“A game changer for me as a full-time working mum”: Murdoch University has been recognised with its second SAGE Cygnet Award from Science in Australia Gender Equity (SAGE), for its significant progress in creating an inclusive workplace for parents and carers.

The award acknowledges Murdoch’s commitment to embedding equity, diversity, and inclusion through the implementation of a new Flexible Working Arrangements Policy and Procedure, supported by practical toolkits and systems for staff and leaders.

Addressing processes and systems

Over the last 5 years, Murdoch University has improved its support for parents and carers by formalising flexible working arrangements, increasing parental leave entitlements, streamlining processes, and delivering internal campaigns to drive cultural change.

“Supporting parents and carers is not just a matter of policy – it’s a commitment to equity, belonging and wellbeing across our university,” reaffirmed Dr. Rebecca Bennett, Pro Vice Chancellor Equity, Diversity and Inclusion.

“These initiatives are helping us build a culture where the vital, yet often unseen, responsibility of care is recognised, valued and supported, and employees can succeed both personally and professionally within the context of their caring roles.”

In 2020, Murdoch’s Flexible Working Arrangements Policy and Procedure was introduced, along with toolkits and intranet resources to improve employee access and understanding. In 2025, they adopted a shift to Workday to better manage requests, automate workflows, centralise oversight, and simplify reporting.

The result of these layered interventions? More than 83% of parents and carers now report having the flexibility they need to manage their work and personal responsibilities. This represents an increase of 8 percentage points up from 75% in 2018, and places Murdoch well above the sector benchmark of 73%.

Dr Janin Bredehoeft, CEO of SAGE, congratulated Murdoch University on these results:

“Murdoch University’s work shows that when flexible arrangements are embedded into systems and culture, the results are powerful. Parents and carers are not only staying in the workforce but thriving—and that is the kind of impact that a SAGE Cygnet Award recognises.”

Rates of staff members returning after leave have also improved from 91% in 2022 to 97% in 2023, with retention after 12 months similarly improving from 87% to 93%.

Supporting men and partners to take parental leave

Parental leave provisions were strengthened, with Paid Partner Leave increased from 5 days to 20 days in 2023, leading the WA university sector. A Parental Leave Toolkit was also introduced to guide employees and supervisors, supported by a simplified application process requiring only supervisor approval.

While women continue to account for most employees taking Parental Leave (83%), the proportion of men has increased from 13% to 17%.

Additional initiatives included new parenting and feeding rooms across campus, improved access to parking for pregnant employees, and the creation of a Carer’s Network in 2024.

Enabling the flexibility carers need

For those within caring responsibilities, employee satisfaction overall increased from 74% in 2018 to 78% in 2024. One staff member explained how important flexible hours and remote working arrangements were in allowing her to continue progressing in her career while caring for an unwell child:

“I can’t tell you how many papers I’ve written sitting on the floor of the Children’s Hospital… Just having the flexibility of being able to do that allows me to continue to be professional.” – Carer interviewee (2025)

Transforming culture through policy and practice

These changes have helped to build a culture where flexibility is not the exception, but the norm. Parental leave queries are down, cultural change is being driven by the normalisation of flexible working practices, and the visibility of carers’ voices is beginning to shape Murdoch’s gender equity strategy.

Parents and carers describe flexible work as “a game changer,” improving work–life balance, wellbeing, and productivity.

“The flexible working arrangements…have been a game changer for me as a full-time working mum. The ability to adjust my hours and work remotely has made it so much easier to balance raising a young family while managing my work responsibilities.” – Staff survey respondent (2024)

Putting flexibility on the agenda

Going forward, Murdoch intends to continue strengthening visibility and support for parents and carers, as well as enhancing leadership training to ensure equitable application of flexible working arrangements across all teams.

About the SAGE Cygnet Award

SAGE Cygnet Awards celebrate organisations that have demonstrated progress in making their workplaces more equitable by removing or reducing a barrier to inclusion. They must be able to show that these changes have had a real impact on staff and/or students.

This award marks a milestone on Murdoch University’s progress through the SAGE accreditation pathway. It builds on the work they did to earn a Bronze Athena Swan Award in 2020, and sits alongside their previous Cygnet Award for LGBTIQAI+ inclusion.

You can read all about Murdoch University’s actions, outcomes, and impact in their full Cygnet Award Application, or read an overview version in this Progress and Impact Summary.

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. It is the guide our region’s brightest minds turn to when they want a vibrant workplace where everyone can thrive.

Using an evidence-based and impact-focused framework, SAGE helps institutions build systemic, structural, and cultural change. Their world-respected Athena Swan accreditation program drives and measures institutions’ progress against international benchmarks.