On 1 June 2003 the University established a fund to assist both continuing and fixed-term full-time and fractional female academics to re-establish their careers, after returning from maternity leave. Each female academic is able to access up to a maximum of $10,000 for this purpose.

This fund was established to provide support to women returning from maternity leave to advance their academic career.

The funds may be accessed for any legitimate University purpose that meets the goals of the fund, which might include (but not necessarily be restricted to):

The funds are not a grant provided directly to the employee. The funds will be accessible through an appropriately established project account within the school/centre of the employee and will be available for a period of up to 2 years.

The funds will cease to be available to the academic on termination of their employment.

Unspent funds are to be returned to the Career Advancement Fund central account and the Executive Officer, Human Resources notified.

All equipment purchased from the fund will be the property of the University.

The fund must not be used for expenditure that will incur Fringe Benefits Tax (FBT). That is, expenditure that provides a direct benefit to the employee and/or their associates (eg. spouse, relative, partners). Examples of items subject to FBT include childcare expenses, cars and entertainment expenses.

All full-time and fractional female academics returning from maternity leave after 1 June 2003 are eligible for access to the fund. The fund is not available to casual academic staff.

Female academics on research grants (eg. ARC/NHMRC) returning from maternity leave are eligible.

A female academic who has taken adoption leave is eligible for access to the fund.

The amount of funds available to each female academic is based upon the full-time or fractional hours of appointment normally worked by the academic prior to her commencing the period of maternity leave. The amount for which she is eligible is not dependent upon the level of appointment upon return from maternity leave. The maximum amount available is $10,000 per academic.

For example, an academic appointed on a full-time basis prior to commencing maternity leave and returning on either a full-time or a fractional basis is eligible for the fund establishment of $10,000; or, an academic on a 0.6 appointment returning from maternity leave on either a full-time or fractional basis is eligible for the fund establishment of $6,000.

i. The Director, Human Resources is the signing authority for this fund.

ii. At the start of each month, the Leave Officer, Human Resources will advise the Director, Human Resources of the names of female academics returning from maternity leave in the previous month.

iii. Each academic will be individually notified in writing by the Director, Human Resources of the availability of a Career Advancement Fund.

iv. The School is required to set up an account titled "[Name of academic staff member] Career Advancement Fund" and advise the Director, Human Resources of the chartfields.

v. The Director, Human Resources will arrange for the funds to be transferred into the relevant account.

vi. All expenditure from the School account must fall within this policy and be authorised by the Head of School.

Queries related to this policy can be directed to the Executive Officer, Human Resources (ext. 51528) or the relevant Faculty HR Consultant.

- Vice-Chancellor’s Childcare Support Fund
- UNSW Finance – Information on FBT