Equity and Diversity Framework and Action Plan
The University of Otago, guided by the principle of social accountability, is committed to a culture of excellence in equity, diversity and inclusive practice. We aspire to be a community recognised for our commitment to social justice, in which all students and staff are supported to achieve to their fullest potential in safe and welcoming environments free from discrimination. The Equity and Diversity Strategic Framework articulates this commitment.
The University’s engagement with equity and diversity has broadened over time. Today, equity and diversity encompass multiple, intersecting attributes of the individual, including age, ethnicity, culture, disability, gender and gender identity, marital status, political opinion, religious belief, sexual orientation, socioeconomic status, and Māoritanga and Iwitanga, among other things. The Strategic Framework, and accompanying Equity and Diversity Policy, recognises women as an equity group.
In December 2023, the Senior Leadership Team and the University Council approved a new version of Te Rautaki Arara Tōkeke - the Equity and Diversity Strategic Framework. The framework is accompanied by a new Equity and Diversity Action Plan (2023-2030). The Action Plan contains three interconnected strands of action: 1) Create Opportunity, 2) Grow Capability, and 3) Build Knowledge. Together, these strands promote opportunity, engagement and wellbeing for all while supporting individuals to develop their own knowledge and skills. Aligned with the Equity and Diversity Policy, the three strands require self-examination, monitoring and reporting so that challenges can be identified, solutions can be developed and applied, and progress can be recognised and celebrated.
Equity and Diversity Strategic Framework and Action Plan (2023-2030) – Te Rautaki Ararau Tōkeke
The Equity and Diversity Policy – Kaupapa Here Ararau Tōkeke
Professional development for women
At Otago there are a range of activities that cater for the professional development of women (both professional and academic).
The Women's Professional Development Programme is run jointly between Human Resources and the Higher Education Development Centre (HEDC) .
Find out what professional development is offered by Human Resources for women
Mentoring and support
Otago’s Higher Education Development Centre ( HEDC ) coordinates a mentoring programme for female academic staff.
The programme provides a framework within which senior academic staff can help less experienced academics with career planning, developing and maintaining a research profile, enhancing teaching and establishing networks within the university.
Find out more about the Academic women mentoring programme
The University’s Academic Leadership Development Programme ( ALDP ) also runs a Heads of Department Women’s Group.
Women in Leadership
Women in Leadership at Otago programme ( WiLO )
The Women in Leadership at Otago Programme ( WiLO ) explores the qualities and skills associated with leadership and management. The programme focusses on:
- The context for leadership at the University of Otago
- Developing leadership skills
- Planning on-going professional development as a leader
The WiLO programme is offered to both academic and professional staff women from all Otago campuses.
Find out more about the Women in Leadership at Otago (WiLO) programme
New Zealand Universities Women in Leadership programme ( NZUWiL )
Otago contributes funds and resources to the annual Te Manahua New Zealand Universities Women in Leadership (N ZIWiL ) programme. This national programme, run by Universities New Zealand, encourages and supports women who are or aspire to be leaders in the tertiary education sector.
Each University provides two nominations to NZUWiL for each programme. In addition to these nominees, NZUWiL also offers a total of two scholarships across the entire university sector for Māori and Pacific women for each programme. Programme costs are covered by the University.
Academic Promotions
Promotion is based on merit. The University makes every effort to ensure that all applicants are treated fairly, and that the criteria for individual merit are appraised consistently in accordance with the principles of the University’s Equal Employment Opportunities Policy.
For further information read our Equal Employment Opportunities Policy
Equity observers attend the academic promotion committee meetings in each division to ensure that a fair process is followed. Tertiary Education Union ( TEU ) observers and Equal Employment Opportunities ( EEO ) observers are present at both Divisional Committee meetings and at Academic Staffing Advisory meetings. Observers may report back to the Committee with commentary and suggestions about the process. The observers also provide feedback on how promotion committee processes can be improved each year. Information on unconscious bias is provided to members of promotions panels.
The Equity Office organises academic promotions workshops every year, which are highly attended. These take the form of a panel discussion led by academic women.
Find more information on academic promotions here
Representation of women at Otago
The University of Otago Staff Equity Demographics report provides annual statistics on representation of women at the University of Otago.
The report is structured into three areas of interest:
- Current workforce profile
- Academic Promotions
- Recruitment
Staff members can request a copy of the most recent annual report by contacting the Equity Office. The University’s Annual Report also includes equity and diversity data and information on EDI initiatives for both staff and students.
Download a copy of the latest Annual Report here
Data is also collected through the Universities bi-annual staff survey. Results of the survey are produced at a university, divisional and departmental level.
Gender Pay Gap Report
In 2023, the Senior Leadership Team and the University Council approved the publication of the University’s first Gender and Ethnic Pay Gap Report and action plan. The report provides a snapshot of our current position and the trend during the past six years. The report shows that we have an unacceptable gap in pay between genders and ethnicities. The details in the report give us information and an action plan to focus our actions in the coming year. The University Council and Senior Leadership Team are committed to making this a priority and achieving significant change as quickly as possible. From now on, this report will be produced and published annually.
Gender and Ethnicity Pay Gap Report and Action Plan (PDF)
Key groups
Staff Women's Caucus
The Staff Women's Caucus facilitates social and collegial contact among women employed by the University. All women at the University are welcome.
Find out more about the Staff Women's Caucus
Equity Office
Otago has a dedicated Equity Office within the Human Resources Division. The Equity Office has a Manager Equity, Diversity and Inclusion. The Equity Office is assigned an annual budget from Organisational Development within the Human Resources Division.
Find out more about Equity at Otago
Equity Advisory Committee
The Equity Advisory Committee is an advisory committee to the Vice-Chancellor. The committee was established to develop an over-arching understanding of equity matters arising within the University community, identify associated issues and opportunities, and report on these to the Senior Leadership Team.
Read more about the Equity Advisory Committee
Horizon Europe Gender Equality Plan eligibility
New Zealand is associated with Pillar 2 of Horizon Europe, the European Union's flagship research and innovation program. This opens up a wealth of funding opportunities for researchers to collaborate with top international researchers on cutting-edge projects tackling global challenges. In order to be eligible for Horizon Europe funding, higher education and research organisations must have a Gender Equality Plan (GEP). A GEP must include four process-related requirements. These are: a formal published document, dedicated resources, data monitoring and reporting, and training.
The University of Otago meets the requirements of a GEP through the publications, initiatives and information detailed on this webpage. Both the Equity and Diversity Strategic Framework and Action Plan (2023-2030) and the annual Gender and Ethnic Pay Gap Report are approved and endorsed by the Vice-Chancellor’s Senior Leadership Group and the University Council. Dedicated resource is provided through support of the programmes, training, offices and committees listed above. Data monitoring and reporting are managed by SARO and HR and shared with the University through the Annual Report, the annual Otago Staff Equity Demographics Summary Report, and the Gender and Ethnic Pay Gap Report, as well as staff surveys. Training is provided through a variety of initiatives run through and supported by the Academic Leadership Development Programme and Learning and Development, and accompanied by other awareness building activities, such as Vice-Chancellor’s all-staff forums.
In addition, Horizon Europe recommend that the GEPs address five key thematic areas: Work-life balance and organisational culture; Gender balance in leadership and decision-making; Gender equality in recruitment and career progression; Integration of the gender dimension into research and teaching content; Measures against gender-based violence including sexual harassment. Many of these areas are addressed in the information above, primarily in the Equity and Diversity Strategic Framework and Action Plan (2023-2030).
In addition, information on HR initiatives that address work-life balance, such as the flexible work, working from home, social impact leave, parental leave, and additional leave, can be found in:
More information about measures against gender-based violence, including sexual harassment, can be found in:
- Domestic Violence Policy
- Sexual Misconduct Policy
- Ethical Behaviour Policy
- Student Code of Conduct
- Student Charter
The University’s Te Whare Tāwharau is the first centre of its kind in Aotearoa / New Zealand and was created to provide support and prevention services to our campus community. Te Whare Tāwharau blends academic research and expertise with best practice and offers support and prevention services for those impacted by sexual violence.
More information about Te Whare Tāwharau
A range of support services are listed at the bottom of the Sexual Misconduct Policy webpage:
For more information about Horizon Europe and Gender Equality Plans, please visit:
- European Commission Approaches to inclusive gender equality in research and innovation resource
- Horizon Europe Guidance on Gender Equality Plans
- European Institute for Gender Equality (EIGE)
Contact us
Denise Lindsay
Head of Organisational Development
Email denise.lindsay@otago.ac.nz
Tel +64 3 479 5431
Joe Llewellyn
Manager, Equity, Diversity and Inclusion
Email joe.llewellyn@otago.ac.nz
Tel +64 3 479 5113