Partnering with Xref Engage (previously Voice Project), Swinburne was able to meet the complex requirements required by the Commission, while protecting staff anonymity.
“The survey data told us that diverse employees at Swinburne are experiencing opportunity in the workplace and workplace gender equality in very different ways. As a result, we took steps to hear more from our employees, with the aim of better understanding their lived experiences of gender equity at work.”
Swinburne University of Technology has been partnering with Xref Engage (previously Voice Project) since 2006 to conduct research-based engagement surveys. One of the key outcomes from the “Your Voice” annual survey has been to support the People and Culture team with employee experience data which contributes to ensuring the University is a safe and rewarding place to work for all staff.
In 2021 Swinburne was required to implement a detailed gender equity employee experience survey. The survey was part of a workplace audit to meet obligations under the Victorian Gender Equality Act, 2020. The university wanted this to be a continuation of their work. The People and Culture team set about creating a safe space to hear from staff, acknowledge their experiences and involve them in creating solutions.
Partnering with Xref Engage (previously Voice Project), Swinburne was able to meet the complex requirements required by the Commission, while protecting staff anonymity. The project went further, developing the instrument to provide feedback on existing initiatives related to Swinburne’s Science Australia Gender Equity (SAGE) plan and explore challenges specific to the higher education sector. This allowed the survey to speak to the day-to-day experiences of staff.
The People and Culture team explored differences in staff experience through an intersectional lens. “We wanted to ensure we incorporated an intersectional approach to better inform our strategies and actions,” Swinburne’s Manager Diversity & Inclusion, Maree Norden said.
“The survey data told us that diverse employees at Swinburne are experiencing opportunity in the workplace and workplace gender equality in very different ways. As a result, we took steps to hear more from our employees, with the aim of better understanding their lived experiences of gender equity at work.”
All employees were invited to participate in the survey, including Swinburne’s casual workforce. A follow-up staff consultation informed the development of Swinburne’s Gender Equality Action Plan (GEAP) and a refresh of Swinburne’s SAGE Action Plan. The consultation comprised of focus groups and 1:1 interviews that helped to unpack differing experiences across Swinburne’s staff. Employees from all genders and backgrounds were encouraged to contribute.
“The survey results helped us identify priority employee groups who we wanted to connect with to understand more about their experiences at work,” Maree said.
Focus groups were arranged in Swinburne’s staffing categories of academic, professional, vocational, education and training (VET) and leadership. To support an intersectional approach, there were focus groups and interviews available for Aboriginal and Torres Strait Islander employees, culturally and linguistically diverse employees, and employees living with a disability. Some focus groups were mixed gender, whilst others were by gender (women, gender diverse and men). Employees had the ability to self-select the focus group they wanted to attend.
To maintain privacy, safety and encourage contributions, independent facilitators were used. GenderWorks Australia facilitated the focus groups and compiled the focus group data (which was de-identified), findings and recommendations. The Jumbunna Institute for Indigenous Research conducted Aboriginal and Torres Strait Islander employee interviews. Meanwhile, the Australian Network on Disability conducted a focus group for employees living with a disability.
Before, during and concluding the sessions, employees were given advice on taking care with sensitive topics around negative workplace behaviours and sexual harassment. Contact numbers for support services were made available to staff. Reinforcing confidentiality and safety throughout the consultation was a priority.
Key survey themes and data were shared during the staff consultation. Employees were given further opportunities to share their experiences, opinions and ideas for actions and priorities to include in Swinburne’s GEAP.
Focus group questions generated discussion on:
At the conclusion of the focus groups and interviews, facilitators provided a contact point for an additional opportunity to provide input.
Creating this space allowed Swinburne to explore the experiences of its diverse workforce and generate meaningful improvements. Findings from the consultation informed the strategies and measures in Swinburne’s GEAP, with several strategies tailored to support priority diversity groups. Once the GEAP was drafted it was circulated for additional feedback.
“Conducting a genuine consultation informed by employee survey data, which incorporated an intersectional lens and provided a safe and confidential space, encouraged employees to share their lived experiences of gender equity at work. This allowed for deeper insights into what is important to our staff and identified where we need dedicated actions to improve the employee experience and better support building a gender-equitable and inclusive workplace,” Maree said.
If conducting a similar project, consult widely with a diverse range of representatives at each step of the way. Apply an intersectional lens. This will allow a deeper understanding of staff experiences and provide clarity on where the opportunities are for improvement.
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