University of Western Australia
Professor Charlie Bond recalls the moment he realised he could make a difference to gender equity.
It was nearly a decade ago, at an important state-wide meeting for a “big initiative” (he’s deliberately vague to avoid identifying the organisation), when he noticed all the speakers and key participants were men.
He pointed out the gender imbalance. A woman overheard his comment and warned him he’d “have knives in his back” and – as she’d predicted – one of the organisers later called him a “shit-stirrer”.
Although taken aback, he thought: “I must be on to something and clearly I have the opportunity to create impact”.
Before long, he’d started volunteering in UWA’s gender equity space, which includes Athena Swan accreditation, the Diversity, Equity and Inclusion Committee, and the Gender Equity Working Group (GEWG).
Earlier this year, he became Chair of GEWG.
He views the group as a valuable source of experience and guidance for the University in planning, implementing and evaluating gender equity initiatives.
He knows it’s unusual for a man to take on the role.
“There are obvious conflicts with being a man in that role,” he says. “Part of my motivation is that it’s a substantial amount of work, and men should also be taking on that load rather than it always falling back onto women.”
This year, he wants GEWG to focus on widening participation in gender equity initiatives, and on demonstrating the impact of these.
Actions already taken as part of UWA’s Athena Swan bronze accreditation include overhauling the academic promotions process, increasing the use of achievement relative to opportunity, ensuring research funding schemes take into account diversity, equity and inclusion, and undertaking women-focussed recruitment drives to address gender imbalances in STEMM schools.
Ultimately, Charlie would like to see diversity, equity and inclusion embedded in all the University’s operations, in the same way that budgeting is a vital part of every project.
Image: Professor Charlie Bond is Chair of the University's Gender Equity Working Group.
Division of labour
Charlie is married to Professor Archa Fox – a highly successful UWA academic and Director of the multi-million dollar Australian Centre for RNA Therapeutics in Cancer.
“Archa finished her PhD only four years after me, but us having children [they have one daughter, 20, and a son, 15] caused a bigger gap between our careers,” he says.
“Many times, it was touch and go whether she’d be able to continue as a researcher. Researchers are on short-term contracts and need to find funding frequently, and that’s hard to do if you’re bringing up a family and can’t keep the publications coming at the same rate.”
While they split parenting duties and household chores, Archa had to take on a larger share. At the time (and in contrast to current primary carer leave provisions), Charlie was only entitled to two weeks’ parental leave.
Now, they’re trying to set up their children up for a future where they act equitably and don’t feel pressured to conform to gender stereotypes.
“Everyone in our house takes care of their own laundry. We also all act as a source of compassion and comfort for each other. There’s no judgement about being vulnerable or talking about your problems,” he says.
Who’s in the room?
Charlie believes everyone – and especially those in privileged groups – should take responsibility for equity.
"When you’re in a meeting, ask who is present. What opinions are represented in the room? If you find yourself saying ‘we should do things based on merit’, then question that."
Professor Charlie Bond
“Our definitions of merit are not unbiased. Who decided what merit is and how much of that is based on decades or centuries of gendered or cultural operation?
“I try to question my biases frequently. The most obvious bias is that with people who are most similar to me – whether that’s personality type, gender, class or race – I’m more likely to understand their motivations and give them the opportunities I would like. With people less similar to me, I’m more likely to get that wrong.
“I know that since we had children, I’ve had a glimpse into what affects the lives of mothers. Women who are mothers and who have career aspirations have a lot of conflicting influences.
“Archa often described feeling that she wasn’t doing anything well enough, and I’ve heard similar comments from other mothers. It is just horribly untrue and unfair.
“It’s important that the right voices are heard, and even amplified, on issues that impact women. Maybe UWA’s recent changes in equity of carer leave provision will help to normalise our expectations of everyone?”
He takes a moment to consider his words.
“I think whether you think of it in terms of social justice or having the best possible university we can, the only way we can do that is by harnessing the potential of everybody in the organisation,” he says.
“I want to see a UWA where everyone is able to achieve their full potential.”