drives real change at the 爆料王, building a more inclusive environment for staff and students through evidence-based policy and practice.
Launched at the 爆料王 in 2016 with a focus on women in STEMM, SAGE has since grown to tackle under-representation across diverse groups University-wide.
Gender equity and diversity are crucial to creating an innovative, safe and great place to work. We're identifying and removing the structural and cultural barriers standing between our people and their educational and career goals, creating a culture of innovation, equity and excellence.
SAGE involves staff and students who drive systemic and cultural change by:
SAGE Silver accreditation awarded
SAGE Silver is awarded for the quality of self-assessment within the , and the rigour of the action plan, reflecting how honestly we identified challenges and how seriously we are committed to addressing them. The University was recognised for the strength, depth and maturity of our evidence-based, gender-intersectional approach to equity and inclusion. The assessment panel described our application as "evidence-rich and substantive," commending the quality of our intersectional data analysis, the clarity of our governance, and the genuine honesty of our staff voices.
The Silver submission was developed by the SAGE Self-Assessment Team (SAT) 鈥� a team of 45 academic and professional staff drawn from across the University. The SAT worked in groups aligned to the five focus areas: Career Planning, Progression and Equity, Parents and Carers, Racial Inclusion, Voice and Visibility, Diversity, Equity and Inclusion in the Faculty of Engineering, and Non-Inclusive Managers. Each of the teams led an extended process of data analysis, staff consultation and self-reflection to understand the structural and cultural factors shaping equity at the University.
Human Resources teams played an integral role, providing and validating the workforce, pay equity and survey data that underpinned the intersectional analysis. The submission also drew on input from our SAGE Advisory Council (SAC), comprised of 22 executive and senior leaders from across the University, including senior leadership, faculty leadership teams, staff networks, subject matter experts, and legal and privacy advisers.
We are also deeply grateful to the many staff who gave their time generously through focus groups, interviews and surveys, whose honesty moved the work beyond data alone and directly shaped the action plan we are now implementing.
National recognition
The Sydney SAGE Team received a Highly Commended Outstanding Collaborator award at the SAGE National Conference. Our SAGE Academic Director, Professor Dimitria Groutsis, received the Outstanding Leader in Diversity, Equity and Inclusion award.
Five Cygnet Awards
The University successfully applied for Cygnet Awards across five priority areas, recognising progress and impact in reducing barriers to diversity, equity and inclusion since the Bronze award, in the areas of , , , , and .
SAGE Bronze accreditation achieved
A significant milestone recognising the University's commitment to addressing inequality, following a rigorous self-assessment process led by academic and professional staff from across the University. You can read the Bronze application
Building on the evidence and insights from our Bronze phase and Cygnet Award work, our SAGE Silver Action Plan (pdf, 1.6MB) sets out a coordinated program of work across six areas.
Progress against the plan will be assessed as we work toward Gold accreditation.
Embedding diversity, equity and inclusion as core business; strengthening expectations of leaders; improving coordination across existing initiatives; and recognising the often-invisible contributions staff make to inclusion.
Supporting teams to move beyond a gender-only lens, understanding how intersectional factors shape experience and opportunity, and strengthening equity across recruitment and progression.
Better reflecting the diversity of care across genders and cultures, improving approaches to leave, and supporting managers to deliver more consistent experiences for staff with caring responsibilities.
Moving from acknowledging racism to actively preventing it, through stronger accountability, improved reporting pathways, capability building, and the development of an anti-racism framework.
Equipping managers with practical, embedded tools to lead inclusively, reinforced through clear expectations and accountability structures.
Associate Professor Roxanna Pebdani is a rehabilitation counselling specialist in the School of Health Sciences.
Over the years we鈥檝e made some progress towards improving gender equity in many ways, which is important to recognise.鈥� That said, there is still far to go 鈥� women, and particularly culturally and linguistically diverse women or women with other minoritised identities face significant barriers in academia that we must continue to address.
Dr Fernanda Penaloza is the Chair of Spanish and Latin American Studies in the School of Languages and Cultures.
Gender equity is a fundamental human right and is essential to creating a sustainable and just future for younger generations. Sadly, we still operate within patriarchal, colonial, body ableist and ageist paradigms that negatively impact women, trans, and gender-diverse people. This is why working alongside colleagues who are passionate about dismantling systemic and structural barriers is inspiring and empowering.
Gabriel Nyugen is a science communicator in the Faculty of Science and runs science programs for primary and high school students.
Seeing colleagues from diverse backgrounds struggle to get acceptance in their fields made me realise the importance of advancing gender, equity, and inclusion to ensure we don鈥檛 lose these fantastic and talented people who want to be in these spaces. I want to help people achieve their ambitions regardless of their identity; that鈥檚 what I want to see come from our work in SAGE.
Associate Professor Helen Paterson is a forensic psychologist in the School of Psychology. Her primary research focuses on the effects of traumatic events on memory and psychological well-being.
I am extremely passionate about diversity and inclusion, and I am committed to equal representation and opportunity for all. Gender equity and inclusion are important because it enables everyone to achieve their full potential. Embracing diverse perspectives fosters innovation, enriches collaboration, and ensures a just and equitable world.
Professor Anthony Masters is an inorganic chemistry specialist in the School of Chemistry. His research is devoted primarily to organometallic chemistry and homogeneous catalysis.
Gender equity and inclusion are important as they form the basis of treating others with dignity and respect, which in so many ways, benefits self, others and the organisation.
Associate Professor Maree Milross is a physiotherapy specialist in the School of Health Sciences. Her research focuses on areas of sleep and respiratory/critical care medicine.
I would like to see society improve through better equity, diversity, and inclusion. I can contribute to this in my working life and, in the knowledge other organisations are doing similar, hope that the over the next decade we see and benefit from better inclusion of all, at all levels.
Dr Megan Osmond is the SAGE Program Manager in the Office of the Provost.
SAGE appeals鈥痶o me because it embeds a consultative, collaborative, evidence-based approach to identifying opportunities to build a more equitable workplace. I was pleased when SAGE's remit expanded from women in STEMM to intersectional equity鈥痑nd inclusion for all staff and students. Equity, Diversity and Inclusion should have 'all boats rise together' outcomes when done right, because everyone thrives in inclusive and equitable workplaces.
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Creating opportunities for all with Science in Australia Gender Equity (SAGE) program at Sydney