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WOMEN IN STEM DECADAL PLAN
WOMEN
IN STEM
DECADAL
PLAN
CONTENTS Forewordiii Expert working group iv Context1 The current state of play 3 The case for change 7 A vision for gender equity in STEM in Australia 9 Implementation11 What will the Australian STEM ecosystem look like in 2030? 12 Opportunities14 Case studies 32 Appendices39 References53 © Australian Academy of Science 2019 ISBN 978 0 85847 673 8 This work is copyright. The Copyright Act 1968 permits fair dealing for the purposes of research, news reporting, criticism or review. Selected passages, tables or diagrams may be reproduced for such purposes, provided acknowledgement of the source is included. Major extracts may not be reproduced by any process without written permission of the publisher. How to cite this document: Australian Acadmy of Science. (2019) Women in STEM Decadal Plan (Australian Academy of Science) Also available online at www.science.org.au/womeninSTEMplan Front cover photo: Ms Mei Sun Yee making measurements with a microwave scintillometer by Monash University © Back cover photo: Dr Collette Burke, RMIT University and Victoria’s first Chief Engineer by Eamon Gallagher ©
FOREWORD
Science, technology, engineering and mathematics already stepped us closer to gender equity in STEM
(STEM) skills are the foundation on which the Australian in Australia. We have much to learn from each other.
workforce, industries and the economy will thrive. One initiative is Science in Australia Gender Equity
(SAGE), which is now showing measurable changes in
The rate of adoption of automation based on big
organisational culture, and the progression of women
data, the internet of things, and artificial intelligence,
to senior levels in higher education and research
across all Australian industries, is escalating.
institutions. Leadership linked to frameworks such as
As a result the demand for a STEM-skilled SAGE offers learnings to other sectors. Equally, the
workforce to power our industries is escalating leadership shown by the STEM Male Champions of
and showing no signs of slowing down. Change provides guidance for all STEM leaders.
Every organisation in Australia is increasingly reliant We must work together, redouble our efforts, be
on STEM skills to thrive, whether they operate in ambitious, and above all, be intolerant to stagnation.
government, academia, industry, or the education sector.
As both authors of this decadal plan and
All these stakeholders face a common challenge: the
stakeholders within it, the Australian Academy
need to tackle the significant under-representation
of Science and the Australian Academy of
of women in the STEM workforce, because we can ill
Technology and Engineering heed this call.
afford to under-utilise all of the nation’s available talent.
The Academies stand ready to assist organisations
To achieve this requires removing barriers to participation
in implementing the Women in STEM Decadal
at every point of the STEM pipeline. We must create
Plan for the benefit of our nation.
an environment where girls and women can readily
engage in STEM education and then use those skills We look forward to working with you as
to progress through their careers to senior levels. partners relentlessly chasing the shared
vision articulated in this decadal plan.
No sector can solve this alone.
Leadership is required and it must be
accompanied by accountability.
As a nation we have an opportunity to build on
strong foundations and a raft of initiatives that have
Professor John Shine AC PresAA Professor Hugh Bradlow FTSE
President President
Australian Academy of Science Australian Academy of Technology and Engineering
Professor Sue O’Reilly FAA Dr Bruce Godfrey FTSE
Chair, Equity and Diversity Reference Group Vice President of Diversity
Australian Academy of Science Australian Academy of Technology and Engineering
Foreword WOMEN IN STEM DECADAL PLAN iii
EXPERT
WORKING
GROUP
Ms Anna-Maria Arabia Chief Executive, Australian Academy of Science
Associate Professor Nikola Bowden Assistant Dean – Equity, Diversity and Inclusion, Faculty of Health &
Medicine, University of Newcastle
Professor Madhu Bhaskaran Co-Leader – Functional Materials and Microsystems Research Group
and Associate Dean – Higher Degrees by Research, School of
Engineering, RMIT University
Dr Rosalind Dubs FTSE FAICD Non-Executive Director of ASC Pty Ltd, the Australian Academy
of Technology & Engineering, ANU Enterprise Pty Ltd, Astronomy
Australia Ltd and the Taronga Conservation Society
Ms Kathryn Fagg FTSE FAICD Board member of Boral Limited, Incitec Pivot Limited, Djerriwarrh
Investments Limited and CSIRO
Professor Lisa Harvey-Smith Australia’s Women in STEM Ambassador and Professor of Practice in
Science Communication, UNSW Sydney
Dr Danielle Kennedy Director, Active Integrated Matter Future Science Platform, CSIRO
Manufacturing
Professor Peter Koopman FAA Professor of Developmental Biology, Institute for Molecular
Bioscience, The University of Queensland
Professor Linda Kristjanson AO FTSE FAICD Vice Chancellor, Swinburne University
Professor Jane Latimer Director, Strategy and Engagement, Elizabeth Broderick & Co. and
Professor of Musculoskeletal Disease, Faculty of Medicine and Health,
University of Sydney
Dr Francesca Maclean Co-founder, Fifty50 and Consultant, Arup
Professor Tanya Monro FAA FTSE FOSA FAIP Chief Defence Scientist, DST
Professor Suzanne O’Reilly AM FAA FMSA Distinguished Professor, Macquarie University
Dr Adi Paterson FTSE FIEAust FRSN Chief Executive Officer, Australian Nuclear Science and Technology
Organisation
Dr Sarah Ryan FTSE Non-executive Director of Woodside, Viva Energy, MPC Kinetic
and Akastor
Dr Mark Toner FTSE FAICD Consultant, Gender Matters
Ms Suzy Urbaniak CoRE Lead (Educator/Geologist), CoRE Learning Foundation Inc
and PM’s Prize for Excellence in Science Teaching in Secondary
Schools 2016
iv WOMEN IN STEM DECADAL PLAN Expert working group
Dr Annemarie Nadort uses the properties of light and
its interactions with biological tissue to improve the
understanding, diagnosis and treatment of disease.
CREDIT: TONY CRAWSHAW
CONTEXT
We acknowledge the critically
A STEM skilled workforce is essential important role of the education
to realising Australia’s innovation system in starting a healthy pipeline
of STEM students, and in providing
and productivity potential. learning and teaching environments
in which girls choose and relish all
Demand for STEM skills is high and Attracting women and girls to STEM STEM subjects. We acknowledge the
will continue to grow as society and providing an environment for important influence parents, career
tackles the challenges of a digital them to thrive and progress is a counsellors and societal behaviours
and technologically-enabled world. shared responsibility of government, and values have on the choices
Yet the demand cannot be met academia, industry, the education made by girls and young women.
unless cohesive and collective action sector, and the community.
However, starting a healthy
is taken to maximise the attraction,
The Women in STEM Decadal Plan pipeline when girls engage in
participation and retention of women
is the first time these stakeholders STEM education will not on its
and men in the workforce. Women
have come together to collectively own facilitate retention and
in particular face barriers at all levels
achieve gender equity in STEM. progression through their careers.
of the pipeline including in their
years of education and at all levels In doing so, we acknowledge no All employers of STEM professionals
in the workforce, with pronounced single sector can solve the under- must curtail the attrition of women
barriers presenting at senior levels. representation of women in STEM from the STEM workforce by
nor remove the barriers they face. removing obstacles, barriers and
Context WOMEN IN STEM DECADAL PLAN 1
CAREER PROGRESSION PIPELINE
Stereotypes Flawed recruitment practices Increased pressure to sit on boards and
committees to meet diversity requirements
Bias Caring responsibilities
Bias
Lack of role models Discrimination
Caring responsibilities
Lack of understanding of Harassment
STEM career options Discrimination/sexism
Lack of role models
Disengagement from STEM education
Primary and secondary schooling
Lack of mentors
Family/cultural expectations
Lack of job security
Senior level career
Lack of flexible work
arrangements
Stereotypes
Early career
Tertiary education (Uni, VET)
Mid career
Less access to development opportunities
Stereotypes Retraining/re-entry into workforce can be difficult
Bias Lack of flexible work arrangements
Discrimination Flawed meritocracy for career advancement
Harassment Lack of mentors/sponsors
Key
Lack of role models Career interruptions
Barriers to progression
Career progression pipeline for women in STEM, showing barriers to progression
at each stage. Barriers were identified during consultation and research.
biases which are disincentives Academy of Science in partnership Collectively, we have designed
for women to remain in STEM with the Australian Academy of a shared vision for the future
careers or return to them after Technology and Engineering. to attract, retain and progress
career interruptions. The current girls and women in STEM.
The recommendations from
situation is also impacting
the decadal plan will inform the The decadal plan offers a vision
businesses’ prosperity.
Women in STEM National Strategy and opportunities to guide all
The pipeline for women is leaky that will be published by the stakeholders as they identify and
at every point. There is no Australian Government in 2019. agree on specific actions they
silver bullet, and that is why this must take to build the strongest
The decadal plan was developed
decadal plan offers a unique STEM workforce possible to
through research and consultation
opportunity for everyone to drive support Australia’s prosperity.
covering every state and territory
the change needed to achieve
and involving written submissions, The opportunity to achieve a
gender equity in STEM.
stakeholder interviews and transformative, systematic and
The decadal plan demands bold, roundtable discussions. sustained change in STEM
sustained and cohesive effort in Australia begins now.
Its development was overseen
across the entire STEM ecosystem.
by an expert working group
Above all, it demands leadership comprising Fellows of both
and accountability. academies, industry professionals,
early- and mid-career researchers,
This Women in STEM Decadal
education experts and Australia’s
Plan was announced in the
Women in STEM Ambassador.
2018–19 Federal Budget and
was prepared by the Australian
2 WOMEN IN STEM DECADAL PLAN Context
Dr Ranmalee Bandara using the a soil sensor to
measure the soil moisture on the surface.
CREDIT: MONASH UNIVERSITY
THE
CURRENT
STATE OF
PLAY
Gender equity in having a negative impact on their belief in their abilities in
STEM subjects and on their aspirations to STEM careers.
STEM in Australia The STEM gender gap first becomes easily measurable
in Australia in the middle of secondary school when
(2019) students begin to choose areas of study. In the final years
of secondary school, young men are choosing to study
The lack of gender equity within STEM in Australia is advanced and intermediate mathematics, physics and
well known and long established. In 1995, the Women in chemistry at much higher rates than young women.
Science, Engineering and Technology (WISET) advisory
group, established by the then Minister for Science,
asked ‘What is it about the environments of science,
STEM WORKFORCE
engineering and technology, and society’s perception of
TOTAL AUSTRALIAN POPULATION:
them, that they do not attract and keep girls and women?’ 1
The attract–retain–progress framework provides
a useful construct to understand the issues and 50.7% 49.3%
challenges faced by women and girls in STEM in 2019. WOMEN MEN
Attraction relates to encouraging girls and women to
pursue STEM education and careers and ensuring they
AUSTRALIA’S WORKFORCE 15
see STEM as a viable and exciting career pathway.
Attraction is affected by societal norms, methods of 47.5% WOMEN
teaching and perceptions of eventual careers. Societal
AUSTRALIA’S STEM-SKILLED WORKFORCE 16
norms and stereotypes affect girls from a young age,
16% WOMEN
The current state of play WOMEN IN STEM DECADAL PLAN 3
PARTICIPATION RATES STEM EDUCATION
IN STEM EDUCATION IN THE ASIA PACIFIC
AND TRAINING REGION 21
YEAR 12 SUBJECT ENROLMENTS 17, 18 In 2016, Australia had the lowest percentage
Women Men among countries in the Asia Pacific region
76%
for girls electing to take STEM subjects
Engineering 10% 90% in school (27%)
69%
Low
Computing 19% 81%
China (76%) and India (69%) had the
Physics 25% 75% 27%
highest uptake of STEM subjects by girls.
Higher mathematics 38% 62%
Medium
WOMEN IN STEM
Earth sciences 44% 56%
LEADERSHIP
Chemistry 49% 51%
High
Biology 64% 36%
WORKFORCE IN STEM RESEARCH SECTOR 22
UNIVERSITY ENROLMENTS 19
Proportion of women
Tutor/Associate Lecturer/
Engineering 17% 83% 52% Research Associate
51% Lecturer/Research Fellow
Low
Computing 19% 81% Senior Lecturer/
41% Senior Research Fellow
Physics Astronomy 25% 75% 32% Associate Professor
23% Professor
Mathematical science 32% 68%
42% TOTAL
Medium
Earth sciences 39% 61%
WORKFORCE IN STEM ORGANISATIONS 23
Chemical
sciences 42% 58% Proportion of women
Medical
science 53% 47% 28% Management positions
Biological 8% CEO/Head of Business in Australia
sciences 57% 43%
High
Health 70% 30%
VET ENROLMENTS 20
PAY GAPS IN STEM
Women in professional, technical and scientific
Low Medium
Engineering 9% 91%
services industry earn 23.7% less than men. 24
Earth sciences 25% 75%
Graduate salaries for women in
Computing
Medical
26% 74%
23.7% STEM are less than equally
science 54% 46% qualified men. 25
Biological
sciences 56% 44% LESS
AG & ENV SCIENCES
MATHS & SCIENCE
High
Chemical
sciences 65% 35%
ENGINEERING
Health 71% 29%
COMPUTING
14.8% LESS
16.7% LESS
19.7% LESS
6.2% LESS
4 WOMEN IN STEM DECADAL PLAN The current state of play
This trend continues into tertiary and postgraduate levels, such as range of organisations across
education where women are in agriculture and environmental government, research and industry.
particularly under-represented sciences, and health sciences, the The research sector is largely
in certain STEM disciplines in proportion of women in these fields publicly funded and incorporates
vocational education and training significantly decreases after the universities, research institutions
(VET) and university courses, early- to mid-career stage . This
4
and publicly funded research
despite more women earning clearly demonstrates the problem of agencies (PFRAs). In addition to
degrees than men overall. retention, ensuring the experiences PFRAs, government also employs
of girls and women pursuing a a variety of STEM-skilled workers
Australia has around 5000
career in STEM are conducive to across the various departments and
registered VET providers and 43
them remaining in a STEM career. statutory agencies of the federal,
universities, and Australia’s STEM-
state and territory public services.
skilled workforce comprises 68% Progression is the third broad
VET qualified, and 32% university category of challenges faced Industry employers of Australian
qualified workers . Of those with VET
2
by women in STEM and relates STEM-skilled workforce include
qualifications, only 9% are women. to the ability of women to move more than half of the ASX 200 listed
Of university qualified workers, equitably to the highest levels of companies 6 plus large multinationals
29% are women. Tertiary courses in their chosen career. Retention and that operate in Australia, as well
engineering, computing, physics and progression are closely related; as a range of businesses from
astronomy all have low (less than while women leave STEM for a start-ups to small- and medium-
25%) participation rates for women . 3
variety of reasons, one of the main sized enterprises (SMEs).
ones is lack of career progression 5.
Even in disciplines where The Workplace Gender Equity
women have greater than 50% Employers of STEM-skilled workers Agency (WGEA) requires all non-
representation at the undergraduate in Australia consist of a broad government businesses with more
Dr Anna Sokolova, working on a Small Angle
Neutron Scattering instrument, Bilby.
CREDIT: PAUL K. ROBBINSthan 100 employees to report on gaps persist in Australia despite Actions focused on retention
the gender breakdown of their various legislative instruments and progression should be
workforce 7. In 2016–17, 1487 of that require employers to ensure applied across STEM.
the 4479 reporting organisations and report on gender equity
Intersectional issues create
(33%) were STEM organisations 8. of women in the workplace.
additional barriers to the
The future of work will shift the Students from low socioeconomic participation of individuals in STEM.
majority of organisations’ core and rural and regional areas, and People who identify as Aboriginal
business, requiring them to increase those from Aboriginal or Torres Strait or Torres Strait Islander, culturally
the number of employees with Islander backgrounds, are especially and linguistically diverse, and
STEM skills. With this rapid change under-represented in STEM lesbian, gay, bisexual, transgender,
in workforce requirements many throughout the entire pipeline 14. queer or questioning, and intersex
organisations in the next decade will (LGBTQI), and those who have a
Participation in STEM areas varies
transform into STEM organisations. disability, are under-represented
across different parts of the
All Australian organisations have in STEM. Intersectional issues are
education sector but low (Professor Kerrie Mengersen FAA leading an expedition to Peru
to help ensure Jaguar survival through the use of statistics,
mathematical modelling, virtual technology and knowledge
THE
from Indigenous people living in the Amazon.
CREDIT: VANESSA HUNTER
CASE
FOR
CHANGE
STEM skills are the foundation on in the same timeframe 26. Shifting women‑founded companies, despite
which the Australian workforce, just 1% of Australia’s workforce into their weaker financial performance.
industries and the economy will STEM jobs would add $57.4 billion
Organisations with larger
thrive and prosper. A workforce to the nation’s GDP over 20 years 27.
numbers of women in leadership
delivering science, technology
Evidence shows that companies with positions yield better economic
and innovation and the national
gender-diverse leadership teams performance and outcomes 32.
advances they bring must make use
and boards are more successful than When women’s representation
of all available talent. Yet women
those without gender diversity 28. in leadership teams exceeds
and girls face a myriad of systemic
Women enable teams to perform 30%, business gains are reported
barriers and cultures which result
more effectively 29, including in irrespective of company size 33.
in their under-representation
innovation-oriented businesses 30.
across the breadth and depth of Diversity also benefits scientific
STEM disciplines and careers. A recent study found women outputs, with a large-scale study
Under-representation and under- entrepreneurs achieve better finding the greater the diversity
utilisation of the workforce are financial performance over time . 31
of scientists involved, the greater
threats to Australia’s prosperity. Start-ups founded by women the performance and impact
generate revenue of 78 cents for of the research produced 34.
The economic case for gender
every dollar of start-up funding,
diversity is clear. The 2017 World At a time when Australia needs to
in comparison to the return of 31
Economic Forum’s ‘Gender gap utilise all of our available talent, we
cents per dollar of funding reported
report’ estimates that closing must create and ensure a healthy
by start-ups founded by men.
the gender gap in economic pipeline of STEM-skilled women
Yet, companies founded by men
participation by 25% by 2025 could who can go on to work in inclusive
receive on average more than
add as much as US$5.3 trillion to and respectful workplaces.
twice the level of investment than
global gross domestic product (GDP)
The case for change WOMEN IN STEM DECADAL PLAN 7WORKFORCE NEEDS OF THE FUTURE 35, 36, 37, 38
DIGITAL SYSTEMS JOB LOSS AUTOMATION
50% 18% 70%
50% of workers will need to know 18% of workers have a serious 70% are training for a job set to
how to use, build and chance of losing their job be replaced by automation
configure digital systems because of technology
1.5 SKILLS SHORTAGES
77% TIMES
In 2018, Australia had skills shortages
in geology and geophysics,
Australian workers
FASTER agricultural science, mechanical,
aeronautical and civil engineering,
will spend 77% more time STEM skilled jobs are growing at 1.5 surveying and architecture, some for
using science and maths skills times faster than any other job sector the first time in over five years
Based on insights gathered from academia, industry, the education government, academia, industry, the
extensive stakeholder consultations, sector and the community. education sector and the community
combined with data gathered from can individually and collectively
It will require leadership
Australia and internationally, there customise to their own sectors.
from each stakeholder and
is abundant evidence that many
collaboration between them. Importantly, the opportunities
organisations are taking actions
provide a framework that can
at an individual level to support Above all it will require
guide our nation, ensuring
the attraction, retention and accountability.
efforts and energy move
progression of women in STEM. This decadal plan offers six key in one direction towards a
However, Australia has not yet opportunities for Australia to national vision for Australia.
made the national and systemic strengthen gender equity in STEM
changes required to bring about over the next 10 years, beginning
the step change essential to early by strengthening education
achieve diversity in STEM. systems which support and inspire
girls to choose STEM disciplines and
Significant gains at every stage
continuing over a lifetime to enable
of the STEM pipeline will require
women to thrive in STEM careers.
bold and cohesive action by
all stakeholders: government, Against each opportunity are
strategic recommendations that
“In a technology-led economy the
distinction between STEM and
non‑STEM jobs is increasingly blurred”
8 WOMEN IN STEM DECADAL PLAN The case for changeProfessor Jean Armstrong looking through a hemispherical
lens which is used in the visible light communication and
visible light positioning experiments.
CREDIT: MONASH UNIVERSITY
A VISION
FOR GENDER
EQUITY IN STEM
IN AUSTRALIA
We share a national vision to establish a thriving STEM-
skilled workforce that is fit for the future, globally recognised,
powered by a diverse and gender-balanced pipeline, and
supported by an inclusive and respectful workplace culture.
A vision for gender equity in STEM in Australia WOMEN IN STEM DECADAL PLAN 9Six opportunities
1 Leadership 2 Evaluation 3 Workplace culture
and cohesion
Establishing a national A significant cultural shift
Stronger cohesion and evaluation framework will in workplaces is necessary
leadership across the guide decision making and to create gender equity
Australian STEM ecosystem drive investment and effort for women in STEM. A
will amplify and strengthen into measures that work. culture that is inclusive
diversity outcomes. and respectful, challenges
traditional stereotypes, is
free of discrimination and
bias, enables flexibility
and accommodates
career interruptions and
changes will maximise
women’s participation
in the workforce.
4 Visibility 5 Education 6 Industry action
Seeing women in diverse Strengthening the education Establishing a national
STEM careers, and equally system to support teaching framework that guides and
represented in the media, in and learning on a national provides tools to address
public events, and in other scale will enable and gender equity amongst SMEs
forums like boardrooms encourage all girls and will impact the vast majority
and classrooms will provide women at all levels to study of businesses not reached
role models for girls and STEM courses and equip by existing programs.
women and inspire a nation. them with the skills and
knowledge to participate
in diverse STEM careers.
Each opportunity is expanded from
page 14 of the decadal plan.
10 WOMEN IN STEM DECADAL PLAN A vision for gender equity in STEM in AustraliaIMPLEMENTATION
Professor Tamara Davis standing high up on the
telescope dome before a night of observing.
CREDIT: TAMARA DAVIS
Taking the six opportunities outlined The decadal plan offers a framework
to develop those actions. In
in the Women in STEM Decadal developing sector-specific
actions, it is suggested that the
Plan and turning them into actions following principles be applied:
will require commitment from all • proposed measures align
with the decadal plan
stakeholders: government, academia, • they are fit for purpose
industry, the education sector
• specific
• measurable
and the broader community. • achievable
• relevant, and
Each opportunity is elaborated to plan, as well as case studies and • time bound.
offer strategic recommendations data that have been drawn from The Australian Academy of Science
and implementation guidance the Australian and international and the Australian Academy of
so that stakeholders can published literature in this area. Technology and Engineering—
benefit from the research and both as authors of this decadal
To achieve the ambition presented
consultations undertaken in plan and as stakeholders who will
in this decadal plan will require
developing the decadal plan. contribute to achieving its national
leadership from STEM stakeholders
Appendices include a number and collaborative efforts between vision—are committed to working
of suggested initiatives that them, to tailor, implement, and with all stakeholders to facilitate
were offered in the consultation evaluate actions that work and implementation of the decadal plan.
phase of developing the decadal effect sustained change.
Implementation WOMEN IN STEM DECADAL PLAN 11WHAT WILL THE
AUSTRALIAN STEM
ECOSYSTEM LOOK
LIKE IN 2030?
Professor Elizabeth Croft pictured with Charlie the PR2 - robotics
research platform for studying Human-Robot Interaction.
CREDIT: ELIZABETH CROFTIt’s 2030.
If the decadal plan and the parental or carer’s leave as often and returns, win more grants and
opportunities contained within it as women, and all genders will be publish more highly-cited papers,
are realised, the STEM graduates of supported and empowered to rejoin deliver better STEM training and
2030—9- and 10-year-olds making the workforce with no disadvantage. education, and achieve better
their way through primary school policy and public outcomes.
Systematic efforts will have
in 2019, as well as those entering
been made to remove bias These workplaces will be publicly
the workforce from other life
from recruitment and promotion recognised and rewarded for their
journeys—will join workplaces that
practices. Widely-available tools efforts in national and international
are respectful, free of harassment
will screen for gendered language accreditation schemes through
and discrimination, value diversity,
in job ads and selection criteria, programs such as the Science in
and structured to support the needs
merit will be carefully defined, and Australia Gender Equity (SAGE)
and preferences of their diverse
selection and promotion panels Initiative and WGEA Employer of
and professional employees.
will be equitable and transparent in Choice Gender Equality awards,
These workplaces will have invested their composition and practices. as well as new programs arising
the time, the resources and the from this decadal plan.
Leaders will examine and report
leadership required to systematically
on gender outcomes within Every part of the economy and
eliminate harassment and sexism,
organisations, to their boards and the industries within it will actively
to promote and realise equity,
shareholders, and they will be implement and monitor the progress
and to create cultures in which
accountable for delivering against of gender equity policies. Publicly
all employees are empowered
diversity key performance indicators available evaluations of the efforts
and motivated to succeed.
(KPI) for their businesses. They will made to achieve gender equity in
Women as well as people from be accountable because there will STEM will drive informed decisions
diverse backgrounds will hold be a deep understanding that lack and investments and will be a
management and leadership of diversity costs their business source of national pride and a
positions from the board and CEO in terms of profitability, creativity benchmark against which other
down, bringing different ideas and the ability to compete. nations measure themselves.
and approaches to innovation,
Men across the country will be By 2030, the national and
communication, discovery,
engaged as part of the solution, coordinated approach we took to
performance and conflict resolution,
intolerant of inappropriate behaviour, achieve gender equity will have been
among many other domains.
challenging entrenched beliefs, and applied to other forms of diversity as
With more diverse teams, these
equally taking up parental leave well as to address intersectionality.
workplaces will be more creative,
thereby breaking down stereotypes
productive, profitable and successful The health of our society, our
and better able to balance their
and these teams will make environment, and our global
own careers with raising a family.
objectively better decisions at junior, interactions will be stronger. Globally
middle and executive or board levels. Because they’ve invested this effort we will have drawn on all available
in their cultures, their staff and their talent and resources to achieve the
Workplaces will actively promote, not
practices, these workplaces will be Sustainable Development Goals.
just allow, flexibility in work practices
realising the benefits. They will be
and conditions. Men will take And, as a nation, we will be
innovative, generate greater profits
proud and prosperous.
What will the Australian STEM ecosystem look like in 2030? WOMEN IN STEM DECADAL PLAN 13OPPORTUNITIES
Striving towards our shared vision for in the Australian STEM ecosystem sector and the community—will differ
gender equity in the Australian STEM will need to adapt. Leadership, and will be customised. To maximise
ecosystem will deliver many benefits, accountability, robust governance the opportunities, the decadal plan
including greater preparedness structures, funding and cultural offers implementation guidance
for the future, greater workforce shifts will all be required to that emerged as a result of its
participation, better economic achieve the step change that development and the consultations.
performance, greater scientific an increasingly technologically
All the strategic recommendations
impacts, and greater creativity enabled environment demands.
are designed to facilitate change
and entrepreneurial activities.
Six key opportunities will drive that is systemic and sustained
Australia will be better able to create that change over the next and that will bring about the step
and inspire cutting edge science, decade and equip Australia’s change needed to achieve gender
technology and innovations. STEM workforce for the future. equity in STEM in Australia.
A fair playing field will generate The way in which these opportunities
opportunities for all. are adopted and refined by
stakeholders—government,
Achieving this will necessitate
academia, industry, the education
significant reform, and stakeholders
1 Leadership and cohesion 2 Evaluation 3 Workplace culture
Stronger cohesion and Establishing a national A significant cultural shift
leadership across the evaluation framework will in workplaces is necessary
Australian STEM ecosystem guide decision making and to create gender equity for
will amplify and strengthen drive investment and effort women in STEM. A culture that
diversity outcomes. into measures that work. is inclusive and respectful,
challenges traditional
stereotypes, is free of
discrimination and bias, enables
flexibility and accommodates
career interruptions and
changes will maximise women’s
participation in the workforce.
4 Visibility 5 Education 6 Industry action
Seeing women in diverse Strengthening the education Establishing a national
STEM careers, and equally system to support teaching and framework that guides and
represented in the media, in learning on a national scale provides tools to address
public events, and in other will enable and encourage all gender equity amongst SMEs
forums like boardrooms and girls and women at all levels will impact the vast majority
classrooms will provide role to study STEM courses and of businesses not reached
models for girls and women equip them with the skills by existing programs.
and inspire a nation. and knowledge to participate
in diverse STEM careers.
14 WOMEN IN STEM DECADAL PLAN OpportunitiesOpportunity 1 Leadership and cohesion
Stronger leadership and cohesion businesses in terms of profitability, globally but not currently in Australia.
across the STEM ecosystem creativity and ability to compete. Neither program STEM specific.
in Australia will amplify and
To properly address issues of Government, as a driver of policy,
strengthen diversity outcomes.
gender equity, workplaces must funder of programs and large
Critical to the success of any ensure they are measuring the employer of STEM professionals,
initiative is leadership. More than right things to track progress has a significant opportunity to
ever, individual leaders across and enable identification of model leadership by adopting
the STEM ecosystem, including in areas requiring attention. best practice. This could include
government, academia, industry, making the adoption of diversity
Accreditation programs that
education, and the community, measures and evaluation a
provide a broad organisational
must come together to drive condition of government funding, or
framework have been shown to be
action to achieve gender equity in incorporating them in procurement
effective mechanisms to encourage
STEM and be accountable for it. guidelines to encourage the
organisations to set goals and work
adoption of best practice in
Change can commence at the towards change across the multitude
gender equity to flow through the
grassroots and this should not of issues that impact on women
supply chain and the economy.
be discouraged. However, the in STEM. Organisation leaders
systemic and sustained actions should be encouraged to choose Many effective initiatives, such as
required to make a step change such a program that suits them. those coordinated and led by the
in achieving gender equity in Male Champions of Change (MCC),
WGEA offers a good example
Australia will primarily occur when Chief Executive Women (CEW)
of how national frameworks for
led and championed from the top. and the 30% Club, offer a strong
accountability and data collection
foundation for further action.
Equally, cohesion and coordination (in this case legislative) can yield
across the STEM ecosystem positive outcomes for gender
is critical. No single activity or equity across a range of industries. Aspiration
stakeholder can shift the barriers Organisations that report to In Australia, leaders in
faced by women in STEM. More than WGEA are eligible to apply to be government, academia,
half of participants in the consultation recognised as an Employer of industry, the education sector
process flagged the lack of cohesion Choice for Gender Equality (EOCGE). and the community are
and the small scale of programs as accountable for monitoring,
SAGE is the only transformative
major barriers to achieving better evaluating, coordinating and
gender equity program of its
outcomes for girls and women in influencing improvements in
kind in Australia designed to
STEM. Numerous case studies gender equity practices across
achieve sustained cultural change
show the benefit of collaboration their sphere of influence.
via a national accreditation
between stakeholders, for example
framework. Measures to enable
the positive impact of the education
SAGE to be adopted by all higher
sector and industry working together
education and research (HER)
to strengthen the STEM pipeline.
institutions across Australia would
Leadership and cohesion must also bring unparalleled impact. “SAGE is the only
be accompanied by accountability.
Examples of other global transformative gender
Leaders must monitor and report
on gender outcomes within
accreditation initiatives include the
Economic Dividends for Gender
equity program of its kind
organisations, to their boards
Equality (EDGE), with which some in Australia designed
and shareholders, and should be
accountable for delivering against
multinationals operating in Australia
to achieve sustained
are accredited, and the United
diversity KPIs for their business.
Nations Development Program change via ongoing
Such practices would reflect deep
organisational understanding
Gender Equity Seal, which operates evaluation and a national
that lack of gender equity costs accreditation framework.”
Opportunities WOMEN IN STEM DECADAL PLAN 15Strategic recommendations Detail
1.1 Incentivise and promote WGEA offers a good example of how national frameworks for accountability
accountability amongst leaders and data collection can yield positive outcomes for gender equity across a
range of industries.
Government should develop incentives to encourage voluntary reporting
from organisations with fewer than 100 employees.
1.2 Rollout the SAGE pilot nationally SAGE is the only transformative gender equity program of its kind in Australia
to facilitate the involvement of all designed to achieve sustained cultural change at a national scale. Measures
higher education and research to enable SAGE to be adopted by all HER institutions across Australia would
institutions in Australia and provide bring unparalleled impact and scale.
a pathway towards Gold Athena Consideration should be given to piloting SAGE in the vocational education
SWAN accreditation and training sector.
Consideration should be also given to leadership training across universities
to complement SAGE and provide institutions with tools and mechanisms to
bring about meaningful and measurable improvements in gender equity.
1.3 Address diversity in government Government as a driver of policy, funder of programs and large employer
funding and procurement of STEM professionals has a significant opportunity to show leadership
by adopting best practice. This could include making the adoption of
diversity measures and evaluation a condition of government funding, or
incorporating them in procurement guidelines to encourage adoption of best
practice in gender equity to flow through the supply chain and the economy.
1.4 Government as a key employers Government is uniquely positioned to be a best practice employer.
of STEM professionals adopt
best practice in gender equity as
outlined across this decadal plan
1.5 Develop and adopt national This is intended to provide comprehensive guidance and set a national
guidelines on best practice in all benchmark for all entities administering awards, fellowship or other
selection processes recognition of achievement, including government, academia, industry,
learned academies, professional societies, and not-for profit sector awards.
Organisations administering awards and fellowships should draw on and
adopt evidence-based best practice to remove barriers to nomination and
selection of girls and women and to promote and celebrate diversity of
recipients.
Demographic information from applicants should be collected so clarity can
be gained on where diversity is lacking in processes, and improvements can
be tracked.
1.6 Develop national standards to A rise in the number of accrediting bodies across the nation can lead to
require accreditation bodies to meet confusion as to whether the benchmark reached genuinely reflects the
national benchmarks adoption of best practice by the accredited organisation.
National standards would provide confidence to organisations seeking
accreditation that their actions to improve gender equity are meaningful, will
have impact and lead to sustained change in gender equity.
Government has a responsibility to lead this body of work, taking learnings
from WGEA and SAGE.
1.7 Leaders across all STEM The Male Champions of Change Panel Pledge is a signed commitment
professions and organisations adopt for organisation leaders to only be involved in panels that involve women
and adapt learnings from proven in a meaningful way. This has led to 95% of Male Champions of Change
measured such as those developed members supporting the pledge, enhancing the diversity and quality of
by MCC, CEW and the 30% Club perspectives presented in public discussions and encouraging event
organisers to reassess their own approaches and diversity messaging 39.
MCC and CEW have developed a resource with approaches to avoid the
‘merit trap’, which is now being routinely used by 70% of MCC organisations
in recruitment, promotion and related processes 40. Leadership teams can
make a significant difference to the culture, equity and diversity efforts of
their organisations, especially when these efforts are informed by meaningful
measurements to identify areas requiring attention.
Practices such as these should be adopted by all leaders (refer to
opportunity 4 on page 23).
16 WOMEN IN STEM DECADAL PLAN OpportunitiesImplementation guidance within those institutions (see assessment criteria that go beyond
case study 5 on page 35). research metrics (e.g. impact,
• WGEA currently collects data from
outreach, industry engagement,
all non-public organisations with • The self-evaluation undertaken
patents, policy contributions,
more than 100 employees 41. Five as part of the SAGE accreditation
mentorships, supervision,
years of open-reporting of gender program not only informs
teaching); acknowledgement of
equity data has seen gains in change within an institution
impact of career interruptions
gender equity initiatives, such as but contributes to a growing
(as per the Australian Research
increase in the number of women evidence base of what works and
Council Research Opportunity
in management roles (3.9%) and what does not across STEM.
and Performance Evidence (ARC
increase in employer actions in • Programs such as Aurora in the ROPE) guidelines); transparency
regards to gender equality policies UK—a women-only leadership in decision making; inclusive
(2.8%) and strategies (14.6%), pay development program for women selection criteria; methods to
equity (21.9%) and flexible work in higher education institutions— address unconscious bias; diverse
(9%), and identifies areas where provide training and development selection committee composition;
further work is needed 42. It is opportunities that assist women’s consideration of blind assessment
likely in the future that WGEA will retention and progress and of applications; avoidance of
accept voluntary reporting from support institutions’ efforts to complex nomination processes;
organisations with fewer than 100 achieve accreditation. The impact showcasing and celebratiion
employees. In 2016–17, 1487 of of Aurora has been consistently of diverse awardees; and use
the 4479 reporting organisations measured through a five-year of tools to attract a diversity of
(33%) were STEM organisations 43. longitudinal study which shows applicants including appropriate
• Similarly, the SAGE initiative offers the power of the program’s ability marketing and advertising that
a national framework to encourage to increase a woman’s self-belief has reach and enlisting mentors
performance improvement in in her leadership skills (see and sponsors in identifying
HER through self-assessment case study 10 on page 38). diverse candidates. Consideration
and ongoing evaluation. SAGE • The 30% Club, which regularly should be given to measures
is being piloted nationally and reports on women’s representation such as quotas and women-
is the Australian adaptation of on publicly listed organisations, only awards or appointments.
the Athena Scientific Women’s has demonstrably increased • Evaluation of all measures is
Academic Network (SWAN) representation of women 46. essential to continually improve
Charter in the UK. Formative Amongst ASX 200 companies practice. This is further elaborated
evaluation of the SAGE pilot is for example, the percentage of in opportunity 2 on page 18.
already demonstrating the value women on boards has risen to
and positive impact of this initiative 29.7%, a substantial increase from
on gender equity in HER (see 8% representation in 2008 47.
case study 5 on page 35). Programs such as these allow
• Independent evaluations of UK organisations to identify and
Athena SWAN have demonstrated meaningfully address the issues
that this accreditation program which are most pertinent to them.
has benefited staff and • Women are typically under-
positively influenced institutional represented as recipients of
practices as well as cultural and awards and fellowships in STEM
attitudinal changes, and these fields, despite making up one-
changes are sustained 44. third of the world’s research and
• Since its inception, the SAGE development workforce. Women
initiative has engaged with continue to be represented in
around 50% of Australia’s higher low numbers in the nomination
education and research sector 45 or application pool.
and has been instrumental in • Development of best practice
commencing cultural change guidelines should consider
Opportunities WOMEN IN STEM DECADAL PLAN 17Opportunity 2 Evaluation: understanding
what works
If you can’t measure it, you can’t publicly available evaluation findings STEM workforce to understand
improve it. The majority of gender at the time of publication . 48
the issues within their context, and
equity programs in STEM lack the gaps in their existing efforts.
Evaluation needs to be a priority,
useful performance data and Based on this they can prepare
and government and other funders
formal evaluation, making it difficult a plan of action going forward.
can support this by requiring
to determine which initiatives
rigorous evaluation of impact,
are effective and which should
using a standardised framework, Aspiration
be extended or scaled up.
as a condition of funding. Australia leads the world in
Only three of more than 330 the use of evidence-based
The ideal first step for all
Australian gender equity initiatives activities and policy settings
organisations seeking to address
identified during the research to support a diverse and
issues of gender equity is to conduct
phase of the decadal plan had inclusive STEM ecosystem.
a baseline audit of their current
Strategic recommendations Detail
2.1 By 2022, establish a consistent Government, in collaboration with other parts of the STEM ecosystem,
national evaluation framework that should co-design a national evaluation framework that enables project-level
guides evaluation efforts across all evaluation and demonstrates what works to attract, retain and progress girls
existing and future gender equity and women in STEM.
initiatives in STEM in Australia
2.2 Organisations who fund STEM A paradigm shift in the culture of evaluation is required, with an opportunity
gender equity initiatives support for leaders in business, research, education and government to make
evaluation and evidence-based evaluation, and its open reporting, a priority throughout their spheres of
approaches by requiring evaluation influence.
as a condition of funding Funding organisations such as government, academia, industry, community
groups and philanthropic organisations should support evaluation by
providing funding and evaluation guidance as part of funding agreements.
This will support a culture of evidence-based practice, by enabling activities
to be refined and improved based on evaluation data.
2.3 Improve awareness of existing Programs should be published and collated, including evaluation data,
programs and their efficacy in a national repository supported by government to inform decision
making about what works and what should be scaled up and/or funded
across sectors.
Collaboration should be supported and incentivised between providers
of programs.
Cross-sector collaborations should be enabled to enrich programs and
processes.
“Many gender equity programs in STEM
lack performance data and formal
evaluation, making it difficult to know which
work and which should be scaled up.”
18 WOMEN IN STEM DECADAL PLAN OpportunitiesImplementation guidance from similar approaches to in designing, implementing
improve teaching and learning: and evaluating partnerships.
• Using existing data collections
as the foundation, opportunities ◦◦ The UK Education Endowment ◦◦ A national evaluation framework
should be explored to improve Fund provides funding for trials should be flexible enough
coherence, relevance, reporting and evaluation of promising to take into account local
to a common standard and to but unevaluated programs to circumstances to ensure that
identify and address any gaps. generate evidence of what small initiatives which meet local
These should be guided by works to improve teaching needs are not disadvantaged.
existing national statistics from and learning. Information on
• Consideration should be given
the Australian Bureau of Statistics programs and their evaluation
to how a national repository of
including the Australian and data is publicly available (see
gender equity initiatives in STEM
New Zealand Standard Industrial case study 1 on page 33).
would link to existing related
Classification, the Australian ◦◦ In response to recommendations infrastructure. For example the
Standard Classification of in the STEM Partnerships Forum showcasing of STEM education
Education, and the Australian 2018 report, Optimising STEM activities via STARportal, an
and New Zealand Standard Industry–School Partnerships: initiative of the Office of the
Research Classification. Inspiring Australia’s Next Chief Scientist, supported by
• This decadal plan offers the Generation 49, the Australian the Australian Government.
opportunity for Australia to Government funded the
• It will be essential to identify
commit to long-term and development of a National STEM
a standard definition of STEM
comprehensive evaluation of Education Resources Toolkit
subjects that can be applied
gender equity initiatives in STEM. to be published in 2019. The
across the 10 years of the plan
In Australia the benefits of early toolkit will be an online resource
to track girls’ participation,
evaluation are demonstrated in to assist schools and industry
particularly in low and medium
the formative evaluation of the design and establish new
participation areas of STEM.
SAGE pilot which has allowed STEM initiatives, and evaluate
meaningful and measured existing and future initiatives.
enhancement of the pilot. It will provide information
on successful partnerships
• Such an approach is not common
and the important role of
for gender equity initiatives,
intermediaries, and advice to
but guidance may be drawn
support schools and industry
A student from Meekatharra District High School
observing sunspots with a solar telescope.
CREDIT: PETE WHEELEROpportunity 3 Culture: inclusive and
respectful workplaces
A significant cultural shift in must be made available to both workplace components for attracting
workplaces is critical to creating women who have taken career and retaining women in STEM roles.
gender equity for women in STEM. interruptions and women who have
Rather than focusing only on
This includes making workplaces not previously worked in STEM.
increasing women’s workforce
more inclusive and respectful, and
Discrimination: Australia has participation, it is also important
challenging traditional stereotypes
legal frameworks that are intended to increase men’s participation in
of the roles of women and men
to prevent discrimination based caring responsibilities 52. In countries
inside and outside of work, through
on gender, but the existence of where family policies incentivise
proven methods that are tailored
such frameworks is not sufficient men to take caring roles, the impact
to work in different environments.
to prevent discrimination. is seen both in the rate of men
Attracting and retaining women accessing leave and in societal
Harassment and bullying:
in the STEM workforce requires attitudes towards parenting (see
Sexual harassment is a significant
addressing a range of factors case study 9 on page 38).
issue within STEM organisations
including workplace culture,
in Australia and impacts women As flexible work and caring
discrimination and bias, a lack
at a much higher rate than men. responsibilities are taken up equally
of flexibility in work options 50,
Taking strong actions to improve by men and women in our STEM
and providing for re-entry to the
reporting mechanisms and reduce workplaces, a cultural shift will be
workforce after career interruptions
the prevalence of harassment in created which will highlight the
(see figure: career progression
the STEM-skilled workforces will impact of caring responsibilities
pipeline on page 2). Each
create safer working environments on work and raise the value of
is briefly considered below
for women encouraging them part-time and flexible work.
with a more comprehensive
to be retained within the STEM
evidence base provided in Overall, women will benefit when
workforce. It is the responsibility
appendix 2 on page 41. we give Australians of all genders
of every employer to ensure a
more choice in balancing their
All actions developed under the workplace culture that does not
careers with other priorities.
umbrella of this decadal plan tolerate bullying and harassment.
should consider intersectionality. Supporting career progression:
Societal expectations and
Mentors and sponsors play
Career interruptions: A significant stereotyping: These are broader
an important role in career
finding of the decadal plan is that societal issues, but the impacts are
development. Good mentors and
while organisations may be taking keenly felt by women in STEM and
sponsors at an appropriate level
actions at an individual level to cannot be ignored. The societal
can have a significant influence
support women who experience expectation that women will be
on mentees’ career choices and
career interruptions, Australia primary caregivers has implications
progression opportunities. The
does not have a system-level for women’s participation in the
relative lack of women at senior
method to retain women who workforce generally, as well as
levels in STEM organisations acts
may be disadvantaged by career in STEM, and for their career
as a barrier to ensuring availability
interruptions. The pipeline of progression. Child care remains the
of appropriate mentors and
schooling to tertiary education to biggest barrier to women entering or
sponsors to early- and mid-career
workforce is clearly defined, but re-entering the workforce or working
women in STEM. It also highlights
re-entry or switch points are not more hours 51 which was reinforced
the importance of men at senior
as obvious. Importantly, at a time by consultation feedback on the
levels demonstrating leadership by
when the Australian economy decadal plan. Possibly as a result of
mentoring and sponsoring early- and
requires a diverse range of STEM caregiving expectations, flexibility
mid-career women. The decadal
skills, Australia can ill afford in working hours and locations was
plan consultation process revealed
inaction in this area. Opportunities cited as one of the most important
strong support for a formal national
to (re)enter the STEM ecosystem
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