Calendar

Gender, Subjective Social Status and Success

‘I am expected to choose between my career and having a family’: Understanding the role of gender and subjective social status in how university students define of success.

PhD Candidate Daniela Fernandez - Department of Psychology, University of Exeter, United Kingdom
Prof Michelle Ryan - Global Institute for Women's Leadership, The Australian National University, Australia
Dr Christopher Begeny - Department of Psychology, University of Exeter, United Kingdom

Abstract:

Higher education (HE) is seen as a tool to create job opportunities and improve individuals’ life. Indeed, research demonstrates that students’ expectations of success in HE are a significant predictor of their motivation and academic attainment. However, research has focused on individuals’ levels of success rather than how students define success. In online written interviews with 36 UK university students, we examine how students define success and how their identities (gender and subjective socioeconomic status, SSS) underpin variation in these definitions. Following a reflexive thematic analysis, we created three main themes: (a) success as a source of personal development, (b) success as individual mobility, (c) and lack of clarity about what success is. The current research sheds light on an important paradox in higher education: while students tend to define success in relatively individualistic ways, such as individual mobility, financial success, or personal development, it was clear that their group memberships (gender, SSS) and related experiences played an important role in creating notable differences in definitions of success. This further implies that when universities encourage a perception of success as centrally about individual mobility (e.g., having better job opportunities, by espousing the belief that HE and/or professional sectors are truly meritocratic) – this will not always align to, and may create tension for, students from disadvantaged groups.

Keywords:

Gender, Intersectionality, Multiple social identities, Social status, Success.

Presenter Bios

Daniela Fernández

Daniela Fernández is a Ph.D. candidate in Social Psychology at the University of Exeter. Daniela holds a BSc in Psychology (Pontificia Universidad Catolica de Valparaiso, Chile) and a Master’s degree in psychology (Universidad Alberto Hurtado, Chile). Daniela's research focuses on understanding how social identities -such as gender and social class- shape beliefs about success, and the role of meritocratic beliefs on these processes, using quantitative and qualitative methods.

Michelle Ryan

Professor Michelle Ryan is the inaugural Director of the Global Institute of Women’s Leadership (GIWL) at The Australian National University (ANU). She is a Professor of Social and Organisational Psychology. With Alex Haslam, she uncovered the phenomenon of the glass cliff. Since its discovery, the term ‘glass cliff’ has entered public discourse and the concept informs and shapes debate and the public understanding of women’s leadership positions. Michelle has spent the last 18 years in Europe worked closely with government organisations (including the Dutch civil service, the UK Ministry of Defence, and the UK’s Government Equalities Office), corporations (including EY, Coca Cola, IBM, UBS), and professional bodies (including the Royal College of Surgeons and the British Veterinary Association) to identify gender inequalities and design solutions to address these inequalities.

Christopher Begeny

Dr. Begeny is an incoming Assistant Professor/Lecturer in Social and Organisational Psychology at the University of Exeter (Ph.D. in Psychology, University of California, Los Angeles). Chris examines issues of diversity, discrimination, group dynamics, and social justice. He regularly works in partnership with non-academic organisations.

Recording

Managing Menstruation During Antarctic Fieldwork

Breaking the silence around blood: Managing menstruation during remote Antarctic fieldwork

Associate Professor Meredith Nash - School of Social Sciences, University of Tasmania and Australian Antarctic Division, Australia

Abstract:

Drawing on qualitative interviews with female expeditioners in the Australian Antarctic Program, this paper examines the additional labour involved in managing menstruation during remote Antarctic fieldwork. Fieldworkers rarely have consistent access to private toileting facilities or dedicated times/spaces to deal with their bodily excretions. However, being able to easily access toileting facilities can significantly impact how people who menstruate experience fieldwork. This is an overlooked but crucial corporeal challenge of working in Antarctica. Findings reveal that in male-dominated spaces, expeditioners must go to great lengths to make menstruation invisible. A primary way that women do this is through menstrual suppression technologies. When these are not available or not preferred, women negotiate trying to keep their menstruation and gynaecological health issues hidden but often do so in field settings where there is little infrastructure or support. I argue that the lack of infrastructure to support menstrual health in the field is a form of sexism that maintains women’s lower status in polar field environments. To conclude, I offer practical guidance for National Antarctic Programs to support people who menstruate.

Keywords:

Stigma, Gender, Organisational culture, Personal health, Work barriers, Antarctica.

Presenter Bio

Meredith Nash

Meredith Nash is an Associate Professor in Sociology at the University of Tasmania and Senior Advisor – Inclusion, Diversity, and Equity at the Australian Antarctic Division in Hobart. She is also an accredited executive coach and organisational strategist.

Recording

Normative Gender Bias in Linguistic Representation

Normative gender bias: Effects of pronoun forms on mental representations of individuals with different gender expressions

Winner of the Best Paper Award - ECR

PhD Candidate Amanda Klysing – Department of Psychology, Lund University, Sweden
Dr Anna Lindqvist – Department of Psychology, Lund University, Sweden
Dr Marie Gustafsson Sendén – Department of Psychology, Stockholm University, Sweden
Associate Professor Emma A Renström – Department of Psychology, University of Kristianstad, Sweden

Abstract:

Gender-fair language planning aims to increase linguistic inclusion of underrepresented groups, for example by using paired pronouns (he/she) instead of generic masculine forms (he). However, using paired binary forms might evoke a normative gender bias where words lead to stronger associations to individuals with normative gender expressions than to individuals with non-normative gender expressions. In two online experiments in a simulated recruitment context, we compared the extent that the paired pronouns he/she (Swedish and English), the neo-pronouns 'hen' (Swedish) and 'ze' (English), and singular they (English), evoked a normative gender bias for Swedish- (N = 227 and 268) and English- (N = 600) speaking participants. The results showed that the paired pronouns he/she evoked a normative gender bias, whereas Swedish hen did not. In contrast to 'hen', 'ze' and singular they did evoke a normative gender bias. However, among participants familiar with 'ze' as a non-binary pronoun, it seemed to reduce a normative gender bias, while familiarity had no effect regarding singular they. These results suggest that neo-pronouns, but not paired pronouns, have the potential to reduce a normative gender bias, but that they should be actively created new words, and well-known to the language users as non-binary pronouns.

Keywords:

Gender-fair language, Normative gender bias, Pronouns, Gender expression, Linguistic representation.

Presenter Bios

Amanda Klysing

Amanda Klysing is a fourth-year PhD student in psychology at Lund University, Sweden. She studies how language shapes mental representations of social categories relating to gender and sexual orientation, includes a feminist perspective in her research, and aims to make insights from her research applicable for practitioners.

Anne Lindqvist

Anna Lindqvist (she/her) is an Associate Professor in psychology at Lund University, Sweden. Her research primarily regards how gender is constructed as a binary category, and how this binary construction could become more nonbinary and inclusive thanks to new pronouns.

Marie Sendén

Marie Gustafsson Sendén is an Associate Professor at Stockholm University, department of Psychology. Her research investigates how communication and language are associated with gender hierarchies, stereotypes and sense of inclusion.

Emma Renström

Emma A. Renström is an associate professor of psychology at Kristianstad University in Sweden. Her research is based in social psychology and focus on gender psychology, particularly the gender-inclusive pronoun hen in Swedish. She is also interested in political psychology, and has focused on radicalization and affective polarization.

Recording

Nurturing Sense of Inclusion for Female Engineers

Do prevailing gender perspectives facilitate the inclusion of women in the Australian construction industry?

Dr Kanchana Wijayawardena – Faculty of Business and Law, University of Wollongong, Australia
Dr Shamika Almeida – Faculty of Business and Law, University of Wollongong, Australia
Prof Timothy McCarthy – Sustainable Buildings Research Centre, Faculty of Engineering and Information Sciences, Innovation Campus - University of Wollongong, Australia

Abstract:

The construction-engineering industry in Australia still reports low participation of women, and the problem remains unsolved. Although a few studies have focused on finding why the current policies and practices fail to increase the representation of women in male-dominant industries, there is very little use of an “inclusion lens” to identify how to retain women while enhancing their sense of inclusion at work. To fill this gap, this study conducted in-depth interviews with 35 senior managers working within the construction engineering industry (human resources managers and engineers working in engineering consultancy firms, construction firms, research and education organisations, government regulatory bodies, and a professional association) in Australia. The study’s findings help understand how two prominent gender perspectives (i.e., gendered and gender-neutral) promote hegemonic masculine ideals and steer the construction-engineering work culture towards exclusion, assimilation or diversification. The findings suggested that there needs to be an appetite for a different (more inclusive and care focused) perspective among both individuals and organisations, which can help nurture a sense of inclusion for women. The study contributes to the inclusion literature by elaborating on gender as a significant contextual factor that needs to be illuminated further when developing inclusive frameworks and provides several policy implications and practical suggestions for construction-engineering organisations to champion gender-balanced and gender-inclusive industries.

Keywords:

Gender differences, Diversity, Australia, Engineering, Women, Inclusion.

Presenter Bio

Kanchana Wijayawarden

Kanchana Wijayawardena is a fresh PhD recipient and researcher at the University of Wollongong. Her research interest is on exploring theoretical and empirical explanations for suitable mechanisms to achieve workplace inclusion, especially in highly gendered workplace contexts.

Recording

Parent WFC and Offspring's Work

Examining When, How and Why Fathers’ Work-Family Conflict Influences Children’s Work Earnings: A 17-year Dyadic Lifespan Analysis

PhD candidate Shen-Yang (Sonya) Lin - Research School of Management, The Australian National University, Australia
Prof Professor Giles Hirst (Presenter) - Research School of Management, The Australian National University, Australia
Dr Lena Wang - School of Management, RMIT University, Australia
Prof Jeremy Dawson - Management School, Sheffield University, The United Kingdom

Abstract:

This study investigated when, how and why fathers’ work-family conflict will influence children’s career-related outcomes. Building on conservation of resource theory and social information processing theory, we propose a moderated mediation model, arguing that for fathers with higher degree of isolation (as opposed to lower), those fathers’ work-family conflict will have a stronger indirect effect on children’s earnings 17 years later via the sequential mechanisms of vitality and children’s hope of success. The model was supported by 17 years of dyadic father–child data (N = 597) from the Household, Income and Labor Dynamics in Australia (HILDA) Survey. Theoretical and practical implications, as well as future research directions, are discussed.

Keywords: Work-life interface, Parenting, Career development, Intergenerational transmission, WFC, Hope of success, Earnings.

Presenter Bios

Shen-Yang (Sonya) Lin

Shen-Yang (Sonya) Lin is expected to graduate from Australian National University early 2022. Currently, she is a research fellow in Leeds University Business School. Her research interests include creativity, leadership and work-family.

Giles Hirst

Giles Hirst is a Professor of Leadership. His primary research interests focus on leadership, innovation and creativity at work. His research connects psychological analyses of leadership and innovation with technology.

Dr Ying (Lena) Wang

Dr Ying (Lena) Wang is a Senior Lecturer in RMIT's School of Management. Lena is trained in organisational psychology, and her research and consulting interests lie in personality and individual differences, leadership development, and diversity management in organisations.

Jeremy F. Dawson

Jeremy F. Dawson is Professor of Health Management, working jointly between the Institute of Work Psychology and the School of Health and Related Research at the University of Sheffield. He is a statistician by training and has worked in the fields of work psychology, team working, human resource management, evaluation of interventions to improve staff well-being, and diversity and discrimination in the workplace.

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Ecosystem of Support

Cultivating an ecosystem of support to redress gender imbalances in higher education: A case study

Prof Helana Scheepers - School of Business, Law, and Entrepreneurship, Swinburne University of Technology, Australia
Prof Christine Thong - Design Factory Melbourne, Swinburne University of Technology, Australia
Dr Melissa A. Wheeler - School of Business, Law, and Entrepreneurship, Swinburne University of Technology, Australia
A/Prof Mahnaz Shafiei - School of Software and Electrical Engineering, Swinburne University of Technology, Australia
Dr Jessica L. Mackelprang - Department of Psychological Sciences, Swinburne University of Technology, Australia
Prof Virginia Kilborn - Department of Physics and Astronomy, Swinburne University of Technology, Australia

Abstract:

In higher education, gender imbalances continue to be evident, particularly at senior academic levels and in university leadership. To explore practical ways to address this persistent disparity, the current paper presents a case study from a small technology-focussed university in Australia, describing a grassroots peer mentoring program aimed at supporting career development with a focus on academic promotion of women. The current paper outlines the Swinburne Women’s Academic Network’s (SWAN) peer promotion program and demonstrates the benefits of the development of a visible and integrated ecosystem of support that offers mentoring to aid women academics at all levels applying for promotion, but also extends its tendrils of support through programs run in parallel. The case study demonstrates that mentoring ecosystems are an effective way to engage women-to-support-women for academic promotion. Further, it creates broader organisational benefits, including changes in policy and resources to support equity and diversity in the academic workplace.

Keywords: Gender discrimination, Higher education, Mentoring, Education and research institutions, Academia

Presenter Bios

Christine Thong

Professor Christine Thong is Academic Director, Design Factory Melbourne, Swinburne. She specialises in design for science and technology translation, leading the Innovation Lab at the ARC’s Centre of Excellence for Dark Matter Particle Physics, and is a Principle Innovation Fellow at ANSTO. Christine has been a leader in SWAN Programs since 2016.

Helana Scheepers

Professor Helana Scheepers is Academic Director Research Training in the School of Business, Law and Entrepreneurship at Swinburne University. She received her PhD from Aalborg University in Denmark. She is the co-founder of SWAN and WATTLE. SWAN focuses on peer support for women in an academic environment and WATTLE on academic leadership.

Melissa A. Wheeler

Dr Melissa A. Wheeler has a PhD in social psychology from the University of Melbourne. Her research interests include moral psychology, applied ethics, workplace diversity, moral voice behaviour, and ethical leadership. Melissa’s research has been published in top tier journals, including Leadership Quarterly, Journal of Business Ethics, Personality and Social Psychology Bulletin, and Cities.

Jessica Mackelprang

Dr. Jessica Mackelprang is a Senior Lecturer in the Department of Psychological Sciences at Swinburne and has a PhD in Clinical Psychology. Her research investigates trauma among marginalised populations and aims to reduce health outcome inequities. She also studies equity in academia and is a Deputy Leader for the SWAN Promotions Program.

Mahnaz Shafiei

Associate Professor Mahnaz Shafiei is a former Vice-Chancellor’s Women in STEM Fellow at Swinburne. She received a PhD degree in Nanotechnology-Sensors from RMIT University. Mahnaz’s research focuses on sensors and nanomaterials and their practical use for health and environmental monitoring. She is a Deputy Leader for SWAN Promotion Programs at Swinburne.

Virginia Kilborn

Professor Virginia Kilborn is Swinburne's inaugural Chief Scientist, working to further education, research, policy and equity at Swinburne and beyond. Virginia is an enthusiastic educator, helping to develop Swinburne's new innovative space education programs. She undertakes numerous public outreach opportunities including STEM, space and astronomy talks for schools and the public.

Recording

#meninheels and Work Attire

Clothes have no gender: #meninheels and work attire

Winner of the Audience Choice Award - Academic Presentation Category

Dr Briony Lipton - The University of Sydney Business School, Australia

Abstract:

Often perceived as inconsequential and frivolous, fashion and aesthetics play an important role in the workplace. This paper explores the connection between contemporary fashion trends and professional work attire, and the role that aesthetics can play in creating more inclusive workplaces. Based on a digital ethnography of 30 public accounts involved in the #meninheels and #degenderfashion movements on social media platform Instagram, this paper looks specifically at an emergent online community of self-identifying cis-gender, heterosexual men who enjoy wearing high heels and skirts in the public sphere. It draws the concept of ‘queer heterosexuality’ as a framework for examining how clothing can be an aesthetic tool to communicate and influence organisations and individuals’ perceptions of gender and sexual identities in the workplace. Particularly how queering hetero-masculinity might create possibilities for non-normative configurations of heterosexual masculinities in organisational settings. This digital ethnography reveals how these cis-gender, heterosexual men who wear traditionally feminine clothing simultaneously challenge and reinforce the gender binary, and how their expression of their gender identity is often intricately tied to a desire to publicly affirm their heterosexuality. This emergent group of cis-het #meninheels creates an opportunity for renewed discussions around gender, sexuality, dress codes and attire at work.

Keywords: Work attire, Aesthetics, Queer heterosexuality, Degender fashion, Aesthetic labour.

Presenter Bios

Briony Lipton

Dr. Briony Lipton is a Postdoctoral Research Associate at the University of Sydney Business School. Dr. Lipton is a gender scholar whose work sits at the intersections of sociology, cultural studies, and work and organisation studies. Her most recent monograph is Academic Women in Neoliberal Times (2020). She tweets @briony_lipton

Recording

The Money and The Room

The money and the room: Women artists and the gender pay gap in 19th-century Britain

PhD Candidate Lara Nicholls - Centre for Art History and Art Theory, the Australian National University, Australia

Abstract:

This paper interrogates the economic position of professional women artists in late-nineteenth century Britain and seeks to answer several research questions. First, in what proportion were women artists represented in the institutions of the art market in terms of exhibition and acquisition into major State collections? Secondly, how much did their paintings cost relative to male artists in the same market. This research reflects Virginia Woolf’s famous provocation in her proto-feminist essay A room of one’s own (1929) in which she asks, ‘why was one sex so prosperous and the other so poor?’ She hypothesises that society is hierarchical and patriarchal and therefore discriminates against women creators. Woolf’s solution is to give women infrastructure and capital- the metaphorical ‘£500 and a room of her own.’ Based on previously unexamined painting price data from the Royal Academy (London) and the representation of women artists in British institutional collections between 1885-1900, I find that in 1885, paintings by women represented only 10% of paintings offered at the RA and that women received only 3% of the value of sold works. Furthermore, women represented only 1-2% of acquisitions made by key institutional collections. In summary, Virginia Woolf was right.

Keywords: Women, Artists, Money, Discrimination, Status, Work barriers.

Presenter Bio

Lara Nicholls

Lara Nicholls is a curator and academic currently completing a PhD in the Centre for Art History and Art Theory at The Australian National University. Her research explores the professionalisation of women artists working between Britain and Australia in the nineteenth century. It interrogates how women were represented and remunerated in the art market and considers the strategies they employed to improve their economic and cultural status. In 2020, Lara was awarded the inaugural Jennifer Strauss Fellowship in the Humanities to research and curate an exhibition on women and Impressionism, which is currently in development with State and regional galleries. Lara was the Curator of Nineteenth-century art and the assistant curator of Australian Painting and Sculpture at the National Gallery of Australia between 2013-2020. She was also the co-ordinating curator for the ground-breaking travelling exhibition, The National Picture: The Art of Tasmania's Black War (2019).

Recording is not available for this session.

The Intersecting Guises of Precarity

The intersecting guises of precarity: Revealing the stories of single, older women

Dr Irene Ryan - Management Department, Faculty of Business, Economics & Law, AUT University, New Zealand
Dr Barbara Myers - Management Department, Faculty of Business, Economics & Law, AUT University, New Zealand

Abstract:

How as critical diversity and feminist scholars, did we conceptualize a research project on the gendering of class with ageing in Aotearoa New Zealand? Thisquestionframes the limited purpose of this short paper. Through observation and a spontaneous narrative, we foreground what drew us to this project, our methodology and briefly, the framing of core concepts. We argue a life story approach makes visible the stories of differently positioned older women, aged 50+ years, to capture precarity and its impact of ‘living’ a zigzag life over a time of significant societal-wide change that has, effectively, silenced the voices of groups of older women.

Keywords: Class, Ageing, Gendering, Precarity, Life story.

Presenter Bios

Irene Ryan

Dr Irene Ryan is a Senior Research Lecturer at AUT University. Inspired by critical feminist research her current interests revolve broadly around the gendering of leadership, diversity, careers, the gendering of sport, intersectionality, and the use of innovative methodologies. Both authors co-lead the Gender and Diversity Research Group at AUT.

Barbara Myers

Dr Barbara Myers teaches, researches, and publishes around gender, diversity, work, careers, international mobility, leadership and qualitative methodologies. She further contributes to these fields through postgraduate supervision, examination, journal reviewing and conference convening. The author, along with her co-presenter is currently co-editing a Special Issue in GWO on Innovative Methodologies.

Recording is not available for this session.

Navigating the Vietnamese Academic River

From the labyrinth to the river: Experiences of female academic leaders in Vietnam

PhD Candidate Jane Phuong (she/her) - Faculty of Business Government and Law, Canberra University, Australia

Abstract:

As the recent data from the World Economic Forum shows, global gender inequalities persist, and in some cases have even worsened due to the COVID-19 pandemic. While the underrepresentation of women in senior leadership positions is a worldwide phenomenon, few studies have been conducted to investigate this problem in Vietnam. This qualitative research uses photo elicitation interviews and interpretative phenomenological analysis to understand Vietnamese women’s lived experiences as academic leaders in a male dominated environment. Using the conceptual framework of the labyrinth (Eagly & Carli, 2007), the research aims to chart the experiences of women academic leaders and the meanings they attach to those experiences in their career paths. Findings show that the career journeys of these women and their representative metaphors can shed light on the hidden barriers to women leadership. Overall, the study seeks to highlight the barriers of aspiring academic women to progress their careers and contribute to the body of knowledge on gender and leadership.

Keywords: Women leadership, Gender, Higher education, Female academic, Conceptual Metaphor.

Presenter Bio

Jane Phuong

Jane Phuong (she/her) is a PhD candidate at 50/50 Foundation by 2030 at Faculty of Business Government and Law, University of Canberra. Her research focuses on women's leadership in higher education and on how language influences the way we think.

Recording

TGD Work Experiences in Australia

Trans and gender diverse work experiences and career development in the Australian work environment

Winner of the Best Paper Award - HDR

PhD Candidate Mx Robin Ladwig (they/them) - Canberra School of Business, University of Canberra, Australia

Abstract:

Examining the work experiences and career development of trans and gender diverse (TGD) individuals, relations with organisational conditions, as well as connections of workplace values reveal enablers and barriers for TGD work engagement and career trajectory. The corpus of literature in organisation and management studies revealed a gap of knowledge regarding the work experiences of TGD people in organisations as well as their inclusion in organisational decision-making and workplace culture. The theoretical concept of critical performativity in Critical Management Studies shall be extended by considerations of materiality and embodiment concerning work-gender-identity relations. This research utilises a qualitative multi-method study design. This includes semi-structured online interviews with TGD individuals to explore the participants TGD-specific experiences with respect to their workforce and career development experiences. This was followed by a photo-elicit open-ended questionnaire with organisation and management personnel of various businesses to evaluate the awareness of enablers and barriers for TGD individuals in the organisational context. The insight gained from the research identifies numerous enablers and barriers concerning organisational structures, policies, and work values that are influential in organisational gender diversity and inclusivity of TGD employees. This in turn leads to the provision of practical recommendations concerning language use, work practices and arrangements that should be considered and implemented in organisations.

Keywords: Trans and gender diverse individuals, Work experiences, Organisational inclusion.

Presenter Bio

Robin Ladwig

Robin Ladwig (they/them) is a PhD candidate at the Faculty of Business, Government & Law at the University of Canberra with a focus on Diversity Management concerning transgender and gender diversity. Robin takes pride in making a difference by combining academia, corporate influences, and activism.

Recording

Gendered Drivers of Parliamentary Retirement 1990-2019

‘If I didn't have children, I would still be an MP’; How gender and family status drives early retirement from Australia’s Federal Parliament between 1990-2019.

Eliza Cotton - Master of Public Policy, Social Policy, Monash University, Australia

Abstract:

While there has been significant advocacy, research and policy work committed to increasing gender diversity in parliaments, there remains minimal research on the early-mid career retirements of Australian Federal parliamentarians. To better understand diversity retention in the Parliament, and to further identify barriers to parliamentarians continued service, this paper has longitudinally identified the frequencies, gender, age, and reasons given for retirement amongst parliamentarians between 1990-2019. The investigation is further enriched by interviews with former parliamentarians. The research concludes that the Parliament is not conducive to caregivers. It finds women leave after fewer years of service, are over-represented amongst the youngest retirees, and are most likely to cite ‘family responsibilities’ as cause for their retirement. Some fathers also retire for ‘family’ reasons. However, their careers appear less obstructed by their parenting roles than those of mothers. Consequently, the opportunities for caregivers to have the same career longevity as non-caregivers, and add to the diversity of age, family status and gender within parliament are diminished. The findings of this paper can meaningfully inform the direction of policy and advocacy to enrich the representative democracy of Australia's Federal Parliament.

Keywords: Leaders' advocacy, Women and work, Dual careers, Workers' rights and discrimination, Longitudinal data analysis, Policy.

Presenter Bio

Eliza Cotton

Eliza Cotton completed a Master of Public Policy from Monash University with high distinction in 2021. Most recently she conducted research to advocate for criminal justice reform, in addition to completing her thesis on the gendered dimensions of parliamentary resignation. Eliza has a background in Sociology, International Studies and Fine Arts.

Recording

Diversity in Tech

Diversity in Tech: UK and Australia

Session chair:

Tanya Williams - Head of Digital Trade Network for AUS and NZ at UK Department for International Trade (DIT)

Presenter:

Sheila Flavell - Deputy President of TechUK, Chief Operating Officer at FDM Group

Panellists:

Soozey Johnstone - Executive coach, Facilitator, and Co-Founder of the #TechDiversity Foundation
Kirk Mitchell - Head of APAC Partnerships at Google Maps, Local Search & Google Earth
Luli Adeyemo - Director & Founder of Best Case Scenario, Director at #TechDiversity Awards and Activator at SheEO

Abstract:

This session will examine the state of diversity in the tech sector: the current landscape and actions needed today to ensure our technological future is more equitable. With speakers from the UK and Australia, the panel will reflect on their own experience in the tech sector, assess existing policies aimed at increasing diversity and consider what more can be done.

Presenter Bios

Tanya Williams

Tanya Williams is Head of the Digital Trade Network for Australia and New Zealand, a UK government role focussed on promoting the UK’s technology strengths across the Indo-pacific and creating an enabling policy and regulatory environment for digital trade to thrive. As a career diplomat, Tanya has lived and worked across Africa, Asia and Europe covering a range of issues, including digital trade policy, business environment and market access issues, immigration and public affairs.

Sheila Flavell

Sheila’s resume is studded with over 30 years of experience in the global tech sector. As Deputy President of TechUK, Sheila works hard to champion tech’s role in preparing and empowering the UK for positive next steps. As COO of FDM Group, the recruitment industry helping to start IT and business careers across the globe, Sheila is an industry professional. She has been recognised for her services to gender equality in the 2020 New Year’s Honours list with a ‘Commander of the Order of the British Empire’ and has been listed in Computer Weekly’s ‘Most Influential Women in UK Tech, Hall of Fame’.

Soozey Johnstone

Soozey Johnstone is an executive team coach, facilitator, impact investor, author and co-Founder of the #TechDiversity Foundation. She predominantly works with founders and exec teams of fast growth, global tech businesses. Soozey's book, "I Am the Problem", describes the 9 Obstacles that suck away organisational success, and how every leader can overcome them. The book brilliantly reveals the roadblocks that hold teams back – roadblocks of character, team dynamics, or missing skills – and the roadblocks in ourselves that we can cure. Soozey’s passion sits at the intersection of diversity and psychological safety, helping influencers to consider the cultural impact of their decisions long term.

Kirk Mitchell

Kirk Mitchell is a seasoned executive passionate about using technology to drive a safer, sustainable and more efficient world. He believes that to lead is a responsibility to bring the absolute best out of people through creating a culture of inclusion, accountability and curiosity. Kirk has over 25 years of experience working for some of the world's leading location technology companies with placements in Singapore, Berlin and San Francisco. Kirk recently returned to Melbourne and is currently the Head of APAC Geo Partnerships for Google and also holds an Adjunct Professor position with RMIT University. He serves on several boards and was an elite triathlete, representing Australia at 6 world championships including the Hawaiian Ironman.

Luli Adeyemo

Luli Adeyemo is the Founder & Director of Sydney-based integrated marketing agency Best Case Scenario and has spent the last 20 years curating content for thought leadership conversations and campaigns in the technology sector. In 2020, Luli was appointed the Director of not-for-profit foundation TechDiversity - an industry alliance committed to amplifying diversity awareness and achieving a culture of inclusion through conversation, collaboration, and action. Luli is dedicated to shifting the technology landscape, ensuring a more diverse and inclusive space for all.

Recording

Unpacking the Man Box

Role Modelling Healthier Masculinities

Session presenters:

Matt Tyler - Executive Director - The Men’s Project, Jesuit Social Services
Jianyun Tao – The Men’s Project, Jesuit Social Services
Gary Sinclair – YMCA

Abstract:

The workshop will share findings from the Man Box in Australia research project, completed by The Men’s Project at Jesuit Social Services in collaboration with Dr Michael Flood. The workshop will include interactive elements, engaging participants in a discussion about what sustains the Man Box (which is a set of beliefs about what it means to be a ‘real man’). The workshop will also briefly introduce activities used to promote healthier masculinities and explore a case study of a recent project to build the capacity to challenge gender stereotypes among people working with men and boys.

Presenter Bios

Matt Tyler

Matt Tyler works with a team committed to providing leadership on the reduction of violence and other harmful behaviours prevalent among boys and men. A particularly important part of this work is translating findings from The Men’s Project’s Man Box research into practice. Matt brings over 15 years of experience across the private, public, academic and community sectors. Prior to joining Jesuit Social Services he worked as a fellow for Harvard’s Government Performance Lab, focused on child protection. He holds a Master of Public Policy from Harvard’s Kennedy School and Honours in Economics (University Medal) from Monash University.

Jianyun Tao

Tao is a former professional kickboxer and renowned combat sports trainer in Melbourne who, over the past few years, has moved to working with young men in a different arena. Tao now spends his days working toward reshaping ideas about manhood with men. Through observations during his work as a trainer, as well as lived experience at the blunt end of unhealthy masculinity, Tao has a passion for helping boys and men on their healing paths.

Gary Sinclair

Gary Sinclair is the manager of the YMCA Bridge Project. The Bridge Project is primarily focused on reducing recidivism in young people and current provides multiple programs covering training, employment, and health and wellness within both custody and the community. Prior to this Gary was manager of ReBuild, a facilities maintenance social enterprise that trains, mentors and employs disadvantaged young people (principally ex-offenders). Prior to joining ReBuild Gary has acted as the general manager of multiple small to medium businesses both in Australia and Europe coupled with senior human resource management roles and more than 16 years as an Army officer (Major) with experience in logistics, training and industrial relations.

Recording

Tackling workplace sexual harassment

Masterclass on tackling workplace sexual harassment

Presenters:

Lisa Annese - CEO – Diversity Council Australia
Virginia Neill - Head of Workplace Relations, Wellbeing and Community – Medibank

Abstract:

Lisa Annese, DCA CEO will be delivering a Masterclass on tackling workplace sexual harassment. Lisa will share critical insights gained from her decades of experience advising business on workplace D&I issues, including:

The power of the current context, including March4Justice, #MeToo, men’s rights movement, and the Australian Human Rights Commission’s Respect@Work Report
What sexual harassment is and isn’t, including addressing myths and misconceptions
What a leading practice organisational approach to sexual harassment looks like, integrating recommendations from the Respect@Work report
What we can all do as individuals.

Lisa will be joined by Virginia Neill, Head of Workplace Relations, Wellbeing and Community – Medibank, who will share her experience in tackling workplace sexual harassment.

The presentation will conclude with a 20-minute Q&A session with both Lisa and Virginia responding to audience questions.

Presenter Bios

Lisa Annese

Lisa Annese has been the Chief Executive Officer of Diversity Council Australia since 2 June 2014. In this role she leads debate on diversity and inclusion in the public arena and oversees the development of thought leadership research pieces for Australian workplaces. Lisa has had a long career in the diversity and inclusion space across the corporate, government and not-for-profit sector. In 2018, Lisa was named one of the AFR’s 100 Women of Influence. In 2019 she was elected to the Board of Amnesty International Australia and in 2021, appointed to the Board of Women for Election. Lisa is a member of Chief Executive Women and Executive Producer of DCA’s podcast, The Art of Inclusion.

Virginia Neill

Virginia has operated as a Human Resources practitioner for more than 25 years. The majority of her experience is in the field of Workplace Relations across a number of industries including; health, airline, entertainment and government. Virginia has worked across all forms of workplace relations including; strategy development, EA negotiations, employment law, payroll integrity, privatisation, divestments, mergers and acquisitions. Relevant to this conference Virginia has had extensive exposure to leading resolution of challenging workplace matters including sexual harassment, discrimination and bullying. Virginia has a Graduate Diploma in Industrial and Employee Relations, a Bachelor of Arts and more recently is a Graduate of the Australian Institute of Company Directors.

Recording

Pride in Diversity

ACON’s Pride in Diversity Showcase

Presenters:

Nicki Elkin (they/them) - Senior Relationship Manager, Pride in Diversity
Madeleine Orr (she/her) - Diversity, Equity and Inclusion Program Manager, Macquarie Bank
Jess Mayers (she/her) - Senior Relationship Manager, Pride in Diversity
Mark Latchford (he/him) - Associate Director, Pride Inclusion Programs
Alison Whittaker (she/her) - Senior Researcher, Jumbunna Institute for Indigenous Education & Research

Abstract:

This Pride in Diversity (PID) session will focus on three key areas of LGBTQ+ workplace inclusion:

Australian Workplace Equality Index (AWEI) 2021 data and research findings: Sapphire program co-conveners, Jess Mayers (she/her) & Nicki Elkin (they/them)– key findings from the AWEI index and survey that has informed strategic work and focus areas. Sapphire is an initiative of Pride in Diversity that was developed to generate greater awareness of the unique challenges faced by Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ) people who identify or may be perceived as women in the workplace.
The Australian Workplace Equality Index (AWEI) 2021 Platinum Member Showcase: In 2020 Macquarie Bank identified an opportunity to support our sexuality and gender diverse women through our AWEI Platinum Project. In this session, we'll share how we used Pride in Diversity and Sapphire research, internal surveys and human centred design to identify our opportunity and develop our approach, the initiatives we delivered and the overall impact of our work.
Collaboration between academics/industry experts/corporate partners – how does it work? Pride in Diversity and Jumbunna Institute, University of Technology Sydney: Mark Latchford (he/him) & Alison Whittaker (she/her). This session will discuss challenges and opportunities with this collaborative approach to progressing inclusion using the UTS Jumbunna – PID project (Aboriginal and Torres Strait Islander LGBTQ Intersectionality in the Workplace)

Presenter Bios

Nicki Elkin (they/them)

Nicki has over 15 years’ experience in a number of commercial roles across a wide range of sectors, both in the UK and Australia. Nicki has a strong corporate background, is skilled at the development and implementation of sales and marketing strategies and is passionate about creating and managing relationships with industry KOLs and stakeholders, to achieve mutual goals. A committed advocate for inclusion and diversity, Nicki was a foundation member of the Medtronic LGBTQ network, Pride. Nicki has a BEng (hons) in Mechanical Engineering from University of Leeds, an MBA from Leeds University Business School and a Master of Marketing Communication from University of Canberra.

Jess Mayers (she/her)

Jess joined Pride in Diversity after 17 years in the hospitality and entertainment industry. Most recently, she was the Business Improvement Manager for The Star Entertainment Group, where she was responsible for the evaluation and implementation of new gaming products and strategies. Jess was a member of The Star’s LGBTQ network, Spectrum, where she worked with the team to formulate and implement the group’s strategy to foster an awareness of the experience of LGBTQ employees and the benefits of creating an inclusive and accepting workplace for all employees.

Madeleine Orr (she/her)

Madeleine has been with Macquarie since 2014, and in 2018 stepped into the role of Diversity, Equity and Inclusion Program Manager within Macquarie’s Banking and Financial Services Group. In this role, Madeleine seeks to leverage the value that diversity of thought adds to the creativity and decision-making capability of our team, and to create an inclusive environment where everyone can be themselves and perform at their best. Madeleine is a passionate ally and advocate for equality within organisations and society.

Mark Latchford (he/him)

Mark Latchford joined Pride of Diversity after a 35 year career at IBM, based in Sydney, Adelaide, Tokyo, Paris and Hong Kong. Key operational roles there included Vice President of Software ANZ; General Manager, Lotus Europe, Middle East and Africa; Vice President, Systems A/NZ and General Manager, Technology Services, Asia Pacific. While at IBM, he was also the Australian Executive Sponsor of the LGBTQ community (at the time when IBM was placed Number 1 on the inaugural AWEI Index 2011) and sat on the Pride in Diversity Advisory Forum.

Alison Whittaker (she/her)

Alison Whittaker is a Gomeroi poet and legal researcher from the floodplains of Gunnedah in NSW. Between 2017-2018, she was a Fulbright scholar at Harvard Law School, where she was named the Dean's Scholar in Race, Gender and Criminal Law. Her second book, BLAKWORK, was released with Magabala Books in September 2018. Prior to this, Alison worked at UTS: CAIK, UTS: Law, the Gendered Violence Research Network, and received a blackandwrite! fellowship from the State Library of Queensland.

Recording

Acting on Public Sector Gender Equality

Acting on gender equality: Promising practices and lessons emerging from the implementation of the Victorian Gender Equality Act (2020)

Chair: Dr Kate Farhall - Senior Program Advisor – Research and Evaluation, Commission for Gender Equality in the Public Sector

Presenters:

Vivienne Nguyen AM - Chairperson, Victorian Multicultural Commission
Dr. Aida Ghalebeigi - Leader of Gender Matters Research Theme at the Global Transport and Logistics Research Group, RMIT University
Dr Nicole Kalms - Associate Professor and founding director, Monash University XYX Lab

Abstract:

The Gender Equality Act 2020 (Vic) is an ambitious piece of legislation designed to drive gender equality in Victorian public sector organisations, the Victorian community and beyond. This nation-leading legislation comprises various levers to progress gender equality, including a series of obligations placed on public sector organisations to assess, plan for and materially improve gender equality both in their workplaces and via public-facing projects, programs and services they offer.

The Commission for Gender Equality in the Public Sector, led by Commissioner Dr Niki Vincent, is responsible for the Act’s implementation. In 2021, the Commission undertook an inaugural grants round to fund research projects designed to build the evidence base for organisational gender equality and understand how public sector entities are approaching their obligations under the Act.

This symposium showcases three diverse research projects from the inaugural funding round, which cover a range of sectors, activities and thematic areas of focus. Chairperson of the Victorian Multicultural Commission, Viv Nguyen AM, will discuss a collaborative project focusing on how Victorian public sector organisations can address systemic barriers to equality for culturally and linguistically diverse women. Dr Aida Ghalebeigi will report on research assessing the early implementation of the Act in key public sector organisations associated with a highly masculinised sector – transport. Finally, A/Prof Nicole Kalms will discuss research to develop and pilot an online, interactive training module for public sector organisations across Victoria to train staff in gender-inclusive placemaking.

The three speakers will each give a short presentation, followed by an opportunity for audience discussion and questions. Presentations will focus on key outcomes of the research, as well as actionable insights and practical implications for organisations that have emerged from the research. The session will have a strong knowledge translation focus, with both researchers and practitioners encouraged to attend and participate.

Presenter Bios

Dr Kate Farhall

Dr Kate Farhall is the Senior Program Advisor – Research and Evaluation at the Victorian Commission for Gender Equality in the Public Sector. She leads the Commission’s research programs and drives its strategic research agenda. Prior to joining the Commission, Kate completed a Postdoctoral Research Fellowship in the Centre for People, Organisation and Work at RMIT University. Kate’s research expertise is in gender equality, feminist theory and violence against women, regional perspectives, better work and media analysis.

Vivienne Nguyen AM

For over 25 years Viv has worked as a business executive and a community leader in corporate, community and government settings. Viv applies her business knowledge, leadership and technical expertise to help organisations with funding, governance, risk management, stakeholder relationships and to advance their social objectives. Viv was recorded on the Victorian Honour Roll in 2002 for advocating for women in leadership and working with Vietnamese young people. In 2003 she was awarded the Australian Centenary Medal. In June 2021, Viv became a member of the Order of Australia, for significant service to the multicultural community of Victoria.

Dr. Aida Ghalebeigi

Dr. Aida Ghalebeigi is an academic and researcher at RMIT University. Aida has established and led the Gender Matters in Transport Research Theme at the Global Transport and Logistics Research Group at RMIT University. Her research focus is on gender equality in workplaces in Transport and Logistics industry.

Dr Nicole Kalms

Nicole Kalms is an Associate Professor in the Faculty of Art Design and Architecture and founding director of the Monash University XYX Lab – a research lab dedicated to examining urbanism and social inequity. Trained in architecture and landscape architecture, Dr Kalms uses scholarly reflection and design-led collaborations to work alongside diverse communities, urban stakeholders and policymakers to make public spaces more inclusive. Her recent research has focused on public transport spaces for women and girls, gender-sensitive CPTED and the use of participatory co-design to challenge gender-neutral urban design policy.

Recording

Narrowing of the Gender Pay Gap

Narrowing of the Gender Pay Gap

Winner of the Audience Choice Award - Industry/Government Presentation Category

Chair: Prof Carol Kulik - Research Professor of Human Resource Management, the University of South Australia

Presenters:

Dr Janin Bredehoeft - Research and Analytics Executive Manager, Workplace Gender Equality Agency
Ms Helen Fraser, FCPHR - General Manager - People, Laing O'Rourke Australia

Abstract:

Australia’s gender pay gap has noticeably declined from its 2014 high of 18.5%, but it’s been stubbornly stuck in the 13-15% range the last few years. Aligned with the “accelerating inclusion” conference theme, this panel session will highlight strategies to narrow the pay gap. Pay audits are an essential first step, but what comes next? Three panellists, including Prof Carol Kulik (University of South Australia), Dr Janin Bredehoeft (WGEA) and Ms Helen Fraser (Laing O’Rourke) will share research and best-practice on maintaining focus on the gap, gaining internal traction, and engaging a range of stakeholders. The aim is to identify innovative actions that practitioners could apply to their own organisations.

Presenter Bios

Prof Carol Kulik

Carol T. Kulik is a Research Professor of Human Resource Management at the University of South Australia (UniSA Business) and a senior researcher at UniSA’s Centre for Workplace Excellence. Her research focuses on the effective management of workforce diversity, with a particular emphasis on gender in the workplace. Current projects are investigating strategies for closing the gender pay gap, motivating organisations to become gender equality frontrunners, and empowering employees to negotiate better working arrangements in the next normal. Her book, Human Resources for the non-HR Manager, makes research on human resource management accessible to line managers with no formal training in human resources. More info at: https://people.unisa.edu.au/carol.kulik

Dr Janin Bredehoeft

Janin has over 15 years’ experience in data, research and education. Janin leads the team that is responsible for the data management, analysis, benchmarking, research and education functions of the Agency. A key aspect of Janin’s role is unlocking the potential of the Agency’s world leading dataset through internal and external collaboration to promote gender equality in workplaces. Janin is passionate about gender equality and is a strong advocate for a data driven path towards workplace gender equality. She has been responsible for the development of educational resources to help organisations create policies, strategies and actions to close the gender pay gap which will help addressing the superannuation gap. Janin has a PhD from the University of Sydney, analysing labour markets in Germany and Australia.

Ms Helen Fraser, FCPHR

Helen joined Laing O’Rourke in May 2018 as General Manager of People. Helen has an extensive background in senior human resources roles stretching over more than 25 years across a number of industries. This includes 15 years in various roles at AECOM including Director of Human Resources, with responsibility for the function across Australia and New Zealand. Throughout her career Helen has driven the development and delivery of leadership programmes, talent management and organisation design initiatives, employee engagement strategies and developed and implemented market leading gender diversity strategies. Helen has a particular interest in encouraging women to join and stay within the construction and engineering industry and creating innovative changes in the way the industry works, to lead to a diverse and sustainable industry. Whilst with Laing O’Rourke, Helen has led a significant organisation restructure, has introduced a Gender Diversity Action Plan, a Flexible Working toolkit and has been focusing on productivity through using our HR technology to its potential. Helen also leads our Hub Executive Development Program. Helen is a key leader in increasing capacity and wellness of the people in Laing O’Rourke through implementation of the energy principles in collaboration with the Energy Project. Helen graduated from the Queensland University of Technology with a Bachelor of Business (Human Resources Management), Graduate Diploma of Business (Industrial Relations) and Master of Business (Human Resource Management) and is a Fellow Certified Practitioner of Human Resources. She lives in Sydney with her partner Alex, who is a teacher, and two teenage daughters.

Recording

Rainbow Tick

Rainbow Tick; improving the workplace for LGBTQ staff and volunteers

Presenter and Moderator:

Jami Jones (she/her) - Manager, Education and Engagement, Rainbow Health Australia, Australian Research Centre for Sex, Health and Society, La Trobe University.

Panellists:

Dr Jane Daniels (she/her) - Executive Director, Organisational Effectiveness, Berry Street
Ruthi Hambling (she/her) - HOW2 Coordinator, Rainbow Health Australia
Sparklez Hernan (they/them) - LGBTIQA + Support & Youth Activities Worker, Brophy Family & Youth Services

Abstract:

In this session Rainbow Health Australia will present an introduction to Rainbow Tick; a framework for LGBTQ cultural safety, and examine the evidence base for such interventions, including research about the experiences of LGBTQ people at work. This will be followed by a panel discussion about the impact of Rainbow Tick on workplaces. Whether LGBTQ people feel safe to be open about their gender or sexuality at work can impact their mental health and job satisfaction, as well as productivity and innovation. Until recently LGBTQ people hid their gender or sexuality at work, many still do. An Australian study in 2012 found that 38.8 per cent of respondents reported occasionally or usually hiding their sexuality or gender identity at work. Recent research paints a more promising picture with 60.7% of LGBTI participants stating they currently felt accepted ‘a lot’ or ‘always’ at work.

Our panel discussion will cover among other things:

How do we create safe and inclusive workplaces for LGBTQ staff and volunteers?
What impact has Rainbow Tick had on organisations, staff and volunteers?

Presenter Bios

Jami Jones

Jami is the manager for education and engagement at Rainbow Health Australia, a program of the Australian Research Centre in Sex, Health and Society at La Trobe University. In her role, Jami oversees a number of programs and projects focusing on knowledge translation and capacity building, including Rainbow Tick. Rainbow Tick is a world- first quality framework to help health and human services organisations become safe and inclusive for the LGBTIQ community. Jami is passionate about the translation of research and best practice into day-to-day practices that can affirm the health and wellbeing of LGBTIQ+ people.

Dr Jane Daniels (she/her)

Dr Jane Daniels has worked in the community services sector in homelessness services, AOD, mental health, children, youth and families, and family violence sectors. Working in executive leadership positions over the past 15 years, Jane has led large scale quality transformation work to support inclusive service delivery and to align contemporary models of practice with the Rainbow Tick standards. Jane led the introduction of the Rainbow Tick Standards to the Victorian homelessness sector, family violence services, and is now focusing on schools and Out of Home Care. Jane has championed Rainbow Tick as the foundation for organisational and cultural change at both an agency and a sector level; and witnessed the personal and professional transformation that can be experienced by staff and volunteers through the introduction of Rainbow Tick.

Ruthi Hambling (she/her)

Ruthi Hambling has 8 years’ experience working across the community sector in carer, aged care & disability services. She has extensive experience using the Rainbow Tick guide within organisations, including as Rainbow Tick Project Officer at Carers Victoria, achieving Rainbow Tick accreditation in 2020. She currently works at Spectrum Migrant Resource Centre as Training Coordinator and at Rainbow Health Victoria as our HOW2 Coordinator and Trainer.

Sparklez Hernan (they/them)

Sparklez has been supporting, connecting, empowering, and celebrating LGBTIQA+ people across the Great South Coast professionally for over five years. Their workplace Brophy Family and Youth Services was successful in obtaining Rainbow Tick certification in 2016, and recently again was reaccredited in 2021. They have a passion in creating safe, welcoming, and affirming spaces for LGBTIQA+ people, in schools, community and workplaces.

Recording

Women in STEM and Academia

Support for Women in STEM and Academia

Chair: Professor Natalie Hannan - Associate Dean Diversity and Inclusion, Faculty Medicine Dentistry and Health Sciences, The University of Melbourne

Presenters:

Professor Cheryl E. Praeger - Emeritus Professor & Senior Honorary Research Fellow, The University of Western Australia
Professor Helana Scheepers - Faculty of Business and Law Swinburne University of Technology
Professor Sarah Russell - Swinburne University of Technology & Peter MacCallum Cancer Centre

This session is sponsored by the Faculty Medicine Dentistry and Health Sciences, The University of Melbourne.

Abstract:

This panel session will feature Prof Cheryl Praeger and her recent work with the Australian Academy of Science on the impact of COVID-19 on women in the STEM workforce, Swinburne Women’s Academic Network’s Prof Helana Scheepers introducing the development and delivery of an ecosystem of support for women in academia, and Prof Sarah Russell from Women in Science Parkville Precinct (WiSSP) with an overview of support initiatives for women in science. The session will be chaired by Prof Natalie Hannan, who will facilitate a discussion on the need for cross-institutional conversations that both expand knowledge and empower workers to push for change in their organisations as well as lobby for systems change.

Presenter Bios

Professor Natalie Hannan

Professor Natalie Hannan is the Associate Dean, Diversity and Inclusion in the Faculty Medicine, Dentistry and Health Sciences. She is passionate and committed to equity and advocacy for all people, their purpose, and for medicine and science.She is well known for her engagement and passion to communicate on equity issues, as well as her medical research to the public. She was awarded a VESKI Inspiring Women Fellow, Natalie is a staunch ambassador for Women in STEM and is involved in initiatives to reduce the gender inequity in STEM. Natalie believes strongly in a diverse and discrimination free workplace, where gender, sexuality and sexual orientation, disability and an individual’s background should not be a barrier to reaching their full potential. She was also selected as a Fresh Scientist and awarded a Young Tall Poppy award in recognition of her public engagement.

Natalie also leads the Therapeutics Discovery and Vascular Function Group, in the Department of Obstetrics and Gynaecology, University of Melbourne. She is passionate about developing new approaches to combat major complication of pregnancy, especially preeclampsia. Natalie’s research has been recognized by the award of continuous funding support through eminent Fellowships and research Grants, with over $9Million awarded to Natalie to undertake her research to improve women’s and infant’s health. Natalie has an exceptionally strong research profile with over 120 peer-reviewed publications in international journals. Natalie is the President of the Australian New Zealand Placental Research Association (ANZPRA), and an executive member on The International Federation of Placental Associations (IFPA) executive committee. She also serves as Associate Editor on the journal Reproduction.

Professor Cheryl E. Praeger

Cheryl Praeger is Emeritus Professor of Mathematics at the University of Western Australia. She was the first pure mathematician appointed an Australian Research Council Federation Fellow and was the inaugural Director of the Centre for the Mathematics of Symmetry and Computation at UWA. Her passion in research is the mathematics of symmetry, since use of symmetry greatly simplifies complex problems. Mathematically symmetry is measured by mathematical objects called groups. Cheryl's research has transformed our understanding of how groups act on large complex systems, through new theories, constructions, algorithms and designs, which exploit the classification of the finite simple groups. Cheryl is a passionate supporter and mentor of young scientists, especially women, having been a pioneer for women in mathematics, including as the first female president of the Australian Mathematical Society and only the second female mathematics professorial appointment in Australia. Cheryl's mathematical expertise and first-hand experience championing women in mathematics, combined with her experience in a variety of international scientific union and academy organisations, provide her with a broad perspective across the issues surrounding women in STEM. Cheryl was elected to the Australian Academy of Science in 1996 and served as its Foreign Secretary from 2014 to 2018. She chaired the Association of Academies and Societies of Sciences in Asia Special Committee on Women in Science and Engineering for two terms, 2016-2021. In 2019, Professor Praeger was the recipient of the Australian Government’s Prime Minister’s Prize for Science. In 2021, she chaired the Steering Committee that oversaw the Impact of COVID-19 on women in the STEM workforce, Asia-Pacific project.

Professor Helana Scheepers

Helana Scheepers is a Professor in the Faculty of Business and Law at Swinburne University of Technology, Melbourne, Australia. She is currently the Academic Director Research Training for the School of Business Law and Entrepreneurship. She received her PhD from Aalborg University in Denmark in 2000. She is the co-founder of SWAN and WATTLE. SWAN focuses on peer support for women in an academic environment and WATTLE on academic leadership. Her research interest centres on IT-based innovations in organisational contexts. She has studied the development, management and adoption of information technology (such as mobile technology, enterprise resource planning systems) by large and small organisations.

Professor Sarah Russell

Sarah Russell is an immunologist and cell biologist, interested in understanding how the fate of immune cell development is controlled. Her major focus is on T cells: how they develop, how they respond to pathogens and cancer, and how errors in their development can lead to leukemia. To achieve this, she has a joint position at Swinburne University and the PeterMac, where she combines immunological expertise with expertise in physic and mathematics for single cell analysis. Alongside her immunology research, Sarah has been very active in promoting equity in medical research over the last 10 years.

Recording

Embedding workplace equality

Broadening the conversation about embedding workplace equality: Learning from past reviews and inquiries and leveraging current opportunities

Panellists / Presenters:

Prabha Nanda - Director – Legal, Independent Review into Commonwealth Parliamentary Workshops Australian Human Rights Commission
Kate Berry - Director, Commission for Gender Equality in the Public Sector
Simone Cusack - Director, Policy and Research, Victorian Equal Opportunity and Human Rights Commission

Moderator:

Josh Teng - Policy and Research Officer, Victorian Equal Opportunity and Human Rights Commission

Abstract:

On 30 November 2021, the Victorian Equal Opportunity and Human Rights Commission released Volume I of its final report arising from the Independent Review into Workplace Equality in Ambulance Victoria. That same day, Sex Discrimination Commissioner Kate Jenkins released the finalreport arising from the Independent Review into Commonwealth Parliamentary Workplaces. The release of these reports on the same day – and the many other significant inquiries into workplace equality in recent years, including in the Australian Defence Force and Victoria Police – highlight the need for a renewed focus on safety, respect, equality and inclusion in Australian workplaces. This session will consider the lessons learned from past reviews and inquiries and how they can be applied in other workplaces. It will also reflect on the need to target the particular drivers of unlawful and harmful workplace conduct and inequality within individual workplaces, with particular consideration of the opportunities afforded to target these drivers through the Equal Opportunity Act (Vic), the Gender Equality Act 2010 (Vic) and the Sex Discrimination Act 1984 (Cth).

Presenter Bios

Prabha Nandagopal

Prabha Nandagopal is a human rights lawyer specialising in international and domestic refugee law and national inquiries. She was the Director of Legal on the Independent Review into Commonwealth Parliamentary Workplaces and a lead author on the Review’s report Set the Standard. Prabha co-led the National Inquiry into Children in Immigration Detention in 2014. Prabha has held various senior roles at the Australian Human Rights Commission for the past twelve years and prior to this was a solicitor in private practice.

Kate Berry

Kate Berry is the Director of the Commission for Gender Equality in the Public Sector, the body established to implement and oversee Victoria’s first Gender Equality Act. Prior to this she was Assistant Director of Victoria’s Office for Women and oversaw the Act’s development and legislative passage. Kate’s career history reflects her track record of working for better outcomes for Victorians in the government and not-for-profit sectors, including in the education, health, Aboriginal affairs and justice portfolios. She has a Masters of Public Policy and Management and BA in Political Science from the University of Melbourne.

Simone Cusack

Simone Cusack is the Director of Policy and Research at the Victorian Equal Opportunity and Human Rights Commission. She is an internationally recognised expert on gender equality and women’s rights and has published widely on these issues, including as co-author of Gender Stereotyping: Transnational Legal Perspectives. Simone has a proven record of driving measurable improvements in gender equality in Victorian workplaces and works to make our communities and institutions safer, fairer and more inclusive. She obtained her BA/LLB (Hons) from Monash University and her LLM from the University of Toronto.

Josh Teng

Josh Teng is a Policy and Research Officer at the Victorian Equal Opportunity and Human Rights Commission. Prior to this, he was a lawyer in the Equality Law team at Victoria Legal Aid and an Associate to the Honourable Rita M Incerti at the Supreme Court of Victoria. He has also worked in free speech litigation for the Knight Institute in New York, in policy research for the African American Policy Forum, and in commercial legal practice for Linklaters in London and Singapore. He has an LLM from Columbia Law School and a BCom/LLB (Hons) from Monash University.

Recording

Australia's International Opportunities & Obligations

Australia's International Opportunities & Obligations to Gender Equality and LGBTIQ+ Rights

Chair: Melissa Conley Tyler - Program Lead – Asia-Pacific Development, Diplomacy & defence Dialogue / Research Associate – Asia Institute, The University of Melbourne

Presenters:

PhD Candidate Yolanda Vega - School of Business, Law and Entrepreneurship, Swinburne University of Technology
Dr Elise Stephenson - Global Institute for Women’s Leadership, the Australian National University

Abstract:

International relations are central to the development and prosperity of all nations. This session will apply a gender and sexuality lens to the opportunities and obligations for Australia in its international relations. PhD Candidate Yolanda Vega will explain her latest research where she employed the State Feminist Theory to analyse how the Australian Government responds to its international obligations. While Dr Elise Stephenson will discuss the Australian and global intelligence landscape regarding gender and sexuality inclusion as well as what best practice in this area may look like. After their presentations, Melissa Conley Tyler, international expert in diplomacy and gender equality, will facilitate a discussion about Australia’s international opportunities & obligations to gender equality and LGBTIQ+ rights

PhD Candidate Yolanda Vega

Sex, Policy and Power: Australia’s International Obligations

Abstract: Inspired by optimistic results from international human rights law, this current research examines former successful factors from international sex discrimination contracts (conventions, treaties, etc.) to study how to replicate future policy outcomes for women in Australia. To investigate the ‘best of what is’ and analyse what works, without ignoring what is broken, this qualitative study employed the Appreciative Inquiry, as both a method and a theory. Elite informants were specifically targeted in accordance with the ‘purposive sampling’ method. The target: members of the Australian Government, with assigned portfolios that included Prime Minister and Foreign Affairs Minister. The powers of the executive, judiciary and the legislative are analysed with the co-evolution theory. The State Feminist Theory was employed to view how the Australian Government responds to its international obligations. The combination of the SFT, the co-evolution and the appreciative inquiry method provide an innovative multilayered approach examining policy implementation and ratification outcomes. The findings illustrate that if more women held positions of leadership within government, international contracts would often be adhered to, and women’s participation in the workforce would experience positive changes, leading to equal treatment and equal pay between the sexes.

Dr Elise Stephenson

Inclusion practices in national security and intelligence

Abstract: The intelligence and national security sectors are designed to protect the Australian national interest, with the operational requirements of national security paramount above all else. However, decades of reviews and research have uncovered substantial evidence of engrained gender and other inequalities that additively combine with the secretive, hierarchical nature of employment, affecting both individual’s employment opportunities and experiences, and organisational operations if not managed effectively. In particular, whilst growing attention has been paid to diversity reform in other areas of international affairs, little attention has been paid to diversity in the intelligence sector. This paper therefore has two aims: to identify current practices in the Australian and global intelligence landscape regarding gender and sexuality inclusion; and build a theoretical framework to contribute to the literature on ‘best practice’ of diversity in national security and intelligence. Building off work commenced under a world-leading project to address diversity in security vetting practices in Australia, this paper analyses policy and practice divergence and convergence through a systemic quantitative literature review (SQLR) and policy analysis approach. Whilst some policies and practices exist in the Australian context – such as ASIOpen (ASIO’s gender and sexual diversity network) and similar networks across Defence, DFAT, and so on – on the whole there is a lack of transparency for whom, how and what is supported in terms of diversity and inclusion policies (and how effective these are). Yet, this paper argues that there are many crucial areas for intelligence innovation, including in security vetting practices and pipeline and career management.

Presenter Bios

Melissa Conley Tyler

Melissa brings a track record of decades of experience in Australian foreign policy to her role with the Asia-Pacific Development, Diplomacy & Defence Dialogue. For 13 years she served as National Executive Director of the Australian Institute of International Affairs, an independent international policy institute established as a branchof Chatham House in 1924, with close links to the Department of Foreign Affairs and Trade. Under her leadership, the AIIA was recognised for three years running as the top think tank in Southeast Asia/Pacific and one of the top 50 think tanks worldwide in the University of Pennsylvania’s Global Go To Think Tanks Index, the only comprehensive ranking exercise. In 2017, she co-authored Think Tank Diplomacy, the first book-length discussion of the role of policy institutes in the international sphere. She joined the University of Melbourne in 2019 as Director of Diplomacy at Asialink and then as a Research Fellow/Associate in the Asia Institute. Most recently she was a visiting fellow in Taiwan at the Ministry of Defense’s think tank – the Institute of Defense and National Security Research – funded by a Ministry of Foreign Affairs Taiwan Fellowship.

PhD Candidate Yolanda Vega

Yolanda Vega started her part-time Practice-Based Ph.D. research in 2016 during her tenure as Executive Director at the Australian Women Chamber of Commerce & Industry (a national not-for-profit organisation advocating for self-employed women). Vega’s ‘pinch me twice’ moment arrived when she was invited to represent Australia at the first Asia-Pacific Economic Cooperation (APEC) Women's Economic Summit, chaired by Hillary Rodham Clinton. Vega contributed to the APEC Policy Partnership on Women and the Economy and presented the first Australian research paper on female entrepreneurship in St Petersburg, Russia. The first of its kind research on self-employed women in Australia led to several government board appointments. More recently, Vega was recognised as an academic with excellent and innovative teaching skills and for her outstanding efforts. Arriving in Australia, from Spain, with her political refugee parents in 1971, Vega started advocating for human rights in the 1980s and continues today with her research and voluntary work. More information at yolandavega.com

Dr Elise Stephenson

Dr Elise Stephenson is a multi-award-winning gender researcher with an entrepreneurial background, currently a Research Fellow at the Global Institute for Women’s Leadership (GIWL) at the ANU. Elise's research focuses on gender, sexuality and leadership in frontier international relations, from researching space policy, to diplomacy, national security, intelligence, security vetting, international representation, and the Asia Pacific.

Recording

A Rainbow Roadmap for Sport

Presenters:

Dr Ryan Storr (he/him) - Research Fellow, Swinburne University of Technology and Co-founder of Proud 2 Play inc
Christine Granger (she/her) - CEO of Proud 2 Play
Lauren Foote (she/they) - Athlete and Coach, Victorian Roller Derby League and Project Officer, Proud 2 Play

Abstract:

This session will be delivered by Proud2Play. We will discuss the creation and implementation of our newly launched project, 'Rainbow Roadmap'. The Rainbow Roadmap is a sector wide initiative, in partnership with VicSport, across the sport and active recreation sector in Victoria. The initiative was designed from several years of research around LGBTIQ+ inclusion in sport and active recreation, and a key finding of organisations not knowing how to engage and enact LGBTIQ+ inclusion.

The session will start with an outline of the initiative, and the research underpinning it, led by Dr Ryan Storr, co-founder of Proud2Play, followed by preliminary findings from Proud2Play's work with a range of sport and leisure organisations in the early adoption of the program. The session will conclude with activities and discussions relating to how to increase support for the enactment of LGBTIQ+ inclusion within organisational contexts, exploring the concepts of commitment and resistance to diversity and inclusion. The session will be particularly useful for those working to promote LGBTIQ+ inclusion in employment and organisational contexts, and how to use evidence-based research to inform policies, practices, and processes.

Dr Ryan Storr (he/him)

Ryan is the Co-Founder of Proud 2 Play inc. He completed his PhD from Victoria University in Melbourne in 2017, and his thesis explored how community sport volunteers engage with diversity work. He works at both Proud2Play and Swinburne University. At Proud2Play he is currently a program manager and oversees all education and training. At Swinburne, he is a research associate within the Swinburne Sport Innovation Research Group. His research focuses on diversity within sport, with a specific focus on LGBTI+ inclusion in sport. He has led numerous research projects which have explored how Australian sports organisations enact and engage with LGBTI+ inclusion.

Christine Granger (she/her)

Christine is the CEO of Proud 2 Play. She has a wealth of experience and knowledge of working in the sporting, not for profit, and government sectors across different continents. With a passion for sport development, Christine has spent most of her career working with marginalised communities. She has spent time working with Bushmen and street vendors for the Big Issue Namibia, at risk youth whilst coordinating the Street Games in Liverpool, England, and has worked across the inclusion sector in Australia with the Centre for Multicultural Youth and most recently in local government in an inclusion and participation role.

Lauren Foote (she/they)

Lauren Foote (she/they) is an inclusion consultant, exercise physiologist, roller derby player and ambassador for the Change our Game program. Lauren has a wealth of experience engaging marginalised groups in physical activity in both clinical and community settings and has a strong interest in leveling the playing field for women in sport. Lauren is a Roller derby player for the Victorian Roller Derby league and enjoys speaking about her experience in sport, and driving change for the future. Lauren lives and works on the land of the Wurundjeri people of the Kulin Nation.

Recording

Plenary Session

Accelerating Gender and Sexuality Inclusion at Work

Chair: Prof Michelle Ryan - Director, Global Institute for Women’s Leadership, The Australian National University / Professor of Social and Organisational Psychology, University of Exeter

Panellists:

Dr Matt Collins AM QC - President of the Australian Bar Association
PhD Candidate Todd Fernando - Victoria’s Commissioner for LGBTIQ+ Communities
Professor Carol T. Kulik - Research Professor of Human Resource Management, UniSA Business, The University of South Australia
Dr Niki Vincent - Victoria’s Public Sector Gender Equality Commissioner

Abstract:

The plenary session will bring together academic experts and experienced practitioners to discuss practical ways in which to accelerate gender and sexuality inclusion at work and in organisations.

Presenter Bios

Michelle Ryan

Professor Michelle Ryan is the inaugural Director of the Global Institute of Women’s Leadership (GIWL) at The Australian National University (ANU). She is a Professor of Social and Organisational Psychology. With Alex Haslam, she uncovered the phenomenon of the glass cliff. Since its discovery, the term ‘glass cliff’ has entered public discourse and the concept informs and shapes debate and the public understanding of women’s leadership positions. Michelle has spent the last 18 years in Europe worked closely with government organisations (including the Dutch civil service, the UK Ministry of Defence, and the UK’s Government Equalities Office), corporations (including EY, Coca Cola, IBM, UBS), and professional bodies (including the Royal College of Surgeons and the British Veterinary Association) to identify gender inequalities and design solutions to address these inequalities.

Matt Collins AM QC

Dr Matt Collins AM QC is the President of the Australian Bar Association. He is also a Fellow of the Australian Academy of Law, a member of the Board and Council of the Australasian Institute of Judicial Administration, a Senior Fellow at Melbourne Law School and a former President of the Victorian Bar. In 2019 he was made a member of the Order of Australia for significant service to the law, to legal standards, and to education. Matt was rated one of Australia’s Outstanding 50 LGBTI+ Leaders in 2020, and is passionate about improving diversity in the traditionally cis-male dominated industry he leads.

Todd Fernando

PhD Candidate Todd Fernando is a descendant of the Kalarie peoples of the Wiradjuri nation, and identifies as queer with pronouns he/him. Todd is an accomplished diversity & inclusion consultant. He is a public intellectual with extensive experience working with both First Nations and LGBTIQ+ communities. Todd has expertise in reforming social policy and cultural safety frameworks in public and private sectors across Australia. He is recognised as a strategic thought leader and ideas provocateur, with a commitment to improving outcomes and opportunities for all Victorians.

Carol T. Kulik

Prof Carol T. Kulik is a Research Professor of Human Resource Management at the University of South Australia (UniSA Business) and a senior researcher at UniSA’s Centre for Workplace Excellence. Her research focuses on the effective management of workforce diversity, with a particular emphasis on gender in the workplace. Current projects are investigating strategies for closing the gender pay gap, motivating organisations to become gender equality frontrunners, and empowering employees to negotiate better working arrangements in the next normal. Her book, Human Resources for the non-HR Manager, makes research on human resource management accessible to line managers with no formal training in human resources. More info at: https://people.unisa.edu.au/carol.kulik

Niki Vincent

Dr Niki Vincent was appointed as Victoria’s first Public Sector Gender Equality Commissioner in September 2020. She is responsible for overseeing implementation of the Gender Equality Act 2020 and plays a key leadership role in promoting gender equality in the Victorian community and workplaces. Dr Vincent has a wealth of experience in gender equality and organisational leadership. This includes serving as the South Australian Commissioner for Equal Opportunity from 2016-2020.

Prior to that, Niki held the position of CEO of the Leaders Institute of South Australia as well as a concurrent appointment as a member of the Remuneration Tribunal of South Australia. She has also led major programs of academic research in previous roles, holds an appointment as an Adjunct Associate Professor in UniSA’s Business School and has established and run two successful not-for-profit organisations. In addition, Niki is an active ambassador for Time for Kids – a respite foster care organisation - and sits on the board of InTouch Multicultural Centre Against Family Violence. Niki is a mother of 4 adult children, a full-time foster parent, has two young adult stepchildren and 10 grandchildren. She spends her sparse free time with her partner, family, and friends, and enjoys hiking, seeing films, listening to Radio National podcasts and a variety of music, gardening, doing yoga and camping in remote places.

Calendar

Conference Schedule

Registration

Welcome to Country by Wurundjeri Elder Tony Garvey

Welcome to the Conference by Professor Paul Jensen, Deputy Dean - Faculty of Business and Economics, The University of Melbourne.

Morning Keynote: Professor Rae Cooper (she/her),
The University of Sydney
TOPIC: Building Back Fairer - Applying a gender lens to the post-pandemic future of work

Morning Break

Gender, Subjective Social Status and Success

Managing menstruation during Antarctic fieldwork

Normative Gender Bias in Linguistic Representation

Nurturing Sense of Inclusion for Female Engineers

Parent WFC and Offspring's Work

Ecosystem of Support

#meninheels and Work Attire

The Money and The Room

The Intersecting Guises of Precarity

Navigating the Vietnamese Academic River

TGD Work Experiences in Australia

Gendered Drivers of Parliamentary Retirement 1990-2019

Midday Keynote: Dr Thekla Morgenroth (they/them/their),
Purdue University
TOPIC: The maintenance of the gender/sex binary

Lunch

Diversity in Tech

Unpacking the Man Box

Tackling Workplace Sexual Harassment

Pride in Diversity

Acting on Public Sector Gender Equality

Narrowing of the Gender Pay Gap

Online Safety of Women in Politics

Rainbow Tick

Afternoon Tea

Women in STEM and Academia

Embedding workplace equality

Australia's International Opportunities & Obligations

A Rainbow Roadmap for Sport

Plenary Session

Best paper awards

Conference Closing

Conference Schedule

Registration

Welcome to Country by Wurundjeri Elder Tony Garvey

Welcome to the Conference by Professor Paul Jensen, Deputy Dean - Faculty of Business and Economics, The University of Melbourne.

Morning Break

Lunch

Afternoon Tea

Conference Closing

Building Back Fairer - Applying a gender lens to the post-pandemic future of work

Professor Rae Cooper (she/her)

Professor Rae Cooper

Recording

The Maintenance of the Gender/Sex Binary

Dr Thekla Morgenroth (they/them)

Dr Thekla Morgenroth

Recording

Gender, Subjective Social Status and Success

Presenter Bios

Daniela Fernández

Michelle Ryan

Christopher Begeny

Recording

Managing Menstruation During Antarctic Fieldwork

Presenter Bio

Meredith Nash

Recording

Normative Gender Bias in Linguistic Representation

Presenter Bios

Amanda Klysing

Anne Lindqvist

Marie Sendén

Emma Renström

Recording

Nurturing Sense of Inclusion for Female Engineers

Presenter Bio

Kanchana Wijayawarden

Recording

Parent WFC and Offspring's Work

Presenter Bios

Shen-Yang (Sonya) Lin

Giles Hirst

Dr Ying (Lena) Wang

Jeremy F. Dawson

Recording

Ecosystem of Support

Presenter Bios

Christine Thong

Helana Scheepers

Melissa A. Wheeler

Jessica Mackelprang

Mahnaz Shafiei

Virginia Kilborn

Recording

#meninheels and Work Attire

Presenter Bios

Briony Lipton

Recording

The Money and The Room

Presenter Bio

Lara Nicholls

The Intersecting Guises of Precarity

Presenter Bios

Irene Ryan

Barbara Myers

Navigating the Vietnamese Academic River

Presenter Bio

Jane Phuong

Recording

TGD Work Experiences in Australia

Presenter Bio

Robin Ladwig

Recording

Gendered Drivers of Parliamentary Retirement 1990-2019

Presenter Bio

Eliza Cotton

Recording

Diversity in Tech

Presenter Bios

Tanya Williams

Sheila Flavell