The FLEET Suggestion Box (intranet-based) allows members to provide feedback about the Centre in general or raise any matters that need management attention.

FLEET has also implemented a new procedure and support for any members who have witnessed or experienced unacceptable behaviour.

With unprecedented impacts from Covid-19 in the way we work and live, Centre management has focused on maintaining connection and ensuring members are aware of available support and remote working resources.

FLEET also ran a specific ‘pandemic and you’ survey to get members’ feedback on how Covid and surrounding issues were affecting them, and to ask how FLEET could better support members.

We found that members were affected in many different ways, both positive and negative. Some found benefits in working from home, including better work–life balance, more time to spend with family, and fewer distractions and interruptions.

However, many others struggled, particularly members with caring responsibilities and those doing experimental projects who have been unable to access labs.

The survey confirmed that our students and early-career researchers (ECRs) were worried about future career prospects due to the reduced availability of research positions. They were also worried about their individual competitiveness due to lab closures and reduced productivity.

To help bridge the gap and ensure that students are well placed to transition into the next phase of their research training, FLEET created PhD write-up scholarships for students affected by Covid restrictions, allowing them to continue writing-up papers and/or finish projects after submitting their PhD and while waiting for examiners’ reports (see case study).

A key component of developing successful strategies is to measure and track progress. FLEET’s annual survey helps us understand the quality and impact of current initiatives. Of the 34% of members who responded:

• Over 90% found their workplace inclusive and respectful, up from 80% in 2019
• 80% were aware of FLEET equity and family-friendly policies and initiatives, down from 90% in 2019
• Over 90% agreed that FLEET values equity and diversity, the same as 2019
• 87% were aware of opportunities FLEET provides to help make it easier to be a woman in STEM, down from 96% in 2019
• Almost 90% felt they are encouraged to progress their career goals within FLEET and take up career development opportunities, the same as 2019.

Members suggested numerous ideas to help increase the Centre diversity and inclusiveness, such as:

• Creating Women in FLEET-like scholarships and fellowships for other minority and under-represented groups
• Promoting interactions and networking among different diversity groups through social events
• Running training in how to lead a diverse team
• Highlighting and celebrating different cultures within the Centre
• Developing outreach programs to reach specific minority groups, such as Indigenous Australians and people with disabilities, potentially starting with school students.

One member suggested that FLEET should strive for a tomorrow when the Centre no longer need an Equity and Diversity Committee. A worthy goal!

On the type of opportunities that FLEET can provide to help members build their careers, members have noted workshops on identifying transferrable skills, career planning and industry engagement.