Report into experiences of Asian Australian academics in Australian universities
A new report examining the experiences of Asian Australian academics has found 63 per cent believe they are not appropriately represented in university management.
- Asian-born academics were highly represented in IT (34.4 per cent), engineering (33.3 per cent) and management and commerce (26.6 per cent) but under-represented in creative arts (5.3 per cent) and education (5.3 per cent).
- Asian-born academics were under-represented in the most senior management positions. Only 3.4 per cent of deputy vice-chancellors were Asian-born in 2015 and there were no Asian-born vice-chancellors.
- Most (54.3 per cent) Asian Australian academics felt their ethnic and cultural background was a disadvantage in their workplace and 58.6 per cent of Asian-born academics felt that their immigrant background was a disadvantage.
- Among those who perceived their background as a disadvantage, 42.0 per cent experienced racism, ethnic stereotyping and/or marginalisation and 35.2 per cent felt a disadvantage in getting promotion, leadership positions and/or general recognition.
- Asian-born academics are most highly represented in the University of New South Wales (22.5 per cent), followed by Monash University (20.3 per cent), and the University of Queensland (18.3 per cent). The University of Melbourne has the smallest percentage of Asian-born academics (3.8 per cent) among its academic staff.
- Asian women in academia feel more disadvantaged than Asian men: 67.9 per cent of Asian-born female academics felt their immigrant background was a disadvantage in their workplace, compared with 52.7 per cent of their male counterparts. The percentage of those who felt their immigrant background had “no impact” was much higher among males (45.1 per cent) than females (27.5 per cent).
- The paper recommends more institutional efforts to build a more inclusive workplace, including cultural sensitivity training for all staff, mentoring and ensuring diversity in all ranks. It also recommends university recruitment and promotion committees should be diversified and the processes should be more transparent and that diversity and inclusion in all ranks be codified in university policies.