Gender Equity

The HMS workforce is the engine of Australia’s research, innovation, health and wellbeing, spanning universities, medical research institutes, health services and industry. It delivers world-leading advances from vaccines and public health breakthroughs to clinical innovations and biotechnology.

Yet the sector’s potential is constrained by structural and cultural barriers that limit women’s progression and leadership. These include insecure employment, fragmented career pathways, inequitable funding structures, and workplace cultures that do not always support inclusion and flexibility.

The Decadal Plan makes clear that equity is not just about fairness – it is fundamental to research excellence, national productivity, and health outcomes. Diverse leadership strengthens science, ensures research reflects the communities it serves, and drives better policy and practice.

• Women represent 52% of the HMS workforce but hold only 26% of the most senior leadership roles.
• Women occupy just 21% of Lead or Chief Investigator positions across major health research projects.
• 55% of women in the sector report career interruptions, compared with 27% of men – most commonly due to caregiving responsibilities.

Our vision is that by 2035, Australia’s HMS workforce will be a model of equity, inclusion and excellence; a sector where all women can reach their leadership potential and contribute fully to shaping research, innovation and policy.

The Plan envisions:

• An integrated national policy environment aligning gender equity across research, health, and industry.
• Transparent, fair and equitable funding systems.
• Secure and sustainable career pathways for women at all stages.
• Organisational cultures that are inclusive, safe and accountable.
  Coordinated, evidence-based implementation led through a National Taskforce for Advancing Gender Equity in HMS.

1. Integrated national policy environment: Align gender equity efforts across government, academia, healthcare and industry through a unified framework under the National Health and Medical Research Strategy.
2. Fair and equitable funding structures: Embed transparency and accountability across grant schemes, address bias in funding design, and support gender-balanced leadership in research investment.
3. Health and medical sciences workforce strategy: Develop a national workforce plan and data framework to track progress, improve equity, and support women’s advancement — including through targeted leadership and mentorship programs.
4. Organisational change for inclusive, safe and equitable workplaces: Strengthen leadership, culture and accountability across the sector to ensure environments where all researchers can thrive.
5. Implementation: Establish a National Taskforce for Advancing Gender Equity in HMS to drive coordinated reform, monitor progress and ensure sustainability across ten years of implementation.