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7. ACTION PLAN The action plan should present prioritised actions to address the issues identified in this application.
We have grouped our Action Plan into the following sections:
1. Data Collection
2. Progressing Athena SWAN
3. Student Recruitment, Admissions, and Attainment
4. Staff Recruitment and New Starters
5. Promotion
6. Career Development
7. Maternity, Paternity, Parental Leave, Flexible Working, and Career Breaks
8. Departmental Culture
Abbreviations used in Action Plan
HoS Head of School
HoSub Head of Subject
SAT Self Assessment Team
HR Human Resources
GEC Gender Equality Champion
DoT Director of Teaching
PDR Performance and Development Review
R&T Research and Teaching
MPA Managerial, Professional, and Administrative
UG Undergraduate
PG Postgraduate
PDRA Postdoctoral Research Assistant
SFC Scottish Funding Council
Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome1.Datacollection1.1 RepeatSchoolCultureSurvey Continuetogatherinformationon
staffexperiences,andmonitoreffectivenessofActionPlan
September2018,September2020
GenderEqualityChampion(GEC)
Maintainhighcompletionrate≥68%,improvementinresults(seeotherActions)
1.2 Monitorgenderbalanceofpart-timestudents
Numbersofpart-timestudentsatbothUGandPGlevelsarelow,butitisimportanttomonitorthesetoidentifyandaddressareaswherethereisgenderimbalance
FromSeptember2017
DirectorsofTeachingforUGandPGatSubjectlevel
Genderbalanceforpart-timestudentsinallsubjectsinlinewiththeScottishFundingCouncil(SFC)’stargetsby2020.(SFCtargetsaimfornouniversitysubjecttohaveagenderimbalanceofgreaterthan75%ofonegenderby2030.)
1.3 SurveyfemalePGTleaverswithaviewtoidentifyingbarrierstoPGRprogression.
Thereisasignificantgap(22%)betweenfemalestudentsatPGTandatPGRlevels.Femalestudentsareunder-representedatPGR.
FromSeptember2017
DirectorsofTeaching(PG)
Identificationofissues,tobeaddressedbySATinfutureactions
1.4 Collectdataonthegenderratiosofsupervisorstosuperviseesinordertoencouragepotentialsupervisorstobeawareofanyunconsciousselectionbias
AdmissionsdataforallthreeyearsshowthatfewerwomenapplyforPGRcourses,andin2015-16weredisproportionatelyunsuccessfulwhentheydidapply.
FromSeptember2017
DirectorsofTeaching(PG)
CompletedataaboutgenderratioofsupervisorstosuperviseesatPGRlevel
1.5 Surveyexitinterviews,andgatherdatafromfuturestaffsurveys,concerningreasonsforstaffleaving,andreasonsthatwouldmakestaffleave
WomenareunderrepresentedatGrade8andaboveinfourofthesixSchoolsubjectareas.Weneedtomonitorwhywomenmightleavepriortoachievingpromotiontotheselevels.
FromSeptember2017
HeadofSchool/HeadsofSubject
ImproveddatafromexitinterviewsandStaffCultureSurveyaboutreasonsforleavingtheSchool/University.
1.6 ContinuetoreviewdegreeoutcomesbygenderforallSubjectsinordertodeterminefurthertrendsinattainment
Attainmentdatashowarangeofdifferentoutcomesbygender.Forinstance,therehavebeenveryrecentimprovementsinfemaleattainmentinsomesubjects–forinstance,Celtic&Gaelic,andClassics–butweneedtoensurethatthesearemaintained,andputinplacemeasuresiftheyarenot.
Annually DirectorsofTeaching/ExaminationOfficers
ImprovedunderstandingoftrendsinattainmentandreportingtoSchoolManagementGroupofanyactionrequired.
1.7 ArtsLabtocollectandsharewithSATdataongenderandcareerstageofthoseattendingitsworkshopsongrantapplications
WeaimtoincreasegrantcaptureacrosstheSchool,anditwouldbehelpfultohaveinformationonwhoisattendingworkshops,sothatwemightencouragethosewhoarenottotakeadvantageofthese.
Ongoing,reportprovidedatendofeachacademicsession
ArtsLab/GEC ImprovedunderstandingofgenderandcareerstageofthoseattendingArtsLabworkshopsviarobustdata.
1.8 InFocusGroupworkandInnextSchoolCultureSurvey,investigatereasonswhysomefemalestaffreportedthatgenderimpactedunfairlyontrainingopportunities
StaffCultureSurveyindicatedthatsomefemalestaffthoughtgenderhadanegativeimpactontrainingopportunities.Sincewewantopportunitiestobe,andbeseentobe,opentoallregardlessofgender,wewanttodiscoverwhytherewasthisnegativeperceptionamongstsomestaff.
FromSeptember2017
GEC/SAT Improvedunderstandingofreasonswhyfemalestaffreportnegativeimpactofgenderontrainingopportunities,andimprovedresultsinthenextSCS
1.9 Collectdataonstaffparticipationinoutreachandengagementactivities
StaffcontributiontooutreachandengagementisrecognisedinthePDRandinpromotioncriteria.WedonotcurrentlyhavedataatSchoollevelaboutparticipation,anditisimportanttorectifythissothatwehaveapictureofwhattheSchoolcurrentlydoes,andsothatwecanthinkofwaysofenhancingouroutreachandpublicengagementactivities.
FromSeptember2017
HoSubs,HR DatabaseonoutreachactivitiessetupbySeptember2018
Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome2.ProgressingAthenaSWAN2.1 AppointaGenderEquality
ChampiontobeLeadforSATItisimportantthatSAThasthemeanstooverseeimplementationoftheActionPlan,andthisisbestachievedviatheSchool’sappointmentofapersonwithoverallresponsibilityforimplementingtheseactions(withappropriateworkloadallocations)
September2017 HoS GECappointedbySeptember2017
2.2 MonitorcompositionofSAT,ensuringthatnofewerthan50%ofSATcommitteemembersaremale,andadvertiseopportunitiestojoinSATacrossalljobfamiliesinSchool
ItisimportantthattheSATisdiverseandhasappropriatebalanceofgender,jobfamily,subjectarea,andgrade.OfparticularconcernhereisthatsuitablenumbersofmalecolleaguesarerepresentedontheSAT,toavoidfemalestaffbeingoverburdened,giventheunderrepresentationofwomenintheSchool.
FromSeptember2017
GEC,HoS GenderbalanceonSAT,withatleast50%ofSATcommitteebeingmale
2.3 RemitofSATtobeexpandedtoaddressequalityanddiversityissuesmorebroadly,inparticularthoseconcerningrace,class,andsexualidentity
ItisimportantthattheremitofSATisexpanded,toincludeequalityanddiversityissuesmoregenerally.
FromSeptember2017
GEC,SATGEC,SAT Equalityanddiversityissuesconcerningrace,class,andsexualidentitytobeastandingitematallSATmeetings.Considerationsofraceandotherprotectedcharacteristicswillbeincludedinfuturequalitativeandquantitativedataanalysis
2.4 ImplementationofActionPlantobestandingitematSubjectandSchoolManagementGroupMeetings
Thereneedstobeinformationabout,andsupportfor,implementingtheActionPlanatalllevelsoftheSchool
FromSeptember2017
HoS,HoSubs ImplementationofActionPlantobestandingitematthesemeetings
2.5 GECandSATmemberstobegivenappropriatesupporttoimplementactionplan.SATworktoberecognizedexplicitly
TheSchoolandUniversityrecognisetheimportanceofEqualityandDiversitywork,andthetime-consumingnatureofimplementing
FromSeptember2017
HoS,HR GECandSATactivitytobeincorporatedintoSchool/Collegeworkloadmodel
asavaluedcontributiontoLeadership,Management,andCitizenshipinthePDRprocessandinpromotions.School/CollegetoconsiderpossibilityofincludingSATactivityinthenewCollegeworkloadmodel.
theActionPlan.SostaffontheSATneedtobecreditedfortheirworkonthis.
2.6 SATtoworkwithotherSchoolstohelpembedAthenaSWANactivitythroughouttheCollegeofArts.
TheSchoolofHumanities/SgoilnanDaonnachdanisthefirstintheCollegeofArtstoapplyforanAthenaSWANaward.ItisimportantthatweshareourexperienceandknowledgethroughouttheotherthreeSchools,tohelpidentifyproblemareas,sharebestpractice,andassistwiththeirownAthenaSWANapplications.
FromSeptember2017
GEC/SAT GEC/SATtoliaisewithotherSchools,toembedASactivitythroughouttheCollege.CollegenetworkofSATmembersandChairstobeestablishedinfirstyearofActionPlan.
Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome3.StudentRecruitment,Admissions,andAttainment3.1 IncreasepercentageofmaleUG
andPGTstudentsinArchaeology,Classics,Celtic&Gaelic,andInformationStudies(HATII),throughanumberofmeasures.Wewill:(i)Enhanceourrecruitmentactivitiessothatmalestudentsareencouragedtoapplyforthesesubjects.Thesewillincludeensuringgenderbalanceinstaffrepresentingatopendaysandoffer-holderdays;ensuringbothmaleandfemale‘pointsofcontact’forvisitorsonthesedays;balancedproportionofimagesofmaleandfemalestaffinrecruitmentandadvertisingmaterialsatSubjectandSchoollevelsinbothpublishedinformationandonline;experiencesofmalestudentstobeprominentinrecruitmentandadvertisingmaterials,andtoensuremalestaffareengagedinoutreachactivities.(ii)IdentifyhighperformingmaleUGstudentsinthesesubjectstodiscussprogressiontoPGTstudyandsupportforapplications.
Thereissignificantunder-representationofmalestudentsinthesesubjects,atbothUGandPGTlevels.Wewishtobalancethis,inlinewiththeScottishFundingCouncil’sGenderActionPlanof2016.Thisaimsfornouniversitysubjecttohaveagenderimbalanceofgreaterthan75%ofonegenderby2030.In2015-16,bothArchaeologyandCeltic&Gaelichadfewerthan25%malestudents.Althoughnumbersareverylow,itisimportanttomonitorgenderbalanceofpart-timestudentstoensurethatthisisn’taproblem.
Ongoing AdmissionsOffice;opendayandofferholderdayorganisers;PGconveners
Reducedimbalanceinthesesubjectsby2020,inlinewithSFC’starget≥25%male
(iii)Ensurepart-timestudyoptionisprominentinourcoursedocuments,onlineinformation,andatOpenDays.
3.2 DevelopastrategytoincreasepercentageoffemalestudentsprogressingfromPGTtoPGR.Wewill:(i)TargetprogrammeswithlowestrateofPGTtoPGRconversionviarecruitmentandawareness-raisingmeasures.(ii)EnsurePGconvenersmeetwithallfemalePGTstudentstodiscussopportunitiestoprogresstoPGR(iii)SurveyfemalePGTleaverswithaviewtoidentifyingbarrierstoPGRprogression.(iv)InitiateaseriesoftalksfromcurrentfemalePhDstudents,directedatPGTstudents,aboutthepositivestepsonecantaketowardssuccessfulPGRapplicationsandstudy.(v)Collectdataonthegenderratiosofsupervisorstosuperviseesinordertoencouragepotentialsupervisorstobeawareofanyunconsciousselectionbias
Thereisasignificantgap(22%)betweenfemalestudentsatPGTandatPGRlevels.Femalestudentsareunder-representedatPGR.AdmissionsdataforallthreeyearsshowsthatfewerwomenapplyforPGRcourses,andin2015-16weredisproportionatelyunsuccessfulwhentheydidapply.ThissuggeststhatthemainissueforustoaddressisincreasingthenumberofwomenapplyingtoPGRprogrammes.
FromSeptember2017
HoS,GEC,PGconveners
ImprovedprogressionfromPGTtoPGRacrossSchoolGenderbalance(50:50)atPGRacrossSchoolby2020.
(vi)RaiseawarenessofthisissueamongPGTandPGRconvenersandproduceguidelinesformaximisingthepotentialofapplicationsforPGRfunding.
3.3 IncreasenumberoffemalestudentsinPhilosophyandWarStudiesPGTprogrammes,andthenumberofmalePGTstudentsinInformationStudies(HATII).PGconvenersinPhilosophyandHATIItocommunicatewithpromisingfemaleandmaleUGstudentsintheSubject,respectively,advertisingPGTcourses,encouragingthosewhowishtocontinuestudyingthesubjecttoapplytoGlasgow,andhighlightingfundingopportunities.
Womenareunder-representedinPhilosophyPGTprogrammes.Menareunder-representedatPGTlevelinHATII,withnomalePGTstudentinthepastthreeyears.
FromJanuary2018,andannually
SubjectPGconveners ImprovedpercentageoffemalePGTstudentsinPhilosophy(atleast40%),andmalePGTstudentsinHATII(atleast40%),by2020.
3.4 AllsubjectareastomonitornumberofacceptancestooffersatUGandPGlevels,andevaluatestepstakeninrecruitmentandadmission.
Somesubjects–forinstance,Philosophy–haveseenadecreaseinofferstofemaleapplicantsbeingaccepted,relativetomaleapplicants,overthelastthreeyears.InotherSubjectsfemaleapplicantsaremarginallybutconsistentlymoresuccessful.Weneedtomonitorthesetrends,andimplementactionstoenhancerecruitmentwhereacontinuingnegativepatternemerges.
Annually AdmissionsOffice/DirectorsofTeachingforSubjects
AnnualfiguresforacceptancestooffersforallSubjectsgathered.
3.5 ReviewdegreeoutcomesbygenderforallSubjectsinordertodeterminefurthertrendsinattainment,andtoreportonthisissueateachSubject’sExaminationandTeachingReviewMeeting.
Attainmentdatashowarangeofdifferentoutcomesbygender.Forinstance,therehavebeenveryrecentimprovementsinfemaleattainmentinsomesubjects–forinstance,Celtic&Gaelic,andClassics–butweneedtoensurethatthesearemaintained,andputinplacemeasuresiftheyarenot
Annually SubjectExaminationOfficers,DirectorsofTeaching
Annualfiguresfordegreeoutcomesbygendertobegathered
3.6 SeniorHonoursstudentsinallSubjectsaretobegiventheoptionofhavingadissertationsupervisorofthesamegender.STEMMcolleaguesnotethatthisactionhashelpedtheirfemalestudents
MalestudentsinsomeSubjects–forinstance,InformationStudies-arelesssuccessfulthanfemalestudents.Weneedtoachievegenderbalanceinattainmentacrossallsubjects
Annually DirectorsofTeaching Increaseinnumberofmalestudentsachievinghighestgrades(zeromalegraduatesachievingfirstsbetween2014/14-2015/16)inInformationStudies(andotherproblematicsubjectsthatemergepost-2017)by2020
3.7 Staffmarkingcourseworkthatisnotanonymizedwillhavetoundertakeunconsciousbiastraining
SomeUGandPGcourseworkisnotanonymized.ThiswillincludeSeniorHonoursdissertationsattheUGlevel,andclasspresentationsattheUGandPGTlevels.Weneedtoensurethatthereisnobiasintheassessmentofthiswork
Annually HoSubs,HR 100%ofacademicstaffwithmarkingresponsibilitiestohaveundertakenunconsciousbiastrainingby2019
Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome4.StaffRecruitmentandNewStarters4.1 Increasenumberoffemale
applicantsforacademicjobswithintheSchoolatR&Tlevel.Actionswillincludethefollowing:(i)Schooltoactivelyencouragestafftoshareacademicjobadvertisementswithpotentialwomenapplicants.(ii)AdvertisementsforallpostswithintheSchooltoincludeastatementwelcomingfemaleapplicantsandunderrepresentedgroupsandstatingthattheSchooliscommittedtoGenderEquality.InstitutionalAthenaSWAN(AS)Awardtobeusedonadverts.Ifthisapplicationissuccessful,ASBronzeDepartmentalAwardlogo,alongwithstatement,tobeaddedtotheadverts.ForPhilosophyadverts,BPA/SWIPGoodPracticeSchemelogotobeincludedinalladverts.(iii)Ensurethatallmembersofappointmentpanelshavecompletedonlineunconsciousbiastraining.(iv)AversionoftheBritish
Schooldataindicatethatwomenareunder-representedinjobapplications,especiallyinHistoryandPhilosophy.
OngoingfromSeptember2017
HoS,HoSubs,GEC,HR ImprovedpercentageoffemaleapplicantstoacademicjobsatR&Tlevel.IncreasedapplicationstopositionsinHistoryandPhilosophyfromwomento30%by2020.Informationaboutimpactonactionsonapplicationrates.
PhilosophicalAssociation/SocietyforWomeninPhilosophy’sGoodPracticeScheme,currentlyadoptedbyPhilosophy,willberolledouttoallsubjectsintheSchool;subjectswillbeencouragedtoputinplaceanactionplaninlightoftheScheme’srecommendations.(v)ReviewimpactoftheseactionswithrespecttoapplicationratesfornewpositionsintheSchool.
4.2 DevelopandimplementastrategytoincreasePGRapplicationstoPDRApositions.Actionswillincludethefollowing:(i)StaffapplyingformajorgrantsshouldbeencouragedtotargetwomenapplicantsforPDRApositions.(ii)SetupadatabaseofrelevantPDRAopportunities,inconjunctionwithArtsLab,andpromotethistoPGRstudentsintheSchool.(iii)InvitesuccessfulfemaleacademicswhofollowedaPDRApathwaytospeaktocurrentfemalePGRstudents;thiscouldbeaneventrunbytheSchool
PDRApositionsareextremelyimportantforearlycareerresearchers,givingthemtimetodevelopresearch,grantcapture,andimpactactivitieswithoutteachingandadministrativeburdens.ThiswillincreasethenumberofwomeninapositiontomeetEssentialcriteriaforGrade7positions.
OngoingfromSeptember2017
GEC,SchoolResearchOfficer,ArtsLab
ImprovedpercentageoffemalePDRAsinSchool.Genderbalance(50:50)inPDRApositionsinSchool
networkforfemaleresearchers(fordetailsonnetwork,seeAction5.5(v)below).(iv)IncludeadviceonPDRAschemesandopportunitiesinPGinductionandtrainingevents
4.3 Ensurestaffonfixed-termcontractssignupfortheJobSeeker’sRegister
Weaimtomaximisecontinuityofemploymentforstaffonfixed-termcontracts.Tomaximizechangesofredeployment,wewantexistingstafftoregisterfortheJobSeeker’sRegister,whichguaranteesinterviewforstaffmeetingcriteriafornewpositionsintheUniversity.
FromSeptember2017
HoSubs/LineManagers
AlleligiblefixedtermstafftobeencouragedtosignupforJSRduringtheirtermofemploymentatGlasgow
4.4 ProduceaSchoolStaffHandbookforallstafftostrengtheninductionandawarenessofpolicies.Handbooktoincludeinformationaboutinduction,Universitystructures,markingscheme,teachingtimetable,mentoring,equality&diversity,roledescriptionsforjobswithintheSchool,andotheritemstobeincludedasaresultofstafffeedback.
FeedbackfromtheStaffCultureSurveysuggestedsomedissatisfactionwithinformationaboutroles.StafffeltthatmorecouldbedonetoinformthemabouttheUniversity,College,andSchool,especiallyatanearlystageintheircareers.
September2018 HoS,HoSubs,HR ImprovedperceptioninSchool,measuredbyfeedbackonstaffconsultation,ofinductionprocesses,mentoring,andsimilarissues.<10%ofstaffexpressingdissatisfactionwithinformationaboutrolesinStaffCultureSurveyby2020
4.5 SchooltoencourageuptakeofitsnewMentoringscheme
StaffCultureSurveyindicatednoissueswithmentoringofjuniorcolleaguesbyseniorcolleagues.Nevertheless,wewillencourageallstafftomakeuseoftheMentoringscheme,giventhegreatbenefitsthatmentoringaffords.
FromSeptember2017
HoS,HR Strongperceptionanduptakeofformalmentoringopportunities,atleastequaltofiguresin2016StaffSurvey,asevidencedbythe2018StaffCultureSurvey.
Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome5.Promotion5.1 Improvepromotionspipeline,
andinsodoingimprovenumberoffemalestaffatGrade8andabovethroughoutSchool.(i)TheSchoolResearchConvenerwillmeetwithfemaleR&TstaffatalljoblevelsinSchoolsubjectstodiscussgrantproposals,toarticulatethesupportthatisavailablefromArtsLabandelsewhere,andtoencourageapplicationsifappropriate.FemaleR&Tstaffwillalsobeencouragedtoapplyforgrants,aspartoftheannualPDRprocess.Schoolwillinitiate‘confidentwriting’workshops,viaArtsLab,andtargetedatfemaleR&Tstaff.Schoolwillsetupfocusgroupstoaddresstheissueofwhyfemalestafffeellesssupportedinthepromotionprocess.(ii)FemaleR&Tstafftobeencouragedtodevelop/beincludedinongoingImpactCaseStudiesforREF2020.(iii)Femalestafftobesupportedinundertakingpublicengagementopportunitiesto
TherearegenderimbalancesatGrade8andaboveacrosstheSchool.Inaddition,25%ofwomenintheStaffCultureSurveydisagreedwiththestatement‘Ihavebeenencouragedtoapplyforpromotion/regradingwithintheSchool’;only20%offemalestaffreportedthattheyhadappropriatesupportateverystageofthepromotionprocess;and15%ofwomenanswered‘No’tothequestion‘Ihavebeentreatedfairlyregardlessofmygenderinthefollowingrespects:Promotion/Regrading’.OtherissuesconcerndecreaseinmovementoffemalestafffromGrade7throughtoReader.Improvingpercentagesherewillbeimportantforimprovingpercentagesoffemaleprofessors.Givenpromotioncriteria,actionstargetinggrantcapture,impact/publicengagement,anduniversityservicewillbetargeted.
AllactionsongoingfromSeptember2017
HoS,HoSubs,SchoolResearchOfficer,ArtsLab,SubjectImpactOfficers,GEC,HR
ImprovepercentageoffemalestaffatGrade8andaboveinR&Tpositionstoatleast40%inlinewithoverallcohort.PercentageoffemalestafftobeaboveBenchmarksforsubjectsby2020.<20%femalestaffwhodisagreethattheyhavebeengivensufficientencouragementtoapplyforpromotion,asindicatedinfutureStaffCultureSurveys,by2020.
developpublicprofile.(iv)AppraisersforPDRprocesstobetrainedinorderthattheycancontinuetoeffectivelyencouragefemalestafftoapplyforpromotionwhereappropriate,andtoensurethatstaffareawareofpromotioncriteria(v)SetupaSchoolnetworkforfemaleacademicstafftoexchangecareeradviceandofferprofessionalsupport.SuccessfulfemalestaffatProfessoriallevelwillbeencouragedtospeakatnetworkevents.SuccessfulmalestaffatProfessoriallevelwillalsobeencouragedtotakepart.(vi)Surveyexitinterviews,andgatherdatafromfuturestaffsurveys,concerningreasonsforleaving/reasonsthatwouldmakeoneleave.
5.2 EnhanceawarenessofstaffinSchoolofpromotionprocedures.Measureswillinclude:(i)ReviewertrainingshouldincludeagreateremphasisonusingthePDRprocessfordevelopmentandpromotion,
FeedbackfromtheStaffCultureSurveyindicatedthatcloseto20%ofwomendisagreedthattheyhadenoughinformationaboutpromotionprocedures.Inaddition,theTeachingtrackhasprovedchallengingforprogression,andwewishtoraisetheprofileof
FromSeptember2017
HoS,HoSubs,HR,PDRreviewers
<10%offemalestaffwhodisagreethattheyhadenoughinformationaboutpromotionprocedures,asindicatedinfutureStaffCultureSurvey,by2020.ImproveproportionoffemalesonTeachingonlycontracts,tomeetbenchmarkfigureof52.3%by2020.
alongsideitasatooltoassessperformance.Tofacilitatethis,theHoSshouldliaise,whereappropriate,withHoSubsontheworkloadimplicationsofdevelopmentplans.(ii)SchooltocontinuetorunbespokepromotionworkshopsbutincludespecificsessionsonnewcriteriaforTeachingtrack,tobestequipTeachingstaffwiththeknowledgeandcapacityforprogression.
teachingandensureitachievesparityofesteeminaresearch-intensiveenvironment.
Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome6.CareerDevelopment6.1 Increasegrantcaptureacross
theSchool,byworkingcloselywithArtsLab,andbysettingupSchoolwebsitetocapturealloftheinformalgrant-capturingactivityandresearchnetworkingthattakesplaceatSubjectlevel.Actionswillinclude:(i)ConstructSchoolwebsitetolistformalandinformaltrainingandsupportforgrantapplications.Includedherewouldbeinformationaboutsubject-levelactivities,fundingopportunities,andpossiblymentoringforearlycareergrantapplications.(ii)ArtsLabtocollectandsharewithSATdataongenderandcareerstageofthoseattendingitsworkshops.(iii)ArtsLaband/orSchoolResearchConvenertoconductdebriefingswiththosewhosegrantapplicationsareunsuccessful,togooverfeedback,andtosuggestwaysinwhichtheapplicationmightberevisedandsenttoadifferentfunder.
Weneedtodomoretosupportstaffinsuccessfulgrantapplications,whichareanessentialpartofcareerdevelopment.Thereareformalstructuresandtraininginplacetoprovidetrainingandassistgrantapplicationsandcapture.However,thereisalotofinformalworkandsupportsurroundingapplicationsthattakeplaceatSubjectlevel,andwhichwouldbeveryhelpfultosharewithallSubjectsintheSchool.Inaddition,weaimtoworkmorecloselywithArtsLabtoincreasethenumberofsuccessfulgrantapplicationstherebyimprovingcareerprospectsofallR&Tstaff
FromSeptember2017
SchoolResearchConvener,DirectorofArtsLab
ImprovedgrantcaptureforSchoolasawhole,inlinewithUniversitystrategyof65%ofstaffholdinggrantsinperiod2015-20
6.2 Setupfocusgroupstoinvestigatewhysomefemalestaffreportedthatgenderimpactedunfairlyontrainingopportunities.Groupwillinterrogatethisissuefurtherbyaskingquestionsaboutwhytrainingmightbeproblematic–whether,forinstance,datesandtimesareproblematic,thewordingoftrainingcoursesunwelcoming,etc.
StaffCultureSurveyindicatedthatsomefemalestaffthoughtgenderhadanegativeimpactontrainingopportunities.Sincewewantopportunitiestobe,andbeseentobe,opentoallregardlessofgender,wewanttodiscoverwhytherewasthisnegativeperceptionamongstsomestaff.
FromSeptember2017
GEC,SAT <10%ofstaffreportingthatgenderimpactedunfairlyontrainingopportunities,by2020.
6.3 DevelopandimplementstrategytoensurethatPDRprocessrecognisesfullrangeofskillsandabilities.(i)PDRappraiserstoaskstaffwhichskillsandabilitiesarebeingignoredordowngraded,andfeedbacktoSeniorManagementwithresponsibilityforPDR.FocusGroupwillalsoaddressthisissue.(ii)LiaisewithHRaboutStaffCultureSurveyresults,andincludequestionsinnextSurveythatwillhelptoidentifypointsofconcern.
StaffCultureSurveyindicatedthat39%offemalestaffdisagreedorstronglydisagreedthatthePDRprocessrecognisedthefullrangeoftheirskillsandabilities.SincethePDRprocessisanintegralpartincareerprogressionandstaffdevelopment,itisimportantthatit(liketheworkloadmodel)accuratelycapturesandreflectsalloftheworkthatstaffdo.
June2018(dateofnextPDRround,post-ASapplication)
HoS,SubjectPDRreviewers,HR
ImprovedrecognitionoffullrangeofskillsandabilitiesinPDRprocess.<5%ofstaffdisagreeingorstronglydisagreeingaboutthisinStaffCultureSurveyin2020.
6.4 SetupSchoolFocusgrouptoaddressfairnessandtransparencyofnewCollegeofArtsworkloadmodel,whichtheSchoolwillsoonadopt.TheSATwillassessthistoensurethatit
StaffCultureSurveyindicatedthat36%offemalestaffdisagreedorstronglydisagreedthatallocationofworkloadtakesinallwork-relatedactivity.And20%offemalestaffdisagreedorstronglydisagreedthat
FromSeptember2017
GEC,HR,HoSubs ImprovedperceptioninSchoolthatworkloadallocationisfairandtransparent.<5%ofstaffdisagreeingorstronglydisagreeingonthesequestionsinStaff
representsanimprovementintermsoffairandtransparentallocationofworkload.Itwillalsoinvestigatewaystopreventfemaleacademicsfrombeingoverburdenedbysignificantadministrativeroles.ItwillfeedbacktoCollegeandUniversityanyconcernsonthisissue.
workloadwasallocatedonafairandtransparentbasis.Althoughtherewaslittlediscrepancybetweengendersontheseissues,itisveryimportantthattheyareaddressedforfemaleandmalestaff.
CultureSurveyby2020
Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome7.Maternity,Paternity,ParentalLeave,FlexibleWorking,andCareerBreaks7.1 Ensurethatstaffwhogoon
maternityandsharedparentalleavehaveinformationaboutbeing‘buddied’withanothermemberofUniversitystaff,ofequalorhighergrade,whohasbeenontheleaveprocess,tohelptofacilitatetheirreturn.
TheSchooldoesnotatpresentoperatea‘parentalbuddynetwork’wherebystaffwhogoonmaternityandsharedparentalleavearebuddiedwithanothermemberofstaff.ButitisimportantthatSchoolstaffaregiveninformationaboutandencouragedtovolunteerfortheUniversity’sscheme
FromSeptember2017
HoS/HR SuccessfuluptakeofUniversity’sparentalbuddynetworkintheSchool,withatleasttwobuddiesofeachsexvolunteeringasbuddies.
7.2 Improvesupportforstaffonreturntowork,andenhanceinformationaboutchildcarefacilities.(i)TheSATrecommendsthattheSchoolensure,throughamandatorymeetingbetweenHoSandstaffabouttogoonmaternity,paternity,oradoptionleave,thatstaffarefamiliarwiththerighttorequestflexibleworkingonreturn,andwiththesupportavailablethroughtheUniversity’sAcademicReturnersandResearchSupportProgramme(ARRSP).Thisincludesprovisionofupto£10,000whichcanbeusedtowardsresearch,conferenceattendance,additionaltrainingandotherneeds.Thisisopentostaffofanygender.
(ii)TheSchoolshouldraise
TheStaffCultureSurveyindicatedthatover10%ofmenandwomenagreedthattheUniversitydidnotdoenoughtosupportstaffreturningtoworkaftermaternityoradoptionleave.Inaddition,significantpercentagesofstaffalsothoughtthattheUniversitywasnotdoingenoughtosupportchildcare.
FromSeptember2017
HoSubs/HR/UniversitySeniorManagement
<10%ofstaffagreeingthattheUniversitydidnotdoenoughtosupportstaffreturningtoworkaftermaternityoradoptionleave,by2020.<10%ofstaffagreeingthattheSchooldidnotdoenoughtosupportchildcare,inconjunctionwiththeUniversity,by2020.
awarenessoflocalnurseryandchildcareprovisionneartheUniversity.
(iii)Createcasestudiesprofilingparentswhohavemadeuseoffamily-friendlypolicieslikepaternityleaveandincludequestiononStaffSurveytodeterminewhymalestaffeligibletotakepaternityleaveelectednotto.
7.3 Raiseawarenessoffamily-friendlyandwork-lifebalancerelatedpolicies.(i)LinktoHREqualityandDiversitypagesfromSchoolandSubjectAreawebpages,andgiveinformationaboutalloftheUniversitypoliciesontheseissues,includingexamplesofhowtouseKITdays,intheStaffHandbook.(ii)Informationonsuchpolicyissuestobehighlightedatinductionfornewstaff.ThismeansthatHoS,HoSA,HoSubs,andPIsneedtobefullyawareofpolicyissues.(iii)Setupworkinggrouptoconsiderbestwayofadvertisingflexibleworkingpolicy.Informationonpolicyonleave
StaffCultureSurveyindicatedarangeofareaswheretherewasalackofawarenessandunderstandingonarangeofpolicyissues.Theseincludedmaternity,paternity,parental,andadoptionleave;emergencytimeofftocarefordependents;andflexibleworking.Relatedly,significantnumbersofwhatweregardaseligiblestafffailedtotakeupleaveandflexibleworkingopportunities.Giventheimportanceoftheseschemesforaddressingcareerprogressionforfemalestaffinparticular,itisvitalthatweincreaseawarenessofpolicyintheseareas.
FromSeptember2017
GEC,SchoolITOfficers,HR,PDRassessors
ImprovedawarenessofUniversitypolicyonissuessurroundingmaternity,paternity,parentalleave;emergencytimeofftocarefordependents;flexibleworking.<5%ofstaffindicatingalackofawarenessinStaffCultureSurveyby2020.
andflexibleworkingtobediscussedateachPDRmeetingwithappraisers.Staffwillbeencouragedtofamiliarisethemselveswithopportunitieswherethesearerelevant.
Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome8.DepartmentalCulture8.1 Setupfocusgroupstoaddress
differencesinperceptionbetweenmenandwomenonvariousissuesregardinggenderthatwerehighlightedintheStaffCultureSurvey.FindingsfromfocusgroupswillinformanddirectquestionsinnextStaffCultureSurvey.
TheStaffCultureSurveyshowedadisparityintheperceptionofmaleandfemalerespondentsonanumberofissues,withhigherproportionsofwomenbelievingthatgenderdiscriminationplaysapartinanumberofareas,suchasthesupportivenessoftheworkingenvironment,thefairnessofthepromotionandregradingprocess,andtheinclusivityofdecisionmaking.Itisimportantforustoinvestigatethisfurther,tounderstandthereasonsforthisdisparityinperception,andtoputinplacemeasurestoaddressthis.
September2017 GEC,SAT NosignificantdifferencesbetweenmaleandfemalerespondentstofutureStaffCultureSurveyonsupportivenessofworkingenvironment,fairnessofpromotionandregardingprocedures,andinclusivityofdecisionmaking.<5%ofstaffreportingnegativeexperiencesoverall.
8.2 HeadsofSubjecttoschedulework-relatedsocialactivitiestotakeplacebetween10amand4pm,wherepracticable,andinvestigatedifferentpossiblemodelsforsocialising.
Staffsurveyindicatedthat27%offemalestaffthoughtthatwork-relatedsocialactivitieswerenotscheduledsothatthosewithcaringresponsibilitiescouldattend.Thisfigureis10%higherthanmalestaffwhodisagreedonthisissue,andneedstobeaddressedsothatthosewithcaringresponsibilitiesdonotmissoutonbothsocialandnetworkingopportunities
FromSeptember2017
HoSubs ImprovedperceptioninSchoolthatsocialeventsareavailabletoall.<5%ofstaffdisagreeingorstronglydisagreeingonthesequestionsinStaffCultureSurveyby2020
8.3 EnsureallstaffcompleteonlineEqualityandDiversitytraining
Only63%ofstaffhavetakenthemandatoryonlineEquality&Diversitytraining.Thisneedstobeimproved,giventheimportanceofallstaffbeingawareofEqualityandDiversityissues
September2017 HoS 100%completionrateforstaffbySeptember2018
8.4 Encouragestafftohavebalancedsyllabifortheir
Itisimportantforstaffinallsubjectstoaimforbalancedsyllabi,i.e.not
FromSeptember2017
SubjectDirectorsofTeaching;Philosophy’s
GreaterawarenessoftheneedforbalancedsyllabiacrossSchool.
courses.Philosophy’sActionPlaninresponsetotheBPA/SWIPGoodPracticeScheme–whichaskscolleaguestoproducebalancedsyllabiandcoursecontent–toberolledoutacrosstheSchool.
havetheassignedreadingconsistofworksproducedbyonegenderonly,wherepossible
EqualityChampion 90%+staffreportingawarenessoftheneedtoconsiderbalancingsyllabi,by2020
8.5 Advertisepoliciesandsupportnetworkstoaddressbehaviourthatcausesfemalestafftofeeluncomfortableatwork.(i)SATtoliaisewithHoSubstoensurethatSchoolstaffareawareofhowtoreportinstanceswheretheyfeeluncomfortableatwork.(ii)TheFullStopCampaignaimedathighlightingtheUniversity’sDignityatWorkandStudyPolicy,andtheHarassmentVolunteersNetwork,waslaunchedattheUniversityin2016.TheSchoolwillworktofurtherpromotethiscampaigntoallstaffandstudents,throughadvertisingonSubjectpages,atInductionevents,andatSubjectmeetings
StaffCultureSurveyindicatesthat20%offemalestaff,comparedto6%ofmalestaff,haveexperiencedasituationinwhichtheyfeeluncomfortablebecauseoftheirgender.Itisimportantthatstaffareawareofhowtoreporttheseinstancestotheirlinemanager/supervisorortheHarassmentVolunteersNetwork.However,77%offemalestaff,comparedto70%ofmalestaff,areunawareofthesupportofferedbythelatter.
FromSeptember2017
HoS,HoSubs,GEC Improvedawarenessofpoliciesandsupportnetworks.<5%ofwomenreportingthattheyfeeluncomfortableatworkbecauseoftheirgender,by2020.>50%ofstaffwhoareawareofHarassmentVolunteersNetworkandDignityatWorkandStudypolicy,by2020.