From Problem to Impact

A 2016 staff engagement survey found a gender gap in perceptions of flexible work access among STEM academics, with 65% of women agreeing they could use flexible work arrangements compared with 72% of men. Staff consultations for UTS’s Bronze Award application identified low awareness of entitlements, inconsistent supervisor implementation, and the perception that policies were applied unevenly across work areas. A 2020 survey of Indigenous and culturally and linguistically diverse staff found that 48% had experienced or witnessed racism or unfair treatment, with unequal access to flexible work identified as a contributing factor. 

By 2025, awareness of flexible work options among STEM academics had risen substantially — from 44% to 77% for women and from 41% to 75% for men — and the proportion of women using flexible work arrangements increased from 39% to 51%. 

What actions did UTS deliver?

• Raised awareness of flexible work options through dedicated online resources and staff case studies, embedded consideration of life circumstances into annual work planning, and developed the Inclusive Career Conversations program to strengthen supervisor capability. 
• Introduced gender-neutral parental leave provisions, developed accessible parental leave guidance, expanded breastfeeding-friendly facilities, and broadened research funding to support staff experiencing caring-related career interruptions. 
• Expanded cultural leave, developed the How I Celebrate storytelling initiative to recognise cultural diversity, and increased LGBTQIA+ visibility through ally training, gender affirmation leave, awareness campaigns and university-wide engagement activities.