MCRI is accredited under SAGE Athena Swan, the Australian national framework for gender equity in science and medicine.

• Joined SAGE in 2021 and committed to the ten SAGE Athena Swan Principles.
• Awarded the SAGE Athena Swan Bronze Award on 13 December 2023.
• Next on the pathway: SAGE Cygnet Award applications.
  
  

Our priority areas

• Policies and procedures: embedding equity and diversity in how we work.
• Workload and flexibility: alleviating workload stress and creating flexibility.
• Professional development: helping our people develop their skills.
• Career pathways: strengthening progression at every level.
• Culture and safety: aligning our culture with our values.
• Accessibility and mental health: a lens applied across all five priority areas.

Read our SAGE Application and Action Plan (PDF)

MCRI is eligible to apply for Horizon Europe research funding. Our SAGE Athena Swan Action Plan serves as our Gender Equality Plan, supported by our policies, governance and reporting obligations.

Read our full eligibility statement (PDF)

A Gender Equality Plan must meet four criteria, here is how we meet each of them.

1. Publication

Our commitment to gender equality is publicly available through:

• MCRI SAGE Athena Swan Action Plan 2024-2031
• MCRI SAGE Principles Letter (PDF)
• Our gender pay gap targets
• Our Strategic Plan
  
  

2. Dedicated resources

MCRI has dedicated leadership and resourcing to support gender equity initiatives:

• Nicole Kleppe, Gender Equity Diversity and Inclusion Manager
• Ben Fielding, Executive Champion, Cheif Strategy Officer
  
  

3. Data collection

We collect, analyse and report gender-related data to monitor progress and inform action:

• Annual WGEA reporting
• Gender disaggregated workforce data, reported each year
• People Experience survey
  
  

4. Training

MCRI provides training and capability-building initiatives to support an equitable and inclusive workplace:

• We have mandatory Appropriate Workplace Behaviour training for all staff, including prevention of sexual harassment
• Action 3.7.2 commits MCRI to establish training for gender equity, diversity and inclusion by 2031.
  
  

More information

• 2026 MCRI WGEA Employer Statement (PDF)
• MCRI WGEA Data Explorer
• VCGS WGEA Data Explorer
  
  

We report annually to the Workplace Gender Equality Agency (WGEA) and have set targets to improve gender equality in our workplace and close our gender pay gap.

Read our Employer Statement (PDF)

Unless otherwise stated, workforce data is reported as at 31 March 2026.

Workforce profile

MCRI employed 1,456 staff.

• 75.1% women
• 24.9% men
  
  

Academic workforce

Women represented 79.4% of academic staff (Levels A-E).

 
Leadership

• Women held 40% of senior leadership positions (CEO, Heads of Business and Key Management Personnel).
• Women held 61% of people leader positions.
  
  

Gender pay gap

MCRI's average and median total remuneration gender pay gap was 18.2%.

Employment arrangements

Full-time, part-time and casual employment

Among female employees:

• 31.4% worked full-time
• 47.9% worked part-time
• 20.7% worked casually

Women represented:

• 85.4% of all part-time employees
• 67.9% of all full-time employees
  
  

Parental leave

• 94% of primary carers taking parental leave were women.
• 71% of women who returned from parental leave remained employed at MCRI after 12 months.
  
  

Students

Among HDR and visiting students:

• 78% women
• 22% men
  
  

Diversity and inclusion

Data from employee survey responses collected on 28 August 2026.

Caring responsibilities, LGBTQIA+, disability, cultural background, age:

• 50% reported caring responsibilities.
• 1% identified as gender diverse (non-binary, gender diverse, gender fluid or gender queer).
• 9% identified as LGBTQIA+.
• 22% reported English as a second language.
• 16% reported a physical and/or mental health condition and/or disability.
• 67% identified with a cultural background other than Australian.
• 22% identified with a non-European background.

Systems and processes

There are 36 actions. 58% are completed or started.

I would recommend MCRI as a great place to work

• Result: 91%
• Change: +1

MCRI's policies, procedures, practices and programs consider the diversity of our people, their needs and work experience

• Result: 81%
• Change: +11

Most of the systems and processes here support us getting our work done effectively

• Result: 69%
• Change: +6

Action completed in 2026: MCRI Policy Audit and Review. Reduced the overall number of policies and made sure every policy is accessible and easy to understand.

Workload and flexibility

There are 36 actions. 58% are completed or started.

I am able to arrange time out from work when I need to

• Result: 91%
• Change: +1

We are genuinely supported if we choose to make use of flexible working arrangements

• Result: 89%
• Change: +2

Generally, I believe my workload is reasonable for my role

• Result: 74%
• Change: −2

Workloads are divided fairly among people where I work

• Result: 61%
• Change: −3

Action completed in 2026: Parenting and expressing room. A dedicated space for parents returning to work.

Professional development

There are 28 actions. 43% are completed or started.

I know what I need to do to be successful in my role

• Result: 89%
• Change: +4

My people leader encourages me to undertake further training and pursue personal development opportunities relevant to my career

• Result: 74%
• Change: +11

My People Leader has shown genuine interest in my career aspirations

• Result: 74%
• Change: +3

Action completed in 2026: Organisational Development role resourced. Created to review MCRI training and career pathways.

Career pathways

There are 54 actions. 52% are completed or started.

I see myself still working at MCRI in two years' time

• Result: 70%
• Change: +7

I believe there are good career opportunities and pathways for me at MCRI

• Result: 48%
• Change: +1

I am familiar with MCRI's criteria for promotion

• Result: 43%
• Change: +19

Action completed in 2026: Gender pay equity review and representation targets. Conducted the review and set targets to guide our career pathway work.

Culture and safety

There are 50 actions. 72% are completed or started.

Curiosity: MCRI actively cultivates an environment where questioning, exploring new ideas and learning are genuinely valued

• Result: 83%

Integrity: MCRI operates with integrity, decisions, processes and practices here consistently reflect honesty and accountability

• Result: 79%

The culture of MCRI prioritises psychological safety at all levels

• Result: 68%
• Change: +7

At MCRI there is open and honest two-way communication

• Result: 64%
• Change: +3

Courage: At MCRI, people are encouraged to take bold action, even when the outcome is uncertain

• Result: 62%

Action completed in 2026: MCRI values launched and all gender bathrooms opened. Values co-designed with staff and now part of how we work.

Accessibility and mental health

There are 32 actions. 69% are completed or started.

Progress

• Average gap in 2022: 4.4 percentage points
• Average gap in 2026: 3.1 percentage points

Every action in this plan carries an accessibility and mental health focus. The gap in favourable responses between people who report a physical or mental health condition or disability, and staff overall has narrowed since 2022, measured in percentage points across all survey factors.

Progressed in 2026: This priority area is progressed through every other priority area rather than as separate work.

Action status as of October 2026. Survey results are from the August 2026 MCRI People Experience Survey, MCRI staff only, and show the percentage who agree. Change is in percentage points against the 2024 People Experience Survey.