Athena Swan at ANU

ANU is committed to driving sustainable, transformational change by embedding gender equity, diversity and inclusion (GEDI) across governance, leadership, and accountability. This commitment is underpinned by rigorous, data‑driven assessment to identify and address institutional barriers, and to ensure GEDI initiatives are appropriately resourced, recognised, and rewarded.

ANU acknowledges the value of taking an intersectional approach, working alongside members of the ANU community most impacted by inequitable systems and practices to redesign structures, address cultural issues, and strengthen safety and wellbeing for all staff and students. This work draws on, and contributes to, emerging national and global best practice, supported by ongoing, public reporting on GEDI progress. Through these efforts, ANU aims to be a sector leader in gender equity, diversity and inclusion.

ANU recognises that gendered experiences are influenced by intersecting factors including disability, sexuality, cultural or religious background, caring responsibilities, employment security, and institutional position. ANU also acknowledges that gendered experiences are not uniform, and that intersectional identities can result in distinct and varied experiences of inequity. Addressing key barriers to gender equity supports broader inclusion, as their impacts extend beyond gendered experiences to multiple marginalised groups within the University community.

Gender inequity undermines research and innovation excellence and constrains the University’s ability to fulfil its mission and national responsibility to deliver world‑class research, education, and societal impact for Australia and the region. Gender equity is not solely a women’s issue. Inclusive, equitable and diverse workplaces benefit everyone. Evidence consistently shows that organisations with strong inclusion practices experience higher staff satisfaction, improved retention, and greater productivity, creativity, and innovation. People of all genders have a role in advancing gender equity at ANU, including by challenging discrimination, supporting inclusive practices, and contributing to a culture where everyone can participate, progress, and thrive.

ANU became an inaugural member of the SAGE Athena Swan Pilot in 2016, with an initial focus on advancing women’s academic careers in Science, Technology, Engineering, Mathematics, and Medicine (STEMM). Since then, ANU has expanded its application of the SAGE Athena Swan framework to a whole‑of‑institution approach, recognising that gender inequity can be experienced across the University.

This work spans academic and professional roles, student experiences, and all disciplines and career stages, reflecting the need for coordinated action to achieve sustained change. Gender equity work is not limited to women and gender‑diverse people, with actions designed to reduce barriers, improve working conditions, and deliver more equitable outcomes for the entire ANU community.

The SAGE Athena Swan framework provides ANU with a structured, evidence‑based approach to advancing gender equity and inclusion. It supports consistent analysis of how gender inequality intersects within policies, practices, and lived experience over time, enabling targeted action and institutional accountability.

At ANU, Athena Swan operates as a whole‑of‑institution program, integrating GEDI considerations into core university functions, rather than positioning them as standalone initiatives.

The SAGE Athena Swan Program at ANU is led by the Diversity, Equity and Inclusion Team within the People and Culture Division, with executive sponsorship provided by the Provost. The team works in close partnership with stakeholders across the University, including the Inclusive and Respectful Communities team in the Experience, Wellbeing and Inclusion Division, and College IDEA leads.

Drawing on institutional data and consultation, ANU has identified five key structural and cultural barriers to gender equity that affect the attraction, progression and retention of staff and students. Addressing these barriers is central to the University’s current and future work to create a fairer more equitable workplace:

• Harmful Behaviours—Gender-based Violence Prevention and Response
• Workplace Flexibility
• Support for Carers and Families
• Recruitment
• Career Progression

2013: Professor Brian Schmidt, former ANU Vice Chancellor (2016-2023), played a significant role in introducing the Athena Swan framework to Australia as a sponsor, co-founder and co-Chair of the SAGE Pilot Steering Committee.

2016: ANU joins as an inaugural member of the SAGE Athena Swan Pilot in Australia. A SAGE Project Team is set up in late 2016 to undertake the early groundwork for the Bronze accreditation.

2017: ANU commenced data collection and analysis help better understand the current state of gender equity across the University. The SAGE Self-Assessment Team (SAT) was established (2017-2019), chaired by the Provost, to guide the development of the Bronze Award.

2018: The Project Team and SAT identified priority actions to support gender equity in STEMM for inclusion in the Bronze Award Action Plan, informed by University‑wide consultation on priority areas.

2019: ANU successfully achieved Bronze Accreditation following submission of its Bronze Award application.

2020: ANU formally accept the Bronze Award at the 2020 SAGE Awards Dinner.

2020-2024: ANU progressed implementation of actions outlined in the Bronze Award Action Plan.

2025: Appointed a dedicated Project Officer to deliver the University’s first Cygnet Award on Gender-based Violence prevention and response.

2026: The University's first Cygnet Award was awarded in April. Work is underway to develop a Bronze Award Renewal and the University’s next Gender Equity Strategy.

Work is underway to develop a Bronze Renewal application and action plan that addresses key barriers, strengthen data capability and governance, and establishes a robust, evidence-based foundation for future measurement of progress through Cygnets.

If you have any questions, or would like to be involved in this work, please contact the Diversity, Equity, and Inclusion Team at staffdiversity@anu.edu.au.