipients

Proportion of

management loading

recipients


HEWA 01 50.00% 50.00% 0 0 0.00% 0.00% 0 0 0.00% 0.00%

HEWA 02 9.09% 90.91% 0 0 0.00% 0.00% 0 0 0.00% 0.00%

HEWA 03 58.75% 41.25% 0 0 0.00% 0.00% 0 0 0.00% 0.00%

HEWA 04 80.39% 19.61% 1 0 100.00% 0.00% 0 0 0.00% 0.00%

HEWA 05 73.37% 26.63% 6 0 100.00% 0.00% 0 0 0.00% 0.00%

HEWA 06 66.28% 33.72% 6 5 54.55% 45.45% 0 0 0.00% 0.00%

HEWA 07 63.50% 36.50% 3 4 42.86% 57.14% 0 0 0.00% 0.00%

HEWA 08 61.27% 38.73% 23 15 60.53% 39.47% 0 0 0.00% 0.00%

HEWA 09 52.23% 47.77% 11 4 73.33% 26.67% 0 0 0.00% 0.00%

HEWA 10 52.78% 47.22% 12 15 44.44% 55.56% 0 0 0.00% 0.00%

Above HEWA 10 59.04% 40.96% 0 0 0.00% 0.00% 0 0 0.00% 0.00%

Total 66.04% 33.96% 62 43 59.05% 40.95% 0 0 0.00% 0.00%

Data source – WGEA BO Payroll Report and BICC Staff Equity Analysis BO Report

For example, about 52% of all HEW 10 staff are female. In 2016, 44% of all recipients of market loadings at that level were

female. All things being equal, we would expect the proportion of recipients to more closely match their representation.

Discounting those levels with small numbers, it is HEA9 where a significant gender gap appears.

37

Table 31 outlines the numbers of professional staff and the dollar amounts at each level. For professional male and female

recipients of market loadings and management loadings, differences in the dollar amounts are small at all levels.

Table 31 Hourly rate by gender for market and management loadings (professional staff) – 2016

Classification Market loadings Management loadings

Female Male Female Male

HEWA 01 $0.00 $0.00 $0.00 $0.00

HEWA 02 $0.00 $0.00 $0.00 $0.00

HEWA 03 $0.00 $0.00 $0.00 $0.00

HEWA 04 $2.87 $0.00 $0.00 $0.00

HEWA 05 $3.18 $0.00 $0.00 $0.00

HEWA 06 $5.24 $4.10 $0.00 $0.00

HEWA 07 $4.45 $4.53 $0.00 $0.00

HEWA 08 $5.88 $4.78 $0.00 $0.00

HEWA 09 $5.04 $6.15 $0.00 $0.00

HEWA 10 $9.55 $11.26 $0.00 $0.00

Above HEWA 10 $0.00 $0.00 $0.00 $0.00

Total $6.00 $7.07 $0.00 $0.00

Data source – WGEA BO Payroll Report

Overall, even though 66% of all professional staff are female and 33% are male, only 59% of females in comparison to 40% of

males receive market loadings.

38

WOMEN IN RESEARCH With regard to the University’s research efforts, the focus has been on two elements: encouraging research outcomes which

have a positive impact on disadvantaged and marginalised groups and ensuring the research community is diverse and

inclusive. In terms of analysing the gender imbalance, it is useful to compare undergraduate, postgraduate and employment

rates of representation. This gives some indication of whether we are ‘growing our own’ researchers from our student body.

Table 32 shows that the line of progression for women ‘leaks’ at significant points which tend to be faculty specific, for

example undergraduate students going on to higher degree studies and higher degree students moving into academic careers.

The Faculties of Science & Engineering and Health have notable gaps between their proportions of postgraduates and

academics.

Table 32 Percentage of female students* and staff^ by faculty/division and course level or employment

classification – as at March 2016

2016 Students (EFTSL) Academic Staff FTE

Student type Salary Group

Facu

lty/

Div

isio

n

Tota

l UG

(EF

TSL)

Oth

er

PG

HD

Cou

rsew

ork

HD

Re

sear

ch

Tota

l PG

Leve

l A

Leve

l B

Leve

l C

Leve

l D

Leve

l E

Leve

l D &

E

Tota

l Aca

dem

ic

QUT Business School

49.65% 56.56% 51.49% 50.04% 51.22% 57.14% 60.66% 47.09% 42.86% 46.38% 45.05% 50.90%

Creative Industries Faculty

64.59% 71.59% 52.28% 58.89% 56.82% 34.73% 57.57% 54.83% 48.72% 33.83% 39.75% 50.82%

Faculty of Education

70.65% 57.22% 85.02% 67.37% 81.17% 100.00% 77.27% 80.65% 75.41% 89.58% 82.67% 80.94%

Faculty of Health

72.01% 70.91% 72.83% 63.20% 68.41% 73.07% 67.67% 51.16% 48.88% 50.75% 50.02% 59.56%

Faculty of Law 61.57% 63.65% 51.05% 63.28% 58.43% 56.52% 66.67% 62.12% 60.00% 36.65% 44.67% 56.34%

Science and Engineering Faculty

19.26% 33.54% 32.69% 33.55% 33.29% 37.65% 33.54% 23.58% 23.24% 10.09% 14.49% 26.74%

University Wide

60.71% 0.00% 82.47% 0.00% 82.47% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Institutes 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 33.33% 0.00% 0.00% 25.00% 20.00% 20.00%

Grand Total 55.54%

61.27%

59.66%

48.46% 54.48% 51.25% 54.18% 45.77% 43.84% 35.42% 38.57% 47.09%

* EFTSL of domestic students enrolled in an award course ^ FTE of all Academic staff (tenured and limited term) (Note: Academic staff who work in Divisions haven’t been included in the numbers above)

39

CAREER DEVELOPMENT ACTIVITIES

The focus by the Federal Government on research funding for universities in the recent past increased the pressure on all

Academic staff to concentrate on this area of their portfolio.

In 2015, the Women in Leadership Committee provided development and support to QUT research women through a number

of initiatives which included the Women in Research Grant Scheme, Women in Research Speaker Events and the Women in

Research Writing Retreat.

The Women in Research Grant scheme is sponsored by the Women in Leadership (WIL) Committee and Division of Research and Commercialisation. The broad aim of the Women in Research Grant Scheme is to assist academic women in the early part of their research career to enhance their research expertise and track records through completion of their PhD, publishing articles, or progressing research projects. The scheme is particularly aimed at women who have experienced career breaks or barriers which have impacted on their ability to access research opportunities. A number of grants were available in 2015 with the maximum amount of funding per grant being $5,000. Each grant was

dependent on an equal contribution from the applicant’s Faculty, either cash or in-kind. The total Women in Research Grant

Scheme budget for 2015 was $65,000 which comprised of $15,000 from the Women in Leadership budget and $50,000 from

the Division of Research and Commercialisation. This is the second year where the DVC, Research and Commercialisation’s

contribution has significantly increased the scale of the scheme. All indications are that demand for these grants continues to

exceed supply. 17 applications were received and a total of 14 grants were awarded. Table 33 shows the breakdown by

faculty/division and WIR grant amount.

Table 33 – Amount spent – Women in Research Grant Scheme by faculty/division/institute

Faculty/Division WIR Grant (matched by Faculty)

Chancellery $5,000

Creative Industries $4,980

Science and Engineering $5,000

Health $4,875

Health $5,000

Business $4,981


Education $3,862


Business $4,700

Business $5,000

Health $4,076

Science and Engineering $4,964

Chancellery $5,000

TOTAL $67,130


40

In 2015 the Women in Leadership Committee hosted two special events as part of a response to recommendation 6a from the ‘Gender equity, research, and related issues at QUT’ report. This recommendation stated ‘that research-related achievements of QUT women would be acknowledged and made more visible through a range of means; and that the WIL Committee (and WIR Sub-Committee) liaise with relevant areas to develop more vibrant University-wide networking opportunities for female staff’. The aim was to create opportunities to celebrate the achievements of some of QUT’s mid-career women researchers who are making an impact in their respective fields. There were two events showcasing presentations from 6 mid-career researchers, which were well attended with between 80 – 100 guests, and successfully enabled opportunities for visibility and networking. The Women in Research Sub-Committee held its inaugural Women in Research Writing Retreat in November 2015. The retreat aims were to facilitate increased research output for early to mid-career researchers with a focus on completion of a single publication. A half day planning workshop was held one week prior to the retreat to ensure all participants were ready to write.

COMPETITIVE RESEARCH GRANTS

Table 34 shows trend series data with the gender break-down of (first-named) applicants for competitive research grants by

faculty, division and institute. In 2015 women made up 43.29% of the total applicants.

Table 35 shows trend series data with the gender break-down of (first-named) successful applicants for competitive research

grants by faculty, division and institute.

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Table 34 Number of applications for competitive research grants by faculty and gender, 2012 - 2015

Faculty/Institute/Division 2012 2013 2014 2015

Total QUT

Investigators

Male Female Total QUT

Investigators


Investigators


Investigators

Male Female

Business 85 33 52 85 44 41 99 52 47 107 51 56

Creative Industries 142 74 68 146 76 70 104 56 48 124 54 70

CTCB 19 17 2 7 7 0

Divisional 14 6 8 25 6 19 21 5 16 19 4 15

Education 117 28 89 145 34 111 99 19 80 74 20 54

Health 611 252 359 697 311 386 797 347 450 959 419 540

Institute Only 15 12 3 12 11 1 26 23 3 24 22 2

Law 47 20 27 59 23 36 52 23 29 33 20 13

Science & Engineering 556 450 106 660 520 140 785 615 170 769 606 163

Grand Total 1606 892 714 1836 1032 804 1983 1140 843 2109 1196 913

Source: Office of Research

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Table 35 Number and proportion of successful staff for competitive research grants by faculty and gender, 2012- 2015

2012 2013 2014 2015

Category Female

Successful

%

Female

Successful

Male

Successful

%

Male

Successful

Female

Successful

%

Female

Successful

Male

Successful

%

Male

Successful

Female

Successful

%

Female

Successful

Male

Successful

%

Male

Successful

Female

Successful

%

Female

Successful

Male

Successful

%

Male

Successful

Australian

Competitive

Grants

66 19% 88 23% 71 17% 109 20% 72 16% 136 24% 59 15% 106 16%

Other Public

Sector

Grants

18 39% 26 36% 17 55% 41 48% 33 42% 46 34% 35 47% 16 24%

Industry and

other Grants

31 42% 36 49% 34 40% 46 47% 52 37% 48 35% 61 28% 72 30%

All 115 25% 150 28% 122 23% 196 27% 157 24% 230 28% 155 22% 194 20%


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PUBLICATIONS

In 2016 women represented 40.03% of first-named QUT Authors of HERDC (Higher Education Research Data Collection)1 Distribution of QUT Authors by faculty, division or institute

is outlined in Table 36.

Table 36 QUT authors of Publications by faculty/institute and gender, 2013 -2016

2013 2014 2015 2016

Faculty/Division/Institute Male Female Male % Female %

Male Female Male % Female %



Business 133 112 54.29% 45.71% 120 130 48.00% 52.00% 156 153 50.49% 49.51% 173 170 50.44% 49.56%

Creative Industries 170 169 50.15% 49.85% 129 152 45.91% 54.09% 154 159 49.20% 50.80% 133 190 41.18% 58.82%

Centre for Tropical Crops & Biocommodities

68 4 94.44% 5.56% 48 8 85.71% 14.29% 0 0 0.00% 0.00% 0 0 0.00% 0.00%

Divisional 17 25 40.48% 59.52% 16 20 44.44% 55.56% 21 20 51.22% 48.78% 8 27 22.86% 77.14%

Education 105 283 27.06% 72.94% 93 270 25.62% 74.38% 66 230 22.30% 77.70% 61 267 18.60% 81.40%

Health 628 658 48.83% 51.17% 735 746 49.63% 50.37% 759 816 48.19% 51.81% 794 890 47.15% 52.85%

Law 69 86 44.52% 55.48% 102 116 46.79% 53.21% 82 107 43.39% 56.61% 74 98 43.02% 56.98%

Science & Engineering 1987 378 84.02% 15.98% 2077 399 83.89% 16.11% 2142 450 82.64% 17.36% 1871 439 81.00% 19.00%

Institute Only 13 4 76.47% 23.53% 34 5 87.18% 12.82% 41 23 64.06% 35.94% 22 12 64.71% 35.29%

Grand Total 3190 1719 64.98% 35.02% 3354 1846 64.50% 35.50% 3421 1958 63.60% 36.40% 3136 2093 59.97% 40.03%

1 HERDC refers to DEEWR verified publications.

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Figure 8 - QUT authors of Publications by gender, 2013 -2016


35.02% 35.50% 36.40%40.03%

64.98% 64.50% 63.60%59.97%

2013 2014 2015 2016

Total QUT authors of publications (2013-2016)

Female Male

45

RESEARCH AND PHD COMPLETIONS

Table 37 shows trend series data (2011 – 2015) comparing the representation of women principal and associate supervisors with men. The data shows that the women principal

supervisors’ representation is between 33% and 42%. It is promising to see that this representation has been on a rise over the years with 2015 having the highest representation of

women principal supervisors at 42.35%.

Table 37

Principal supervisor

Associate supervisor

Year Female Male Total Female % Male % Female Male Total Female % Male %

2011 99 195 294 33.67% 66.33% 134 211 345 38.84% 61.16%

2012 118 208 326 36.20% 63.80% 133 242 375 35.47% 64.53%

2013 133 241 374 35.56% 64.44% 166 292 458 36.24% 63.76%

2014 128 253 381 33.60% 66.40% 164 329 493 33.27% 66.73%

2015 180 245 425 42.35% 57.65% 207 343 550 37.64% 62.36%

TOTAL 658 1142 1800 36.56% 63.44% 804 1417 2221 36.20% 63.80%

46

FURTHER INFORMATION Data is sourced from various data sources like Human Resources Systems and Reporting and Analysis BO Reports. Further

details on this data are available from QUT Equity Services. Please phone 3138 5601 or email [email protected]. This

document is also available online at https://www.qut.edu.au/about/governance-and-policy/equity-reports and in

alternative formats on request.

LEGISLATION

The Workplace Gender Equality Act 2012 (Act) replaced the Equal Opportunity for Women in the Workplace Act 1999. The

new, strengthened legislation aims to improve and promote equality for both women and men in the workplace. The principle

objects of the Act are to:

promote and improve gender equality (including equal remuneration between women and men) in employment and

in the workplace

support employers to remove barriers to the full and equal participation of women in the workforce, in recognition

of the disadvantaged position of women in relation to employment matters

promote, amongst employers, the elimination of discrimination on the basis of gender in relation to employment

matters (including in relation to family and caring responsibilities) foster workplace consultation between employers

and employees on issues concerning gender equality in employment and in the workplace

improve the productivity and competitiveness of Australian business through the advancement of gender equality in

employment and in the workplace.

In addition, State and Federal legislation2 and QUT’s Disability Action Plan (DAP) require that Higher Education does not

unlawfully exclude, or treat to their disadvantage, a broad range of groups including people from non-English speaking

backgrounds, Indigenous peoples, people with a disability, and people who identify as LGBTIQ (lesbian, gay, bisexual,

transgender, intersex or queer).

2 Workplace Gender Equality Act; Anti-Discrimination Act (QLD); Disability Discrimination Act; Sex Discrimination Act; Race Discrimination Act; Human Rights & Equal Opportunity Commission Act; Age Discrimination Act.

mailto:[email protected]

https://www.qut.edu.au/about/governance-and-policy/equity-reports

http://www.wgea.gov.au/sites/default/files/Branded_act_at_a_glance_wgea.pdf

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