Griffith University has a long standing commitment to gender equality in its workforce with initiatives in place to support the success of our staff and students.

We are proud to be recognised as an Athena SWAN Bronze Institutional Award holder (2018-2022) and an Employer of Choice for Women (2001-2013) and Gender Equality (2014-present).

WGEA Employer of Choice

Since 2001 we have an unbroken record as a WGEA Employer of Choice for Women (2001-2003) and Gender Equality (2014-present). This citation aims to encourage, recognise and promote active commitment to achieving gender equality in Australian workplaces. It strategically aligns to the Workplace Gender Equality Act 2012 and current best practice in gender equality.

Athena SWAN

In 2018, Griffith was one of the first organisations in Australia to be awarded the Athena SWAN Bronze Institutional Award. The Athena SWAN Charter is an evaluation and accreditation program that works towards enhancing gender equity in Science, Technology, Engineering, Mathematics and Medicine. The Charter recognises excellence in employment practices that advance and promote the careers of women and gender minorities in STEMM subjects.

Career development

  • The Leadership Capability Framework  is a self-service tool that provides access to a range of development opportunities. These align with our key capabilities as a university and include equity, diversity and inclusion as a core capability.
  • Griffith provides women-only promotion briefing sessions to dispel myths around promotion and provide guidance in areas more likely to be experienced by women.
  • The Academic Equity Development program provides eligible academic and research staff who have experienced career disadvantage with financial support to conduct activities to further their development as scholars, researchers, teachers and/or practitioners.

Leadership programs

  • The Women in Leadership Program is aimed at mid-level academic staff and general staff (HEW 9 and above). The program allows participants to learn from successful leaders and network with fellow aspiring leaders.
  • The Leneen Forde Future Leaders program focuses on senior academic women. It supports the development of women who are succeeding in leadership roles to further their leadership contributions in the future.

Workplace Flexibility

  • For academic staff, flexibility arrangements include a Flexible Work Year and Reversible Part Time Appointment for the Care of Dependents. For more information search the Griffith Academic Staff Enterprise Agreement.
  • For general/professional staff flexibility arrangements include a Flexible Work Year, Reversible Part Time Appointment for the Care of Dependents, Variable Hours and Flexi time. For more information search the Griffith General Staff Enterprise Agreement.
  • The Working from Home Self Assessment Checklist may be accessed here (scroll down to Checklists and Forms) and the Anywhere, Anytime Work Guidelines may be accessed here.
  • Generous Leave Provisions including Family, Cultural Obligations and other Special Circumstances Leave and pro-rata paid parental leave for staff with less than 12 months continuous service.

Supporting parents and carers

International Women's Day

Each year, Griffith celebrates our remarkable women on International Women's Day through a range of events and marketing campaigns.

Take a look at what we did for International Womens' Day 2019.

Gender pay equality

Our commitment

As a Pay Equity Ambassador, Vice Chancellor, Professor Ian O'Connor is committed to ensuring pay equity at Griffith. Ambassadors are business leaders who have helped set up new 'norms' and seen pay equity and gender equality more broadly recognised as standard business practice.

He has also supported the Workplace Gender Equality Agency Pay Equity Campaign - 'Daughter Water' which aimed at lifting the lid on gender pay equity and encouraging business and CEOs to make pay equality a priority.

Gender pay gap analysis

A gender pay gap analysis is conducted annually by People and Wellbeing.  This analysis compares a range of factors; including like-for-like, level-by-level and the University wide gender pay gap.  It assists in identifying and highlighting elements who do not have gender equality within their workforce.

This information is then used by People and Wellbeing and the University Executive to develop and implement strategies to reduce representation and identify pay gap discrepancies.

Griffith Celebrates our Remarkable Women


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