Strategies for improving gender and diversity balance on Committees

If the committee considers the gender representation to be inappropriate, it should consider one or more of the following actions or any other appropriate action:

• examine the terms of reference, with a view to making recommendations for changes in the composition of the committee. This may include: limited term membership; provision for ex-officio members (particularly those who chair committees) to be represented by a nominee who will be a member of the minority sex or group; provide for a deputy chairperson or for rotation of the chairperson's office; broaden eligibility to include more junior members of staff
• co-opt extra member (s) of the minority group
• appoint a deputy chairperson of the sex opposite to the chairperson or appoint a member of the minority group
• ask bodies or individuals with nominating rights to consider nominating a member of the minority sex or group
• invite staff members of the minority group to attend and contribute to meetings
• where membership is by election, electors may be requested to encourage nominations from the minority group
• seek members of the minority group from elsewhere in the University who have relevant expertise (consider Title-holders or other affiliated members of the University community)
• invite members of the minority group from relevant professional groups and organisations outside the University, including other universities within the state or the Go8
• where items of significance to target groups are to be considered ensure appropriate representation or speaking rights.