We are committed to achieving Gender Equity in PEB’s processes and activities. Through surveys and consultation with our staff and students we have established a series of practical aims, family friendly policies and principles and ongoing disclosure of key indicators about the percentage of support, employment and opportunity for female researchers and students. These aim to supplement and complement, but not duplicate, processes already underway in our Partner Universities through their adoption of the Athena Swan Charter via SAGE initiatives (www.sciencegenderequity.org.au).
| Aim | Action |
| Enable staff with child care responsibilities to participate in major PEB meetings/retreats | Aid child care during major PEB meetings/retreats |
| Enable early career researcher (ECR) and students with carer responsibilities to participate in national/international meetings | Establish a PEB Dependent Travel Fund to aid an ECR or student who has primary caring responsibility for a young child to attend an international or interstate conference, such as provision of an airfare for a carer to accompany them to the conference. |
| Provide opportunity for mid and early career female ECRs to gain access to a PhD scholarship and funding for a PhD student outside the existing competitive processes at collaborating universities | The Rana Munns Award initiated using funding from Centre partner GRDC was competitively awarded in 2017 |
| Provide career recognition of mid-career female plant scientists in Australia by establishment of a national award | We collaborated with ASPB, CSIRO and CoE Translational Photosynthesis to initiate the Jan Anderson Award by ASPB that was first awarded in 2018 |
| Provide opportunity for collaboration awards between female researchers to meet and build projects | Collaboration Awards will be initiated in 2018 and continue in 2019 and beyond |
Family friendly work hours
- Flexible working hours are encouraged particularly if it assists families’ and carer’s participation in the workforce
- The centre recognises that there are times when working from home is preferable or necessary and this can be negotiated with a member’s direct supervisor
- All positions with PEB are offered with a part-time option
Family friendly meeting times
- PEB can provide flexible travel allowances so that researchers and students with children can attend meetings, conferences and workshops
- Core PEB meetings take place between the hours of 10am and 2pm where possible and in consultation with attendees when outside this time
- Children are permitted to attend meetings where practical
- PEB provides child care options for the Annual Forum each year, where practical
Family friendly workplace environment
- PEB can assist with relocation questions regarding schools and childcare if required
- Children are welcome in the workplace, especially during the School Holidays
Percentage of PEB personnel in the following categories who are female:
| 2014 | 2015 | 2016 | 2017 | 2018 | 2019 | 2020 | |
| Chief Investigators | 10% | 10% | 10% | 10% | 18% | 18% | 18% |
| Partner Investigators | 50% | 63% | 63% | 63% | 63% | 63% | 63% |
| Affiliated Researchers | 50% | 47% | 47% | 45% | 56% | 55% | 57% |
| All current postdoc researchers | 46% | 43% | 39% | 44% | 37% | 46% | 49% |
| New staff accepting PEB jobs | 56% | 46% | 47% | 38% | 56% | 67% | N/A |
| Visiting researchers | 33% | 27% | 18% | 21% | 15% | 11% | N/A |
| All current PhD students | 45% | 50% | 51% | 44% | 56% | 55% | 53% |
| New PhD students starting | 47% | 50% | 57% | 21% | 83% | 14% | 100% |
| Presenters at PEB forums | 30% | 27% | 43% | 49% | 43% | 45% | N/A |
| Travel support given to Centre students and postdocs | 23% | 57% | 44% | 62% | 66% | N/A | N/A |