1. Academic Promotions Career Development Information Session Relative to opportunity considerations in applications Ms Fiona Krautil & Dr Maree Murray, Equity & Diversity Strategy Centre

2. 2 A more inclusive workplace – why? Through achieving a more inclusive workplace we will attract and retain the best staff, harness their rich diversity of thought, and more closely mirror both our workforce at all levels and the diverse community in which we operate.

3. Relative to opportunity and promotions The University seeks to foster a culture that values and utilises equity and diversity. The promotions process incorporates this approach. 3

4. 4 Relative to Opportunity and Promotions

5. ›Where should Relative to Opportunity circumstances be included? Guidelines for Applicants, Section II, 2. ‘Make mention in your application of any known special circumstances that have affected your opportunity to meet the requirements for promotion. This information should be included in your Summary of Case for promotion, and if applicable cross referenced to the relevant statement/s i.e. Teaching statement, Research/ Scholarship/ Creative/ Professional Work statement or Service statement.’ 5 Relative to Opportunity and Promotions

6. ›Academic Promotions Procedures 2014 Section 5: Applications for annual promotion rounds ‘(5) (b) Applicants should provide an explanation, [emphasis added] if necessary, of any known special circumstances that have affected the applicant’s opportunity to meet the requirements for promotion.’ Applicants should include a succinct ‘narrative’ explaining how any relevant circumstances, in regard to opportunity have affected the way they meet requirements for promotion. Relative to Opportunity and Promotions 6

7. Where might the applicant provide explanation of ‘special circumstances’? ›Circumstances should be clearly noted in the ‘Summary of Case for Promotion’ section. ›However, there may also be a place for explanation in one, or more, of the three ‘Cases’. Note also the guidelines suggest that applications should be concise, cross referencing is suggested. ›Where the material is placed would be related to an individual’s narrative and how it has influenced their achievements in different areas. Relative to Opportunity and Promotions 7

8. ›Policy statement on promotion of academic staff Academic Promotions Policy 2014, 7 (5) ‘Promotion committees must ensure that each applicant’s achievements are assessed relative to their opportunities to undertake tasks as compared to other members of staff at an equivalent level. This will include consideration of the impact of factors such as: (a)part-time or fractional employment; (b)significant parenting or other caring responsibilities; or (c)clinical responsibilities.’ Other factors might be periods of illness, (including psychological conditions), disability, or particular personal circumstances, such as changing department. Relative to Opportunity and Promotions 8

9. Addressing ‘relative to opportunity’ ›The promotions process endeavours to address an applicant’s merit relative to their opportunity to accrue that merit. ›Applications are assessed in terms of what has been achieved given the actual opportunities available. ›The Promotions Committees need to be advised of these circumstances in order to assess applications against the relevant criteria. ›There is no guarantee that the Committees will address circumstances other than those included in the application. Relative to Opportunity and Promotions 9

10. 10 Relative to Opportunity considerations Promotion ≠ Relative to Opportunity and Promotions

11. Relative to Opportunity considerations 11 = A part of (some) applications for Promotion

12. Assistance and Advice ›Assistance?Staff are welcome to discuss their preparation of an application with theEquity and Diversity Strategy Centre. Contacts: 9036 4758 edsc.administration@sydney.edu.au 12

13. 13 Relative to Opportunity and Promotions ›The successful applicants!