Access to University: Underrepresented Groups' Recruitment

The University of Newcastle has adopted a strategic and sustained approach to improving the recruitment, retention, and success of students from underrepresented groups. In 2025, this commitment included practical recruitment initiatives for prospective students, academic staff and professional staff, with targeted approaches for groups historically underrepresented in higher education and employment.

The Student Equity and Social Justice Plan 2021 provided a continuing institutional framework for widening participation, supported by the University’s Looking Ahead 2020–2025 Strategic Plan. These plans were translated into school outreach, alternative admission pathways and targeted workforce recruitment measures.

Planned actions to recruit students from underrepresented groups

School and community outreach in 2025

During the first quarter of 2025, the Pathways and Academic Learning Support Centre (PALS) reported reaching more than 2,800 school students through Children’s University and UNI STEPS, using workshops to introduce university pathways, career options and numeracy. Its Uni Next programme also provided targeted sessions for adult learners from equity backgrounds, building confidence and awareness of routes into higher education.

The University’s Children’s University Newcastle programme celebrated its tenth anniversary in November 2025. More than 1,100 children from 48 schools were scheduled to graduate, including participants from communities where tertiary participation has traditionally been lower. Aboriginal and Torres Strait Islander children represented 22% of 2025 participants, demonstrating the programme’s reach into an important equity cohort.

The HunterWiSE Schools Outreach Programme engaged 170 Year 8 girls from 12 Hunter-region schools in 2025. Through a ten-week project, University student mentors and industry partners helped participants explore STEM careers and imagine future study in fields where women remain underrepresented. The October presentation event involved students, families, teachers and the wider community.

Targeted pathways into university study

The University maintained access pathways for students whose circumstances can create barriers to traditional admission. The Excellence through Equity Pathway to Medicine provides up to six places each year for eligible Open Foundation students who have experienced sustained educational disadvantage and social inequalities. The Joint Medical Program admission policy effective 20 May 2025 incorporated this equity pathway into its selection arrangements. The University also reported the graduation of its first equity-pathway doctors in December 2025, demonstrating the longer-term impact of this admissions initiative.

For people whose educational histories involve other disadvantages, the Centre of Excellence for Equity in Higher Education (CEEHE) maintains community-informed entry and participation initiatives. Live, Learn, Grow supports prospective students with out-of-home-care experience to explore university options and enrolment; SUPERBE engages people from refugee and refugee-like backgrounds through partnerships and student-community activities. These programmes complemented CEEHE’s documented 2025 equity work.

Planned actions to recruit academic and professional staff

Aboriginal and Torres Strait Islander employment

The University’s Maligagu Aboriginal and Torres Strait Islander Employment Strategy and Action Plan 2020–2025 set targeted measures for recruiting and developing Aboriginal and Torres Strait Islander staff, including academic appointments and professional roles. Its employment pathways model proposed targeted entry-level positions across faculties and divisions, alongside targets and performance measures for Indigenous employment.

In practice, the University’s Indigenous employment programme offers multiple recruitment routes, including traineeships, identified positions, targeted recruitment and mainstream vacancies. Applicants can seek individual guidance from an Indigenous Employment Partner on vacancies, applications, CV preparation and interviews. The University’s Academic Staff and Teachers Enterprise Agreement 2023 also committed to improving Indigenous academic and professional staff representation, including a workforce target of 3.9%.

Recruitment and progression of women in underrepresented disciplines

Through its SAGE Athena Swan Silver Action Plan and associated gender-equity measures, the University has identified the recruitment of female students and academic staff in engineering, science and environmental disciplines as an institutional priority. Targeted recruitment strategies, evaluation of a recruitment pilot and intersectional analysis of progression barriers are among the documented actions designed to improve representation in academic careers. These are ongoing measures rather than evidence that a specific number of appointments occurred in 2025.

Supporting participation and sustained success

Student support and success initiatives provide targeted assistance to improve progression and retention outcomes. Alongside recruitment programmes, 2025 HEPPP-supported services included academic preparation through NUPrep, Peer Assisted Study Sessions (PASS) and online learning support for students whose circumstances can restrict access to campus. These services complement entry and recruitment measures by helping students progress once enrolled.

Through planned access pathways, community-led outreach and more inclusive recruitment practices, the University of Newcastle works to broaden who can enter higher education and build a career within it. Its 2025 initiatives connect early opportunities to imagine university study with practical admission routes and targeted academic and professional employment measures.