In the past decade universities have experienced profound long-term changes. Operating with increased ‘business’ orientation and measurement of operations, they are distinctly different places of work compared with ten years ago. In Australia, these changes have been coupled with major changes in industrial relations. This paper explores in broad terms what some of these changes might mean for gender equity in Australian universities. It brings together a range of literature to examine demographic trends within universities, changes to university strategy and management, and the current debates about the position of women in universities. The paper concludes that gender equity is yet to be achieved with significant remaining barriers in academic and senior positions. Changes in university management have increased pressures on staff that may reinforce a male model of work, while industrial relations changes have decreased the transparency of pay setting schemes thus increasing the possibility for discrimination.