Overarching goal

Our goal is to build and maintain a Centre community that is diverse, supportive and inclusive. We work to remove barriers so that each individual can contribute to the community by sharing their skills and efforts in alignment with our Centre’s core values:

We are an inclusive community striving for excellence and innovation. We work collegiately and support each other. Integrity and kindness underpin all we do.

EDI Objective 1: Recruitment and retention

Our first objective relates to recruiting and retaining a diverse community of researchers that is reflective of the broader community and capitalises on the strength that diversity brings – namely, varying experiences, perspectives and approaches to solving scientific, translation and organisational challenges.

To achieve this, we are committed to the following four action points.

1.1 Targeted and gender-neutral recruitment advertising

We use targeted and gender-neutral recruitment advertising to attract women, gender-diverse candidates and people from other under-represented groups.

Recognising that job advertisements – especially in STEM – have traditionally been written using gendered language, we ensure our advertisements and position descriptions use language that is gender neutral or proactively appealing to women candidates.

All positions are advertised as being available flexibly, either part time or full time. We commit to working with our institutional equity, diversity and inclusion representatives to explore recruitment avenues for Indigenous higher degree by research students and staff.

1.2 Raising awareness of unconscious bias

We raise awareness of unconscious bias among all selection panel members and define the qualities of excellence required in the ideal candidate, irrespective of background.

In addition to institutional training on unconscious bias, we have developed a Centre primer resource. All selection panel participants are required to complete this primer or an institutional equivalent.

Panel chairs should remind panellists that the goal is to choose the best-qualified candidate for the position, regardless of background. The panel should identify the qualities that would make a top employee at the outset of shortlisting, before interviews begin and during final deliberations.

Our goals are to focus on recruiting for excellence and to mitigate the influence of both conscious and unconscious bias.

1.3 Balanced and representative selection panels

To the extent practicable, selection panels must include members from a diversity of backgrounds and experiences and reflect gender balance.

Dimensions of diversity to consider include cultural and linguistic diversity, LGBTQIA+ representation and other relevant lived experiences.

1.4 Supporting career development and retention

We highlight opportunities offered by our institutions and initiatives such as Science in Australia Gender Equity (SAGE) that assist with career development and retention, especially for women.

To retain women staff and people from other under-represented groups, we proactively encourage staff to take up a wide range of professional development and leadership opportunities.

Opportunities offered or sponsored by our collaborating universities are the primary focus. The Centre will endeavour to contribute funding towards relevant and beneficial professional and leadership development activities.

EDI Objective 2: An inclusive Centre

2.1 Diversity and Culture Committee

We have established a Diversity and Culture Committee with clear terms of reference. The committee advocates within the Centre to ensure the implementation of all elements of this equity plan and champions equity, diversity and inclusion initiatives throughout the life of the Centre.

2.2 Work-life balance-friendly initiatives

We encourage and promote flexible working arrangements that enable our staff and students to balance their work and personal lives.

These arrangements include:

• Offering all Centre positions as either full-time or part-time contracts;
• The ability to negotiate working-from-home arrangements;
• A flexible approach to daily start and finish times;
• The provision of childcare at key Centre events, such as the annual workshop; and
• Not holding meetings earlier than 10am or after 4pm.

2.3 Diversity of speakers at events

We value and encourage diversity among speakers at Centre workshops, professional development courses and research seminars. We also seek to expose staff and students to experts and role models from a wide range of backgrounds.

To meet these objectives, organisers of all Centre-sponsored events are tasked with creating agendas that aim for gender parity and represent cultural diversity.

2.4 Inclusiveness of all participants at events

All staff and students have a voice at Centre meetings, workshops, seminars and conferences. It is the responsibility of convenors and facilitators to ensure all participants have an opportunity to contribute and be heard.

2.5 Indigenous Reconciliation Action Plans

The Diversity and Culture Committee will identify institutional Indigenous Reconciliation Action Plan resources and work to raise awareness of these resources at each node. The committee will also assess the merits of creating a Centre-specific plan.

2.6 Outreach activities

The Centre will actively explore outreach opportunities that enhance the attractiveness of a career in climate science to women and people from under-represented groups. Target audiences will include high school and undergraduate students.

EDI Objective 3: Wellbeing and Centre culture

3.1 Open dialogue about mental and physical health

We will provide a supportive and caring workplace, with wellbeing recognised as a foundation of performance and success. Wellbeing and mental health are a regular part of the Centre’s dialogue and culture.

We raise awareness in a number of ways:

• Including welcome messages in our induction pack;
• Including a dedicated agenda item in Centre-wide induction videoconferences;
• Hosting regular talks about mental health and wellbeing; and
• Providing contact details for each node’s student counselling services and employee assistance programs on the Centre website.

3.2 Mental health first aid training

We seek to have at least two members of staff at each node, preferably Chief Investigators, trained and certified in mental health first aid.

3.3 Leaders setting an example outside work hours

We ask our leaders to set an example for junior staff by discouraging after-hours or weekend work and avoiding late-night or weekend email exchanges.

3.4 Regular wellbeing tips

The Diversity and Culture Committee circulates a weekly “hump day tip” to raise awareness of issues including equity and diversity initiatives, work-life balance and mental health, as well as acknowledging occasions such as International Women’s Day.

3.5 Initiatives to enhance Centre cohesion

The Diversity and Culture Committee will recommend initiatives and activities that monitor and enhance the Centre’s cohesion and collaboration across nodes and disciplines.

The committee will identify barriers that prevent the Centre from successfully functioning as a cohesive entity and recommend remedial strategies to the Centre Executive Group.

3.6 Values and standards of ethical behaviour

The Diversity and Culture Committee is responsible for writing and updating Centre policies relating to equity, diversity, inclusion and ethical standards of conduct.

All workshop participant information packs also include a statement about the standards of conduct expected at Centre events.

The committee is also responsible for communicating a fair, transparent and compassionate reporting mechanism for any member of staff or student who experiences or witnesses inappropriate behaviour.

A decision-tree flowchart will be developed so that reported instances are addressed appropriately according to their severity, with escalation to institutional grievance procedures where required.

Version history

Version	Date	Status	Comments
1.0	10 June 2024	Initial version	Adapted from CLEX
1.1	17 September 2024	Minor updates	Clarity added to selection panel diversity and typographical errors corrected