Science in Australia Gender Equity (SAGE) is pleased to recognise Burnet Institute’s first Cygnet Award, acknowledging impactful action to address barriers experienced by parents and carers in the workplace.
This Cygnet Award recognises Burnet Institute’s targeted and evidence-based reforms to parental leave and return-to-work practices, aimed at improving the balance of parental leave with career advancement.
“Behind every policy change is a person whose career didn’t stall, a parent who felt supported, a family that didn’t have to choose,” said Dr Janin Bredehoeft, SAGE CEO. “Burnet Institute understood that and built something genuinely better.”
These initiatives included enhanced access to entitlements, support with career progression, and normalising caregiving roles for all genders.
Barriers to Attraction, Retention and Progression
Burnet Institute identified a range of structural and cultural barriers affecting gender equity and progression. In particular, a low uptake of parental and carer’s leave by men due to stigma and limited recognition of caregiving roles, as well as insufficient awareness of parental leave options, with 45% of women and 39% of men reporting limited knowledge.
Women were disproportionately impacted by career disruption following parental leave, with 22% reporting effects on progression and confidence.
Challenges transitioning back to work were also evident, with 94% of women returning in part-time roles between 2015 and 2017, constraining career growth opportunities.
Increasing Access and Awareness of Entitlements
In response, Burnet Institute implemented a comprehensive suite of reforms to create a more inclusive and supportive parental leave experience.
Paid parental leave was extended to 14 weeks for all parents, removing distinctions between primary and secondary carers to ensure equitable access. Superannuation contributions were increased to cover up to 12 months of both paid and unpaid parental leave, doubling previous coverage.
Burnet also developed detailed parental leave guides and checklists using inclusive language to reflect diverse family structures, introduced flexible work arrangements to support gradual return to work, and enhanced facilities including private lactation rooms.
Transformation in Culture and Practice
Six men accessed the full 14 weeks of parental leave in 2022–23, compared to none in 2015–17, signaling a cultural shift in the acceptance of caregiving by men.
Use of carer’s leave by men also increased significantly, while the proportion of women returning to work part-time after parental leave fell dramatically from 94% in 2015–17 to just 24% in 2021–23. These changes are directly supporting career continuity and progression for women.
Challenging Norms for Long-Term Cultural Change
Beyond quantitative outcomes, employees reported a noticeable cultural shift towards greater acceptance of caregiving responsibilities across genders and improved managerial support for flexible work. Many described the reforms as flexible, inclusive and supportive, noting positive impacts on work–life balance and career progression.
“Burnet’s flexibility allowed me to stay connected to my team without feeling pressured, and the support made transitioning back to work seamless.” – Employee Case Study.
One employee reflected that the extension of parental leave and support for non-birthing partners was “amazing and incredibly necessary,” while another said, “the positive impact on my work and personal life has been immense.”
Looking Ahead
SAGE recognises Burnet Institute’s commitment to continuous improvement, with further initiatives already underway.
Burnet Institute Acting CEO Professor Caroline Homer AO said that this Cygnet Award reflects the Institute’s commitment to building a workplace where caring responsibilities don’t limit opportunity.
“By redesigning parental leave and return-to-work practices, we’ve reduced the barriers that were holding people back and created a culture where caregiving is recognised and supported for everyone. We are proud of the progress we’ve made and focused on continuing this work so our people can thrive at every stage of their careers.”
Planned actions include the development of a centralised parental leave information hub, improved visibility of facilities and suitable spaces to support lactation needs, targeted manager training to ensure consistent application of entitlements, and structured return-to-work conversations to clarify individual needs, available flexibility and support options.
This first Cygnet Award recognises Burnet Institute’s leadership in translating gender equity commitments into practical, evidence-based action. It demonstrates how our sector can deliver real, measurable change by redesigning systems to support parents and carers, while strengthening workforce participation and retention across the research sector.
About the SAGE Cygnet Award
The SAGE Cygnet Awards follow the Athena Swan Bronze Award and recognises organisations that have demonstrated progress in removing or reducing barriers to inclusion. Applications must show that these actions have had a tangible, positive impact on staff and/or students. Organisations must complete five Cygnet Awards over time, each addressing a different priority from their Bronze action plan and accreditation report, as part of the pathway toward eligibility for Silver accreditation.
You can read all about Burnet Institute’s actions, outcomes, and impact in their full Cygnet Award Application.
About SAGE
Science in Australia Gender Equity (SAGE) is Australasia’s leading advocate and accrediting body for equity, diversity, and inclusion in the education and research sector, guiding our region’s brightest minds to a vibrant workplace where everyone can thrive.
Through its evidence-based Athena Swan accreditation program, SAGE supports institutions in driving lasting systemic, structural, and cultural change, with a strong focus on demonstrating meaningful impact over time and measuring institutions’ progress against international benchmarks.
