Gender Equity Policy Statement

Gender is a social and cultural construct that assigns norms, behaviors, and responsibilities based on an individual's sex assigned at birth. Additionally, gender can also be considered an identity. Some individuals may have an innate sense of their gender that does not correspond to their assigned sex at birth. This is true for individuals who identify as gender non-conforming, non-binary, transgender or genderqueer, which may be expressed differently in the various cultural and contextual settings in which we work.

The different labels, of male, female or intersex, given at birth based on biological and physiological characteristics, including hormones, chromosomes, reproductive organs, and genitals.

The systematic gathering and examination of information on how biological and sociocultural factors interact to influence health behavior, outcomes and services. It also uncovers how gender inequality affects health.

Refers to socially and culturally constructed expectations related to what roles particular genders are expected to play (e.g., in the household, community and workplace) in society.

Refers to equal chances or opportunities for groups regardless of gender to access and control social, economic and political resources, including protection under the law. It is also known as equality of opportunity – or formal equality.

Gender equality in health means everyone is treated equally to realise their full rights and potential to be healthy, contribute to health development and benefit from the results regardless of their gender identity.

More than formal equality of opportunity, gender equity refers to the different needs, preferences and interests of all people across the gender spectrum. This may mean that different treatment is needed to ensure equality of opportunity. Gender equity in health refers to a process of being fair to all people, irrespective of their gender identity, with the objective of reducing unjust and avoidable inequality between genders in health status, access to health services and their contributions to the health workforce.

This section encompasses Burnet's research and translation of research, which includes domestic and international work.

Burnet is committed to promoting gender equity and ensuring that its research, programs and interventions are inclusive of all genders. By prioritising gender equity in this work, Burnet aims to enhance health outcomes and decrease gender-based health disparities. To guarantee that its work benefits everyone in society, Burnet's work will incorporate sex and gender perspectives, accounting for the physiological and cultural differences as required:

a) Language in Research Initiatives

• To ensure inclusivity and prevent gender stereotypes, it is necessary for all research, programs, and interventions to use gender-inclusive language.

b) Sex and Gender perspective in the design concept

• Sex and gender as a perspective may be manifested in the research questions raised and the theoretical approaches and methods used.
• An explanation must be given for selecting only one sex or gender perspective, such as citing the historically neglected sex and gender factors.

c) Data and inclusive Intersectional Research and programs:

• Data generated as part of research or program implementation should be balanced and representative i.e.:
  • In the groups being studied (where relevant), both sex and gender should be represented where feasible, and consideration must be given to whether the significance of the research results vary for sex and gender.
  • Intersectional data will be collected whenever possible to gain a better understanding of how sex and gender intersect with other social categories, such as race, ethnicity, religion, age, disability, and sexual orientation. However, at a minimum, data on sex and age will be collected.

d. Participation:

• Where possible all of Burnet’s work should consider time constraints that may be placed on individuals due to their gender-based roles and responsibilities, including traditional domestic and caring responsibilities that may impact on their ability to participate.
• Efforts will be made in all of Burnet's programs to achieve a gender balance in on-the-ground teams, where applicable.

e) Dialogue with Partners:

• Burnet will engage in dialogue with all partners on gender equity policy and practice in health and research, respecting each partner’s capacity, pace, and strategy for change.
• Burnet recognises the importance of gender equity in the organisational development of partners and will assist in enhancing their capacities, as appropriate, to achieve this goal.

f. Capacity Building:

• Burnet aims to build capacity in applying a gender perspective across all levels of its engagement in research and with health systems nationally and internationally.
• Burnet aims to support staff and students to enhance their skills over time to apply a gender perspective and analysis in their work and integrate Burnet's gender-sensitive values throughout the entirety of each program.
• Burnet will ensure a continuous increase in competence and awareness of gender issues. In addition, Burnet will make all efforts to involve everyone in taking increased responsibility for strengthening the gender perspective of Burnet.

g. Learnings:

• Burnet seeks to gain a better understanding of the context, institutions, political dynamics, and gender-related aspects of its work by tapping into the experience, expertise, and ideas of its partners.
• Burnet seeks to draw on the existing knowledge and competence of its partners in the field of gender equity to continuously improve its own efforts.

Burnet will always strive to enhance its work for gender equity through its advocacy and communication work.

a. Data-Driven Advocacy and Communication:

• Burnet uses sex-disaggregated data to enhance its advocacy and communication efforts.
• Burnet leverages data to highlight gender-specific challenges and to advocate for targeted interventions and policy changes.
• Burnet continuously monitors and evaluates the impact of its data-driven advocacy and communication efforts, adapting strategies as necessary to maximise effectiveness.

b. Supportive Active Participation and Voice:

• Burnet actively supports the participation and voices of women, girls, and people of diverse gender identities in its work, using respectful and gender-sensitive language.
• Burnet advocates for changes in policies and practices that perpetuate gender discrimination and inequality, leveraging examples of progress towards achieving gender equality.
• Burnet fosters a culture of effective communication on gender-related information throughout the organisation, continuously updating and sharing impact data to enhance its initiatives.
• Burnet works to uncover and address harmful gender and power dynamics causing intentional or unintentional harm to individuals based on their sex and gender identity.

c. Participation:

• Burnet's programs strive to address and overcome gender barriers to participation, decision-making, and resource access and control wherever possible.
• Burnet prioritises providing individuals facing sex and gender discrimination with meaningful participation and influence in its work.
• Burnet values the perspectives of all affected individuals and community members and seeks to establish dialogue with them in all decision-making processes.

d. Inclusive Education and Training Levels:

• Burnet is committed to providing inclusive education and training opportunities for all individuals, regardless of gender identity, and will work to remove any barriers to access.
• Burnet will tailor its education and training programs to meet the specific needs and experiences of women, men, and gender-diverse people and where possible collaborate with partners and stakeholders to develop evidence-based strategies for promoting gender equality through education.
• Burnet will continuously monitor and evaluate the impact of its education and training initiatives to ensure they effectively address gender-related challenges and promote gender equality and improve its programs accordingly.