Equal Opportunity for Women in the Workplace

Equal Opportunity for Women in the Workplace Annual Compliance Report 2008

(1 April 2007 to 31 March 2008)

The University of Western Australia Equity and Diversity September 2008 Table of Contents

Executive Summary 3

Table 1: Staff (Excluding Casual Staff) by Employment Type and Function According to Gender as at 31 March 2003-2008 4

Table 2: Academic Staff by Function and Classification According to Gender 2003-2008 5

Table 3: Professional Staff by Function and Classification According to Gender 2003-2008 6

Table 4: New Appointments and Separations for Academic Staff by Function and Classification According to Gender 2008 7

Table 5: New Appointments and Separations for Professional Staff by Function and Classification According to Gender 2008 8

Table 6: Staff by Function, Employment Type and Status According to Gender 2008 10

Table 7a: Professional Staff by Appointment Term According to Gender 2008 12

Table 7b: Academic Staff by Appointment Term According to Gender 2008 13

Table 8: Academic Staff by Function and Age According to Gender as at 31 March 2003-2008 15

Table 9: Professional Staff by Function and Age According to Gender as at 31 March 2003-2008 16

Table 10a: Discretionary Allowance by Classification and Gender (female) 2007 17

Table 10b: Discretionary Allowance by Classification and Gender (male) 2007 18

Table 11: Academic Staff Promotion 2007 20

Table 12: Reclassification Data by Level and Gender 2007 21

Table 13: Deans/Heads of School/School Managers by Gender/Faculty/School 22

Table 14a: Professional Staff Accessing OSDS training 2007 23

Table 14b: Academic Staff Accessing OSDS Training 2007 23

Table 14c: UWA Staff Development Grants for Professional Staff by Gender and Level 2007 24

Table 15: Developmental Opportunities (HDA/Secondment) 25

Table 16: Casual Employees 2007/2008 26

Table 17: UWA 2008 Management Structure Tiers 1-4 27

2 Executive Summary

Key achievements

- Both the overall representation, and the Equity Index, for women employed at the University of Western Australia has continued to increase in a positive gender equity direction. For example, women now comprise almost 40% of all academic staff, up from a mere quarter in 2000. The Equity Index for Professional staff women (around the early 80s) has steadily increased over the past five years. - The percentage of academic (teaching and research) staff increased since the last reporting period when a downward trend was observed (up from 33% in 2006 to 36.4% in the current reporting period). Women now comprise almost 41% and a quarter of academic staff in the important Senior Lecturer and Associate Professor ‘feeder’ categories respectively. - There has been a significant increase (44.3% in 2008, up from 35% in the previous reporting period) in the representation of women in the most senior category (HEW 10 and above) of professional staff. Similarly, in the professional staff category, women now exceed men from Level 6 through to Level 9; e.g. women comprise almost 60% of staff at HEW 8. This trend needs to be monitored and attraction strategies for men at lower level entry considered. - Women comprised 60% of academic staff promoted from ‘Associate Lecturer’ to ‘Lecturer’, and exactly half of academic staff promoted from ‘Lecturer’ to ‘Senior Lecturer’. - After a spike at 44% in 2006, the percentage of academic women gaining promotion has settled back to 39%, offering a smaller rise, but one that is consistent with earlier reporting periods. - Overall application success rates for female academics remain similar to, or higher than, those for male academics. - Women were well represented (60%, up from 57% in the previous reporting period) among School Managers and it is encouraging to note that this upward trend has also remained consistent since the academic restructure in 2002. - It is encouraging to note increased participation from women at all levels in the UWA Staff Development Grants Scheme. - There has been, for the first time, gender parity among academic staff accessing training provided by Organisational and Staff Developmental Services.

Areas of concern/gaps - Despite reasonable gender parity in promotion through the lower levels of the academic ranks, there has been a decrease in the percentage of women achieving successful promotion at the higher levels (25% in this reporting period, compared to 36% in 2006 and 28% in 2005). - Women comprise 34.8% of staff in receipt of discretionary allowances at UWA representing a decrease (44% in the previous reporting period) in their participation in this important employment rewards scheme. Women were particularly under-represented in the receipt of Market Allowance, Fixed, No Super (13.4%) and Distinction Allowance, Fixed, No Super (8.3%). - The consistent trend of poor representation of women (16%) in the ‘Heads of School’ category continues. This represents a significant concern as it is a possible feeder category for more senior levels of academic leadership, including positions such as Dean, and Pro Vice-Chancellor. - Only 18% of internal secondments in the academic stream were accessed by women. Senior male academic staff at Levels D and E account for more than three quarters of secondments in the academic stream. - An overview of the Management Tier profile at UWA (Table 18) indicates the most significant lack of female representation occurs at Tier 4; i.e. the level of the Directors, etc. who report to members of the Executive. This trend has remained constant for many years and is particularly marked in the portfolios of the Executive Director, Finance and Resources (one woman, which is a recent appointment) and Executive Director, Academic Services (one woman).

3 Table 1: Staff (Excluding Casual Staff) By Employment Type And Function According To Gender As At 31 March 2003 To 2008 2008 2008 2008 2007 2006 2005 2004 2003 Employment Female Type and All Staff % % % % % % Staff Function Number Female Female Female Female Female Female Number Academic Teaching & 998 363 36.4% 33.3% 33.8% 32.3% 30.6% 29.7% Research Teaching 2 2 100.0% 40.5% Only Research 529 231 43.7% 43.4% 40.7% 45.0% 45.7% 48.4% Intensive Other 39.1% 100.0% Academic 1529 596 39.0% 36.8% 36.0% 36.2% 35.1% 35.0% Total Professional Research 232 172 74.1% 73.5% 73.3% 68.9% 67.7% 66.7% Intensive Professional 1914 1238 64.7% 65.3% 64.7% 63.9% 62.5% 62.4% Professional 2146 1410 65.7% 66.3% 65.8% 64.5% 63.3% 63.0% Total Total 3675 2006 54.6% 54.1% 53.5% 52.8% 51.5% 51.6%

Table 1. Female Staff as % of Total Staff by Function, 2003-2008

It is significant to note that the trend whereby the percentage of women (54.6%) employed at UWA has continued to exceed men, continues. Longitudinal analysis reveals that there continues to be a significant increase in the number of female research intensive professional staff; up from 66.7% in 2003 to 74.1% in the current reporting period. The number of female academic staff also shows a similar trend, up from 35% in 2003 to 39% in 2008. Overall, the data reveals steady performance across all categories, generally trending positively for women.

4 Table 2: Academic Staff by Function and Classification According to Gender

2008 % Female Staff Classification All Staff Female % 2007 2006 2005 2004 2003 Function Number Staff Female Number Professor 16 1 6.3% 11.8% 6.3% 7.1% 0.0% 0.0% Assoc. Prof. 31 9 29.0% 26.9% 24.0% 21.7% 21.7% 15.8% Research Snr Lecturer 53 15 28.3% 22.0% 26.2% 27.0% 29.7% 25.0% Intensive Lecturer 186 92 49.5% 48.0% 49.7% 52.8% 50.4% 49.0% Assoc. Lecturer 243 114 46.9% 49.2% 41.9% 48.8% 50.8% 57.6% Total 529 231 43.7% 43.4% 40.7% 45.0% 45.7% 48.4% Vice Chancellor 1 0 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% Deputy/Pro Vice 3 1 33.3% 50.0% 66.7% 66.7% 50.0% 50.0% Chancellor Professor 199 31 15.6% 15.8% 13.1% 11.0% 11.7% 12.6% Teaching and Assoc. Prof. 177 43 24.3% 23.1% 21.8% 16.9% 13.7% 11.4% Research Snr Lecturer 296 121 40.9% 35.5% 36.0% 33.2% 32.8% 30.9% Lecturer 225 121 53.8% 48.3% 51.4% 55.0% 50.2% 51.1% Assoc. Lecturer 97 46 47.4% 50.6% 46.4% 43.8% 42.3% 45.7% Total 998 363 36.4% 33.3% 33.8% 32.3% 30.6% 29.7% Total 1527 594 39.0% 36.8%

Academic Women Men Equity Index 2008 65 127 2007 63 126 2006 63 125 2005 56 131 2004 55 130 2003 53 131 2002 52 130

Table 2. Academic staff by Level and Gender, 2003-2008

In contrast to the slight downward trend observed in the last reporting period, the percentage of women academic teaching staff increased in this reporting period (up from 33.3% in 2007 to 36.4% in 2008). It is encouraging to note that, longitudinally, there have been noteworthy trends:

 women now comprise almost 41% and a quarter of academic staff in the important Senior Lecturer and Associate Professor ‘feeder’ categories respectively; and,

 women now comprise almost half (47.4%) of academic staff in the Associate Lecturer category.

The gender equity performance at the most senior academic level, Professor, continues to display limited movement (up to a mere 15.6% in 2008 from 12.6% in 2003) despite positive intervention over the past decade. Similarly, the performance of women in the Research Intensive academic category has been trending downwards over the same longitudinal period; i.e. down from 48.4% in 2003 to 43.7% in the current reporting period.

5 Table 3: Professional Staff by Function and Classification According to Gender 2008 % Female

Staff Female All Staff % Function Classification Staff 2007 2006 2005 2004 2003 Number Female Number

HEW 2 0.0% 100.0 HEW 3 100.0% 100.0 66.7 HEW 4 43 31 72.1% 62.9% 67.9 62.5 67.9 72.0 HEW 5 101 78 77.2% 81.2% 76.8 71.0 70.1 72.0 Research HEW 6 59 46 78.0% 73.8% 73.2 77.6 70.9 62.2 Intensive HEW 7 17 10 58.8% 61.9% 58.3 48.0 40.9 43.5 HEW 8 10 6 60.0% 30.0% 75.0 62.5 71.4 20.0 HEW 9 2 1 50.0% Total 232 172 74.1% 73.4% 73.3 68.9 67.7 66.7 Non academic < HEW 1 13 8 61.5% 63.6% 64.3 56.3 65.2 73.7 HEW 1 45 30 66.7% 77.5% 77.5 77.8 69.0 75.0 HEW 2 44 34 77.3% 66.7% 61.0 56.7 48.4 49.2 HEW 3 211 150 71.1% 74.6% 75.9 77.9 78.2 75.6 HEW 4 323 230 71.2% 72.4% 76.0 74.9 73.8 72.1 Professional HEW 5 412 310 75.2% 73.6% 72.0 69.3 61.7 61.5 Staff HEW 6 321 184 57.3% 56.6% 53.1 53.0 58.8 58.0 HEW 7 227 123 54.2% 57.0% 52.2 48.4 45.6 48.1 HEW 8 131 78 59.5% 58.4% 61.2 52.8 52.4 58.3 HEW 9 99 54 54.5% 57.1% 54.9 58.7 50.8 46.3 HEW 10 & > 88 37 44.3% 35.1% 39.0 38.6 37.0 36.2 Total 1914 123 64.7% 65.3% 64.7 63.9 62.5 62.4 Total 2146 1410 65.7% 66.2% 65.8 64.5 63.3 63.0

Professional Women Men Equity Index 2008 85 132 2007 83 138 2006 82 139 2005 82 138 2004 81 120 2003 75 149 2002 72 154

Table 3. Professional staff by Level and Gender, 2003-2008

The overall percentage of female professional staff has continued to increase since 2003, despite a small decrease in this reporting period; down from 66.2% in 2007 to 65.7%. Representation at mid- and senior women staff levels continues to show an increasing trend, with the percentage of women now exceeding men from Level 6 through to Level 9. It is particularly pleasing to note that women comprise 60% of staff at Level 8. There has also been a significant increase in the representation of women in the most senior category (HEW 10 and above) with women now representing 44.3% of staff, up significantly from 35.1% in the previous reporting period.

The Equity Index for women continues to trend steadily upwards, with a longitudinal perspective showing a significant shift from 72 in 2002 to 85 in the current period. It is encouraging to note that the EI scores for both men and women continue to trend towards 100, a score that indicates no compression into lower salary ranks despite very uneven representation of male and female staff.

6 Table 4: New Appointments and Separations for Academic Staff by Function and Classification According to Gender, 2008

New Appointments Separations Staff Female Classification Total Female Staff % Female Total % Female Function Staff Appointments Appointments Appointments Separation separation separation Professor 1 0 0.0% Assoc. Prof. Teaching Snr Lecturer 3 0 0.0% Only Lecturer 3 1 33.3% Assoc. Lecturer 6 1 16.7% Total 13 2 15.4% Professor 5 0 0.0% Assoc. Prof. 2 0 0.0% 5 0 0.0% Research Snr Lecturer 8 4 50.0% 5 2 40.0% Intensive Lecturer 45 20 44.4% 29 13 44.8% Assoc. Lecturer 90 44 48.9% 47 27 57.4% Total 145 68 46.9% 91 42 46.2% Deputy / Pro Vice Chancellor Professor 11 2 18.2% 15 2 13.3% Teaching Assoc. Prof. 11 3 27.3% 18 6 33.3% and Research Snr Lecturer 40 21 52.5% 33 8 24.2% Lecturer 49 30 61.2% 28 11 39.3% Assoc. Lecturer 38 13 34.2% 46 22 47.8% Total 149 69 46.3% 140 49 35.0% Total 294 137 46.6% 244 93 38.1%

Table 4. New Appointments and Separations for Female Academic Staff by Function and Classification, 2008

New Appointments for Academic Women, 2008

Women have performed strongly in the two mid-categories of Lecturer and Senior Lecturer (61.2% and 52.5% of all new appointments) and moderately well in the Associate Professor category (27.3%) in the current reporting period. However, it is disappointing to note that this trend is not reflected in the Professoriate which, at 18.2%, is significantly down from 60% in the previous reporting period.

Separations for Academic Women, 2008

It is very encouraging to note that, for the first time, the retention rate for women across all spheres and tiers of academic employment was higher than that for men.

7 Table 5: New Appointments and Separations for Professional Staff by Function and Classification According to Gender, 2008

New Appointments Separations

Staff Function Classification Female Total Female Staff % Female Total % Female Staff Appointments Appointments Appointments Separations Separations Separations HEW 2 1 0 0.0% HEW 3 2 2 100.0% HEW 4 24 19 79.2% 14 8 57.1% Research HEW 5 37 26 70.3% 43 33 76.7% Intensive HEW 6 15 12 80.0% 11 8 72.7% HEW 7 3 2 66.7% 3 2 66.7% HEW 8 2 2 100.0% 3 0 0.0% Total 81 61 75.3% 77 53 68.8% < HEW 1 5 2 40.0% 3 1 33.3% HEW 1 20 11 55.0% 11 9 81.8% HEW 2 11 10 90.9% 10 7 70.0% HEW 3 45 30 66.7% 46 36 78.3% HEW 4 106 78 73.6% 58 47 81.0% HEW 5 112 82 73.2% 72 56 77.8% Professional HEW 6 48 32 66.7% 43 29 67.4% Staff HEW 7 40 22 55.0% 40 24 60.0% HEW 8 24 11 45.8% 22 14 63.6% HEW 9 24 13 54.2% 9 6 66.7% HEW 10 10 2 20.0% > HEW 10 2 1 50.0% 1 1 100.0% Total 437 292 66.8% 325 232 71.4% Total 518 353 68.1% 402 285 70.9%

8 Table 5. New Appointments and Separations for Female Professional Staff by Function and Classification, 2008

New Appointments for Professional Staff Women, 2008

The data in this category is encouraging with women comprising the majority of new professional staff appointments at most levels. However, while the picture in previous years at the most senior levels represent ‘progress’ contradictions, women represented more than 50% (e.g. 54.2% of new appointments at HEW 9) of all appointments at all senior levels except HEW 8 where they represented almost half (45.8%) of all new appointments. The increased representation of women in the research intensive category through all the levels is positive and this trend has been consistent over the previous four reporting periods.

Separations for professional Staff Women, 2008

While it is not surprising that the separation data revealed that greater numbers of professional staff women left the University, it is pleasing to note that this trend was reversed at the highest levels: i.e. women comprised only a fifth of separations at HEW 10 and above (20%). However, the trend observed in the current data set whereby almost two-thirds of ‘separating’ staff at levels 6-9 (e.g. 63.6% and 66.7% of staff at HEW 8 and 9 respectively) are women is worth monitoring.

9 Table 6: Staff by Function, Employment Type and Status According to Gender

2008 % Female Staff Employment Type Status All Female Function Type % Female 2007 2006 2005 2004 2003 Staff Staff Full-Time 2 2 100.0% 50.0% Permanent Part-Time 0.0% Teaching Full-Time 35.7% Only Fixed Term Part-Time 44.0% Total 2 2 100.0% 40.5% Full-Time 30 3 10.0% 13.0% 16.7% 26.1% 34.8% 28.6% Permanent Part-Time 5 3 60.0% 40.0% 66.7% 50.0% 0.0% 0.0% Research Full-Time 379 144 38.0% 36.8% 34.7% 39.3% 42.6% 45.6% Academic Intensive Fixed Term Part-Time 115 81 70.4% 73.1% 67.8% 67.8% 60.2% 65.2% Total 529 231 43.7% 43.4% 40.7% 45.0% 45.7% 48.4% Full-Time 539 158 29.3% 26.6% 26.8% 24.9% 23.5% 22.1% Permanent Part-Time 65 28 43.1% 43.8% 47.5% 46.7% 46.0% 44.4% Teaching and Full-Time 204 85 41.7% 37.9% 39.7% 40.7% 35.7% 39.0% Research Fixed Term Part-Time 190 92 48.4% 50.0% 47.7% 45.3% 44.5% 46.3% Total 998 363 36.4% 33.3% 33.8% 32.3% 30.6% 29.7% Total 1529 596 39.0% 36.8% 36.0% 36.2% 35.1% 35.0% Full-Time 12 4 33.3% 46.7% 43.8% 42.9% 40.0% 46.7% Permanent Part-Time 2 2 100.0% 100.0% 100.0% 100.0% Research Full-Time 137 100 73.0% 71.9% 72.3% 62.4% 64.6% 64.0% Intensive Fixed Term Part-Time 81 66 81.5% 80.0% 80.0% 81.5% 77.4% 74.7% Total 232 172 74.1% 73.4% 73.3% 68.9% 67.7% 66.7% Professional Full-Time 1030 559 54.3% 52.7% 53.6% 54.5% 53.7% 55.0% Permanent Part-Time 338 301 89.1% 92.0% 92.7% 90.9% 87.6% 88.5% Professional Full-Time 329 210 63.8% 65.5% 62.5% 58.7% 60.1% 56.7% Staff Fixed Term Part-Time 217 168 77.4% 82.1% 78.7% 81.4% 80.1% 78.8% Total 1914 1238 64.7% 65.3% 64.7% 63.9% 62.5% 62.4% Total 2146 1410 65.7% 66.2% 65.8% 64.5% 63.3% 63.0% Total 3675 2006 54.6% 54.1% 53.5% 52.8% 51.5% 51.6%

10 Table 6. Staff by Function, Employment Type and Status According to Gender, 2008

In the current reporting period, 27.5% of all staff were part-time and, of these, 74.9% were women. Women working in a part-time capacity currently comprise 17.7% of all staff at UWA. Only 24.5% of academic staff were part-time and women now comprise more than half of all part-time academic staff (53.9 %).

The majority (94.2%) of research-intensive (academic and professional) staff continue to be on a fixed term contract. Women comprise slightly more than half (51.4%) of all fixed-term research-intensive staff (academic and professional). 26.2% of all academic staff are women are on a fixed-term contract. More than two-thirds (71.59%) of professional fixed-term research staff were women. 19.8% of fixed-term professional staff were women.

11 Table 7(a): Professional Staff by Appointment Term According to Gender

2008 % Female Female All Staff Staff Function Classification Staff % Female 2007 2006 2005 2004 2003 Number Number Probationary 100.0 100.0 0.0 50.0% Tenured Confirmed 14 6 42.9 73.2 40.0 42.9 52.9 58.8%

<= 1 year 169 127 75.1 76.4 77.2 71.0 70.6 70.1%

> 1 year <= 33 25 75.8 65.7 54.2 66.7 65.8 57.1% 2 years Research > 2 years <= Intensive Fixed Term / 13 11 84.6 73.9 81.8 70.6 53.3 47.1% Contract 3 years > 3 years <= 72.7 0.0 66.7 100.0 100.0% 4 years > 4 years <= 69.2 100.0 50.0 100.0% 5 years > 5 years 3 3 100.0 100.0 100.0 50.0 50.0 50.0% Total 232 172 74.1 73.4 73.3 68.9 67.7 66.7% Probationary 62 41 66.1 52.2 62.5 76.5 58.5 65.0% Tenured Confirmed 1306 819 62.7 63.8 63.4 62.5 61.0 61.7%

<= 1 year 393 281 71.5 72.1 69.6 68.0 68.4 65.2%

> 1 year <= 96 64 66.7 70.8 68.1 64.9 66.2 52.9% 2 years Professional > 2 years <= Staff Fixed Term / 21 17 81.0 75.0 69.2 45.5 58.3 61.9% Contract 3 years > 3 years <= 19 7 36.8 69.8 58.3 56.3 43.8 22.2% 4 years > 4 years <= 9 3 33.3 58.8 29.4 33.3 33.3 71.4% 5 years > 5 years 8 6 75.0 66.7 100.0 100.0 100.0 100.0% Total 1914 1238 64.7 65.3 64.7 63.9 62.5 62.4% Total 2146 1410 65.7 66.2 65.8 64.5 63.3 63.0%

12 Table 7(b): Academic Staff by Appointment Term According to Gender

2008 % Female Staff All Staff Female Classification % Female 2007 2006 2005 2004 2003 Function Number Staff Confirmed 2 2 100.0% 33.3% <= 1 year 33.3% > 1 year <= 2 years 66.7% Fixed Term /Contract > 2 years <= 3 years 75.0% > 3 years <= 4 years 0.0% > 4 years <= 5 years 25.0% Total 2 2 100.0% 40.5% Probationary 1 0 0.0% 42.9% 30.8% 25.0% 50.0% 33.3% Tenured Confirmed 34 6 17.6% 27.3% 23.5% 30.4% 15.4% 23.1% <= 1 year 233 119 51.1% 49.5% 42.5% 47.4% 51.1% 51.8% > 1 year <= 2 years 131 59 45.0% 46.6% 41.1% 47.5% 44.0% 50.7% Research > 2 years <= 3 years 95 33 34.7% 44.4% 44.4% 45.5% 41.4% 47.2% Intensive Fixed Term /Contract > 3 years <= 4 years 23 7 30.4% 38.5% 40.0% 41.7% 46.7% 40.0% > 4 years <= 5 years 10 5 50.0% 29.7% 10.0% 20.0% 22.2% 33.3% > 5 years 2 2 100.0% 100.0% 50.0% 50.0% 50.0% 50.0% Total 529 231 43.7% 43.4% 40.7% 45.0% 45.7% 48.4% Probationary 43 14 32.6% 33.3% 40.8% 40.9% 38.6% 32.1% Tenured Confirmed 561 172 30.7% 28.0% 26.5% 25.4% 22.4% 22.4% <= 1 year 218 105 48.2% 52.2% 48.5% 49.4% 45.7% 44.4% > 1 year <= 2 years 43 20 46.5% 43.5% 41.8% 50.0% 37.3% 36.5% > 2 years <= 3 years 46 18 39.1% 39.3% 41.3% 28.9% 32.5% 51.5% Fixed Term /Contract > 3 years <= 4 years 11 5 45.5% 45.9% 36.4% 31.0% 31.6% 25.0% > 4 years <= 5 years 32 8 25.0% 30.3% 22.2% 21.4% 25.0% 40.0% Teaching > 5 years 44 21 47.7% 0.0% 0.0% 33.3% 0.0% 66.7% and Total 998 363 36.4% 33.3% 33.8% 32.3% 30.6% 29.7% Research Confirmed 37.5% 100.0% <= 1 year 53.3% 100.0% > 1 year <= 2 years 45.5% Fixed Term /Contract > 2 years <= 3 years 37.5% > 3 years <= 4 years 0.0% > 4 years <= 5 years 28.6% Total 39.1% 100.0% Total 1529 596 39.0% 36.8% 36.0% 36.2% 35.1% 35.0%

13 Table 7a. Professional Staff by Appointment Term According to Gender, 2008

In the current reporting period, 71.4% of professional staff had ongoing appointments, while 17% of research intensive staff held ongoing appointments. Of all professional staff (excluding research intensive) with ongoing appointments, 62.8% were women. Of all female staff (again excluding research intensive), 62.8% had ongoing appointments compared to 71.4% of all male ongoing appointments.

Of the staff (excluding research intensive), 27.8% of the total number of women had appointment terms of two year or less. This represents a significant increase (almost 10%, up from 19.8%) from the previous reporting period.

In the research intensive staff data set, 74% of staff were female, the majority of whom were employed on a contract of two years or less. 70% and 73.8% of all male and female staff respectively were employed on a contract of one year or less. 14.5% of female research intensive staff were employed on a contract of two years or less.

Table 7b. Academic staff by Appointment Term According to Gender, 2008

Teaching and Research

In 2007, 60.5% of all teaching and research staff were tenured. Men comprised 42% of all tenured academic teaching staff compared with 28.5% of female academic teaching staff in this category.

Women comprised 12.5% of all academic teaching staff on a contract of 2 years or less. Women comprised almost half (46.1%) of non-tenured academic teaching staff employed on a contract of 3 years or less.

Research Intensive

Tenure was held by a mere 6.6% of academic research staff during the current reporting period. Women comprised 43.6% of all (i.e both tenured and non-tenured) academic research staff and a little more than a quarter (27.9%) of tenured staff in this category. 44% of staff held a contract of 1 year or less, and of these, 51.2% were women. In 2008, of the 48.9% academic research staff in the ‘>1 year but <4 year’ category, 41.3% were women.

14 Table 8. Academic Staff by Function and Age According to Gender As At 31 March 2003 To 2008 2008 % Female Staff Classification All Staff Female % Function 2007 2006 2005 2004 2003 Number Staff Female Under 25 25 - 29 62.5% 30 - 34 0.0% 35 - 39 16.7% 40 - 44 1 1 100.0% 80.0% Teaching 45 - 49 60.0% Only 50 - 54 60.0% 55 - 59 1 1 100.0% 60 - 64 100.0% 65 and over 0.0% Total 2 2 100.0% 40.5% Under 25 5 4 80.0% 66.7% 40.0% 42.9% 33.3% 66.7% 25 - 29 69 35 50.7% 40.0% 38.9% 40.4% 44.7% 59.1% 30 - 34 113 47 41.6% 41.0% 34.0% 42.4% 46.4% 53.0% 35 - 39 108 44 40.7% 45.9% 35.4% 36.4% 30.7% 40.0% 40 - 44 88 34 38.6% 40.3% 42.3% 45.5% 51.6% 42.6% Research 45 - 49 59 25 42.4% 46.0% 45.9% 53.2% 55.8% 48.7% Intensive 50 - 54 40 21 52.5% 55.0% 57.8% 56.1% 56.7% 53.6% 55 - 59 30 13 43.3% 40.7% 52.6% 66.7% 61.5% 36.4% 60 - 64 8 4 50.0% 16.7% 50.0% 50.0% 33.3% 50.0% 65 and over 9 4 44.4% 37.5% 16.7% 25.0% 25.0% 33.3% Total 529 231 43.7% 43.4% 40.7% 45.0% 45.7% 48.4% Under 25 3 2 66.7% 33.3% 50.0% 38.1% 35.7% 25.0% 25 - 29 32 17 53.1% 52.6% 34.4% 40.0% 39.4% 40.0% 30 - 34 90 38 42.2% 45.2% 49.4% 49.4% 48.6% 50.0% 35 - 39 121 53 43.8% 46.2% 45.6% 40.0% 41.9% 38.6% Teaching 40 - 44 135 66 48.9% 39.3% 38.7% 35.7% 29.7% 29.5% and 45 - 49 183 67 36.6% 32.9% 35.3% 37.8% 35.7% 31.8% Research 50 - 54 183 59 32.2% 28.0% 27.6% 22.3% 22.0% 27.1% 55 - 59 135 38 28.1% 25.4% 25.0% 26.4% 26.4% 25.7% 60 - 64 74 18 24.3% 27.1% 21.9% 19.0% 16.8% 13.3% 65 and over 42 5 11.9% 7.5% 8.3% 3.4% 0.0% 9.1% Total 998 363 36.4% 33.3% 33.8% 32.3% 30.6% 29.7% 36.0 35.1 Total 1529 596 39.0% 36.8% 36.2% 35.0% % %

Table 8. Academic staff by Function and Age According to Gender, 2008

Overall, the age profile of female academic staff continues to be younger than the profile of male academic staff. Slightly more than half (50.2%) of all teaching and research staff are between the ages of 40 and 54. Only 16.8% of all female teaching and research staff were in the 55 plus age group compared to 30% of their male counterparts. It is encouraging to note that almost a third (31%) of women teaching and research staff were in the under-35 age bracket, compared with 10.7% of male teaching and research staff in this category. Women teaching and research staff exceeded men (53%) in the 25-29 age cohort. Women under 40 comprised 24% of all research intensive staff and 42.9% of staff in the under 40 category within the research intensive cohort were women.

15 Table 9: Professional Staff by Function and Age According to Gender, As At 31 March 2003 To 2008

2008 % Female Staff Age % All Staff Female 2007 2006 2005 2004 2003 Female Under 25 40 31 77.5% 84.2% 80.0% 69.7% 68.4% 66.7% 25 - 29 56 44 78.6% 71.4% 66.7% 64.4% 67.2% 67.2% 30 - 34 39 32 82.1% 73.7% 76.1% 69.4% 64.4% 58.3% 35 - 39 24 18 75.0% 71.0% 63.9% 61.9% 64.1% 65.5% 40 - 44 21 10 47.6% 69.6% 88.2% 85.7% 64.0% 57.1% Research 45 - 49 16 10 62.5% 64.3% 82.4% 76.5% 73.3% 88.9% Intensive 50 - 54 17 15 88.2% 81.3% 86.7% 78.9% 78.3% 64.7% 55 - 59 14 8 57.1% 68.8% 71.4% 62.5% 90.0% 100.0% 60 - 64 4 4 100.0% 100.0% 40.0% 40.0% 25.0% 40.0% 65 and over 1 0 0.0% 0.0% 0.0% 100.0% Total 232 172 74.1% 73.4% 73.3% 68.9% 67.7% 66.7% Under 25 106 77 72.6% 69.4% 67.9% 62.7% 50.6% 52.1% 25 - 29 196 129 65.8% 69.8% 68.2% 66.7% 64.1% 65.8% 30 - 34 208 151 72.6% 65.5% 69.8% 69.7% 69.2% 70.5% 35 - 39 228 144 63.2% 65.8% 63.1% 58.6% 62.1% 59.6% 40 - 44 230 142 61.7% 62.8% 62.0% 63.3% 63.6% 65.0% Professional 45 - 49 282 183 64.9% 67.4% 64.0% 62.4% 55.2% 54.7% Staff 50 - 54 261 153 58.6% 61.7% 62.9% 65.5% 68.0% 66.7% 55 - 59 250 169 67.6% 67.7% 64.7% 64.6% 66.3% 67.5% 60 - 64 123 77 62.6% 61.2% 58.5% 54.9% 47.2% 46.2% 65 and over 30 13 43.3% 48.4% 75.0% 75.0% 66.7% 46.7% Total 1914 1238 64.7% 65.3% 64.7% 63.9% 62.5% 62.4% Total 2146 1410 65.7% 66.2% 65.8% 64.5% 63.3% 63.0%

Table 9. Professional staff by Function, Age and Gender, 2008

Women in the 40-54 year age bracket comprise 24.9% of all staff and 38.6% of all female staff. Women staff in the 55+ age cohort comprise 13.5% of all staff. There is a relatively low proportion of women staff (10.8%) and male staff (5%) under 30 years of age and this figure has marginally increased since the previous reporting period. It is interesting to note that women comprise a much higher percentage of staff in the 65+ cohort among professional staff (43.4%), as opposed to academic staff (11.9%).

16 Table 10a. Discretionary Allowance by Classification and Gender (Female), 2007

Count of Employee # Female Female Grand Total CLASSIFICATION 123 124A 124C 125F 125FS 125VS 126F 126NF 126NV 126P 126V 127F 127P 128F 129F 129P Total A999A 1 1 2 18 GMGR 1 L01 4 4 4 L03 3 7 3 13 14 L04 4 1 6 1 7 19 46 L05 4 1 4 11 1 2 1 4 28 51 L05/6 3 2 3 1 9 21 L06 2 8 1 7 2 20 42 L07 1 1 3 17 2 24 64 L08 2 1 3 8 1 2 17 32 L09 1 2 11 1 3 18 39 L10G0 1 1 1 L10G1 1 4 1 6 22 L10G2 1 1 4 L10G3 2 1 3 6 L10G4 4 L10G5 7 LVLA 2 1 2 5 13 LVLB 5 3 2 10 25 LVLC 1 2 5 1 1 3 13 37 LVLD 2 2 4 26 LVLE 1 2 5 1 9 59 Grand Total 23 1 1 7 1 1 38 1 1 89 9 5 1 1 8 19 206 536

123 = Allowance – Salary Progression 126V = Attraction/Retention Remuneration (Variable, super) 124A = Allowance – Head of Department (Small) 127F = Merit Allowance (Fixed, no super) 124B = Allowance – Head of Department (Medium) 128F = Distinction Allowance (Fixed, no super) 124C = Allowance – Head of Department (Large) 129F = Addt’l Responsibility Allow (Fixed, no super) 125F = Market Allowance (Fixed, no super) 129V = Addt’l Responsibilities Allow (Variable, no super) 126P = Attraction/Retention Allowance % (Super) 129P = Additional Responsibilities Allowance % (no super)

17 Table 10b. Discretionary Allowance by Classification and Gender (Male), 2007

Count of Male Employee # 126 127 128 Male Grand CLASSIFICATION 123 124A 124C 125F 125FS 125P 125PS 125VS 126NF 126NS 126NV 126P 126V 127FS 127PS 129F 129P 129V F F F Total Total A999A 2 1 1 1 1 8 2 16 18 GMGR 1 1 1 L01 4 L03 1 1 14 L04 2 21 3 1 27 46 L05 2 4 1 4 2 7 1 1 1 23 51 L05/6 2 3 7 12 21 L06 3 2 1 14 1 1 22 42 L07 2 2 1 8 1 1 1 18 3 1 1 1 40 64 L08 2 2 1 3 6 1 15 32 L09 2 2 13 1 1 2 21 39 L10G0 1 L10G1 1 4 10 1 16 22 L10G2 2 1 3 4 L10G3 1 2 3 6 L10G4 1 1 2 4 4 L10G5 4 2 1 7 7 LVLA 1 2 1 3 1 8 13 LVLB 2 1 6 1 2 1 1 1 15 25 LVLC 1 3 1 1 3 3 3 2 5 1 1 24 37 LVLD 1 7 3 4 2 1 1 3 22 26 LVLE 1 5 1 11 11 2 3 11 4 1 50 59

Grand Total 13 2 3 52 2 2 1 3 58 7 2 1 101 20 6 2 2 12 28 5 8 330 536

123 = Allowance – Salary Progression 126V = Attraction/Retention Remuneration (Variable, super) 124A = Allowance – Head of Department (Small) 127F = Merit Allowance (Fixed, no super) 124B = Allowance – Head of Department (Medium) 128F = Distinction Allowance (Fixed, no super) 124C = Allowance – Head of Department (Large) 129F = Addt’l Responsibility Allow (Fixed, no super) 125F = Market Allowance (Fixed, no super) 129V = Addt’l Responsibilities Allow (Variable, no super) 126P = Attraction/Retention Allowance % (Super) 129P = Additional Responsibilities Allowance % (no super)

18 Table 10a. & 10b. Discretionary Allowance by Classification and Gender, 2007

The gender equity picture in this area remains in favour of men. Women staff fare better in the receipt of a few discretionary allowances and worse in the receipt of many others. It is important to interpret this data in the light of the fact that they are driven, in some instances, by very specific labour market conditions that may exist in certain areas of the University; e.g. loadings for academic clinicians in the Faculty of Medicine and Dentistry.

Women comprise 38.4% of staff in receipt of discretionary allowances at UWA representing a decrease (44% in the previous reporting period) in their participation in this important employment rewards scheme. A trend of positive gender equity in favour of women was observed in the receipt of Salary Progression (63.9%) and Additional Responsibilities Allowance, no super (70%).

However, women continued to be significantly under-represented in the receipt of Market Allowance, Fixed No Super (13.4%), Distinction Allowance, Fixed, No Super (8.3%), Attraction/Retention Remuneration, Variable, Super (30%) and Additional Responsibility Allowance, Fixed, No Super (28.5%).

19 Table 11. Academic Staff Promotion Application and Success (including Accelerated Promotion) 2003-2007

Female Male Number of No. No. Application Success Number of No. No. Application Success Year Level Staff Applications Successful Rate Rate Staff Applications Successful Rate Rate 2003 A → B 140 5 5 3.6% 100.0% 119 1 1 0.8% 100.0% A → C 1 1 100.0% B → C 149 6 6 4.0% 100.0% 148 8 8 5.4% 100.0% B → D 3 2 C → D 93 9 9 9.7% 100.0% 210 16 16 7.6% 100.0% D → E 23 175 10 8 5.7% 80.0% 2003 Total 405 21 21 5.2% 100.0% 652 38 35 5.8% 92.1% 2004 A → B 143 3 3 2.1% 100.0% 155 3 3 1.9% 100.0% B → C 174 3 2 1.7% 66.7% 171 5 5 2.9% 100.0% B → D 1 1 0.6% 100.0% 1 1 100.0% C → D 100 6 5 6.0% 83.3% 207 16 12 7.7% 75% D → E 31 1 0 3.2% 0% 180 15 14 8.3% 93.3% 2004 Total 448 14 11 3.1% 78.6% 713 40 35 5.6% 87.5% 2005 A → B 144 2 2 1.4% 100.0% 160 8 8 5.0% 100.0% B → C 204 10 10 4.9% 100.0% 167 6 5 3.6% 83.3% C → D 94 9 6 9.6% 66.7% 193 11 8 5.7% 72.7% D → E 39 1 1 2.6% 100.0% 176 14 10 7.9% 73.3% 2005 Total 481 22 19 4.6% 86.4% 696 39 31 5.6% 79.5% 2006 A → B 144 3 3 2.1% 100.0% 183 2 2 1.1% 100.0% A → C 1 1 0.7% 100.0% B → C 192 7 7 3.6% 100.0% 185 8 7 3.2% 87.5% B → D 5 5 100.0% C → D 104 6 6 5.8% 100.0% 198 9 5 4.5% 55.6% C → E 1 1 100.0% D → E 50 5 5 10% 100.0% 167 14 8 8.4% 57.1% 2006 Total 490 22 22 4.5% 100.0% 733 39 28 5.3% 71.8% 2007 A → B 159 7 6 4.4% 85.7% 165 5 4 3.0% 80% B → C 180 14 13 7.8% 92.8% 192 14 13 7.3% 92.8% B → D 1 1 100.0% 1 1 100% C → D 110 9 5 8.2% 55.6% 214 16 11 7.5% 68.8% D → E 48 2 2 4.2% 100.0% 156 13 12 8.3% 92.3% 2007 Total 497 33 27 6.6% 81.8% 727 49 41 6.7% 83.7% Grand Total 2321 112 100 4.8% 89.3% 3521 205 170 5.8% 82.9%

20 Table 11 – Academic Staff Promotion, 2007

In 2007, women comprised 39.7% of all teaching and research academics promoted (i.e. 27 successful applicants out of 68). This figure represents a decrease in the percentage of academic women successfully gaining promotion through the academic ranks at UWA (down from 44% in the last reporting period). However, the current 39.7% is more in line with earlier reporting periods (38% in 2005), suggesting that the spike in 2006 may be an anomaly. Despite these yearly fluctuations, when the data is examined longitudinally from 2003-2007, women have a consistently lower application, but higher success rate (89.3%) than men (82.9%).

Application and success rates were fairly even between female and male academics up to the Senior Lecturer level in 2007. However, at the Associate Professor and Professorial levels, the number of female applications drops significantly (11 applications, 7 successful) while the number of male applications increases (29 applications, 23 successful). This trend is consistent with previous reporting periods.

 Associate Professor to Professor – Women comprise 14.3% of successful applicants at this level, with only two women applying for and gaining promotion, compared to 12 successful men out of 13 applications.  Senior Lecturer to Associate Professor – Women comprise 31.2% of successful applicants.  Lecturer to Senior Lecturer – Women comprise exactly half of academic staff promoted in this category.  Associate Lecturer to Lecturer – Women comprise 60% of academic staff promoted in this category.

Table 12. Reclassifications by Gender and Level, 2007 Level Female Male Grand Total L03 2 2 L04 8 3 11 L05 13 2 15 L5/6 4 - 4 L06 13 9 22 L07 4 12 16 L08 5 4 9 L09 - 2 2 L10G0 L10G1 1 1 2 L10G2 1 - 1 Grand Total 51 33 84

Table 12. Reclassification by Level and Gender, 2007

The data continues the trend whereby women continue to be well represented in this important initiative. In this reporting period, women comprised 60.7% (up from 52% in 2006) of applicants successful in obtaining reclassification.

Table 13. Deans/Head Of School/School Managers/Faculty Managers by Gender

Count of ID TITLE SEX Faculty Head Of School Grand Dean Manager School Manager Total

FACULTY SCHOOL F M F M F M F M Administration School of Indigenous Studies 1 1 Arch, Landscape & Arch, Landscape & Visual Arts 1 1 2 Vis Arts Arts, Humanities & Faculty Office - Arts, Humanities 1 1 2 Soc Sciences & Soc Sciences Humanities 1 1 2 Music 1 1 2 Social & Cultural Studies 1 1 2 Education Graduate School of Education 1 1 2 Eng, Computing & Civil & Resource Engineering 1 1 2 Mathematics Computer Science & Software 1 1 Engineering Electrical, Electronic & 1 1 2 Computer Engineering Faculty Office - Eng, Comp & 1 1 Maths Mathematics & Statistics 1 1 2 Mechanical Engineering 1 1 2 School of Environmental 1 1 2 Systems Engineering Law Law 1 1 Life & Physical Anatomy & Human Biology 1 1 2 Sciences Biomedical, Biomolecular & 1 1 2 Chemical Sciences Faculty Office - Life & Physical 1 1 2 Sciences Physics 1 1 1 3 Psychology 1 1 2 School of Sport Science, 1 1 2 Exercise and Health Medicine, Dentistry & Dentistry 1 1 Health Sciences Faculty Office - Medicine, 1 1 2 4 Dentistry & Health Sci Medicine & Pharmacology 1 1 2 Paediatrics and Child Health 1 1 2 Pathology & Lab Medicine 1 1 2 Population Health 2 2 4 Primary, Aboriginal and Rural 1 1 2 Health Care Psychiatry & Clinical 1 1 Neurosciences School of Surgery 2 1 3 Women’s and Infants Health 1 1 2 Natural & Agricultural Agric & Resource Economics 1 1 2 Sciences Animal Biology 1 1 2 Earth & Geographical Sciences 1 1 2 Faculty Office - Natural & 1 1 1 3 Agricultural Sciences Plant Biology 1 1 2 UWA Business UWA Business School 1 1 2 School

Grand Total 5 5 4 2 5 26 17 11 75

22 Table 13. Deans/ Head of Schools/ School Managers by Gender, March 2008

In 2007, for the first time, there were equal numbers of men and women Deans (including Dean, School of Indigenous Studies and Acting Dean, Faculty of Natural and Agricultural Sciences).

Women were well represented (60%, up from 57% in the previous reporting period) among School Managers and it is encouraging to note that this upward trend has also remained consistent since the academic restructure in 2002.

Conversely, the consistent trend of poor (albeit increasing) representation (16%) in the Heads of School category continues. This represents a significant concern as it is a possible feeder category for more senior levels of academic leadership, including positions such as Dean and Pro Vice-Chancellor.

Table 14a. Professional Staff Accessing OSDS Training, 2007 LEVEL Female Male Grand Total L03 74 15 89 L04 194 48 242 L05 225 49 274 L05/6 72 11 83 L06 203 49 252 L07 149 73 222 L08 94 41 135 L08/9 1 1 L09 52 20 72 L10G1 10 6 16 L10G2 2 2 4 L10G3 10 4 14 L10G4 2 2 4 Grand Total 1087 321 1408

Table 14b. Academic Staff Accessing OSDS Training, 2007 LEVEL Female Male Grand Total LVLA 75 46 121 LVLB 64 76 140 LVLC 47 40 87 LVLD 8 24 32 LVLE 6 8 14 Grand Total 200 194 394

Tables 14a and 14b. Staff Accessing OSDS Training, 2007

Women continue to access OSDS training at a disproportionately higher rate than men in both the academic (51%) and professional staff categories (77%). The difference is considerably more marked in the latter case.

23 Table 14c. UWA Staff Development Grants for Professional Staff by Gender and Level, 2007 Level Female Accepted Male Accepted 1 1 3 1 4 4 5 7 9 6 8 4 7 12 4 8 8 5 9 5 3 10 2 5 LV1-C 1 5/6 8 5 ARP 1 Total 56 29

Table 14c. UWA Staff Development Grants, Gender and Level, 2007

At 65.8%, women continue to be the main recipients of this employment benefit. It is encouraging to note a trend whereby there are greater numbers of women accessing this benefit across all levels, unlike previous years where participation tended to be clustered around the more senior levels; i.e. Level 7 and above.

24 Table 15. Developmental Opportunities (HDA/Secondment)

Table 15 : Developmental Opportunities (HDA/Secondment) - 2007 Count of GENDER Employee OCC_TYPE CLASSIFICATION F M Grand Total CON DEAN 1 1 (secondment) EDEAN 1 1 G999A 2 2 L03 17 5 22 L04 26 1 27 L05 22 7 29 L05/6 3 3 6 L06 20 8 28 L07 11 5 16 L08 7 1 8 L09 2 3 5 L10G1 3 3 L10G2 1 1 L10G3 2 2 LVLB 1 3 4 LVLC 2 1 3 LVLD 3 13 16 LVLE 2 20 22 CON Total 121 75 196 HDA ADGD2 1 1 (Higher Duties DIR 3 3 Allowance) G999A 3 3 L03 2 2 L04 23 7 30 L05 57 14 71 L05/6 6 2 8 L06 39 17 56 L07 61 27 88 L08 27 9 36 L09 20 10 30 L10G0 1 3 4 L10G1 10 10 20 L10G2 5 2 7 L10G3 3 2 5 L10G5 2 5 7 HDA Total 261 110 371 Grand Total 382 185 567

25 Table 15. Developmental Opportunities (HDA/Secondment), 2007

74.8% of internal secondments in the professional staff category are accessed by women and this is evenly spread across all levels, representing an increasing trend of women accessing this important career opportunity. The converse is true in the academic stream where a mere 17.8% of internal secondments are accessed by women. Senior male academic staff at Levels D and E account for 73.3% of secondments in the academic stream.

69.4% of women were in receipt of higher duties allowance among professional staff. It is interesting to note, from a gender pay equity perspective, that despite there being a preponderance of women (65.7%) in the overall professional staff category, only one more woman professional staff member at Level 10 and above (21 and 22 men and women respectively) was in receipt of higher duties allowance.

Notwithstanding the above, women at lower levels tend to receive this benefit (approximately two-thirds are at Level 5 and below as compared with a mere 30% of men receiving this benefit at or below this level). The majority of women recipients also tend to be ‘clustered’ in Administration while male recipients tend to be more evenly distributed throughout the organisation.

Table 16. Casual Employees in 2007-2008 AWARD Female Male Total Academic 895 948 1843 Professional 1118 674 1792 Total 2013 1622 3635

Table 16. Casual employees, 2007-2008

The 2008 data continues the pattern of the last two reporting periods, showing an encouraging decrease in the casualisation rate of women. Women represent 55.3% of all casual employees at UWA – down from 58% in the last reporting period. There is a notable corresponding decrease in the female professional staff stream – down from 63.5% to 62.4%.

26 UWA 2008 Management Structure, Tiers 1-4

SENATE 14 Male / 7 Female

Vice-Chancellor

Senior Deputy Vice-Chancellor Deputy Vice-Chancellor Executive Director (Education) Deputy Vice-Chancellor Executive Director (Finance & Resources) (Research & Innovation) (Academic Services & Registrar)

Pro Vice-Chancellor Pro Vice-Chancellor University Deans of Director Director Teaching & Learning Research & Research Librarian Development (Office of) Facilities Manager Training Architecture, Landscape, Library & Visual Arts, Arts, Humanities & Director Director Director Pro Vice-Chancellor IT Services Social Sciences, UWA Governance Services Financial Services Centre for Advancement of Research Initiatives Business School, Education, Teaching & Learning Engineering, Computing & Director Director Director Mathematics, Law, Life & International Centre Human Resources Director Institute of Advanced Physical Sciences, Medicine, Albany Centre Studies Dentistry & Health Sciences, Director Director Natural & Agricultural Sciences Legal Services Venues Management Co-ordinator Director Director Principal Regional Programmes Office of Industry & 7 MALE / 3 FEMALE Innovation Planning Services Currie Hall Academic Co-ordinator Carrick Support Initiative Director Heads of Schools Public Affairs Responsible to Dean of Section Managers Director Faculties Director Responsible to Directors UWA Extension 26 MALE / 5 FEMALE Research Services Director Director Directors of Centres Student Services Institute for International Responsible to Heads and/or Development Deans Section Managers Responsible to Directors Director KEY Perth International Arts Festival Female Male Academic Academic Internal Auditor Female Male Professional Professional