Gender Equality
Eliminating forms of discrimination and violence against women, enhancing women’s access to reproductive rights and ensuring their effective participation in leadership and public life will benefit all.
Through our dedicated research, policies, practices and teaching we are contributing to realising the United Nations Sustainable Development Goal 5: Gender Equality.
Achieving gender equality requires long-term and sustainable action to close the inequity gap. La Trobe is committed to ensuring equal opportunity and inclusion.
LOCAL AND GLOBAL IMPACT - OUR RESEARCH CONTRIBUTING TO SDG 5: GENDER EQUALITY
See below for measurable, demonstrable, and beneficial change occurring beyond the university as a result of our research
PROMOTING GENDER EQUALITY ACROSS OUR OPERATIONS
Data to come
La Trobe University’s Access and Participation plan outlines how the University uses Higher Education Participation and Partnerships Program (HEPPP) funding to support major equity initiatives across the University which address women’s applications, acceptance, entry, and participation at the university. These include pre-access outreach initiatives with schools and communities: the Regional Pathways Program and In2Science Program in which mentors help to engage students from underrepresented groups (including low SES and female students). Access (pre-entry and admissions) initiatives including Scholarships available specifically for women. Participation (transition and progression during studies) initiatives that promote successful completion of studies. And Progress and attainment initiatives aimed at preparation for graduate employment.
La Trobe‘s Admissions Policy encourages and supports participation from persons who have experienced disadvantage or are from a group underrepresented in higher education. The terms ‘under-represented’ and ‘marginalised’ students are groups that record relatively low access and participation rates in higher education. These groups include the six identified equity groups in Australian higher education: Indigenous students; those from non-English speaking, regional and rural, and low socio-economic status (SES) backgrounds; women in non-traditional areas such as IT and Engineering; and students with a disability.
La Trobe University offers a range of women-focused access schemes, including mentoring programs, scholarships, and support initiatives. Here are the key examples:
Women-Focused Scholarships
- Janice Moira Bible Scholarship: Specifically supports women in advancing nursing leadership, with five awards annually (2024–2030): two for merit, two for educational disadvantage, and one for an Aboriginal and/or Torres Strait Islander woman enrolled in the Master of Nursing program. (La Trobe University)
- Aiia Maasarwe Memorial Research Scholarship: A PhD research scholarship focused on women’s safety, funded in partnership with the Victorian Government to support disadvantaged graduate researchers. (La Trobe University)
- Marguerite Anderson Memorial Scholarship: Awarded to female undergraduates in economics-related disciplines (e.g., Business, Accounting, PPE) to encourage women in these fields. (La Trobe University)
- Women in STEM / Women in IT / Women in Cybersecurity / Women in Data Science Scholarships: Targeted scholarships supporting female students in specific STEM and IT disciplines. (La Trobe University)
- Women in Master of Internet of Things Scholarship: Provided in partnership with the City of Greater Bendigo for a female student studying the Master of IoT at the Bendigo campus. (La Trobe University)
Mentoring Programs
- STEM Sisters Mentoring Program: A structured 12-week mentoring initiative supporting women of colour in STEM, pairing current STEM students with experienced professionals to foster inclusion and empower underrepresented groups.
- La Trobe Leaders / Peer Mentoring: Senior students provide 6-week peer support to first-year students—helping them navigate campus life, connect with support services, and find resources for a smoother transition into university. (La Trobe University)
- Industry Mentoring Program: Open to all students, this 12-week program connects mentees with industry professionals or alumni to build networks and develop employability skills, as part of the Career Ready Advantage Award. (mentoring.latrobe.edu.au)
In2science is an innovative and proven multi-university program that places volunteer university students as mentors in high school science, technology, engineering and maths (STEM) classes. Mentors help to engage students in these disciplines to build confidence and inspire them to pursue STEM studies at school and beyond, with a special emphasis on students from underrepresented groups (including low SES and female students). Sharing the passion that led you to university can inspire the next generation.
What's involved?
In2science mentors work with secondary school STEM students for a 10-week period throughout the university semester. Working with the classroom teacher, the mentors help students, share their own experiences and motivations for studying at university, and relate schoolwork to real-world examples. In2science has two delivery methods:
In-class Mentoring
Mentors are paired with one class and visit the school for one period/session each week. Mentors help the students with their learning in a small group or whole class setting. The time each mentor spends in the school varies from placement to placement, as some may be a single (around 50-70 minutes) or double (around 90-120 minutes) period.
Who can become an In2science mentor?
To become an In2science mentor, you must:
- be enrolled in a STEM (science, technology, engineering, or mathematics) course at La Trobe University (health courses are also accepted) and remain enrolled for the duration of the semester
- have completed at least two semesters of study at university
In2science partners with secondary schools in Melbourne, Geelong, Bendigo, Shepparton, Mildura and Albury-Wodonga.
La Trobe University policies explicitly protect and promote women’s rights across its community.
Summary of Key Policies
- Gender Equity Policy (effective as of 14 March 2024): The university commits to fostering gender equity, diversity, inclusion, and equal opportunity, explicitly aiming to eliminate gender-based bias and inequality across the workplace. It ensures all genders—women included—are treated fairly and respectfully, free from discrimination. (policies.latrobe.edu.au)
- Equity, Diversity & Inclusion (EDI) Policy: Guarantees that all staff have the right to be treated equally, fairly, and respectfully, regardless of identity. It commits to removing barriers for under-represented groups and promoting inclusion and equal opportunity across all aspects of university life. (policies.latrobe.edu.au)
- Diversity & Inclusion (Staff) Policy: Reinforces La Trobe’s legal and ethical obligations under Australian anti-discrimination laws, affirming that discrimination based on gender identity is unlawful. (policies.latrobe.edu.au)
- Workplace Behaviours Policy: Ensures staff entitlement to a workplace free from discrimination, harassment, and victimisation—promoting merit-based recruitment, advancement, and a respectful working environment. (policies.latrobe.edu.au)
- Sexual Harm Prevention & Response Action Plan (2023–2026): Committed to creating a university culture where gender-based violence and discrimination—including violence against women—are unacceptable. The policy drives prevention and respectful culture across campus. (La Trobe University)
1. Gender Equity Policy
La Trobe’s Gender Equity Policy explicitly acknowledges and includes transgender individuals. It commits to ensuring that "individuals of all genders have equal opportunities, are treated fairly and respectfully, and are not subject to bias and discrimination." It also recognizes gender identities beyond the male/female binary and affirms respect for non-binary and transgender identities (policies.latrobe.edu.au).
2. Transgender and Gender Diverse Staff Support Policy
This dedicated policy outlines formal mechanisms to support staff through gender affirmation. It provides:
- Up to four weeks of paid leave for gender affirmation-related needs.
- Flexible work arrangements and additional leave options.
- Access to bathrooms and facilities that align with the staff member’s identified gender (including gender-neutral options).
- A requirement that managers develop a gender affirmation support plan in consultation with the staff member.
- Protection from harassment, including actions like disclosing someone’s affirmation without consent (policies.latrobe.edu.au).
3. Diversity & Inclusion (Staff) Policy
This policy ensures staff have the right to be treated equally regardless of gender identity. It provides for workplace transition planning for staff undergoing a gender transition and lists examples of unacceptable discrimination—such as misgendering, denial of opportunities, or ignoring someone due to gender identity (policies.latrobe.edu.au).
La Trobe's parental leave policy is inclusive and is open to staff members who have responsibility for the care of a child during the leave either by way of: birth of a child of the staff member, or the staff member’s partner or former partner or a legal surrogate; or adoption of a child under the age of 16 years; or an Indigenous Australian Kinship caring arrangement of a child.
We offer early education and care for the children of students and staff at La Trobe University and for our local communities. Our centre is rated as exceeding the National Quality Standard in all seven areas and offers all day and short-day care options to help families balance work, study and parenting needs. The centre offers early education and care for children between the ages of six weeks to six years. The flexible options and close proximity to La Trobe campus allows mothers or primary carers to attend university courses. Childcare fees are subsidised and the level of fees charged is relative to individual financial circumstances.
The ‘Women in SCEMS’ group, established in late 2023, are dedicated to promoting diversity and inclusion in the sector.
We have a number of initiatives to help advance gender equity, diversity and inclusion at La Trobe. This is spearheaded by our SCEMS Diversity and Inclusion Committee, which was established to develop and implement local level initiatives to improve diversity and inclusion. Our staff and students take part in number of mentor programs, an initiative led by Associate Professor Leanne Ngo whose area of expertise is in cybersecurity. The programs include La Trobe Cybersecurity Society Women Leaders, the WiCys Global Women Mentoring Program, the Victorian ICT for Women Mentoring program, and the Australian Women Security Networking Mentoring program – to name just a few.
data to come
La Trobe's Workplace Behaviours Policy states that ‘Staff are entitled to the right to raise issues or to make an enquiry or complaint in a reasonable and respectful manner without being victimised’.
La Trobe's Parental Leave policy outlines a range of parental leave entitlements, arrangements and procedures related to caring responsibilities for children. The University acknowledges the diversity of family structures, and entitlements related to parental leave are designed to be inclusive.