From Problem to Impact

No men (0) were taking up either parental or carer’s leave entitlements, with focus groups showing fear of stigma. Meanwhile 94% of women were returning to work part-time (or working fewer hours) after having a child, limiting their career progression opportunities. A survey found that 22% of women felt their career break had negatively impacted their careers.

After driving systemic change through the new initiatives, 24% of women shifted to part-time roles when returning to work, 26 men used carer’s leave and six utilised paid parental leave.

The initiatives, among others Burnet implemented, have also helped contribute to a dramatic decline in the gender pay gap, from 11.5% in 2022-23 to -2.4% in 2024-25.

What actions did Burnet deliver?

• Extended paid parental leave to 14 weeks for all parents/carers, removing distinctions between primary and secondary carers to ensure equal access.
• Increased superannuation contributions to cover up to 12 months of both paid and unpaid parental leave, doubling the previous duration.
• Introduced flexible work arrangements to support gradual returns to work, keep in touch days for those on parental leave and enhanced facilities like private lactation rooms in response to specific feedback.
• Increased travel grants so staff with children could have improved support to attend professional development and other opportunities.
• Extended carer’s leave beyond 12 months post birth.
• Provided a coaching and resilience program.
• Developed comprehensive guides and checklists for parental leave, using inclusive language for diverse family structures.
• And, improved communication for all staff, including managers, to ensure everyone understood and could effectively use the flexible work options.