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The barriers to women’s achievement and career progression in the higher education sector have been well researched. It has long been acknowledged that career breaks for child-rearing, and women’s self-beliefs about their abilities can impact negatively on their careers, and many programs and policies have been implemented to redress these around the world. This article is focussed around a regional Australian university, with multiple campuses distributed over 1000 km across two states. Courses, schools, and work teams are often spread across multiple campuses, and travel between campuses is sometimes a necessity; one that is time-consuming and requires time away from family. For some women, travelling is not possible due to family and other commitments or constraints. This paper explores how working in a regional university, with distributed campuses, has an additional impact on women’s career progression. Through auto-ethnographic accounts of four female staff members, we explore the intersection of gender and location through case studies of personal experiences, investigating the effects that distance and travel limitations can have on participation in work team and networking events, access to professional development opportunities, and career progression within the institution.

Throughout the United Kingdom, medical schools have begun to make significant changes in the content and delivery of their undergraduate curricula in response to a number of social and educational forces. In particular, many schools have begun to focus increasingly on community-based education. This and other changes mirror developments that have taken place in other countries and in the context of other health care systems, with such forerunners as Harvard, Maastricht, and McMaster having had a fundamental influence. In this article, the authors describe the forces for curricular change in the United Kingdom and the specific recommendations for change made by the General Medical Council. They then discuss in detail the new curriculum at the University of Birmingham medical school, focusing in particular on a community medicine module, where students spend ten days per academic year learning in general medical practices in and around the city of Birmingham.

The research question driving this project was ‘what is the congruence between the lived experience of gender and a policy designed to improve gender equity in a university environment?’ The study used mixed methods to investigate the question. These methods included analysis of organisational travel data, and a collaborative autoethnography of participants engaging with claims for dependent care support expenses while travelling for work. The research found four key themes influencing the relationship between gender equity policies and the lived experience of staff. These include gatekeeping, organisation-wide funding of gender equity policies, policy development processes and gender equity as a concept. This article presents a series of transferable recommendations for organisations looking to improve gender equity.

. 1) Background: Intersectionality contests that individuals have multiple characteristics in their identity that cannot be siloed or deemed exclusive to each other. Understanding and utilising an intersectional lens in organisations can increase inclusion of individuals and organisational performance. An educational package known as the Intersectionality Walk (IW) was developed by the authors, piloted, and evaluated in order to break down the commonly held descriptors of diversity silos that fragments inclusion, and to understand how various identity characteristics compound disadvantage. The paper outlines the need to transition from siloed views of diversity to a more intrinsic view of identity to achieve inclusivity. 2) Methods: The IW was developed and trialled with a series of work-based scenarios and realistic multifaceted personas. Data collection occurred pre- and post- IW utilising a mixed methods approach. Responses to Likert scale surveys and open-ended questions were captured and analysed via inductive and ground theory perspectives. 3) Results: An improved awareness and understanding of individual knowledge, reflectivity and positionality relating to intersectionality and intersectional approaches was reported on completion of the IW. Further, responses reported how and why organisations can approach and improve inclusivity via using intersectional approaches. 4) Conclusions: The IW as an educational package has a positive impact and is a key linkage for all employers to build an inclusive culture and to harness the talent of all employees. Further research will occur to measure the implemented change in organisations following the IW.