Gender Action Plan
This page contains downloads, actions and a summary of the Burnet Gender Action Plan. The plan demonstrates our commitment to advancing gender equity through an intersectional approach that considers the impacts of racism, colonisation, disability, sexuality, socioeconomic status and other forms of structural inequity.
Burnet’s Gender Equity Statement
The Gender Action Plan (GAP) is a framework to ensure we are considering gender biases in everything we do and make our workplace as equitable as possible.
At Burnet, we believe that gender equity is both a fundamental human right and a cornerstone of health equity. We are committed to embedding gender equity principles into all aspects of our work – from the way we recruit, support and develop our people, to how we design and deliver research, and how we advocate and communicate externally.
Gender equity does not sit in isolation. It is one expression of our broader Diversity, Equity and Inclusion (DEI) Strategy, which also includes the sector-leading Disability Action Plan (DAP), Reconciliation Action Plan (RAP) and other Institute-wide initiatives. Together, these plans are organised around 3 core pillars:
- workplace culture
- inclusive research and programs
- advocacy and communication.
A holistics approach to gender equity
Gender equity does not sit in isolation. It is one expression of our broader Diversity, Equity and Inclusion (DEI) Strategy, which also includes the sector-leading Disability Action Plan (DAP), Reconciliation Action Plan (RAP) and other Institute-wide initiatives.
Together, these plans are organised around 3 core pillars:
- workplace culture
- inclusive research and programs
- advocacy and communication.
To support sustained delivery of this ambition, we have added a fourth pillar, governance, which sits above and across the other 3, providing the accountability, oversight and reporting framework that makes implementation possible.
Gender Action Plan framework targets
Burnet's Gender Action Plan represents our commitment to gender equity and the investment of time, attention and resources it takes to make a real difference. By implementing this plan with targets and actions, we can become more equitable, accountable, competitive, credible and capable of delivering on our mission.
Operational governance and implementation oversight
Gender equity requires visible leadership.
Our governance operates at two levels:
- Structural: how progress is measured, reported and held accountable
- Operational: the actions we ask of our Board and Executive Council directly.
Operational governance and implementation oversight
Action 1.1
We will be clear about how we measure progress on gender equity and who is responsible for reporting on it.
Action 1.2
We will make sure the GAP is properly considered when budgets and workplans are set each year.
Timing: Q3 and Q4 2027
Action 1.3
We will regularly meet with and update the people who help deliver the GAP so everyone stays informed and aligned.
Timing: from Q1 2026
Action 1.4
We will launch the GAP and share an update on progress once each year.
Timing: Q4 2026
Action 1.5
We will prepare a clear briefing on the GAP for senior leaders and seek formal endorsement through Burnet’s governance processes.
Timing: Q4 2026
Action 1.6
We will keep track of gender balance on the Board so we can meet reporting requirements and regularly discuss progress.
Timing: 2026
Action 1.7
We will regularly update the Board on how we are progressing against the GAP.
Timing: Q4 2026
Action 1.8
We will monitor gender representation within the Executive Council and, where available and appropriate, use intersectional workforce data to better understand leadership diversity and identify opportunities to strengthen equity.
Timing: Q1 2027
Recruitment and selection
Action 2.1
We will review how we recruit to strengthen gender-inclusive recruitment, clearly explain what to do in different hiring situations, and make sure inclusive recruitment is consistent.
Timing: Q1 2027
Onboarding
Action 2.2
We will review how onboarding works now and then create one clear way to welcome and support everyone at Burnet.
Timing: from Q3 2027
Learning and career development
Action 2.3
We will ensure that where gender imbalance persists, career development support is deliberate, consistent and informed by workforce evidence.
Timing: Q3 2027
Action 2.4
We will deliver yearly mentoring or coaching program for women at Level C in research and equivalent senior levels in Professional Services.
Timing: annual from Q1 2026
Action 2.5
We will conduct a biennial in-depth pay equity analysis across all Burnet locations, building in-house capability to design, interpret and act on the findings.
Timing: biennial from Q3 2026
Action 2.6
We will clearly define what people need to demonstrate to be promoted and apply this the same way across Burnet.
Timing: from Q3 2027
Action 2.7
We will support leaders to recognise and mitigate gender biases and other intersecting factors that may influence promotion decisions.
Timing: Q1 2029
Action 2.8
We will make it easy for all parents including fathers and non-birthing partners to understand and use parental leave.
Timing: Q1 2028
Action 2.9a
We will make it clearer what flexible work looks like at Burnet so that all staff understand what is available to them.
Timing: Q2 2028
Action 2.9b
We will help managers support flexible teams while keeping performance strong.
Timing: Q3 2028
Action 2.10
We will make it easier for everyone to know where to go for help and how Burnet supports a safe workplace.
Timing: Q2 2027
Action 2.11
We will ensure travel and fieldwork planning consistently incorporates gender and power-related safety considerations.
Timing: Q3 2026
Wellbeing
Action 2.12
We will build a clear and trusted wellbeing system, so people know where to go for help and feel supported to thrive at Burnet.
Timing: Q1 2028
Action 2.13
We will treat access to emergency menstrual supplies the same way we proactively treat other basic physical health needs at work.
Timing: from Q2 2026
Action 3.1: We will identify key entry points across the research and program lifecycle where consideration of sex, variations of sex characteristics, gender and broader inclusion factors is relevant, and support their integration to strengthen research quality, impact and future funding competitiveness.
Timing: Q1 2027
Action 3.2
We will assess current capability and practice in applying sex, variations of sex characteristics, gender and broader inclusion considerations in research and programs, and identify opportunities to strengthen their integration.
Timing: Q4 2027
Action 3.3
We will develop practical tools, guidance and examples to support staff to apply sex, variations of sex characteristics, gender, Indigenous Knowledges and other intersecting factors in research and program activities.
Timing: Q1 2028
Action 3.4
We will develop and implement clear pathways for staff to access advice and expertise on sex, variation of sex characteristics, gender and inclusion considerations in research and programs, aligned with NHMRC, MRFF and DFAT/ACFID requirements.
Timing: Q4 2027
Action 3.5: Building on the existing inclusive research and program sessions, we will continue to strengthen staff awareness, knowledge and capability to understand and apply relevant sex, variations of sex characteristics, gender and broader inclusion considerations in research and program work.
Timing: Q3 2026
Action 3.6: We will embed prompts and guidance within relevant research and program systems and processes to support systematic consideration of sex, variations of sex characteristics, gender and intersecting determinants of health and inequity throughout the research and program lifecycle.
Timing: Q3 2027
Participation, voice and influence
Action 3.7
We will document and share context-specific approaches to meaningful participation that recognise local governance, cultural protocols and community leadership, ensuring our research and programs are grounded in local realities and support self-determination where appropriate.
Timing: Q2 2028
Action 3.8
We will strengthen staff capability to use country and community context analyses to inform equitable and culturally responsive decisions about participation, partnership, research, programs and advocacy, recognising local governance, community leadership and self-determination where appropriate.
Timing: Q3 2027
Action 3.9
We will ensure research and program teams actively consider and document how meaningful participation, community voice and shared decision-making have informed their projects, recognising local governance, cultural protocols and the leadership of communities in shaping research and programs.
Timing: Q2 2028
Safeguarding in research
Action 3.10
We will strengthen research ethics and fieldwork planning processes to better support consideration of how gender, power, Indigeneity and other intersecting determinants of health and inequity may influence participant, researcher and community safety.
Timing: Q4 2028
Action 3.11
We will prepare researchers to recognise risks of harm in the field and know what to do if concerns arise.
Timing: Q2 2027
Action 3.12
Where appropriate, we will create opportunities for shared learning with in-country organisations, community organisations and other collaborators, recognising local expertise, strengthening equitable partnerships and supporting reciprocal learning.
Timing: Q3 2026
Action 3.13
We will develop a sex, gender and inclusion indicator resource to support research and program teams to identify appropriate indicators for design, monitoring and evaluation.
Regional framework targets
Burnet’s offices in PNG, Myanmar and Vanuatu have developed dedicated GAP commitments that are contextualised, aligned with the Institute-wide framework, and connected to the same 4 pillars.