Women in Management at UWA

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Women in Management at UWA positioning women for
leadership
OEEO Diversity Forum March 2009
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A UWA Snapshot
54.6 of staff are women 39 of all academic
staff are women (E Index 65 / 127) 43.7 of
research intensive staff are women 65.7 of
professional staff (E Index 85 / 132) 74.1 of
professional research intensive staff 32.2 of
female staff are in management
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Leadership Development for Women

• 483 32 women (26) all levels 2 programmes
• developing personally professionally but
  never about fixing the women
• enhanced understanding of leadership
  leadership culture ( elements of a gendered
  workplace)
• leading to increased womens participation
  facilitating their leadership at all levels
• encouraging a management culture that values
  self-development reflection, welcomes a
  diversity of management styles
• access to a strong womens support network
  supporting alumni gender equity more broadly

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• Leadership Development for Women
• Key Challenges in their workplaces
• acting strategically, visibly
• becoming assertive, developing confidence
• clarifying becoming better positioned for
  career
• change management, overcoming dinosaur
  thinking, gaining the support of others
• dealing with conflict difference, reaching
  consensus
• developing leadership skills enjoying being a
  leader maintaining integrity

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Positive outcomes attributed to LDW

• job security job changes
• increased confidence, assertiveness self
  belief
• developed networks, friendship support
• understanding enthusiasm for leadership
• negotiation decision making problem solving
  ability
• self reflection discovery
• creativity courage
• tolerance acceptance

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Aspirant program 2002
academic restructure - 32 Schools new School
Manager positions senior management roles -
levels 7-8 50 at L 9-10 for those who could be
competitive with exposure to less familiar areas
of role at management level Strategic planning
Financial management Communication human
resource management 50 attended 70 women 54.5
of SM positions won by women
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On Track Academic Development programme 2008

• early to mid career Academic Research staff
• encouraged to explore own capabilities career
  preferences
• stronger networks with industry senior
  researchers
• a focus on time, priority and project management
• build effective mentoring teaching/research
  strategies
• relationship management within a research
  community

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On Track - building communities
limited to 25 financed supported at Faculty
level key senior faculty staff involved core 1.5
day programme follow up sessions - intensive
focus networking building industry
partnerships grantsmanship capacity
facility exposure to other leaders mentorship
component provides visibility offers networks
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You are not alone ..

• offered integrated approach to important aspects
  of academic life
• a bonus to have company of the same group
• reminded of need of conscious career management
• no idea there were so many other ECRs in Faculty
  - great to realize you are not alone
• we post grads are trained to be academic, but not
  taught how to survive. Personal benefits aside,
  we can be of much more value to UWA

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Providing structural support
removed structural barriers from academic
promotion ongoing contingent funded research
contract revised academic titles and salary
structure, with professional staff adjustments in
the future strategic internal appointments parenta
l leave partner leave flexible work leave
practices gender pay equity analysis Men in
Leadership workshop