Indigenous research support
Indigenous Studies Research Network
The Indigenous Studies Research Network is a multidisciplinary and interdisciplinary network of Indigenous researchers, research affiliates and Indigenous postgraduate students. Through the network, researchers can share ideas, specialised skills, resources and information to build strong links around the world and promote international collaboration.
National Indigenous Research and Knowledges Network
The National Indigenous Research and Knowledges Network is a national, inclusive, multidisciplinary hub and spokesmodel network of Indigenous researchers at various stages of their careers. The network is led by Indigenous senior scholars with strong research track records who bring extensive experience in collaborative and community-based research.
Our Indigenous research commitment
We’re dedicated to hiring, supporting, mentoring and training Indigenous researchers across our research disciplines, and at all levels of their careers.
We turn our commitment into action through:
- cultural and ceremonial leave for Aboriginal and Torres Strait Islander staff
- recruitment of Aboriginal and Torres Strait Islander people as research students and research staff
- support for research students through dedicated Indigenous scholarships
- strategies linked to building research capacity in Indigenous research and inclusion of Aboriginal and Torres Strait Islander knowledges in research.
Women in research careers
We're seeking to improve outcomes for women in STEMM careers, with a strong focus on supporting research and innovation.
An advocate for women in STEMM and a former CEO of the Australian Research Council, Vice-Chancellor Professor Margaret Sheil AO shares her vision and insights in a speech given at QUT's 2018 International Women's Day event.
Supporting women in research
SAGE Athena SWAN
Science in Australia Gender Equity (SAGE) is a national program promoting gender equity and gender diversity in science, technology, engineering, maths and medicine (STEMM). Using the Athena SWAN charter, the SAGE pilot program guides universities to improve gender equity policies and practices.
We’re proud to be an inaugural Athena SWAN Bronze Award recipient, supported by our executive leadership team, Equity Department, and the Division of Research and Innovation.
Gender equity accreditation
We hold a Bronze Award under the Athena SWAN Charter, an accreditation program designed to enhance gender equity and diversity in Science, Technology, Engineering, Mathematics and Medicine (STEMM) disciplines. In developing our submission for this award, our special-assessment-team (SAT), in collaboration with STEMM academics, action teams and other staff embarked on a reflective analysis of our staff profile, policies, procedures, practices and cultures. This culminated in a four-year action plan to drive the advancement of women and diversity in STEMM.
Being a part of SAGE Athena SWAN means not just promising gender equity, but delivering that reality. We collect data on our equity status, and seek to constantly improve gender equity and diversity at all levels of our staff and students cohorts.
Recognising our commitment
We're an equal opportunity employer, promoting equality for all staff and eliminating all discrimination - including that based on gender. We've received citations as an Employer of Choice for Women each year from 2002-2013, and the Workplace Gender Equality Agency Employer of Choice citation each year from 2014-2018.
Ten principles of the Athena SWAN Charter
- 1. Embrace all talents
- We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.
- 2. Advance gender equality
- We commit to advancing gender equality in academia, in particular addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.
- 3. Create equal representation
- We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM).
- 4. Tackle the pay gap
- We commit to tackling the gender pay gap.
- 5. Remove obstacles
- We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.
- 6. Review contracts
- We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.
- 7. Support transgender people
- We commit to tackling the discriminatory treatment often experienced by transgender people.
- 8. Commit to action
- We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.
- 9. Create sustainable change
- We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.
- 10. Consider intersectionality
- All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.