Women in Science at AIBN
Female researchers are essential and valued contributors to the AIBN. We recognise that as women you may face unique challenges as you develop your research career, and we aim to provide a number of initiatives to support you in developing and achieving a fulfilling research career at the institute.
Gender Equity Commission
AIBN has established a Gender Equity Commission (GEC), who are aiming to develop initiatives to address the gender imbalance and make AIBN a leading institute for supporting women in science. The GEC is implementing three initiatives to help support women at the institute.
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Development of financial initiatives to support women in science
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Commitment that 50% of all new senior academic leadership roles will be female
Women in Science - Latest News
- 15 February 2019
- 30 April 2018
- 20 April 2018
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There are a number of funding opportunities which are targeted at female researchers.
UQ Career Progression for Women Program (CPW)
This program is designed for academic women at Level C who are actively pursuing career development within UQ. It provides participants with the opportunity for both personal and professional growth and helps them to clarify and pursue their career goals in an academic environment.
L’Oréal Australia for Women in Science Fellowships
This fellowship is intended to assist women who are within five years of their PhD at an Australian or New Zealand academic or research institution to undertake research in their chosen field. Fellowship funds can be used to purchase scientific equipment, pay for child care costs, conference and travel costs, or any other identified means to support you to continue your research.
Advance Queensland Women’s Academic Fund (Government Scheme)
This fund supports the retention, development and progression of female researchers within Queensland based universities. The program offers female researchers lecture funding (up to $2,000), to cover the costs of delivering lectures or presentations that highlight your work as a leading Queensland based female researcher.
UQ Promoting Women Fellowships (PFW)
This fellowship aims to increase the percentage of women at Senior Lecturer level and above, and to facilitate the career progression of academic women. Funding is available to provide relief from teaching, administrative or other duties, providing the opportunity to complete research, publications, or demonstrate leadership through undertaking a special project or program of work, so you can be appropriately prepared in your application for promotion.
Endeavour Queen Elizabeth II Diamond Jubilee Scholarship
This scholarship is awarded to high achieving Australian researchers who will contribute to the advancement of women’s leadership in Australia. The scholarship provides funds to undertake postdoctoral research within a participating country (overseas), in any field.
UQ Career Advancement for Senior Academic (CASA)
This program is designed to assist high calibre academic women advance in their careers. It is targeted at senior women at Academic Level D wishing to progress to Professorial level. The program aims to broaden participants' understanding of leadership in a global academic context; leverage off existing leadership strengths to build great capacity to lead strategically; increase knowledge of the university professorial promotion process and provides a gender frame of reference to academic leadership.
UQ Parental Leave Entitlements
With 12 months or more continuous service, eligible female primary caregivers will be entitled to:
- Six months paid parental leave, which can be taken as part pay over a period of up to 12 months;
- Five days paid pre-natal leave to attend appointments directly related to the pregnancy;
- Two weeks paid partner leave, for non-primary caregivers to access leave after the birth; and
- Additional 12 months unpaid parental leave following the initial period of parental leave.
With less than 12 months continuous service, eligible female primary caregivers will be entitled to:
- Six months unpaid parental leave;
- Five days paid pre-natal leave to attend appointments directly related to the pregnancy; and
- Two weeks unpaid partner leave, for non-primary caregivers to access leave after the birth.
Paid Parental Leave or Adoption Leave may be shared between staff members who are partners and both work at UQ where:
- Both staff members have 12 months continuous service at the date of commencement of Parental and/or Adoption Leave; and
- The primary caregiver responsibilities are shared.
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You will also be entitled to a special needs parking permit that allows you to access car parks located closer to the AIBN. These permits are available during pregnancy, for carers of breastfeeding babies and for carers with young children (parents with prams bays).
You are entitled to access up to 10 “Keeping in Touch” days during the first year of Parental Leave, and an additional 10 days during a subsequent period of Additional Unpaid Parental Leave. Keeping in touch days are intended to support you to remain connected with AIBN without losing your entitlement to parental leave, and thereby help to ease your transition back to work. The Keeping in Touch days are voluntary and must be agreed between you and your supervisor. Accessing these days does not extend any period of parental leave however staff on unpaid parental leave will be entitled to remuneration for these days.
You may be eligible to access government paid parental leave.
Learn more about government paid parental leave
The AIBN aims to promote and achieve a family friendly work environment. As Supervisors you play a key role in creating and supporting this endeavour. We acknowledge that there are many practical challenges faced by both staff and supervisors in achieving this, and AIBN aims to provide a framework of information and initiatives to support us all in achieving this goal.
As a supervisor it is important that you are supportive of staff taking parental leave, and where possible accommodate a flexible or gradual return work, and that you recognise the potential impact this absence may have on a staff member’s career. It is understandable that in this highly competitive funding environment that we operate, you will also have concerns about the impact this absence will have on your own research group.
As a first step, it is recommended that you have a discussion with the staff member to consider possible arrangements in the lead up to, during and following the parental leave period. It is important to set mutually agreeable expectations. This discussion will create a foundation in being able to effectively manage the parental leave period.
AIBN Parental Leave Funding Support
To assist you in progressing your career, the AIBN will provide financial support tailored to the needs of primary caregivers. These funds can be utilised to cover carer costs to enable you to write research grants, to hire support staff to progress your research during your absence or to fund a carer to travel with you to attend a conference. In the first instance, please discuss with AIBN Human Resources.
Advance Queensland Women’s Academic Fund (Government Scheme)
This fund supports the retention, development and progression of female researchers within Queensland based universities. The program encourages female researchers to return to their research careers following parental leave and offers the following funding:
- Maternity funding (up to $25,000) – to fund another researcher or research assistant to continue your research program while you are on maternity leave;
- Carer funding (up to $1,000) – to cover out-of-pocket childcare or respite costs incurred while you present at a conference or sit on a professional research committee.
AIBN and UQ Parental Support Services
UQ and AIBN have a range of service to assist during pregnancy and early parenthood. AIBN is committed to making achieving a work life balance easier parents in science.
Parents Room
AIBN has a designated parents room on level 1 for parents wanting to change or feed children in a private and comfortable environment.
We also have a designated child-zone on level 2 that provides a safe and comfortable environment where you can undertake desk work or meetings while also supervising your child in a play room equipped for children of all ages.
UQ Breastfeeding Network
The UQ Breastfeeding Network provides a support group for mothers on campus who are breastfeeding, and is open to all staff and students. The UQ Breastfeeding Network aims to provide an opportunity for women who are breastfeeding, who have breastfed or have an interest in breastfeeding, to meet other women in the same position. The program aims to provide a network for peer-support, to provide advice and information about breastfeeding, and a forum to provide feedback on the quality of the services and facilities available for parents who breastfeed on campus.
Networking Groups
- Women in Technology
- Women in Science Enquiry Network
- Women in Science AUSTRALIA
- The League of Remarkable Women in Science
Courses
- UQ Business School Women in Research Leadership Course
- UQ’s Career Progression for Women Program
- Leadership Tips for Women
Motherhood
- Mind Matters: Back to Work After a Baby
- A Case Study of a Mom-Scientist: Canopy Meg
- Scientists as Parents
- Pregnancy and the Lab--Feature Index
- Mothers in Science: 64 Ways to have it all
Articles
Your Suggestions
AIBN is comitted to supporting the career growth of female researchers. We are always open to suggestions for new initiatives and ways that AIBN can improve the support provided.
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