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Diversity at The University of Melbourne
- Average rating for Diversity, based on 15 reviews9.0 / 10
Please provide further information on diversity with respect to women, ethnic minorities and LGBT. Please comment on issues such as recruitment, retention, promotion, child care, maternity leave, etc.
Best in the business for valuing diversity, retaining women post-maternity leave and making flexible work arrangements for those who need it
The University has fantastic policies that enable employees of all backgrounds to flourish. As an educational provider, they lead the way in this area.
Its Anglo dominated however maternity leave and child care is highly supported
I have done work on the Athena SWAN charter, which is an accreditation the University is seeking to prove its commitment towards diversity, especially in addressing gender disparity in senior roles. The University also put forth a formal position of being in support of the same-sex marriage bill (although I found it strange that they deliberated on this), and they definitely are actively making an effort to be more inclusive and educated on indigenous culture. That being said, I have had stories from colleagues that feel they weren't hired for a role because they disclosed their pregnancies, some who felt they were discriminated against because of their ethnicity, and some women have felt that some male academic staff have been openly sexist either by commenting on their appearance or by failing to take them seriously in a professional capacity. I would hope, however, that this is in the minority of cases and I feel that this particular area is something Universities generally excel in.
It's a great workplace for women with generous maternity leave benefits and flexible work arrangements. Ethnic minorities such as indigenous Australians are developed through tailored training programs, with the opportunity to study alongside. There are certain positions only open to diversity groups in recruitment before being opened up to others.
Maternity leave is very generous, as is the return-to-work bonus post maternity leave.
Excellent. Our parental leave policies are extremely generous and the company advocates diversity.
I have heard the maternity leave conditions are very positive
What does your company do to attract applicants from less privileged backgrounds?
There are positions for all levels of education
The University has an indigenous centre called Murrup Barak which tries to get indigenous people, mostly completing certificates/diplomas at TAFE, into work at the University, and has certain policies such as only advertising to indigenous applicants in the first instance (for lower-level positions). Unfortunately, we don't receive many applications for these positions and they inevitably move on to internal advertising, before moving to external advertising. It is difficult finding a balance between attracting applicants from less privileged backgrounds and ensuring they are able to fulfill the requirements of the role.
Unsure, although the University has scholarships in place to attract students from less privileged backgrounds.
There is a specialised recruitment stream for Aboriginal and Torres Strait Islander applicant. Besides this, I'm not aware of any other efforts. There is little acknowledgement of the privileged nature of working at UoM/.