What is ICRAR doing to increase diversity?
ICRAR is committed to creating a working environment and culture that is inclusive and provides equal opportunities, irrespective of race, gender, age, sexual orientation, culture and origin. We celebrate inclusion and diversity and believe gender equity is fundamental to an excellent workplace. We appreciate the experiences, skills and perspectives of all individuals and harness a collaborative environment. We actively encourage applications from people from diverse backgrounds, and we encourage flexible working hours in consultation with management.
Women in STEM Champion
ICRAR has been named a Women in STEM Decadal Plan Champion, joining a host of other organisations around Australia moving towards gender equity.
ICRAR’s response to the Decadal Plan was a collaborative effort between ICRAR-Curtin and ICRAR-UWA, clearly representing our commitment to supporting women in STEM. ICRAR’s leadership team is never complacent and constantly looks for ways to promote equity and diversity in the workplace, and also values self reflection and evaluation. The workplace culture at ICRAR is supportive and diverse, and women are visible across all levels of the organisation. ICRAR has a strong track record in delivering real-world projects, and also encourages the participation of women in STEM from the moment a child enters a classroom.
Black Lives Matter
The International Centre for Radio Astronomy Research (ICRAR) would like to express its solidarity with the BLM movement and the need to promote equitable and humane treatment for all people.
ICRAR continues its strong commitment to creating a working environment and culture that is inclusive and provides equal opportunities, irrespective of race, gender, age, sexual orientation, culture and origin. We strive to promote best practice inside and outside the organisation and a zero-tolerance stance to any form of racism or discriminatory behaviour.
Visiting Fellowship For Senior Women In Astronomy
ICRAR offers one fellowship per calendar year worth $5,000 per month for two months for living and accommodation expenses, travel assistance of up to $5,000, and needs-based additional support of up to $4,000 may be provided for childcare or other required support.
The main objectives of the fellowship are to:
- Create opportunities for young researchers at ICRAR, particularly women, to learn career development and work-life balance strategies from potential senior role models.
- Enable scientific interaction between early career researchers and graduate students, particularly women, with senior academic visitors.
- Explore opportunities for developing mentoring relations.
- Enrich the research environment at ICRAR.
- Create opportunities to foster national and international collaborations.
ICRAR-UWA
The Development, Equity and Inclusion (DEI) committee at ICRAR-UWA was established in October 2014 as part of an ICRAR-wide initiative to foster matters related to equity, inclusion and development. DEI’s objective is to strengthen the quality of ICRAR-UWA as a workplace, by taking measures to promote equity and inclusion across genders and cultures, as well as to help the professional development of students and early-career researchers (ECRs). The committee runs various activities and makes recommendations to ICRAR’s Executive team.
ICRAR-Curtin
The Development Committee (DevCom) at ICRAR-Curtin aims to foster an environment where all staff can flourish irrespective of role, age, gender, sexual orientation, disability, race, religion, etc. It recognises that a way to promote diversity and representation, at all levels, is through development and support of existing, and future, staff and students.
ICRAR is committed to creating a working environment and culture that is inclusive and provides equal opportunities, irrespective of race, gender, age, sexual orientation, culture and origin.
This page represents a snapshot of our Centre at this moment in time. From here, we will continue to critically evaluate our activities and adopt new ways of increasing diversity in our workplace.
Professor Peter Quinn, ICRAR Executive Director (2009-2022)
“ICRAR recognises the need for action on many fronts to address the representation and participation of women in astronomical research and STEM careers in general … ICRAR, through its DEI and DevCom committees, is actively working on all these areas to ensure we offer a supportive, successful and empowering environment for women in astronomy.”
