University of Melbourne Forum on Women and Research Culture Report.
Report to participants at the University of Melbourne Forum on
Women and Research Culture
Woodward Centre 8 February 2010.
The forum attracted 130 researchers from all levels and parts of the university, and many wider indications of interest from those who were unable to attend. The day began with a presentation by Professor Miriam David, University of London, and a response from Dr Sharon Bell of the L H Martin Institute and author of the recent report on Women in Science in Australia. We also included a presentation from Associate Professor Maryanne Dever of the Centre for Women’s Studies and Gender Research, Monash University on the study sponsored by Monash University on the views of women researchers across the university and conditions enhancing their research activity, When Research Works for Women; and a contribution from Dr Lynn Corcoran of WEHI, who outlined the analysis and strategies being undertaken by WEHI in this area.
A panel of speakers addressed issues of disciplinary difference and women’s research careers; and a second panel addressed issues for women at different stages of the research and academic hierarchy. Speakers were drawn from different parts of the university, and all made outstanding and well-considered presentations – and we have had a great deal of very positive feedback from those who attended the day. University of Melbourne presenters were: Prof Doreen Thomas (Engineering), A/Prof Beth Gaze (Law); Prof Frances Separovic (Bio21); A/Prof Julie Willis (ABP); Dr Kate McGregor (Arts); Dr Katie Wright (MGSE); and Ms Lara Rafferty (Manager, People and Fairness Unit) provided some closing reflections on the presentations and discussions.
Overall the day provided an opportunity to air concerns, share analyses and strategies; and especially for women researchers from different parts of the university to meet and talk to each other, and this was much appreciated by those present. Feedback suggested that many found the day energising, and would appreciate other similar opportunities. Additionally, the contributions of the University of Melbourne speakers and participants in the day indicated the high quality of internal expertise we have in this area.
Key issues raised
- Women want to be doing research: they enjoy the intellectual challenges, the networks; they look for opportunities to keep their research going. They are looking to remove impediments, not for special treatment.
- From national and international reports as well as personal experiences, there is some sense that the profile and opportunities for women researchers have gone backwards. In Australia, women’s representation is worse in the more research intensive and higher status universities and research positions. There is typically a more competitive and individualist environment and a blow-out of working hours. There is an added difficulty of getting judgements of research performance to match the formal EO injunctions built into phrases such as ‘performance relative to opportunity’. (For example, how research achievement for part-time employment should be measured is often not directly addressed).
- The impact of notions of the ‘ideal worker’, which can be gender-blind, and associated assumptions about the career pathway and life course, which persist in implicit and explicit ways. The realities of caring and other domestic obligations are not yet well catered for in policies and processes. Examples include: meeting times (WEHI has introduced a rule of no meetings outside 9.15 to 4.15); lack of funding support for child-care to enable international conference and sabbatical travel and other activities that enable national and international collaborations; an associated ageism built into conceptions of ‘ideal researcher’, which can affect women and others who have had a less steamlined career path or taken time away for caring, family or other responsibilities
- There are some gendered (though not universal) differences in how researchers respond to policies and drivers, and this can inhibit the effectiveness of existing incentives and programs; many women experience PDR as having a punitive orientation in which you will always be failing in some element; many find off-putting the style of competitive applications which require you to describe yourself as outstanding; and many women tend to have less confidence and require more encouragement than their male peers, but typically get less.
- The importance of formal mentoring strategies as well as a more informal mentoring culture. Women of all levels wanted opportunities to be mentored, and to have the mentoring work they undertake to be recognized better in performance and promotion processes.
- The data nationally and internationally show women’s continued dropping off in the higher levels of academic and research appointments. This can be the result not of any one big thing, but a build-up of small differences in initial appointment level, opportunities, nominations, allocation of roles, recommendations, and the like.
Strategies and follow-up actions raised throughout the day and in the final plenary
1. The University should sponsor its own research on women at this university, and the conditions and practices that enhance women’s research.
Action: Melbourne Research?
2. The review of PDR and promotion should take better account of the full range of activities that make up research contribution (eg including mentoring); and should address explicitly how periods of absence for family reasons or part-time employment should be treated.
Action: Manager People and Fairness, HR and PDR Review
3. Action should be taken to build mentoring and network relationships for women beyond the limited programs currently available (Academic Women in Leadership, and Emerging Research Leaders). This should encompass informal and formal mentoring programs. Programs or forums need to be developed to allow cross-faculty peer relationships
Action: DVC (GE)? Melbourne Research?
4. The life pattern issues for all staff but especially for women need to be more substantially addressed throughout university policies and funding opportunities. (The Career Interruptions Fellowships that enable researchers to re-start their research careers are highly appreciated, but very limited in number, and need to be re-assessed in terms of what kinds of support best keeps a researcher’s research program and opportunities alive. The emphasis on age limits in a number of programs can be discriminatory. WEHI are introducing some special fellowships to enable women to be lab leaders; and Engineering previously and successfully applied for exemption from VCAT to advertise for Women-only Research Fellowships. )
Action. HR. People and Fairness Unit.Senior Executive?
5. The issue of women and gender needs to be put on the agenda for Deans, Heads, ADRs and promotion committees. These matters require more than writing a phrase or amending the regulations. Education and substantive knowledge is required, so that those making the many small decisions understand the broad trends and the specific issues facing women in this research-intensive university
Action: HR, Senior Executive?
A report on the Forum and the above strategies has been sent to the sections of the University that supported this Forum. We are following up on how best to take forward these matters; including presenting brief reports at committees such as the University Equal Opportunity Committee, the Associate Deans (Research) Group, liasing with Lara Rafferty from the People and Fairness Unit, and ensuring that these issues are presented to the current review of the PDF. We encourage others to keep these matters to the fore in their own departments and areas, and to let us know of any suggestions for further action or positive initiatives underway.
Finally, weacknowledge with thanks the support shown by the following sections of the university in financially supporting and endorsing a University Forum on Women and Research Culture:
- Melbourne Graduate School of Education through its Education, Equity and Social Identities strategic research program
- Provost
- DVC Global Engagement
- DVC University Affairs
- DVC Research and Melbourne Research.
We would also like to acknowledge the excellent administrative and organizational support provided by Eleanor Brignell (MGSE) that underpinned the event. And we thank you all, and especially the presenters, for contributing to the success of this Forum.
Forum Convenors
Lyn Yates Julie McLeod
Pro-Vice Chancellor (Research) Director MGSE EESI Strategic Research Program