Header: SAGE Capacity Building.


Empty boardroom.

Cultural diversity on boards remains lacking

A Women on Boards study of 232 organisations found that 46% of directors were women, but only 13% of these women were non-Anglo Celtic.

When we call for diversity in leadership, it's important to seek multiple forms of diversity – this includes gender, cultural background and disability, just to name a few.

Mother working while managing two kids.

Parents had less work time during the pandemic

According to a study that followed 132 academics, mothers were 74% more likely than fathers to have had their work interrupted. Hear more about the study’s findings in this presentation from Diversity Interventions.

Sad girl sitting in front of Christmas tree.

Working towards 'happier' holidays

For some people, this time of year evokes sadness, loneliness or other-ness.

Taking the time to acknowledge this can help people with non-normative experiences feel validated.


Ethical qualitative data collection banner.

Ethical qualitative data collection

It’s difficult to capture and fully understand intersectional experiences without qualitative data. If done correctly, qualitative data collection can make people feel heard, while providing deeper insights into what an organisation needs to do to be more inclusive.

Diversity Interventions banner.

Watch every talk from Diversity Interventions 2022 UK

Great news – all the recordings from our sister conference are now publicly available! Catch up on superb presentations about diversity programs and the equity, diversity and inclusion profession around the world.


Headshot of Janin Bredehoeft.

SAGE welcomes new CEO Dr Janin Bredehoeft

Well-known for her expertise in driving systemic change through data insights and partnerships, Dr Bredehoeft is a highly regarded leader and advocate for gender equity, diversity and inclusion.

Co-workers having discussion.

Try the Workload Allocation Principles Matrix

Unsustainable workloads hurt employee retention and morale, and disproportionately affect women and people from marginalised groups. The Matrix is a new tool to help organisations distribute workload more equitably.

Man and woman in business suits.

Passing of Respect@Work Bill creates positive duty on employers to prevent sexual harassment

Positive duty was a key recommendation of the Respect@Work report led by Sex Discrimination Commissioner Kate Jenkins. "It changes our settings from being reactive to also being proactive, so that employers are required to take meaningful action to prevent harassment from occurring," said Commissioner Jenkins. Employers can refer to the newly launched Respect at Work website for resources to help them fulfil their new obligations.

Older Asian woman being interviewed.

ABC seeks potential on-air talent and sources from diverse backgrounds

Are you a recognised or emerging expert in any field? Do you have lived experience you’d like to share?

Let the ABC know you’re available for future media coverage and conversations.

And if you know people whose voices and expertise should be heard in the media, encourage them to add their details to the ABC's database.

If you or someone you know has experienced workplace sexual harassment, or if this content is triggering for you, you can get help by calling 1800 RESPECT or Lifeline on 13 11 44.

An extended list of services is available if you're looking for support in your language or state/territory, or support for men, families, children and people with disability.

Two women having a serious conversation.

How do universities respond to workplace sexual harassment?

Alicia Pearce, a PhD candidate at UTS, is looking for diversity practitioners in the Australian university sector to help answer this question.

Diversity practitioners are invited to participate in a 1-hour interview about their professional perceptions, understanding and knowledge of workplace sexual harassment policies and practices in the sector.

Interviews will take place via Zoom between November 2022 to January 2023. Participants will not be asked about individual cases or outcomes, or for information that would identify a complainant or perpetrator. All transcripts will be de-identified and offered to participants for review before the research is published.

By participating, you’ll help inform recommendations to improve the way universities respond to workplace sexual harassment. To sign up for an interview or learn more about this project, please email Alicia.

Starfish wearing sunglasses on a beach.

That's all folks – see you next year!

The SAGE team is taking a break in December, so this is our last Capacity Building newsletter for 2022. We’d like to take this chance to say a big thank you to the SAGE community for contributing the many case studies and webinars that were featured in our newsletters, and to our wonderful readers for your continued support.

We’ll be back again in January with more capacity building goodness.

Copyright © 2022 Science in Australia Gender Equity Ltd, All rights reserved.

Did someone forward this email to you? Sign up here to get the next one directly to your inbox.

Want to change which SAGE newsletters you get?
You can update your preferences or unsubscribe from everything.

Email Marketing Powered by Mailchimp