Gender Equity and Inclusion Programs and Schemes | Curtin University, Perth, Australia

Internal Programs

The purpose of the Academic Carer Support Scheme (ACSS) is to provide financial assistance to enable academics, particularly early- and mid-career, who have carer responsibilities (for dependent child/children or for a dependent relative/s) or who require a carer themselves, to participate in activities that significantly contribute to their career development.

“I used the ACSS funding to enable my trip around the world! I attended a workshop, gave three seminars, and discussed collaborations at four universities… the ACSS supported one leg of that trip by enabling my husband and son to join me on my last week’s journey, effectively shortening my time away from home. I don’t think I would have gone otherwise.” – ACSS recipient

Eligibility

Academic staff (Full-time or part-time; continuing or fixed-term and including Postdoctoral Fellows)*
Carer of a dependent child/children or of a dependent relative or in need of a carer themselves, and require alternative care costs where existing care arrangements are not available and alternative care is required for the academic staff member to participate in the activity
Participation in a significant Learning and Teaching or Research activity aligned with your career development plan
Have achieved satisfactory work performance as evidenced by their Performance and Career Plan (PCP)

*Academic staff who meet the above criteria and are undertaking doctoral research or a research Masters are encouraged to apply.

N.B.: Applicants cannot reapply in the same calendar year if they have received the full allocation.

Key elements

1. The Academic Carer Support may be used for alternative care costs (locally or at place of event/activity), where existing care arrangements are not available and alternative care is required in order for the academic staff member to participate in the event or activity.

Examples include but are not limited to:

Additional days/hours of care provided to a dependent child/children or to a dependent relative by a professional care provider.
Airfares for a carer to accompany the academic to care for a dependent or the academic during the event/activity.
Airfares for a dependent to accompany the carer to the event/activity.
Additional accommodation expenses for a dependent and/or for a carer.

Examples of what it does not include but are not limited to:

Existing childcare or other related costs of caring (that is to say, the Academic Carer Support is not a substitute for existing childcare/related costs).
Food and drink for a dependent child/children or carer.
Entertainment-related expenses for a dependent child/children or carer.

2. The financial assistance is capped at $2000 per application, except in exceptional circumstances. The latter may be, for example, where the cost of taking a personal carer to the nominated event exceeds $2000 and therefore prohibits the academic’s participation.

3. The application can be made to cover several projected activities which will require carer support across a calendar year. Line manager approval is required for each of the activities in a submitted program of activities and events. Not all the activities and events need to be confirmed at the time of application (if, for example, you are waiting for an abstract to be accepted or for a call for paper (CFP) to submit an abstract). However, applicants who apply for the ACSS across a calendar year should provide a short report to Gender Equity and Inclusion at the year close detailing (with evidence) how the funds were expended. Discrepancies should be accounted for, and unused funds repaid from the nominated cost centre.

4. Applications must be submitted within a reasonable period and any submission after the event will not be considered. Reasonable time is at minimum 10 working days as, other than in extenuating circumstances, applicants must give the panel time to convene and to come to a decision.

5. Applications for the Academic Carer Support will be evaluated by an Assessment Panel. The Assessment Panel will comprise the following, with consideration to the gender balance:

Director, Gender Equity and Inclusion (Chair)
A Dean Research or Dean Learning and Teaching
Nominee from Diversity, Inclusion and Belonging (People and Culture)

6. If the application is successful, the approved funds will be paid into the Academic’s nominated cost centre to be used in conjunction with a TOP (Travel Operations Portal) request and/or claimed through Concur. If necessary, the applicant can request for funds to be paid into a bank account. However, this will be paid as a part of their salary and will, therefore, be subject to taxation (the payment will be made so that the applicant will receive the requested amount after tax). The processing of funds will follow the normal operating procedure and timeline of Curtin’s Payroll team.

7. We strongly recommend applications be made prior to or when a travel request is lodged. It is the responsibility of the successful applicant to ensure that all travel and related expenditure complies with Curtin’s procedures. Travel should be booked through the Curtin travel system and paid for through the ACSS indicated cost centre except where the Curtin Travel Procedures indicate otherwise.

8. In the event of a cancellation for any reason (including the instance where the Academic is unable to attend), or if the requested amount is not fully used, the applicant will refund the monies to the University (less justifiable cancellation charges, if applicable) within four weeks of the date of the event.

Apply for the ACSS

The Academic Carer Support Scheme form should be completed and sent with line manager approval and supporting documentation to genderequityandinclusion@curtin.edu.au for assessment.

Examples of supporting documentation:

Existing care arrangements
Consideration of other possible care arrangements, and evidence of reasonable costs for alternative care
Why proposed alternative care arrangements are necessary
Details of the local, national, or international conference, workshop, symposia or fieldwork, and role at the event (invitation to present, confirmation of abstract acceptance etc). Confirmation is not necessary in the first instance if the application is to cover projected activity across a calendar year. However, they must be approved by your line manager and included in the report submitted at year close.

Staff testimonials

To grow their networks, establish new collaborations, identify new ways to teach or research, and to communicate their research or teaching scholarship, academics need to engage with the wider world. This might mean attending and presenting at conferences, symposia, workshops etc, conducting fieldwork, attending meetings and industry or government visits, or gathering materials to develop a new course or unit. Arranging appropriate care during time spent away from home can be a financial and care burden. This often has a greater impact on women as they frequently have greater responsibility for the direct care of dependents, or for organising their care by others.

“… The ACSS scheme funded travel for my breast-feeding infant, young toddler, and spouse to accompany me on a 10-day business trip… I am grateful that I did not have to choose between my family and my job during this short window of opportunity, and am very proud of my workplace for acknowledging and alleviating some of the logistical challenges that caregivers face during different seasons of life.”

“I used the ACSS funding to enable my trip around the world! I attended a workshop, gave three seminars, and discussed collaborations at four universities… the ACSS supported one leg of that trip by enabling my husband and son to join me on my last week’s journey, effectively shortening my time away from home. I don’t think I would have gone otherwise.”

“This support is incredibly meaningful and will make a significant difference in facilitating my child’s care. This scheme is of utmost importance, not only in easing the logistical aspects of my plans but also in allowing me to focus on my ongoing commitments, particularly in the context of my work. [This] support truly helps make this possible, and I sincerely appreciate it.”

Peer Networking for Promotion (PN4P) is a Gender Equity and Inclusion initiative designed to support women and individuals of diverse sex, sexuality and gender (DSSG) at Curtin University who are seeking promotion. PN4P groups, comprised of academics from different Schools, work together to establish targets and support one another throughout the promotion journey.

“The Peer Networking for Promotion program has provided an invaluable series of workshops and support mechanisms that systematically and comprehensively facilitate career development and promotion. Through the program, senior colleagues generously share their diverse insights and guidance, often drawing from their own experiences to provide practical and constructive advice.” – PN4P participant

Program overview

In 2023, the PN4P Pilot ran in response to requests for mentoring assistance for those seeking academic promotion and was designed as a complement to the Promotion Workshops offered by the Associate Provost. Based on the pilot program’s success, the full program launched in early 2024. Participants in each iteration have found the experience supporting and meaningful. PN4P groups meet with their mentors throughout the year and set schedules, established targets and supported one another throughout the journey. The program is supported by workshops where academic women at Curtin share their experiences of and approaches to promotion application.

Expressions of interest

Participant feedback

Feedback from 2023 PN4P pilot participants:

“[Peer Networking for Promotion] was great support, no doubt about it! Having written feedback and an example application, CV, etc. from a mentor who had undergone the process already and been successful even though from a different faculty.”

“Lots of useful feedback was provided. There was collegiality and support demonstrated. Having a person outside of my work group read my draft application and give feedback was very helpful.”

Feedback from 2024 PN4P participant:

“The Peer Networking for Promotion program has provided an invaluable series of workshops and support mechanisms that systematically and comprehensively facilitate career development and promotion. Through the program, senior colleagues generously share their diverse insights and guidance, often drawing from their own experiences to provide practical and constructive advice.

My journey through PN4P was greatly enriched by the collaborative efforts of my senior mentor and fellow mentees from different faculties. Together, we worked on each application, providing and receiving detailed, constructive feedback while sharing diverse personal and career experiences. This collaborative environment transformed what could have been an intimidating and isolating process into one that was supportive and inspiring.”

Curtin University recognises the unique challenges facing early career academics in their pursuit to transition and navigate within the academic sector. PEAC (a Program to support Early Academic Careers) is a project created to address this need. PEAC aims to provide participants with tools and resources, affording them the ability to better navigate and progress within their academic careers.

PEAC compliments traditional career development and leadership programs at Curtin and elsewhere. It includes content relevant for the challenges of early-career academics, providing participants of all genders with access to leaders across the University. PEAC will also provide guidance for participants around the Academic Capability Framework and future academic promotion.

Program overview

PEAC (a Program to support Early Academic Careers) was established as part of Curtin’s Athena SWAN project, with the first iteration in 2019/20 targeted at women in early academic roles. Following the success of the pilot program in 2020, the program was extended to include early academic staff of all genders.

PEAC evaluation surveys indicate explicit and immediate impact including increased understanding of university structures and processes, enhanced professional and interpersonal skills and a stronger sense of career ownership. Measures of success from PEAC include confidence to apply for promotion (and success), teaching awards, research awards, leadership and innovation awards, and taking up new leadership roles. PEAC learning outcomes include: professional strength building; expanding cross disciplinary networks and understanding of institutional support systems; deepening understanding of the higher education landscape; and developing a three-year career plan.

The 2025 Program will provide development sessions in relation to opportunities and challenges faced by early-career academics and will support participants as they consider how they might leverage strengths in both teaching and research.

Participation details

Approximately 30 early-career academics who are dedicated and committed to developing themselves professionally and to reaching their full potential are invited to join PEAC from across all Schools, Centres, Institutes and Faculties. PEAC is designed especially for early career academics of all genders who aspire to better navigate and engage in career progression and professional development.

Nominations for early career academics (one of whom is a woman and one of whom is any gender) are invited from Heads of School and Institute Directors.

The Provost Fellows Program at Curtin University develops the leadership and managerial skills of senior academic (ALD/E) women (cisgender and transgender) and non-binary and gender-diverse individuals who are comfortable in women-centred spaces and demonstrate strong academic and leadership potential.

Fellows collaborate with the Office of the Provost on a project aligned with the University’s Strategic Plan to advance institutional goals.

The Program provides leadership and professional development opportunities, including the chance to lead a University-level initiative or project over six months. It proactively addresses the lack of diversity in senior leadership roles in Higher Education.

Further information

Two Provost Fellows have been accepted each year the program has run as part of the SAGE Athena Swan program of actions to provide a range of targeted opportunities to assist in developing senior academic leadership capability. Each Fellow develops a project proposal in discussion with the Provost and the Selection Panel, in an area of strategic priority for the University.

The Provost will be responsible for the final approval of the project. Fellows continue their academic activities (teaching, research and engagement) but are provided with a workload allocation of 0.2 FTE (one day/week) for the duration of the Fellows Program and work closely with the Provost and Associate Provost who provide support and assistance as required. They must have the endorsement of their Line Manager and Head of School or Pro Vice-Chancellor for the work allocation.

Fellows and projects

2025
Professor Alison Blythe
Professor Marylene Gagne
2024
Associate Professor Ravani Duggan	An exploration of university employees’ experiences of workplace menopausal transition within Western Australia
Associate Professor Justine Leavy	Effective career conversations for academics
2023
Associate Professor Bella Butler	Induction for new academic staff
Associate Professor Katarina Miljkovic	Practical use of generative artificial intelligence tools in research and teaching
2022
Professor Crystal Abidin	Benchmarking online harassment perceptions in Curtin and Australian universities
Professor Rebecca Walker	Examining and interrogating senior academic leadership recruitment processes and practices to attract and recruit women to Curtin
2019
Professor Reena Tiwari	Targeting attraction, retention and progression in a safe space: Growing Aboriginal and Torres Strait Islander academic employment at Curtin University
Professor Helen Hodgson	Career break management

External Programs

To enquire about any GEI programs and schemes please email genderequityandinclusion@curtin.edu.au

People with Disability Australia’s Advancing Women project seeks to improve outcomes for women (cisgender and transgender) with disability and non-binary and gender-diverse individuals with disability who are comfortable in women-centred spaces in Australia across leadership representation and workforce participation and safety.

The Advancing Women Mentoring Program is a transformative 20-week program (July to November 2025) co-designed using evidence-based approaches to foster sustainable leadership, expand professional networks, and enhance career confidence and progression for participants.

Moorditj yorgas, moorditj boodja – strong women, strong country

‘Moorditj yorga’ means ‘strong woman’ in the Noongar language of Western Australia’s South West. Colloquially, it also means ‘deadly’. We’ve all been influenced by strong women in our lives – mothers, sisters, aunts, teachers, colleagues and friends.

Women are the bedrock of any community, particularly those that have long faced social and economic inequity. Curtin’s Moorditj Yorga Scholarship Program will support mature-aged Aboriginal and Torres Strait Islander women – who may feel the promise of higher education has passed them by – to enter university, pass their studies and receive mentoring as they transition into their careers. Learn more about the Moorditj Yorga Scholarship Program.

Artwork: Valerie Ah Chee, Yorgas Barloonginy, 2021, acrylic on canvas.

Pride Pathways: Future LGBTQ+ Leaders is a comprehensive talent development training program, specifically designed to prepare early and mid-career LGBTQ+ people for leadership.

The goal of the Pride Pathways program is to set LGBTQ+ employees firmly on the path towards the next stage in their careers within their organisation. The program will contribute to the career progression of early and mid-career LGBTQ+ team members who have been identified as demonstrating high potential and a commitment to professional growth by their employers.

The WATTLE (Women ATTaining LEadership) residential program brings together women (cis, trans and gender diverse) identified as potential leaders across the university sector to provide an intensive leadership and networking program that is designed, and run, by academic and professional women in the university sector.

WATTLE was founded by, and continues to be run by, five volunteer women from Swinburne, Griffith, New England and Curtin Universities. Operating since 2018 and now with 16 member universities, WATTLE has an Australia-wide alums network of over 180 senior academic and professional women, comprising DVCs, Deputy PVCs and Directors. Following the program, participants will be invited to join the network.

WATTLE Academic Program

The academic WATTLE Program is designed for staff at associate professor or professor level who aspire to be in leadership positions including heads of schools or departments, associate deans, chairs of major university committees, directors of research centres or principal investigators on major research projects, and ultimately pro vice-chancellor or deputy vice-chancellor roles.

WATTLE  Academic Program 2025 – Melbourne, Australia

Date and time (AEST)	Session
Tues 11 November 2025 1–3 pm	Introductory session (online)
Mon 24 to Fri 28 November 2025	Residential Program (face-to-face)
Tues 9 December 2025 1–3 pm	Post-program follow-up (online)
Tues 13 January 2026 1–2:30 pm	Fellowship session (online)

WATTLE Professional Program

The WATTLE professional program is designed for women in, or aspiring to be in, senior professional staff leadership positions, which involve significant budget and people responsibility for university or faculty-wide service/support divisions or units.

WATTLE Professional Program 2025 – Melbourne, Australia

Date and time (AEST)	Session
Tues 3 June 2025 1–3 pm	Introductory session (online)
Mon 16 to Fri 20 June 2025	Residential Program (face-to-face)
Tues 8 July 2025 1–3 pm	Post-program follow-up (online)
Tues 5 August 2025 1–2:30 pm	Fellowship session (online)

Participant feedback

“The Wattle Program allowed me to stop and focus on where I am, where I want to be (personally and professional) and how I could move forward in achieving my goals (in a safe and kind environment). I got a lot out of each day and will be promoting this program to more women coming up in leadership at my University.”

“The opportunity to connect with like-minded people, and to hear their stories. I found the support provided by the attendees as well as the organisers to be the most valuable part of the program.”

The Yorga Djenna Bidi Aboriginal Women’s Leadership Program brings together Aboriginal women across different cultures, ages, occupations, leadership experiences and education levels to build skills, gain confidence and build networks. The Program is facilitated with the support and guidance of Aboriginal elders, Kwopertok Yorga Alumni and Western Australian Aboriginal Leadership Institute (WAALI) Ambassadors.

The Program is open to all women from all Aboriginal and Torres Strait backgrounds. Learn more about the program through WAALI.

Staff Portal

GEI Programs and Schemes

Internal Programs

Academic Carer Support Scheme

Accordion

Peer Networking for Promotion

Accordion

Program to support Early Academic Careers (PEAC)

Accordion

Provost Fellows Program

Accordion

External Programs

Advancing Women Mentorship Program

Moorditj Yorga Scholarship Program

Pride Pathways Program

WATTLE (Women ATTaining LEadership) Program

Accordion

Yorga Djenna Bidi