Gender Equality Action Plan 2026 – 2030
Swinburne 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.
Embedding Gender Equality into Everyday Practice
Gender equality at Swinburne 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 Swinburne 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 Swinburne’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 | Swinburne 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 7 Workplace Gender Equality Indicators, 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 Swinburne’s 2022–2026 Gender Equality Action Plan.
Download the action plan
The official version of Swinburne’s Gender Equality Action Plan (GEAP) 2026–2030 is published on the Commission for Gender Equality in the Public Sector (CGEPS) website, in accordance with the Victorian Gender Equality Act 2020.
Gender Equality Action Plan 2026 – 2030
On 1 May Swinburne submitted our GEAP 2026-2030 to CGEPS, in the templated format required by the Commissioner. CGEPS has committed to all organisations to provide feedback and/or grant compliance in October 2026. As such, Swinburne GEAP 2026-2030 plan may be updated accordingly, pending Commissioner advice.
Are you a Swinburne staff member and want to get involved?
You can find more information for staff on the Gender Equality Action Plan wiki.
Keep on exploring
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Diversity and Inclusion Strategy and Framework
Our framework aims to enable and improve access to employment and education for our Swinburne community.
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SAGE (Science in Australia Gender Equity) at Swinburne
Swinburne is enhancing gender equity and diversity, with a focus on science, technology, engineering, maths and medicine (STEMM). -
Reconciliation Action Plan
Swinburne’s Reconciliation Action Plan (RAP) builds on our long standing commitment, over two decades, to the education and training of Aboriginal and Torres Strait Islander individuals and communities.
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SWAN (Swinburne Women's Academic Network)
SWAN aims to assist women at any stage of their academic career to develop their leadership capacity and provide support for those wishing to progress their career.
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Preventing sexual violence and harm
Swinburne commits to providing a safe, respectful and inclusive environment to all students, staff and visitors.
Contact us
If you have any feedback or questions about our gender equity and diversity approach, please email us at inclusion@swinburne.edu.au.