From Problem to Impact

• Gendered language failed to reflect the diversity of parents and carers. Around 50% of parents and carers were either unaware of entitlements or found existing provisions insufficient or inflexible.
• Staff experiences of balancing work and parenting/caring were inconsistent and highly dependent on their manager.
• Career interruptions, such as parental leave, impacted career progression for academic staff by disrupting research momentum.
• Parental leave costs posed a strain on smaller schools and research groups, leading to a potential for bias against certain candidates in recruitment processes.

What actions did UniSC deliver?

• Wording in parental leave policy documents was revised to be inclusive and gender-neutral. Guidance was developed to support staff and supervisors navigating the parental leave process.
• Training for supervisory roles was strengthened to include UniSC’s parental and caring policies, supervisor responsibilities and available supports. A Parental Leave Buddy System was piloted to provide peer support.
• Following a 2021 review, all parental leave costs were moved to a central budget in 2022, ensuring consistent funding to backfill positions. The SPARK Career Interruption Scheme was launched to support research recovery following extended leave.