This is an extract from the 2022 FLEET annual report [read the full report online] See previous section (Message from the Director) / see next (Research Translation)
FLEET’s steps to improve women’s representation in physics, within the Centre and more widely, have expanded to encompass wider definitions of diversity.
FLEET continued its commitment to equity and diversity within STEM by funding the first new research fellow positions as part of the Women and Diversity in FLEET Fellowship initiative.
Four new Women and Diversity Fellowships were awarded in 2022; see the case study.
The positions were advertised broadly, with candidates invited to nominate their preference for ‘best fit’ across all seven FLEET nodes and 21 chief investigators. This method of recruitment helped to identify the best candidates across the full range of Centre research and provided opportunities to explore cross-node projects.
EQUITY-RELATED TRAINING
Equity and diversity: key data
To help FLEET members become more aware of issues related to diversity and inclusion, each year every FLEET member must attend at least one training session in equity, diversity and inclusion.
Members may undertake any training and development opportunity of their choice, including face-to-face sessions, webinars or online modules.
We believe that letting individuals select training that matches their personal situation and areas of interest will offset some of the ‘equity fatigue’ that can sometimes accompany mandatory training.
In 2022, FLEET joined with other ARC Centres of Excellence to organise the inaugural inSTEM diversity conference at the University of Queensland.
The two-day event was developed for students and ECRs from under-represented or marginalise
groups, or their allies. See case study.
FLEET members also participated in the following training related to equity and diversity:
- Aboriginal and Torres Strait Islander cultural learning
- Appropriate workplace behaviour
- Disability awareness
- Fair and effective interviewing for diversity and inclusion
- Modern slavery
- Queer 101.
EQUITY HIGHLIGHTS IN 2022
- Appointing the first Diversity in FLEET Fellows (see case study)
- Collaborating to deliver the first inSTEM diversity conference (see case study)
- Funding three Women in FLEET Honours and PhD scholarships
- Supporting one PhD student impacted by COVID via the FLEET write-up scholarship
- Extending FLEET carers’ awards to three members to assist with family commitments so that conference attendance was possible
- Surveying members’ experiences and priorities via the fourth FLEET equity and diversity survey.
Individual highlights for diverse populations in FLEET in 2022 include:
Four Women and Diversity in FLEET fellows to join FLEET- One scholarship awarded to a FLEET member from the Women in Leadership Development (WILD for STEM) initiative to train with Australian Institute of Company Directors.
WOMEN IN FLEET AND DIVERSITY IN FLEET
Diversity in FLEET Fellowships are open to individuals from any group that is underrepresented in Australian STEM, or who have experienced uncommon hardship. Examples include, but are not limited to applicants who:
- Identify as Aboriginal and/or Torres Strait Islander
- Have a disability or who cares for a person with a disability
- Identify as LGBTIQA+
- Are from a regional or remote area
- Are from a disadvantaged or low socioeconomic background
- Are from a refugee background
- Have experienced uncommon hardship, which could include, but is not limited to, experiences of domestic violence or debilitating health issues.
EQUITY AND DIVERSITY SURVEY
The equity and diversity survey helps FLEET understand the quality and impact of initiatives that have been implemented. In 2022, the survey was distributed for the fourth time; the previous survey was conducted in 2020 when COVID was still having a major impact on our work environment.
The survey received a 32% response rate, exceeding the KPI benchmark of 30%. Of the responses:
- 90% of members reported a high level of satisfaction with FLEET workplace culture
- Almost 90% were aware of the FLEET equity and diversity policy, up from 83% in 2020
- 98% were aware of the initiatives FLEET has implemented to achieve a more gender-balanced workplace, up from 93% in 2020
- Post pandemic, 94% reported having more flexibility of work hours and a feeling that the outcome of their work is more valued than physical attendance, a significant increase from 82% in 2020
- Awareness of recruitment processes to encourage applications from minority and underrepresented groups remained static at 75%
- Ready access to necessary facilities (mother’s room, prayer room etc.) was 59%; down from 67% in 2020.
Members’ suggestions to help increase Centre diversity and inclusiveness included:
- Training to better understand unconscious bias and gender equity
- Providing guidance on how best to work alongside people from other cultures and languages
- Removing names, age and gender from job applications
- Equipping mid-career members with leadership skills.
This valuable feedback will assist FLEET’s Equity and Diversity Committee to plan future initiatives as well as understand the legacy of FLEET within this important space.
FLEET will:
Help increase diversity and inclusion in STEM in Australia- Provide models for more-inclusive research collaboration.