This is the ethos of Murdoch University, which has been actualised through its policy, planning, and people. 

Now, the University has been recognised with a second Cygnet Award from Science in Australia Gender Equity (SAGE), for creating an inclusive workplace where parents and carers can thrive.  

The SAGE Cygnet Awards celebrate organisations that have demonstrated breaking down barriers to inclusion. Each organisation must be able to show that these changes have had a real-life impact on staff and students. 

From parenting/feeding rooms around campus to written policy which acknowledges and protects flexibility outside of the traditional 9-5, the University’s commitment to Equity, Diversity and Inclusion (EDI) is more than checking boxes; it’s woven into the institutional fabric. 

EDI Strategic Projects Coordinator Rebecca Pinker said in her decade working at Murdoch University, she had experienced life as a single person, gotten married, and experienced two pregnancies, two rounds of parental leave and returning to work part-time.  

“To me, a flexible and inclusive workplace means I can adjust my hours to be there for school pick-ups. It means I can work from home when I’m still contagious, (parents are always catching something), but well enough to get things done. It also means I can use TOIL to attend school assemblies or help out in the classroom,” Ms Pinker said. 

“Most importantly, it allows me to stay connected to my team and contribute in a way that works for both my family and my role.”  

Ms Pinker said she felt trusted to manage her time and deliver - even outside traditional hours.  

This has been particularly helpful with her eldest child starting school this year.  

“I really wanted to be there for pick-ups. I was able to shift my start and finish times slightly, and that small change made a huge difference,” she said. 

As a mum, I carry a lot of the mental load at home, so having this flexibility meant one less compromise. I could continue growing my career while still being present for my child.

In 2023, Murdoch University led the WA university sector by increasing paid partner leave from five days to 20, allowing non-birthing parents to take more time with their families.  

A Parental Leave Toolkit was also introduced to guide employees and supervisors, which included a simplified application process only requiring supervisor approval. 

Senior Manager of Strategic Communications Alex Brophy was one of the first staff members to utilise the updated leave plan after the birth of his second daughter.  

He said he could still recall the moment when he realised the impact the leave had for him as a dad.  

“I was flying a kite with my eldest daughter on a Monday morning when it struck me how lucky I was to be on paternity leave,” Mr Brophy said. 

Spending that period of time with my two daughters, supporting my wife, was a terrific opportunity that I recommend all dads at the university take up.

Mitch Patterson, People and Culture Manager, Employee Relations, said the paid leave allowed him to be present in some of the most important, formative moments for his family.

“My partner decided to take 12 months’ parental leave to be the primary carer for our beautiful new daughter Elodie. As the non-primary carer, I have no legislative entitlement to paid time off of work. Some employers don’t provide any paid leave in these circumstances, others as few as five days,” Mr Patterson said.  

Under Murdoch’s Enterprise Agreement, we’re entitled to four weeks paid leave. I’m incredibly grateful to have had access to that leave – being able to spend that time supporting my family without financial stress made a huge difference.

SAGE CEO Dr Janin Bredehoeft said these were the kinds of moments that made an enormous difference to workplace culture for parents and carers. 

“Murdoch University’s work shows that when flexible arrangements are embedded into systems and culture, the results are powerful.”  

Ms Pinker echoed this sentiment and said the Cygnet Award was recognition that Murdoch University genuinely cares about its people. 

“It shows that the University understands we’re more than just employees. We’re parents, carers and individuals with lives outside of work. 

“This accreditation makes me feel seen and appreciated for all the roles I play: a woman, a parent, and a professional.” 

Learn more about the 2023-2030 EDI sub-strategy.