The year 2020 marks the 10th anniversary of the Australian Paid Parental Leave Act 2010. Using Baird’s orientations typology and Brighouse and Wright’s equality framework, with evidence from the Workplace Agreements Database and the Workplace Gender Equality Agency, this article assesses changes in policy, bargaining and company provisions over the decade. We find that policy changes may enable more fathers and partners to take leave, although the period is short and barriers to uptake exist. In bargaining and company policy, we find modest growth in the proportion of agreements with paid primary and paid secondary carer leave provisions, but no movement in the duration of the leaves, with secondary carer leave much shorter. We conclude that although these changes suggest growing attention to improving women’s working conditions and fathers’ access to parental leave, short secondary carer leaves set normative standards of fathers as ‘supporters’ rather than recognising substantive involvement in care. Consequently, the changes do not promote gender-egalitarian sharing of parental leave. While the introduction of the government scheme was a ‘giant leap’, the 10 years since have seen modest ‘baby steps’ towards greater gender equality in the availability and potential use of paid parental leave.

2020年是《 2010年澳大利亚有薪育儿假法》颁布十周年。本文使用贝尔德的教育方向类型学，布里格豪斯和赖特的平等框架，并结合工作场所协议数据库和工作场所性别平等局的证据，对政策，谈判和协议的变化进行了评估。十年来公司的规定。我们发现，政策修改可能使更多的父亲和伴侣可以休假，尽管这段时间很短并且存在接受障碍。在讨价还价和公司政策中，我们发现带薪主要陪护假和带薪次要陪护假的协议所占比例略有增长，但休假期间没有变化，次要护侍假的时间要短得多。我们得出的结论是，尽管这些变化表明人们越来越关注改善妇女的工作条件和父亲获得育儿假的权利，但短暂的二级照顾者休假将父亲的规范标准设定为“支持者”，而不是承认他们实质性地参与照料。因此，这些变化不会促进两性平等分享育儿假。尽管引入政府计划是一次“巨大的飞跃”，但是从那之后的十年中，在带薪育儿假的可获得性和潜在使用方面，迈出了适度的“婴儿步骤”，以实现更大的性别平等。