SWiM Promotion Outcome 2024

The Supporting Women in Medicine (SWiM) Mentoring for Promotion Program is a transformative initiative that launched in 2021 committed to address underrepresentation of women (and non-binary) in senior academic leadership within the Faculty of Medicine, Dentistry and Health Sciences (MDHS). It serves as a vital gender equity initiative and a source of support and empowerment, providing tailored mentorship, professional development workshops, and a connected community that creates a unique opportunity to share experiences and knowledge. The program has demonstrated exceptional success; advancing women in academia and significantly enhancing the representation of women at the senior academic levels.

Women represent a considerable portion of our Faculties academic staff at early career levels (A, B, and C), yet their representation declines at the senior levels, particularly at Level E (professoriate). Longitudinal data from 2016 to 2024 highlights the significant progress. Importantly, our data shows that since the initiation of the program in 2021 we have closed the gender gap at Level D (Associate Professor), and we are steeply trending towards an equal representation of women and men at Level E (Professor), see Figure 1 below. This demonstrates that efforts to promote gender equity have been effective, as we steadily moving towards equality. The proportion of academic women at Level E has increased since the program was initiated from ~30% in 2020 to 45% in 2024. However, men continue to be represented at a greater proportion at the Professoriate level, thus there still remains disparity at Level E.

The graphs below show Academic Promotion by gender from 2016 to 2024 within MDHS. However, while not shown here, there are significantly more academic women in MDHS overall, with an overrepresentation of women at Levels A, B, and C.

Figure 1. MDHS Academic Promotions by gender, 2016-2024

The SWiM program is designed to break barriers by equipping the participant mentees with the skills, confidence, and networks necessary to develop compelling applications for promotion and thrive in their academic careers. Through focused workshops, one-on-one mentoring, and access to a vibrant peer community, participants are supported to navigate the promotion process, empower their growth and career progression, and consider leadership roles.

This initiative embodies the MDHS commitment to foster equity, inclusion, and opportunity. By championing the growth and success of women academics. The SWiM Mentoring for Academic Promotion Program is not only addressing systemic inequities but also inspiring a cultural shift that values diversity at every level of leadership. Together, we are building a future where every woman in academia has the support, resources, and encouragement to rise and lead.

School Representation and Participation Analysis

The 2024 mentoring program demonstrated broad representation across all schools within the Faculty. The Melbourne School of Population and Global Health (MSPGH) recorded the highest participation rate at 25%, reflecting its strong engagement with the initiative.

While the Melbourne Medical School (MMS) and Melbourne School of Health Sciences (MSHS) accounted for 23% and 20%, respectively, maintaining their historically prominent levels of participation. The School of Biomedical Science (SBS) and Melbourne Dental School (MDS) had a participation rate of 5%, therefore tailored outreach and support strategies could boost participation in future years.

The broad distribution of mentees across the schools, centres and institutes as seen in Figure 2 underscores the Faculty's commitment to inclusivity while offering insights into areas requiring enhanced engagement.

Workforce Categories of 2024 SWiM Mentees

In 2024, the program continued to include mentees from Research-Focused workforce categories, accounting for 48%. Education and Research, Education Specialist and Academic Specialist categories collectively account for 50% of mentees, demonstrating the program's commitment to supporting a broad spectrum of academic roles. Importantly the 2024 cohort reflected a diverse and balanced distribution across workforce categories, maintaining alignment with Faculty workforce demographics while highlighting the program's adaptability to evolving academic needs. These insights offer a solid foundation for strategic adjustments to ensure ongoing relevance and inclusivity in future programs. The distribution of mentees across workforce categories in 2024 is seen in Figure 3 below.

Academic Levels of 2024 SWiM Mentees

In 2024, most mentees participating in the program were academics at Level B, accounting for 57.14% of the cohort. This was followed by mentees at Level C (37.50%) and Level D (5.36%) as seen in Figure 4. While these numbers are close to what was expected, there is encouragement from Chancellery identify and engage more women at Level D to enrol in the program, particularly given there is sharp focus on enhancing representation of women to Level E.

These figures indicate a continued support for early- and mid-career academics, aligning with the program’s objectives to support career progression and development for individuals navigating these critical career stages.

Workshops and Events 

In 2024, the SWiM Mentoring for Academic Promotion Program continued to support, inspire and empower women through a series of impactful events. The program featured a launch event, three tailored workshops, and a celebratory closing event. The workshops were designed to provide practical strategies and emotional support, culminating in the hybrid session Empowerment, Leadership & Courage, led by renowned strategist Sophie Krantz. This session encouraged participants to embrace challenges, lean into their ambition and lead with confidence. As part of our commitment to evolving and improving the program each year, 2024 marked the first time we included senior professional staff and Dame Kate Campbell Fellows in a key workshop, further enriching the mentoring experience and ensuring diverse perspectives and leadership across all stages of career development, and across different roles.

Image: Think in Colour by Jessamy Gee 2024

Celebrating the efforts of all

The program’s celebration event was a highlight of the year, creating a space for mentees, mentors and program sponsors to reflect on the achievements and celebrate the progress of women within the Faculty. Participants described it as “a truly uplifting experience that made me feel proud to be part of this incredible community.” The event reinforced the collective spirit of SWiM and the program’s transformative impact on the lives and careers of its participants.

Pictured: SWiM Celebration Event 2024

Mentee Reflections

The 2024 mentees praised the program as a transformative experience. Every survey respondent reported that the program met or exceeded their expectations. Participants highlighted the invaluable mentorship, workshops, and the connections formed with peers, which not only supported their promotion applications but also fostered a deep sense of belonging.

One mentee remarked, “This program did not just help me with my promotion; it gave me confidence, clarity, and a sense of purpose. I feel stronger and more capable as an academic and as a leader.”

Another shared, “SWiM created a community where I felt seen and supported. The mentoring, the workshops, and the peer discussions reminded me that I am not alone in this journey.”

Many mentees credited the program with helping them overcome challenges such as imposter syndrome, with one saying, “The structured mentorship and encouragement helped me step outside of my comfort zone. It was life changing.”

Pictured: SWiM Celebration Event 2024