Evidence has emerged of serious racial and sexual discrimination within the leadership echelons of Australian universities. 

Researchers have applied statistical analysis to the appointment processes for Vice-Chancellor positions and other senior roles within these institutions. Their findings reveal a disturbing bias against non-European and female candidates.

The analysis showed a mere 1.9 per cent probability that the current proportion of female Vice-Chancellors could result from an unbiased selection process. 

The chances that the existing racial composition of Vice-Chancellors occurred by chance is calculated at 1 in 27 billion. 

This suggests a deeply entrenched bias that significantly disadvantages candidates based on race and gender.

While the study found no strong evidence of sex discrimination in the appointment of senior staff within the country's leading research universities, it highlighted widespread racial discrimination. 

The University of Sydney was specifically noted for having the most racially biassed outcomes among these institutions. The study was undertaken by researchers at the University of Sydney, and in its acknowledgements the paper notes that one or more junior staff members and/or students assisted with the code implementation and graphics but did not wish to be identified “to avoid the possibility of retribution”.

Researchers employed statistical methods traditionally used in other fields to quantify biases in selection processes, including appointments and promotions within universities. 

This approach provided a measure of the likelihood that observed appointment patterns could arise from fair processes.

Significant sex discrimination was noted in the wider university sector, especially at the Vice-Chancellor level, indicating only a 43 per cent likelihood that current selection processes would yield fair outcomes in the future. 

Conversely, at the senior administrative level within the Group of Eight (Go8) universities, bias was minimal, suggesting progress in gender equity since the enactment of the Sex Discrimination Act in 1984.

Racial discrimination, however, remains a severe issue. 

The study highlighted that current procedures are highly unlikely to produce fair outcomes regarding racial diversity without significant changes to selection processes.

The findings call for a reevaluation of the appointment processes at Australian universities to address these biases. 

The researchers have provided a web app to help organisations analyse and understand their own selection processes, aiming to foster more inclusive practices moving forward.