Search Plans to Encourage Applications from Women for Senior Positions

Introduction

These guidelines for search plans to encourage applications by women for senior positions were developed in response to a recommendation to Academic Board (meeting 2/94) by a committee appointed by the Academic Board to review gender representation in its membership. The committee was concerned at the small number of women holding senior positions in the university. These revised guidelines incorporate a decision of Council with respect to the position of Vice-Chancellor and Dean (meeting 1/95) and recommendations of Academic Board on suggestions made by the Committee of Deans (meeting 8/95).

Developing and using a search plan is a way of broadening the field of well-qualified applicants, in this case female applicants. It involves going beyond the normal advertisement procedures and using the less formal network of contacts through which many successful applicants hear of jobs.

It does not imply that anyone encouraged to apply will be treated other than on merit in the selection process. This should be clearly pointed out to any woman contacted during a search process. Nor does it mean that candidates who have no realistic chance of appointment would be encouraged to apply.

These guidelines apply to the position of Vice-Chancellor and other positions at executive level and to all senior positions at levels at which women are under-represented.

Guidelines

1. The search plan is usually drawn up at the same time as the advertisement and the selection criteria.
2. The search for women applicants for chairs would normally be handled by the dean of the faculty and integrated with the main search process. A similar process should be set in place for a vacant general staff position of similar status with a senior staff member taking responsibility for the search.
3. If an executive search firm is employed to search for suitable applicants for senior positions, the firm should be apprised of these guidelines and requested to take appropriate action, including making a report on the number of women and men contacted.
4. A standard letter is available from Human Resources for deans or other senior staff responsible for the search to use in notifying suitable women about advertised positions.
5. The dean or other staff member responsible should provide the selection committee with a report on the search process, and with a list of potential applicants, including women, who were approached.
6. The strategies adopted will vary with the nature of the position and the academic discipline or knowledge required, but could include:
   • contacting people who are in a position to identify women in the discipline or profession to identify women who might meet the requirements - for example, heads of department in Australian or overseas universities, key women in the relevant discipline or profession, key figures in professional or academic associations;
   • making contact in confidence by letter or telephone and sending copies of the advertisement and supporting information to women believed to possess the appropriate qualifications;
   • inviting such women to contact the relevant Dean or responsible staff member to discuss the position in confidence.
7. Information sent to prospective applicants should include the following statement on equal opportunity.

Equal Opportunity Policy

Monash University has implemented a global equal opportunity policy that precludes factors such as the following being taken into account in decisions about employment; race, sex, disability, religious or political belief, marital status, parenthood, pregnancy, age, sexual preference and physical appearance. The University is committed to the selection and promotion of staff on merit, and to equal access to the benefits of employment.

An Equal Opportunity for Women in the Workplace Plan has been developed to promote equal employment opportunity for women. The program aims to achieve a balanced representation of women and men on equitable terms in all occupational groupings and classifications and in all decision-making bodies.

The University will foster equality of opportunity in employment for Aboriginal and Torres Strait Islander people by positively seeking to recruit them, and by removing from the University's structures and practices any remaining barriers to employment and career enhancement which may result in direct or indirect discrimination. The University is committed to the positive inclusion of Aboriginal and Torres Strait Islander people in the life of the University, and will therefore provide employment and career opportunities through the implementation of an Indigenous employment strategy. For further information contact the Coordinator, Advancing Indigenous Employment Strategy, Equity and Diversity Centre.

Endorsed by Council at its meeting 3/96 held on 6 May, 1996