The Action Plan to Progress Gender Equity Objectives in the JCSMR


Since 1998 the School has been working to introduce a better mentoring and networking system for its research students and junior academic staff (Postdoctoral Fellows), both female and male. The School sought to establish mentoring and networking mechanisms to allow its academic and general staff and students to better self-assess their performance and skills and identify their goals and career paths. The School's ambition is to be able to attract and retain the best staff and enhance the educational experience of our postgraduate students to produce graduates of the highest international distinction.


A number of initiatives were implemented to achieve these goals:

• A dedicated full-time position was created to facilitate mentoring and networking of postgraduate students and junior academic staff (Postdoctoral Fellows) in the School. The appointee was also appointed as the Convenor of the Graduate Program in Medical Sciences. This is perhaps the first case when an area of the University invested additional resources for mentoring/networking and pastoral care of its students and junior academic staff.

The Vice-Chancellor in his Plan for Growth recognised the importance of this initiative in JCSMR and allocated additional funds to support this position of Mentor/Convenor dedicated entirely to facilitate mentoring and networking for research students and junior academic staff, both female and male. This is consistent with the University policy to enhance research training and would lead to a growth in postgraduate enrolments.

• Part-time positions - The School supports the continuation of flexible work practices, including part-time positions to allow persons with parenting/family responsibilities to continue with their careers. When funds are available, fixed-term appointments are extended for an equivalent period of time spent on maternity leave.
  
  
  
• The School developed an informal network of mentors available for career advice and assistance in staff self-assessment of their performance and future career goals and action plans. These are supervisors and advisors of PhD students, Group Leaders for Postdoctoral Fellows, Heads of Divisions and the Convenor/Mentor for the two groups. In addition, the Convenor/Mentor was appointed mentor of all junior academic staff, the Chair of the School Equal Opportunity Committee became a mentor for senior academic staff, and the assistant Business Manager was appointed a mentor of members of general staff.

Report on Progress Towards the Strategies of the ANU Gender Equity Plan

The following strategies were implemented in the years 1998 - 2002:

Strategy 3.8 Incorporate gender equity planning within ambit of normal strategic planning process.
Gender equity planning has been incorporated in the Strategic Plan of the HR Management Section in the JCSMR in the following terms:

Strategy 3.9 All areas to have an informed initial point of contact for equity issues.
The Convenor of the School EEO Committee has been appointed the JCSMR contact person with regard to the Gender Equity Plan, currently Dr Klaus Matthaei.

Strategy 3.10 Include, as a selection criterion for academic and general staff positions involving supervision duties, achievements in EO.
Selection criteria for all academic and general staff positions with supervisory responsibilities were amended in 1998 to include an essential criterion:

Demonstrated achievement in relation to equal opportunity

Strategy 3.11 All staff having substantial human resources duties to serve as role models for EO practice.
The School intends to invite the Manager of the Equity and Diversity Unit to address staff with supervisory responsibilities on gender equity issues. In addition, a number of staff were encouraged to attend the HR Division selection committee courses which include an Equity and Diversity component.

Strategy 3.12 Recognition of Gender Equity achievements in staff performance assessments.
The following criterion has been introduced in the ANU Promotion criteria for levels C, D and E: "Other activities, in particular duties specified by the University, relating to administration, outreach or editorial functions, and any contributions to advancing the University's gender and other equity objectives". This is increasingly recognised in the School's review of performance of staff and in applications for promotion.

Strategy 3.14 To give appropriate value to pastoral care and committee contributions from members of staff.
The Chairs of selection and promotions committees and the Secretary to these committees have been given the responsibility of drawing this strategy to the attention of the committees. The School values staff contribution to pastoral care and committee work which is reflected in staff reviews and promotion process.

Strategy 3.15 Develop departmental workload distribution practices for academic staff which give due weight to contact hours relating to pastoral care and student advisory services.
The School recognised the importance of pastoral care of its students and junior academic staff when in early 2000 it made an appointment entirely dedicated to facilitate mentoring and networking of research students and Postdoctoral Fellows in the School. In 2001, with additional funds from the Vice-Chancellor's Plan for Growth, this position is on a full-time basis.


Elective Strategies

Strategy 4.2 Establish a broadly based gender equity advisory group in a Faculty, Research School, Centre or Division.

Strategy 4.3 Introduce a mentoring scheme focused on the needs of all staff members.
The School developed an informal network of mentors available for career advice and assistance in staff self-assessment of their performance and future career goals and action plans. These are supervisors and advisors of PhD students, Group Leaders for Postdoctoral Fellows, Heads of Divisions and the Convenor/Mentor for the two groups. In addition, the Convenor/Mentor was appointed mentor of all junior academic staff, the Chair of the School Equity and Diversity Committee became a mentor for senior academic staff, and the assistant Business Manager was appointed a mentor of members of general staff.

Strategy 4.13 Promote opportunities for professional development and/or training for all staff.
The School is developing a sound system for staff development and training to improve the quality and strategic focus in the face of change and increasing administrative workloads. High quality change management and organisational development skills are required for successful restructuring and self-reliance. Academic staff will require new and higher levels of support, and therefore we need to train and develop the skills of our supporting staff to meet these requirements.

Report on Changes to Staffing

In 2002 the number of academic staff at strength at 31 March 2002 was 74.8 in comparison with 74 academic staff in 2001.

The percentage of female staff according to the level of appointment is as follows:

Appointment trends in the period 1995 to 2002 show a correlation between the number of women applicants and the number of women appointed:

Trends in Postgraduate Students

The overall number of postgraduate students has increased from 54 in 1994 to 74 in 2002 (60 EFTSU), and the percentage of female postgraduate students has maintained at or above 50% of the total number of students.


In line with the recommendation that the IAS increase its graduate enrolment, the JCSMR Faculty Board established in 1996 its PhD Student Recruitment Committee. As a result the following measures have since been introduced :


Fenner Merit Scholarship (4F and 6M awarded)
The purpose of the scholarship is to attract Australian students of high calibre to pursue postgraduate research at the John Curtin School of Medical Research. The award will provide for payment of a supplementary scholarship to an outstanding holder of the ANU PhD Scholarship or an APA or some other living allowance scholarship for the duration of that scholarship. The level of the award will be determined from time to time by the Director of the School, but will not be less than $5,000 per annum.

A Relocation Incentive Allowance (2F and 4M awarded)
An allowance of $5,000 is available for postgraduate students recruited to the School from outside the ACT Region.

A Relocation Allowance
An allowance of $4,000 is available for JCSMR Honours Year Scholarship holders recruited from outside the ACT Region.

Eccles Scholarship (3F and 2M awarded)
A scholarship designed to attract overseas students of high calibre to pursue postgraduate research at the John Curtin School of Medical Research. The scholarship will provide for payment of the annual tuition fees for overseas students, an annual living expenses stipend set at the normal rate of the ANU PhD Scholarships

Doherty Scholarship
Jointly with the National Health Sciences Centre the School proposes to introduce a Doherty Scholarship funded by the Australian National University and the National Health Sciences Centre to facilitate the interactions between basic science in the medical research area and the clinical development of such scientific enterprise. The purpose of the Scholarship is to attract Australian students of high calibre with clinical qualifications to pursue postgraduate research for a PhD degree at the John Curtin School of Medical Research involving a clinical research project. The Scholarship was advertised for the first time late in 1999 and it is hoped to make the first award in 2002.

Zinkernagel Scholarship (1F and 2M)
JCSMR established a named scholarship in honour of Professor Rolf Zinkernagel, who shared the Nobel Prize for Physiology or Medicine with Professor Peter Doherty in 1996 for the work done in the JCSMR. One Zinkernagel Scholarship will be awarded annually to an overseas PhD student who was the highest ranked successful JCSMR applicant for the International Postgraduate Research Scholarship (IPRS). The Scholarship would provide for payment of an annual living expenses stipend set at a normal rate of the ANU PhD scholarship for the duration of the IPRS award.

JCSMR/Graduate School Student Travel scholarship (3F and 2 M awarded)
Graduate students in JCSMR are encouraged to visit their home universities to give seminars on their ANU research and promote the School as a preferred graduate research institution. The Graduate School jointly with the JCSMR provided some funds to support travel expenses.

James Rice Postgraduate Award (introduced in 2001 1M)
A scholarship for Australian or international students to pursue postgraduate research for a PhD degree at the JCSMR in a research field broadly related to Multiple Sclerosis.

Ruth Gani Travelling Fellowship (introduced in 2001)
One Fellowship of up to $3,000 is to be offered each year to support postgraduate students at the John Curtin School of Medical Research travelling to overseas conferences of relevance to human genetics.

Alexander McTaggart Memorial Scholarship in Medical Sciences (1F and 1M awarded)
The purpose of the scholarship is to assist a student, enrolled in the Fourth Honours Year of the undergraduate degree course of the Faculty of Science or enrolled in the Graduate Diploma in Science course, who is undertaking the course in medical science related to cancer research and allied subjects. A scholarship consists of an award, determined by the Director, of not less than $6,000 per year.

Paul Bunyan Memorial Scholarship in Medical Sciences (2F and 2M awarded)
The purpose of the scholarship is to assist a student, enrolled in the Fourth Year Honours Year of the Bachelor of Science with Honours degree course or enrolled in the Graduate Diploma in Science course, who is undertaking a course in medical science preferably related to cancer research. A scholarship consists of an award, determined by the Director, of not less than $6,000 per year.

The Joyce Fildes Scholarship in Medical Science (introduced in 2002 1M awarded)
This scholarship has been generously endowed by Dr Joyce Fildes, an original and UK-based member of the John Curtin School of Medical Research before staff came together in Canberra. The Scholarship provides a stipend of not less than $5000 per annum for one year for a fourth year (Honours) student in medical science.