Targeted recruitment at the University of Newcastle

Determined to shift the dial, the University used a targeted recruitment strategy to boost women's and Indigenous staff representation in key areas. Here, they recount their successes, learnings and next steps.

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A team-based approach to workplace flexibility

As more people embrace flexible work, teams have to rethink the way they work together to support flexibility. The Flex @ WEHI program guides staff and students to develop arrangements that work for the whole team, not just individual members.

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Don't expect First Nations staff to do all your "Indigenous stuff"

Organisations need to resource and reward this work appropriately, and ensure that non-Indigenous colleagues take responsibility for educating themselves on First Nations issues.

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The Underrepresentation Curriculum Project

Are you a STEM instructor? You can help change STEM culture by teaching students to examine science through a social justice lens. Check out the URC Project’s free lesson plans.

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Interrogating relationships between student support initiatives and Indigenous student progression

15 June | Webinar

Australian universities offer various support programs for Aboriginal and Torres Strait Islander students, but do these programs achieve their goal of education equity? New research led by Dr Bep Uink explores Indigenous students' engagement with these supports and the effect on student success.

The team provides recommendations on data management; academic and financial support; student support practices; visible acknowledgement of Traditional Owners; mandated professional development; and Indigenous-led auditing of curriculum content.

Event details >>

Disrupting the system through women-only recruitment

In 2016, the University of Melbourne decided it was time for more radical approaches to address the chronic underrepresentation of women in STEM.

Their targeted recruitment strategy not only attracted more high-calibre talent than traditional recruitment, but also contributed to broader cultural change.

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"A brave and courageous discussion needs to be had"

If Reconciliation Week has inspired you to make brave, systemic changes for reconciliation, you could learn some things from Professor Lisa Jackson Pulver.

In this episode of Think Difference, Lisa describes some life-changing Aboriginal and Torres Strait Islander initiatives in universities.

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Become a SAGE Cygnet Award reviewer

Help us grow our pool of reviewers and Chairs by encouraging your contacts to submit an expression of interest for those roles.

To maintain the quality of SAGE accreditation, Cygnet Award applications are reviewed by a group with diverse expertise and lived experiences. We particularly welcome:

• men; Aboriginal and/or Torres Strait Islander people; people who identity as LGBTQIA+, including trans, non-binary and gender diverse people; people with disability; and people from culturally and linguistically diverse backgrounds
• researchers and practitioners with expertise in addressing specific systemic or cultural barriers to the attraction, retention or progression of staff/students

Online reviewer training will be provided.

Learn what's involved >>

Fairer ways to allocate workload

Are you involved in allocating or negotiating workload at your institution?

The SAGE Workload Special Interest Group would like your feedback on their set of guiding principles for equitable workload allocation.

Your feedback will help us refine the tool before we invite SAGE institutions to pilot it from early June 2022.

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How to use the new SAGE website in 3 easy steps

Any staff member and student from SAGE subscribing institutions can access all our resources, even if you're not directly involved in your institution's SAGE work.

To get full access, all you need to do is:

1. Go to the home page and click Login in the top right corner.
2. Enter your staff or student email address in the pop-up box.
3. Click on the validation link that's been sent to your inbox.

Try it now >>