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Gender Equality Action Plan 2026 – 2030

ºìõ¹åÉçÇø University of Technology’s Gender Equality Action Plan (GEAP) 2026–2030 outlines our commitment to advancing gender equality across the workforce and embedding equity into leadership, people processes and decision-making across the university.

The plan takes an intersectional approach, recognising that experiences of gender inequality differ based on factors such as sex, gender identity and expression, cultural background, Aboriginal and Torres Strait Islander identity, disability, ethnicity, religion, long-term health conditions, mental wellbeing, sexual orientation, caring responsibilities, age, seniority and employment type. Informed by insights from the 2022–2025 GEAP, it focuses on clear priorities, stronger accountability and more consistent, inclusive decision-making.

On this page:

Embedding Gender Equality into Everyday Practice

Gender equality at ºìõ¹åÉçÇø is essential to staff wellbeing, workplace safety, leadership capability and organisational performance. The GEAP 2026–2030 focuses on ensuring consistent and equitable experiences across the employee lifecycle, supporting fair access to opportunity, progression and flexible work. Aligned with Ad Astra 2030, the plan contributes to a safe, inclusive and high-performing workplace where all staff can thrive.

How we consulted on the GEAP 2026–2030

The Gender Equality Action Plan (GEAP) 2026–2030 was developed through consultation with a broad range of stakeholders across the ºìõ¹åÉçÇø community, ensuring it reflects diverse perspectives, lived experience and workforce realities.

Consultation included in-person and virtual facilitated discussions, supported by online feedback options to enable inclusive participation across roles and employment types.

The GEAP is embedded within ºìõ¹åÉçÇø’s existing leadership, governance and operational structures, with clear accountability, oversight and monitoring through established People and Culture, workforce analytics and governance processes.

Stakeholder group Who was consulted
Governance and leadership Senior governance bodies and executive leaders through established governance forums
Staff groups Academic, professional and VET staff
Unions National Tertiary Education Union (NTEU)
Staff networks ºìõ¹åÉçÇø Ability Network; SWAN Network; Ally Network (LGBTQIA+ and allies)
Aboriginal and Torres Strait Islander staff Yarning session facilitated with the Moondani Toombadool Centre
All employees Employee engagement survey and Gender Equity CGEPS survey

GEAP priorities and timeframes

Our GEAP 2026–2030 is structured around , with clear priorities, actions and measures across the life of the plan.

Each indicator outlines the key issue identified through workforce data and consultation, the strategies in place to address it, and how progress will be monitored over time.

Further information on the indicators are detailed in our GEAP.

Focus
Improve gender representation across all workforce levels, particularly senior academic and professional leadership roles.

Priorities

  • workforce planning and succession pathways
  • annual gender representation reporting
  • leadership pipeline development
  • monitoring part-time and leave participation impacts

Timeframe
2026–2027: baseline and governance reporting
2028–2030: progression and leadership pipeline initiatives

Focus
Maintain gender balance across Council, executive leadership and governing bodies.

Priorities

  • succession planning
  • appointment and renewal oversight
  • ongoing governance monitoring

Timeframe
Ongoing across 2026–2030

Focus
Maintain pay equity and reduce structural drivers of the gender pay gap.

Priorities

  • annual gender pay gap analysis
  • remuneration oversight
  • benchmarking reviews
  • recruitment and progression salary controls

Timeframe
Annual reporting with review across all four years

Focus
Strengthen prevention, reporting confidence and trauma-informed response.

Priorities

  • prevention and education
  • leadership capability uplift
  • safe disclosure pathways
  • monitoring and response quality

Timeframe
Immediate implementation from 2026 with ongoing review

Focus
Improve fairness, transparency and consistency in recruitment and career progression.

Priorities

  • clear promotion criteria
  • panel guidance
  • documented decision-making
  • support for career interruptions and leadership pathways

Timeframe
2026 onward, with pathway initiatives in Years 2027–2030

Focus
Ensure equitable access to flexible work, leave and support for caring responsibilities.

Priorities

  • workload integration
  • manager guidance
  • leadership role modelling
  • workforce reporting

Timeframe
Phased across 2026–2030

Focus 
Address long-term gender imbalance across academic areas, departments and workforce groups by strengthening workforce planning, recruitment and progression approaches.

Priorities

  • workforce data analysis
  • targeted workforce planning
  • recruitment and retention responses
  • measurable representation objectives

Timeframe
2026: analysis
2027: targeted responses
2026-2030: ongoing monitoring

GEAP progress report 2022-2026

Learn about the progress made under ºìõ¹åÉçÇø’s 2022–2026 Gender Equality Action Plan.

GEAP progress report

Download the action plan

The official version of ºìõ¹åÉçÇø’s Gender Equality Action Plan (GEAP) 2026–2030 is published on the , in accordance with the Victorian Gender Equality Act 2020.

While the GEAP 2026–2030 remains subject to final review by the Commission for Gender Equality in the Public Sector (CGEPS), anticipated by October 2026, ºìõ¹åÉçÇø will continue progressing actions aligned to the plan and respond to any feedback or recommendations provided by the Commissioner as part of the review process.

Are you a ºìõ¹åÉçÇø staff member and want to get involved?

You can find more information for staff on the Gender Equality Action Plan wiki. 

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Contact us

If you have any feedback or questions about our gender equity and diversity approach, please email us at inclusion@swinburne.edu.au.

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