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Athena SWAN Bronze university award application Name of
university: University of Surrey Date of application: 27th November
2012 Contact for application: Professor Lisa Roberts
Athena SWAN Executive Lead Dean of the Faculty of Health and
Medical Sciences
Email: [email protected] Telephone: 01483 689721
November 2012
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UNIVERSITY OF
SURREY
From the Vice-Chancellor
Professor Sir Christopher M Snowden
FRS fREng FlIT FIEEE FCGI Vice-Chancel lor & Chief
Executive
Athena SWAN Officer Senate House Equality Challenge Unit Gui
ldford, Surrey GU 2 7XH UK 7th floor; Queens House
T: +44 (0)1483 689249 55/56 Lincoln 's Inn Fields London vice-ch
ancE'[email protected]. uk WC2A 3LJ www.5urrey.ac.uk
16th November 2012
Appl ication for Athena SWAN Bronze Award
The University of Surrey is a leading professional , scientific
and technological university with a world class research profile
and a reputation for excellence in teaching and research.
Ground-breaking research at the University is bringing direct
benefit to all spheres of life - helping industry to maintain its
competitive edge and creating improvements in the areas of health ,
medicine, space science , the environment, communications, defence
and social policy.
As our application shows, we have a wide range of policies and
procedures aimed at eliminating gender bias and ensuring a culture
that gives support and encouragement to women at all levels and in
all activities. At the same time we are in a constant process of
policy review and are working hard to fill any gaps there may
be.
In that context, ensuring that we support the advancement and
promotion of women in STEMM subjects and increase the number of
women recruited to top posts must be a priority for the
University.
We have consulted with colleagues across our academic community
to identify the issues to be addressed as a result of our
application . As part of our submission, the analysis of staff data
has outlined key areas to be reviewed as part of our action plan.
These include a review of our policy framework and approach to
recruitment and promotion , particularly in the STEMM departments,
but as part of an overall review,
Preparation of our application also highlighted the opportunity
to change the way in which we promote STEM M subjects amongst our
academic community generally, and to women in particular This
includes promotion of prominent events such as the annual Salter's
Festival of Chemistry which promotes the appreciation of chemistry
and related sciences amongst the young.
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As a result we have identified a wide range of steps that we
need to take which are outlined within the action plan under three
key objectives:
Institutional policies and procedures Baseline gender data
analysis Supporting and advancing women's careers
Across these areas we will work to put in place the
institutional support required to make Surrey a University where
the careers of women in STEMM departments can thrive .
I fully support the University's application for a Bronze level
award and accompanying action plan.
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Glossary of Terms CES - Centre for Environmental Strategy CROS11
- Contract Research Staff Online Survey 2002 CV - Curriculum Vitae
CVSSP - Centre for Vision, Speech and Signal Processing EPSRC -
Engineering & Physical Sciences Research Council E&D -
Equality and Diversity FAHS - Faculty of Arts and Human Sciences
FBEL - Faculty of Business, Economics and Law FEPS - Faculty of
Engineering and Physical Sciences FHMS - Faculty of Health and
Medical Sciences FTC - Fixed Term Contract FTE - Full Time
Equivalent HEI - Higher Education Institute HoD - Head of
Department HR - Human Resources NHS - National Health Service NIHR
- National Institute for Health Research PGR - Post Graduate
Research PI - Principal Investigator PR - Public Relations PRES -
Postgraduate Research Experience Survey RAE - Research Assessment
Exercise REF - Research Excellence Framework RF - Radio Frequency
STEMM - Science, Technology Engineering, Mathematics and Medicine
TAS - Time Allocation Survey UREC - University Research &
Enterprise Committee Acknowledgments A special thank you to
Professor John Hay, Louise Criddle, Zoe Carroll, Chris Weighill,
Sue Angulatta, Andrea Langley, Sarah Litchfield for their
contributions to the application.
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1. THE SELF-ASSESSMENT PROCESS
The Self-Assessment Team
1. The University of Surrey recognises that the make up of the
Athena SWAN Self-
Assessment Team (SAT) is critical to the success of the scheme
and must represent the views across the whole University. The
gender balance of the SAT is 68% female and 32% male and comprises
members across all four of the Universitys Faculties, all STEMM
departments, and representatives from Human Resources,
Communications, Staff Associations/Union, Careers, Research and
Enterprise Support and the Vice Chancellors Office. Members were
selected to ensure a balance from all different stages of the
academic career and administrative support ladders, and
specifically includes staff who have personal experience of
managing a work-life balance. Many have experience of maternity,
paternity leave and career breaks. Several have experience of
flexible working practices in order that they can balance the
dropping off and collection times of their children from both
nursery and school. Others have benefited through part time working
and both compressed and reduced hours working.
2. Professor Lisa Roberts, Dean of the Faculty of Health and
Medical Sciences (FHMS)
was appointed as the Executive Lead within the University for
Athena SWAN. The SAT is chaired by Professor Tom Quinn, Associate
Dean for Health and Medical Strategy.
3. A separate strategic working group was created comprising
Professor Quinn, Angie
Cousins and Michael Chenery to lead on the application process
and provide guidance to SAT.
Table 1 - Members of the Self-Assessment Team
Member Role
1 Professor Tom Quinn Associate Dean, Health & Medical
Strategy,
Chair 2 Mrs Cathy Anderson Head, Staff Development 3 Dr Tim
Brown Lecturer, RF Antennas and Propagation 4 Ms Alison Burt Acting
Head, Communications 5 Mr Michael Chenery Senior Project Officer 6
Dr Jonathan Chenoweth Senior Lecturer, Director of CES MSc
Programmes 7 Mrs Karen Chessman Deputy Director of HR Operations 8
Dr Steven Clowes EPSRC Advanced Research Fellow 9 Dr Helen Coley
Senior Lecturer, Experimental Cancer Therapeutics
10 Dr Helen Cooper Research Fellow, CVSSP 11 Mrs Angela Cousins
Head, Equality and Diversity 12 Prof Terry Desombre Head, Health
Care Management & Policy 13 Dr Bernadette Egan Research Fellow
(Psychology), Research Advisor,
Research Design Service 14 Ms Karen Gooday Deputy Director of HR
Services 15 Dr Roberta Guerrina Head, School of Politics
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16 Dr Kathryn Hart Lecturer, Nutrition and Dietetics 17 Ms Ann
Henderson Careers Adviser 18 Dr Jane Hendy Senior Lecturer, Health
Care Management & Policy 19 Dr Jonathan Johnston Senior
Lecturer, Neuroscience 20 Professor Karen Kirkby Associate Dean,
Research and Enterprise, FEPS 21 Professor David Lewis Professor of
Clinical Vaccinology 22 Dr Annika Lohstroh Lecturer, Physics 23 Dr
Jane Marriott Senior Lecturer, Law 24 Professor Hardev Pandha Head
of Oncology 25 Dr Ellen Seiss Lecturer, Psychology 26 Dr Rachel
Simmonds Lecturer, RNA Biology 27 Professor Julie Yeomans Professor
of Ceramic Materials,
Director of the Industrial Doctorate Centre in Micro and
Nanomaterials & Technologies
The Self-assessment Process
4. In January 2012 the University became an Athena SWAN Charter
Member and
established a SAT to: undertake an assessment of female
representation across all STEMM
departments, identify areas for improvements and develop an
action plan focusing on what
steps need to be taken to help improve female representation,
retention and progression within STEMM departments,
5. The SAT met quarterly with meetings being structured to the
Athena SWAN award
application guidelines. Minutes from all meetings were made
available on the Universitys Athena SWAN website. All SAT members
were encouraged to discuss the scheme with colleagues to gather
views within their STEMM departments. A range of communication
methods were used such as focus groups, meetings, email exchanges
and ad-hoc discussions. Feedback was incorporated into the
application. Additionally, the working group met on a weekly
basis.
6. The working group consulted with several HEIs with Athena
SWAN awards including
Birkbeck, York, Leeds and Birmingham to identify good practices,
together with Athena SWAN personnel and the Equality Challenge
Unit.
7. Quantitative and qualitative data was gathered, covering a
three year period spanning
the academic years 09/10 11/12, to provide details of trends
across the University and its STEMM departments. Areas for
improvement and gender imbalances were identified across the
University, in particular low levels of female representation in
senior positions across some STEMM departments.
8. Members of SAT provided input into the action plan (attached)
to address identified
areas for improvement and the gender imbalances. The plan
includes both early wins and longer term goals and builds on good
practice identified through consultation with departments and
external organisations. For example, the University had
previously
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developed an action plan to support the career development of
(all) researchers based on feedback received from two surveys, CROS
11 and PRES (see glossary). Some key actions are included in the
Athena SWAN action plan and cross-referenced accordingly.
The Future of the Self-Assessment Team
9. The SAT will continue to meet quarterly to review
implementation of the action plan. The
Chair will provide regular updates to the Universitys Executive
Board, the Research and Enterprise Committee and the Equality and
Diversity Committee.
10. Departmental Athena SWAN working groups will be established
will work with the
strategic Athena SWAN working group and SAT to expand and share
identified good practice across all STEMM departments.
11. The SAT will provide continuity and momentum for the
University in relation to Athena
SWAN, will provide guidance to the departmental application
process, and serve as a forum for sharing best practice across the
University.
Action 1: Create and develop an Athena SWAN Programme covering
the management and the planned submission of departmental
applications.
Action 2: Amend Terms of Reference of Self-Assessment Team to
capture their new responsibilities.
Action 3: Create Terms of Reference for departmental working
groups.
Action 4: Include Athena SWAN as a standing agenda item for the
Universitys Research and Enterprise Committee and the Equality and
Diversity Committee meetings.
(969 words)
2. DESCRIPTION OF THE UNIVERSITY
12. The University of Surrey is a leading national and
international university delivering high quality teaching,
learning, research and enterprise within the academic
community.
13. The University comprises 76 departments, of which 25 are
academic departments across
four Faculties (Table 2). There are 15 STEMM departments. Figure
1 shows the percentage of academic and research staff in STEMM, by
Faculty.
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Table 2 Numbers of Staff within STEMM Departments 2011/12
Faculty of Engineering and Physical Sciences (FEPS)
Number of Staff Academic Researcher Support
Department/ School
Female Male Female Male Female Male Electronic Engineering 4 47
19 93 16 16 Civil, Chemical & Environmental Eng 10 37 11 11 11
6 Mechanical Eng. Sciences 6 21 4 15 4 6 Physics 2 22 8 21 6 10
Computing Science 2 17 - 12 2 1 Mathematics 7 20 - 6 3 - Chemistry
4 13 7 5 3 3 Central Faculty Admin - - - - 15 43 Faculty Total 35
177 49 163 60 85
Faculty of Health and Medical Sciences (FHMS)
Number of Staff Academic Researcher Support
Department/ School
Female Male Female Male Female Male Biochemistry &
Physiology 13 18 12 4 4 1 Microbial & Cellular Sciences 8 13 10
5 9 7 Nutrition & Metabolism 13 5 10 1 5 2 Health & Social
Care 66 12 6 1 5 - Clinical Research Centre - 2 4 1 39 11 Central
Faculty Admin - - - - 19 20 Faculty Total 100 50 42 12 81 41
Faculty of Business, Economics & Law (FBEL)
Number of Staff Academic Researcher Support
Department/ School
Female Male Female Male Female Male Health Care Mgmt &
Policy 3 2 - 6 - - Economics 10 19 5 4 3 1 Central Faculty Admin -
- - - 29 10 Faculty Total 13 21 5 10 32 11
Faculty of Arts and Human Sciences (FAHS)
Number of Staff Academic Researcher Support
Department/ School
Female Male Female Male Female Male Psychology 33 18 12 4 1 4
Central Faculty Admin - - - - 19 - Faculty Total 33 18 12 4 20
4
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Figure 1 Percentage of Academic and Research Staff in STEMM, by
Faculty
(i) Female:male ratio of academic staff and research staff 14.
The Athena SWAN Factsheet reports that 25.6% of academic staff in
STEMM
departments across higher education are women. At Surrey women
account for 43.4% (325) of all academic staff, and 38.8% (288) of
academic staff in STEMM departments; 13.2% higher than the Athena
SWAN average figure.
15. The last 3 years have seen an increase in the number of
women across the University
and STEMM departments, with Professorial posts rising from 29
(19.7%) to 37 (21.9%) (Figure 2). More work is required to increase
the number of women within STEMM departments and this will
addressed in the action plan.
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Figure 2 Female representation by grade across University
University n= 2010 2011 2012
Professor 29 33 37
Reader 21 15 15
Snr. Lecturer 39 44 46
Lecturer 85 82 85
Snr. Tutor 27 28 31
Tutor 104 102 111
Researcher 116 120 125
Total 421 424 450
16. STEMM departments have a lower proportion of women than
other departments; however growth (> 9%) has been experienced in
the female population across all STEMM academic posts, with the
exception of a 30% reduction at Reader level.
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igure 3 Female representation by grade across STEMM
Departments
17. The female population in Chemistry has risen from 4 (19.0%)
to 11 (37.9%) compared
F
to an increase of 1 (3.4%) man over a three year period. There
are still a low number of women within some STEMM departments.
Action 5: Review and redesign recruitment processes to
specifically attract more women applicants and ensure that our
recruitment adverts do not discourage female applications.
18. Table 3 shows the gender balance across STEMM departments
over the last three
1st June 2011.
STEMM n= 2010 2011 2012
Professor 19 20 22
Reader 13 11 9
Snr. Lecturer 17 19 24
Lecturer 43 43 49
Snr. Tutor 20 22 25
Tutor 52 48 52
Researcher 99 103 108
Total 263 266 289
years. Data for Nutrition and Metabolism, Biochemistry,
Microbial and Cellular Sciences and the former Postgraduate Medical
School have been merged (Biosciences Collective) to provide an
indication of the population trend. There is no data for Health
Care Management and Policy as this department was established
after
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Table 3 Female: male population in STEMM Departments between
2010 and 2012
Department/ Division Year Gender Total Female %
Electronic Engineering 2010 Female 19 11.7% Male 143 2011 Female
17 11 .0% Male 137 2012 e 14 % Femal 23 .1 Male 140
Civil, Chemical 2010 Female 19 29.7% & Environmental
Engineering Male 45 2011 emale 21 32 % F .3 Male 44 2012 e 30 %
Femal 21 .4 Male 48 Mechanical Engineering 2010 Female 8 20.5%
Sciences Male 31 2011 emale 20.5% F 8 Male 31 2012 e 21.7% Femal 10
Male 36 Physics 2010 Female 4 8.5% Male 43 2011 emale 18.4% F 9
Male 40 2012 e 18.9% Femal 10 Male 43 Computing Science 2010 Female
3 10.7% Male 25 2011 emale 6. F 2 7% Male 28 2012 e 6. Femal 2 5%
Male 29 Mathematics 2010 Female 8 33.3% Male 16 2011 emale 25.9% F
7 Male 20 2012 e 21.2% Femal 7 Male 26
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hemistry 010 le 19 % C 2 Fema 4 .0 Male 17 2011 Female 7 29.2%
Male 17 2012 e 37 % Femal 11 .9 Male 18
Biosciences Collective 2010 Female 69 58.0% Male 50 011 emale 67
59 % 2 F .8 Male 45 2012 e 58 % Femal 66 .9 Male 46 Health &
Social Care 2010 Female 68 87.2% Male 10 2011 emale 68 86 % F .1
Male 11 2012 e 85 % Femal 72 .7 Male 12 Clinical Research Centre
2010 Female 2 66.7% Male 1 2011 emale 33 % F 1 .3 Male 2 2012 e 57
% Femal 4 .1 Male 3 Department of Health Care 2010 Female - -
Management & Policy Male - - 2011 emale F - - Male - - 2012 e
27 Femal 3 .3% Male 8 Department of Economics 2010 Female 11 35.5%
Male 20 2011 emale 10 31 % F .3 Male 22 2012 e 39 % Femal 15 .5
Male 23
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epartment of Psychology 010 male 4 67.
D 2 Fe 8 6% Male 23 2011 Female 49 67 % .1 Male 24 2012 Female
45 67.2% Male 22
19. Figure 4 shows female staff trends o hre ye s s all
STEMM
departments with departmental trends, highli are re uirin
further work to
epartment of Electronic Engineering
Department of Civil, Chemical &
Environmental Engineering
ver the last t e ar acrosghting as q g
address the gender imbalance, e.g. in computing science and
mathematics. Figure 4 Female staff trend charts across STEMM and
STEMM Departments
D
28943.0% 290
37.8%38.3%
3 38.8%
42.1%42.5% 42.3% 42.0%
259
263
266
35.0%
36.0%
37.0%
38.0%
39.0%
40.0%
41.0%
42.0%
2009 2010 2011 2012
Fem
ale
Staf
f (%
)
250
255
260
265
270
275
280
285
Female Staff (n)
8.7%
37.8%38.3%
3 38.8%
42.1%42.5% 42.3% 42.0%
259
263
266
35.0%
36.0%
37.0%
38.0%
39.0%
40.0%
41.0%
42.0%
2009 2010 2011 2012
Fem
ale
Staf
f (%
)
250
255
260
265
270
275
280
285
Female Staff (n)
8.7%
28943.0% 290
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Department of Mechanical Engineering Sciences
Department of Physics
Department of Computing Science
Department of Mathematics
Department of Chemistry
Biosciences Collective
Health and Social Care Surrey Clinical Research Centre
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Department of Economics
Department of Psychology
(ii)
20. Tables 4 an M departments. The percentage of women leaving
to 16.8% over the last three years. For men this was 22.5% to for
female Professors, Seni than across the University as a whole.
Female:male academic staff turnover rates by grade
d 5 show the female: male turnover rates across the University
and STEM STEMM has reduced from 21.6%
15.7%. The turnover rateor Lecturers and Lecturers within STEMM
is significantly lower
Action 6: Record and ev tify aluate exit interview feedback on
an annual basis to identrends on staff turnover and feed back to HR
if policy change is required to increase retention.
Table 4: Female:male academic staff turnover rates by grade
across the University
2009/10 201/11 2011/12 Female Male Female Male Female Male
3 16 2 13 4 12 Professor (11.5%) (15.2%) (6.7%) 11.0%) (11.8%)
(9.2%)
1 7 4 2 2 0 Reader (5.9%) (25.9%) (22.2%) (7.4%) (12.5%)
(0.0%)
11 17 12 15 14 14 Lecturer/Senior Lecturer (9.6%) (10.9%) (9.7%)
(9.0%) (10.7%) (7.9%)
10 9 14 3 14 13 Tutor/Senior Tutor (8.8%) (15.3%) (10.8%) (4.1%)
(10.1%) (16.9%)
47 61 43 75 38 62 Researcher (41.6%) (34.1%) (35.8%) (38.7%)
(32.2%) (32.0%)
72 110 75 108 72 101 Total (18.7% %) (17.8% %) (16.4% %) ) (20.9
) (18.7 ) (16.5
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Table 5: Female:male acade ff t r ra gr
(iii) F ale ratio of academ res sta ed con
21. Across the University 791 (73.7%) academic and research
staff are on open-ended contracts of ure e re g s onterm contracts
of which 117 (4 are staff account % o on fixed term contracts.
mic sta urnove tes by ade across STEMM
emale:m
ic nd a ea hrc ff o fixn -term tra ts c
which 333 (42.1%) are women (Fig 5). Th mainin taff are
fixed-1.5%) women. STEMM for 39 f staff
Action 7: Evaluate STEMM staff on fixed term contracts moving to
open-ended contracts, and address any identified imbal ances by
providing career developmentsupport through training and
mentoring.
22. There are 507 (68.5%) academic and research staff on
open-ended contracts across
TEMM of which 196 (38.7%) are women. Only 16 (3.6%) female
academics within
should reduce this disparity.
2009/10 201/11 2011/12
S
Female Male Female Male Female Male 3 10 1 11 1 4 Professor
(16.75%) (13.7%) (5.3%) (13.6%) (4.8%) (4.5%) 1 6 1 2 2 0
Reader
(9.1%) (26.1%) (7.7%) (8.7%) (18.2%) (0.0%) 5 13 5 9 3 8
Lecturer/Senior Lecturer
(8.9%) (12.4%) (8.3%) (8.4%) (4.2%) (7.1%) 4 3 11 1 7 3
Tutor/Senior Tutor
(6.7%) (12.5%) (15.5%) (3.2%) (9.3%) (9.1%) 39 56 37 67 34 55
Researcher
30.1%) (40.6%) (33.7%) (35.9%) (37.6%) (33.7%) (52 88 55 90 47
70 Total
(21.6% %) (20.87% %) (16.8% %) ) (22.5 ) (21.4 ) (15.7
STEMM are on fixed-term contracts compared to 77 (25.9%) female
researchers. A higher preponderance of women in STEMM are research
assistants and associates, typically employed on fixed-term
contracts. Increasing the representation of women in other academic
grades
Figure 5 Female:male ratio of academic and research staff
contracts across the
University and STEMM Departments
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(iv) Equal pay audits/reviews
23. The 2011 pay audit showed the University making considerable
progress in addressing gender pay gaps, with the maximum pay gap
between men and women being 13.5% at level 7 (Table 6). The
introduction of a pay spine structure in 2006/07, the consistency
in starting salaries of researchers and new lecturers, together
with the introduction of an entry level salary for Professors and
Readers have been key factors in this reduction.
24. The average pay gap for levels 1-6 averages less than 8%
whereas the pay gap for level
7 can vary as much as 13.5%. In 2009 Level 7 was split into the
4 groups L07, L07A, L07B, and L07C. Due to the low number of staff
within several of these groups in Professional Services and
Research & Teaching it was decided that future reports should
look at Level 7 as a whole.
Table 6: Female:Male 2011 Salaries together with the Pay Gap
Female Male Pay Gap (%)
Job Family Level Ave. FTE
Salary Number Ave. FTE
Salary Number 2011 2009 Operational Level 1A 15,206 100 15,102
61 0.68% 0.45% Services Level 1B 17,793 16 17,859 36 -0.37% 2.13%
Level 2A 19,686 6 20,395 22 -3.60% -4.46% Level 2B 23,298 9 24,181
60 -3.79% -1.73% Level 3 28,538 6 29,216 10 -2.38% -3.41% Level 4 0
36,057 4 n/a -8.75% Professional Level 1A 0 13,203 1 n/a n/a
Services Level 1B 15,972 15 15,717 11 1.60% 2.33% Level 2A 19,583
44 18,214 7 6.99% 1.41% Level 2B 23,016 224 22,709 46 1.34% -1.16%
Level 3 27,164 155 27,247 51 -0.31% -0.87% Level 4 33,432 176
33,199 73 0.70% -0.91% Level 5 43,656 70 43,791 67 -0.31% 0.02%
Level 6 53,102 26 55,215 20 -3.98% 1.04% Level 7 74,191 10 84,208
21 -13.50% Technical & Level 1B 17,677 1 17,179 1 2.82% 10.72%
& 2 19,285 4 Experimental Level 2A 19,835 2.77% -2.25% 8 Level
2B 22,154 4 22,915 -3.44% 2.82% Level 3 26,473 8 28,568 31 -7.91%
-5.20% Level 4 32,235 11 34,641 20 -7.46% -5.61% Level 5 2 2 44,016
42,111 4.33% 8.45% Research Level 2A 17,677 1 0 n/a n/a &
Teaching Level 2B 0 21,652 1 n/a n/a Level 3 27,326 18 27,680 14
-1.30% -1.45% Level 4 33,419 1 25 32,789 186 1.88% -0.73% Level 5
42,023 1 48 41,656 135 0.87% 0.78% Level 6 52,352 85 52,738 115
-0.74% 0.24% Level 7 67,937 114 32 74,768 -10.05%
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Action 8: e spe us i ven t er rel d equ sues Ensur cific foc s
gi o gend ate ality is whenassessing ance tentia sessm ithin annua
raisa perform and po l as ents w the l app l roundproposals f ry
inc or pe mance d pay ts, to equ f or sala reases, rfor relate men
ensure ality oapplication st staamong ff.
(v) (RAE) 2008
25. h rsity o urrey RAE s mission e com
with the Universitys total number of Lecturers, Readers and
Professors to identify any under or over representation by
different groups (Table 7). Table 7. Female:Male Staff in RAE
26. The impact assessments for RAE 2008 demonstrated a slight
under representation of
women submitted (30%) compared with the general academic cohort
(34%).
Female:male ratio of staff in the Research Assessment
Exercise
Individuals selected for t e Unive f S s 2008 ub s wer pared
Action 9: Outcomes from REF 2014 submission will be assessed by
the REF Equality and Diversity Sub-Group and published in a final
Equality Impact Assessment December 2014, to demonstrate
improvement measured against the under representation of women in
RAE 2008.
(919 Words)
Last Dept @ 31st July 2008 Female Male Total % femaleBB00
Biomedical and Life Sciences 18 43 61 29.5% HS00 Health and Social
Care 14 5 19 73.7% PG00 Postgraduate Medical School 9 12 21 42.9%
RO06 Clinical Research Centre 0 2 2 0.0% CH00 Chemistry 3 18 21
14.3% EE00 Electronic Engineering 6 71 77 7.8% ER01 Mechanical Eng
Sciences 2 19 21 9.5% ER02 Civil, Chemical & Enviro Eng 4 23 27
14.8% MM00 Mathematics 6 16 22 27.3% MM01 Computing Science 2 15 17
11.8% PH00 Physics 0 36 36 0.0% PS00 Psychology 21 21 42 50.0% EC00
Economics 5 16 21 23.8% Available STEMM Calculation 90 297 387
23.3% University Total 171 416 587 29.1%
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. SUPPORTING AND ADVANCING WOMENS CAREERS
Key
i) Fr
27. I to capture applicant progressions from start to
end; this is not possible with current systems. We can infer
from the available gender data whether the applicant pool is
reflective of the current population of tand STEMM departments.
28. In 2009 the number of female job applications (both internal
and external) across the
University was 5,997 (51.9%) with a decrease of 3.2% to 5,437
(48.7%) received in 2011. A further decrease in female applications
has been seen in the first six months of 2012, with only 1,888
(44.3%) received.
29. The number of female (internal and external) job
applications received across STEMM
departments is much lower and shows a similar downward trend
with 1,539 (40.7%) received in 2009 and 1,196 (33.2%) in 2011.
Again, the first six months of 2012 shows a further decrease in
female applications with only 454 (29.0%) received.
30. Despite the number of female applications decreasing, the
conversion rate of female
applicants to appointments has increased between 2009 and 2011
whereas male applications have increased but have a success rate
much lower than women. Table 9 supports this and shows that the
success rate for female applications has increased from 2.6% to
3.8% across the University and from 4.0% to 6.2% within STEMM since
2009. Table 8. Number of applications received for University and
STEMM
Applications Received
3
Career Transition Points
emale:male ratio of academic staff job application and
appointment success ates
n 2013 a new HR System will be in place
he University
University STEMM
Year Male Female Undeclared Male Female Undeclared 5,510 5,997
54 2,224 1,539 20 2009
(47.7%) (51.9%) (0.5%) (58.8%) (40.7%) (0.5%) 5,429 5,592 64
2,180 1,438 23 2010
(49.0%) (50.4%) (0.6%) (59.9%) (39.5%) (0.6%) 5,546 5,437 180
2,323 1,196 79 2011
(49.7%) (48.7%) (1.6%) (64.6%) (33.2%) (2.2%) 2,287 1,888 86
1,070 454 40 2012
(53.7%) (44.3%) (2.0%) (68.4%) (29.0%) (2.6%)
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November 2012
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s Rates for University and STEMM
Table 9. Application Succes
Applications Success Rate, %
Action 10: Instigate comprehensive collection of data on
application and appointment processes to enable a disaggregated
analysis to ensure that no unconscious bias is taking place.
i) Female:male ratio of academic staff promotion rates
31.
2010
(i
In 2013 a new HR System will be in place to capture
comprehensive data in relation to the promotion process. The
additional data will enable the University to identify trends and
disparities which can then be addressed before becoming issues.
32. The success rate for promotion has risen from 61.1% to 81.0%
for all staff across the
University over the last three years. However, the success rate
for female applicants across STEMM Departments is higher rising
from 77.8% to 84.6% for the same period. Table 10 Promotion Data
across the University and STEMM Departments
All Posts ale Male Female Male Female Male FemSTEMM Departments
9 18 7 16 77.8 88.9 Other Departments 9 5 4 5 44.4 100.0 University
Total 18 61.1 91.3 23 11 21
2011 All Pos le ema Male Female Male ts Fema M Fale leSTEMM
Departments 12 9 50.0 14 18 85.7 Other D ents 8 5 71.4 epartm 15 7
53.3Univer 20 14 56.0 sity Total 29 25 69.0
2012 All Po le M Fema Male Female Male sts Fema ale leSTEMM
Departments 11 16 76.2 13 21 84.6 Other Departments 8 13 6 12 75.0
92.3 University Total 21 34 17 28 81.0 82.4
Action 11: Instigate comprehensive collection of data on the
promotion process and review promotion criteria and available
support to ensure no unconscious bias is occurring within the
promotion process.
University STEMM
Year Male Female Male Female
2009 2.7 2.6 3.8 4.0 2010 2.2 2.9 2.8 4.5 2011 2.6 2.9 3.5 4.7
2012 3.4 3.8 3.7 6.2
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November 2012
19
(iii)
3. The University of Surrey has a number of generic policies
that support staff career progression across STEMM departments at
key transition points. However, none of them are women-only
specific.
34. All new staff attend a University Induction day, run
monthly, so that they can understand how their role fits in to
wider University objectives, and where they have the opportunity to
meet and network with a range of other new staff across the
institution. Faculties and departments provide further indus
Policies
3
ction for staff, introducing them to key local takeholders and
colleagues.
Action 12: The Universitys commitment to Athena SWAN to be
included in the University Induction Programme.
CAREER DEVELOPMENT
The University of Surrey commitment to the principles of the
European Charter for Researchers and Code of Conduct for their
Recruitment is demonstra
35. ted by the 2011
36. arning eaching. They
re allocated a senior colleague as a mentor and their teaching
loads are kept under review and often adjusted in t y gi tt ei
37. All staff, esearch staff, but excluding a ademic staff on
probation, have an annual appraisal between August and October
where potential for career progression is considered. The
University offers a number of training courses to help staff
develop their professional, interpersonal, transferable, research,
teaching and learning skills.
38. Post doctoral research staff are specifically invited to use
the Careers Service to help
them explore their future careers within and outside of
academia. Services include information and resources, training and
one-to-one guidance. The Careers Service offer career development
workshops on: writing CVs and applications, improving interview
skills, psychometric testing and networking skills for job
hunting.
HR Excellence in Research award. Actions resulting from this
award are led from the office of the Deputy Vice Chancellor for
Research and Innovation and complement the actions identified in
this submission. All new academic staff enter a three year
probation programme to support their leand development and
undertake a Graduate Certificate in Learning & Ta
the firs ear to ve staff time to se le into th r role.
including post doctoral r c
Action 13: Training courses and access to career development
opportunities to be well signposted to women in STEMM, and women to
be specifically encouraged to undertake training to enhance their
skills and career prospects.
39. The University is planning to undertake a pilot Springboard
womens development
programme with a view to assessing its value for further
targeted development of
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November 2012
20
women. Springboard programmes encourage women to identify
practical steps for eveloping a career with the skills and
confidence that this requires. d
Action 14: Review the Springboard pilot for potential wider
implementation across the University
(i)
Mentoring and networking
40. Across the University we have some pockets of good practice
in mentoring women. The mentoring process is currently under review
by the staff development department. Within STEMM departments all
academics will have a senior colleague and mentor identified, often
from outside the department.
Action 15: Make available to mentors and mentees guidance on
effective mentoring relationships.
41. aged to take advantage of the variety of networking
ulties, and to network both nationally and internationally All
colleagues are encouropportunities within the Facwithin their
fields. However, there is no specific focus on encouraging women to
do this.
Action 16: Faculties to promote and encourage Women in Science
lunches and networks.
(i) xhibitions and other events.
43. ublic
4. les of such activities held at the University which have
highlighted
nity.
4
Conferences, seminars, lectures, e
42. Women across STEMM disciplines represent the University at
events and Open Days including staffing subject stands.
ach Faculty additionally stages and promotes a number of
professional/pE
conferences, seminars and lectures. Keynote events, including
speaker profiles, are given wide publicity by the central
communications team, both internally and externally through a
variety of channels including the media, the web, social media,
intranet and staff newsletters.
Recent examp4successful women include:
45. Dr Kathryn Harkup, Faculty Schools Liaison Officer, has, for
the last 6 years,
organised the annual University of Surrey Science Circus which
is a fun science day comprising talks, exhibitions and
demonstrations to promote the appreciation of science among
children of all ages across the local commu
6. Dr Julia Percival, Tutor in Physical Chemistry, leads on the
Spectroscopy in a Suitcase project and has helped over 700 A level
students develop their understanding of spectroscopic
instruments.
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November 2012
21
uest speaker at the 'Moving Mountains' event held at the
University in celebration of International
48. Shelley Dolan, Chief Nurse at The Royal Marsden NHS
Foundation Trust, nd Social Care open evening in May 2010,
focussing on
career opportunities in healthcare relating to her own
experience working at
al Care open evening in May 2011, focussing on the important
role that nurses play in a changing health service.
50. T
T scheme, which is open to all relevant staff including women
working in STEMM.
51. In May 2012 Professor Lisa Roberts was appointed as Dean of
the Faculty of
Health and Medical Sciences. This was widely reported in the
academic and non-academic media. To further publicise and celebrate
this achievement, and in recognition of her research and leadership
efforts, the University nominated Professor Roberts as the
University Olympic Torchbearer an event which drew considerable
local and national attention on the eve of the 2012 Olympic
Games.
47. Dame Claire Bertschinger, Course Director for the Diploma in
Tropical Nursing at the London School of Hygiene and Tropical
Medicine, was the g
Nurses Day (April 2009).
addressed the Health a
Europes largest comprehensive cancer centre.
49. Anne Milton, MP for Guildford, former Public Health Minister
and nurse, addressed the Health and Soci
he University runs and actively publicises the winners of its
annual Learning and eaching Award
Action 17: Issue guidelines to event organisers to ensure an
even gender balance of invitations is achieved in raising the
profile of women at key events.
(ii) Providing spokeswomen for internal and external media
opportunities. 52. The communications team work with both male and
female academics and research
staff to proactively profile their work in key external media
(broadcast, web-based and printed) and also via internal channels
(staff newsletters; the intranet; Alumni publications). The
University media trains and regularly promotes female spokespeople
working in STEMM to provide comments and interviews with the media
on their areas of expertise. Recent examples of female spokespeople
fielded for national media include:
53. Professor Margaret Rayman, Professor of Nutritional
Medicine, was a judge for
the BBC Radio 4 Food and Farming Awards, and provided expert
comment on the importance of selenium in the diet, on the BBC prime
time magazine programme, The One Show.
http://www.bbc.co.uk/theoneshow/highlights/science/food_science.shtml?videogallery=co_foodscience3
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November 2012
22
54.
rviewed for the BBCs Horizon programme on the Secret ife of the
Body Clock (2009). Professor Skene has been interviewed on
numerous
57. Professor Susan Lanham-New, Head of the Department of
Nutrition and
Professor Debra Skene, Professor of Neuroendocrinology,
discussed her teams pioneering research on the human circadian
timing system on the BBCs The One Show (2010), and was inteLradio
programmes, most recently for The Naked Scientists, Science Radio
& Science Podcasts (2012). She was also the key speaker at the
Royal Society Caf Scientifique meeting on 22 October 2012 on How
does your body know what time it is?
55. Professor Linda Morgan, Emeritus Professor in Nutrition and
Fellow of the Royal College of Pathologists, appeared on the BBCs
Horizon programme, to talk about circadian rhythms.
56. Professor Jane Ogden, Professor in Health Psychology, was
the guest expert on
BBC Radio 4s Woman's Hour in 2011 and 2012.
Metabolism, commented on the latest weight-loss craze, the
acid/alkaline diet, which claims to have the backing of numerous
celebrities
Daily Mail How too much cheese and meat can make your body
dangerously acidic June 2011
http://www.dailymail.co.uk/health/article-2008851/How-cheese-meat-make-body-dangerously-acidic.html
5 mented on a first-of-its kind trial of an HIV prophylactic
produced by GM tobacco plants.
Nature - Clinical trial of farmed HIV drug finally gets underway
July 2011
8. Dr Julia Boyle, Director of Surrey Clinical Research Centre,
com
http://blogs.nature.com/news/2011/07/plantbased_drug.html The
Guardian - Anti-HIV drug made by GM plants begins trials in
humans
July 2011
http://www.guardian.co.uk/science/2011/jul/19/anti-hiv-drug-gm-
plants?CMP=twt_iph Reuters - Tests start on HIV biotech drug -
grown in tobacco July 2011
http://in.reuters.com/article/2011/07/19/us-biotechnology-tobacco-hiv-
idINTRE76I4HL20110719
59. Joanne Bower, Sleep Scientist at the Surrey Clinical
Research Centre, com
BBC News Health Study finds that teenagers are not getting
enough sleep http://www.bbc.co.uk/news/health-17753012
mented on teenagers and sleep - April 2012.
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November 2012
23
Action 18 nce of key note speakers to ensure parity of female :
Record the gender balaspeakers (internal and external) to deliver
key note lectures and seminars.
(iii) Nom
60.
.
62. Dr Caroline Catmur, Psychology Lecturer, was awarded an
Economic and Social
her.
rition.
64. FioBrit ation Media Fellowship to work with the news team at
Na
65. Professor Julie Yeomans, Head of Mechanical Engineering
Sciences, won a
66. Dr ipful
Com l Engineering (July 2012).
67. Professo ene received a Royal Society Wolfson Research Merit
Award
for sleep and metaboli se (September 2011). Professor Skene is
Vice President of the European Sleep Research Society.
68. Dr was
awarded gineers Junior Moulton Medal in 2011 for the best
publication of mature nature (this medal is not awarded every year,
and is a
69. Professor Angela Danil de Namor, Emeritus Professor Physical
Chemistry, is the firs d is t o the European Commission of the
National Institute of Industrial Technology, Ministry of
Production, Argentina.
inations to public bodies, Professional bodies and for external
prizes.
Professor Annette Sterr, Professor of Cognitive Neuroscience and
Neuropsychology, was nominated by the Leadership Foundation for
Higher Education for UKRC's Women of Outstanding Achievement Award
2012 (WISE award)
61. Dr Emily Glorney, Lecturer in Forensic Psychology, is an
elected member of the British Psychological Societys Division of
Forensic Psychology committee.
Research Council "Future Research Leaders" grant for 215,000 in
recognition of her outstanding potential as an early career
researc
63. Professor Susan Lanham-New, Head of the Department of
Nutrition and Metabolism, is an Elected Fellow of the Society of
Biology, and is a member of the Department of Health Scientific
Advisory Committee on Nut
na Tomkinson, Mathematics Lecturer and Visiting Fellow, was
awarded a ish Science Associture (May 2009)
prestigious award from the Institute of Materials, Minerals and
Mining in recognition of her distinguished contributions to the
industry.
Lara Barazzuol, researcher, won the Mercia Award from the
Worshpany of Engineers for her leading research in the field of
Medica
r Debra Skher outstanding research work on linking light,
circadian rhythms,
sm in health and disea
Jhuma Sadhukhan, Lecturer in the Centre for Environmental
Strategy, the Institute of Chemical En
major achievement).
t female professor of chemistry at the University. She holds
many positions anhe Scientific and Technological Representative
t
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November 2012
24
7ciety.
Faculty Graduate School, was made a Fellow of the British
Pharmacology Society and
Fellow of the Royal College of Speech and Language Therapy in
2011.
om the Swiss Society of Sleep Research, Sleep Medicine and
Chronobiology and was
73. Professor Debra Skene, Professor of Neuroendocrinology, was
elected as Vice-
is a nominated ember of the Academy of Cancer Sciences, which
advises on future EU research
0. Professor Shirley Price, Associate Dean (Learning and
Teaching) in the Faculty of Health and Medical Sciences, is a
Fellow of the British Toxicology So
71. Professor Susanna Hourani, Professor of Pharmacology and
Head,
recently of the Society of Biology.
72. Professor Karen Bryan, Head of the School of Health and
Social Care, was elected a
73. Dr Raphaelle Winsky-Sommerer, Senior Lecturer in Sleep and
Circadian Rhythms, won the award for Outstanding Basic Sleep
Research 2009 fr
nominated as Coordinator of the European Sleep Research Society
forum for Women in Sleep Research in 2010.
President of the European Biological Rhythms Society in 2012.
74. Professor Sara Faithfull, Professor of Cancer Nursing
Practice
minfrastructure for cancer research. She was previously
President of the European Oncology Nursing Society.
Action 19: Deans to identify and encourage women within STEMM to
become members of public and professional bodies within their
fields of expertise.
Action 20: Identify women within STEMM who can be nominated for
awards and external prizes from both public and professional
bodies.
ORGANISATION AND CULTURE
(i) Female:male ratio of Heads of Faculty/STEMM Department
75.
s is a woman and eight out of the 14 Asso aculties are
women.
2011 2012
Table 10 shows that female representation at Faculty and
Departmental leadership level has increased from 11 (30.5%) to 17
(39.5%) over a three year period. The newly appointed Dean of the
Faculty of Health & Medical Science
ciate Deans across all F Table 11 Gender balance of Deans,
Associate Deans, PVCs and Heads of Departments across the
University
Role 2010 Female Male Female Male Female Male Deans 0 4 0 4 1 3
Associate Deans 2 8 6 6 8 6 PVC - 2 - 2 1 2 Heads of Departments 9
11 7 13 7 15 Total 11 25 13 25 17 26
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November 2012
25
Table 10 Gender balance of Heads of Faculty and Heads of STEMM
Departments
Role 2010 2011 2012 Female Male Female Male Female Male Deans 0
4 0 4 1 3 Heads of Departments 6 8 5 8 4 11 Total 6 12 5 12 5
14
nder balance of the senior management team at University level
(ii) G
R 2012
e
76. The gender balance of the Senior Management Team is
currently 25% female and 75% male. In 2010 there were no women on
the Executive Board, however, the gender balance has evolved over
the last two years and there are now three women on a board of
12.
Table 12 Gender Balance of Senior Management Team
ole 2010 2011 Female Male Female Male Female Male President and
Vice-
ncellor x x x ChaViceCorp
-President, orate Affairs x x x
Vice-President and Registrar x x x
Vice-President and DVC, Academic Affairs - - x x
Vice-President, Research and Innovation x x x
Director of Human Resources x x x
Chief Financial Officer x x x
Dean of Faculty x x FEPS x
Dean of Faculty FHMS x x x
Dean of Faculty FBEL x x x
Dean of Faculty FAHS x x x
Secretary & Legal Counsel - - - - x
0 10 1 10 3 9
Total
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November 2012
26
(iii) 77. Since 2010, the proportion of women on major
University of Sur ey
has risen from 28.1% to 35 is i e i par re old x-o e mittee nd
to the recruitment of ternal ale m mains fewer than the University
would like.
bers was put in the University
9. as identified that there are a few gender disparities within
some of the key ic Promotions Committee, which
Gender balance of influential committees at University
level.
committees at thes du in
rin e.8% Th. nc asre e t to o m wo n hme g
fficio positions on thesrs, although this re
com s a ex femembe
78. In 2011 a new recruitment and nominations process for
external mem
place which proactively seeks to widen the diversity,
particularly ofgoverning body, by prioritising candidates
particularly for gender, ethnicity and disability. Members of the
University governing body are required to sit on at least one
sub-committee. Appointments to sub-committees are based on
expertise.
Data h7committees, such as the University Council and Academwill
be addressed in the action plan.
Action 21: Undergo a proactive campaign to identify and
encourage women to become members of influential committees and to
address the gender imbalances by 2015.
T r balance of Influential Committees
2010 2011 201
able 13 Gende
2 Role Female Male Female Male Female Male
University Council
4 18 4 16 4 15
Executive Board
0 10 1 10 3 9
Senate
10 25 9 24 12 19
Finance Committee
1 12 1 11 2 8
Academic Promotions
Committee 2 3 1 3 1 3
Equality and Diversity Committee 7 6 7 6 10 9 Health &
Medical Strategy Committee
- 3 10 5 9 -
University Learning & Teaching Committee
8 9 8 7 7 9
Research & Enterprise Committee
5 11 7 9 7 10
Remuneration Committee
2 6 3 6 3 6
Total 39 100 44 102 54 97
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November 2012
27
(i) Transparent workload models 80. The University is currently
undertaking a major University wide workload model project
that will incorporate good practice identified in current
workload models being used across all Faculties and linked to time
allocation schedule data.
Action 22: Review University wide workload model project and
develop a model that encompasses good practices learned from
existing models and make available to all Faculties.
Publicity (ii)
81. The University works to present a balanced view in its
publicity materials, both hard copy
l achievements and those which have involved collaborative
working with other institutions.
82. T
SAT by encouraging use of the Charter logo on email signatures
to demonstrate the principles. The University has also
developed a dedicated website, produced flyers and a banner,
which will be used to promote and publicise the Athena SWAN
principles.
83. N N banners are being designed d will displ d at k locat
a rsity. The University plans to further promote the scheme by
displaying scheme details on the plasma information screens located
within each Faculty.
publications and on the website, by using a wide range of images
of staff and students particularly in relation to gender and
ethnicity. The University also actively encourages all staff to
publicise both individua
he Athena SWAN scheme is being promoted across all STEMM
departments by the
Universitys commitment to the six Athena SWAN
ew Athena SWA an be aye ey ions cross the Unive
Action 23: Increase the awareness of the Athena SWAN scheme
across the University, in particular the STEMM departments.
Flexibility and managing career breaks 84. The University has a
number of policies that support flexibility and managing career
breaks for all staff across the University including STEMM
Departments, such as,
Flexible Working Maternity Leave Paternity Leave Adoption Leave
Parental Leave Sabbatical Leave Domestic Leave
Action 24: Continue to review existing policies being mindful of
support for all staff across the University and any associated
training requirements for both staff and managers.
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November 2012
28
(i) Flexible working
5. The University of Surreys flexible working policy has been
developed to bear in mind its
t just those with caring responsibilities.
86. S
d sources representative with a copy available on-line. All
advertised vacancies within the University clearly specify
whether
the hours required. All vacancies have the potential for job
share/compressed hours if the business area can support it. Table
14 shows the total
2010/11 2011/12
8
commitment to equality of opportunity and the intention of
helping members of staff balance their commitments and interests
outside work with their contractual duties and responsibilities.
The policy is open to all University staff and no
taff are made aware of the flexible working options through
their induction and also in iscussion with their line manager/Human
Re
they are part time and
number of staff requesting a flexible working arrangement with
the University for the last two years. Previous years data is not
available.
Table 14 Flexible working Uptake
.
Approved 48 10 Rejected 4 1 Total Requests 52 11
Within the Faculty of Health and Medical Sciences there is
already a culture among the academic community of flexible working,
with man
87. y staff building their working hours
around family commitments or working from home on a regular
basis. Human Resources regularly record and monitor data and
provide advice on flexible working for all staff including
part-time workers however, not all locally agreed flexible working
practices are captured.
Action 25: Record all flexible working practices that fall
outside the standard working hours of the University as stated in
the staff handbook.
8. All managers attend a dedicate8 d induction course and
receive training of
management/supervisory responsibilities. A flexible working case
study was piloted as part of this induction package in 2012.
Action 26: To include a flexible working case study in all
future Induction for New Managers training courses.
( 89. that many of its employees have obligations relating
to
lancing of work and family caring responsibilities and have the
support available to staff, such as Maternity, Paternity,
Adoption and Parental Leave
ii) Parental leave
The University recogniseschildren which requires a bamany
policies outlining
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November 2012
29
t 15 out of 34 (44.1%) full-time staff across the University
became part-time on returning from maternity leave compared to only
1 (10%) within STEMM
ity (all) 2009-10 2010-11 2011-12
90. Table 15 shows tha
departments.
Table 15 Female staff returning to work from Maternity Leave
UniversFull Time 18 9 34 Part Time 10 9 13 Full to Part (within
6 months) 13 14 15 Part to Full (within 6 months) 0 0 1 Total
Returners in Period 41 32 63 STEMM 2009-10 2010-11 2011-12 Full
Time 8 2 10 Part Time 2 0 3 Full to Part (within 6 months) 2 2 1
Part to Full (within 6 months 0 0 0 ) Total Returners in Period 12
4 14
91. Staff on maternity leave are contacted throughout their
absence and provided with
information on promotion opportunities or vacancies arising
within their department. Staff
92. eave were made during the last 3 years. Staff on parental
leave have their
teaching reallocated within the department. This will increase
the pressure on other work cw
2010-11 2011-12
are additionally encouraged to use the ten paid Keep in Touch
days as a means of maintaining contact with their department and
undertaking any professional development opportunities.
The number of staff taking Paternity Leave is shown in Table 16.
No requests for Adoption L
olleagues which may lead to the individual feeling guilty, being
resented, or return to ork earlier than originally planned.
Table 16 Number of staff taking Paternity Leave
2009-10
Leave no. of days Leave no. of days Leave no. of daysPaternity
Average Paternity Average Paternity Average
University 22 10 23 10 31 9 STEMM 11 9 8 9 17 9
93. Each department has a Staff Development budget which can be
used to support
employees returning from parental leave/career break, e.g. as
short term funding to reduce teaching load. Staff returning to work
undergo a return to work interview and receive ongoing support and
monitoring from their line-manager.
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November 2012
30
94. of Surrey has a workplace nursery for staff and students
offering
childcare for children aged 3 months to 5 years between 0800 and
1830 hours for 52 g given to University staff
and students. The occupancy of the nursery remains high,
averaging over 90% take up. Although y a waiting list for pla a t
es down early then a place can often be secured. The nursery
received an outstanding rating at its 2011 Ofsted inspection,
demonstrating the excel quality childc available.
95. To address any potential shortfalls the priority allocation
for places has recently been
changed, with less than 5 places currently being taken by
external parents. The parent contract has also been changed so that
parents leaving the Universitys employment will also leave the
nursery, freeing up places.
96. The University offers a salary sacrifice scheme and 124
people (across the whole
University) purchase childcare vouchers. Further details of both
the workplace nursery and childcare vouchers are available on the
website.
(iii) Childcare
The University
weeks per year. There are 60 full time places with priority
bein
there is currentl ces, if p rents pu their nam
lent of are
Action 27: Undertake a comprehensive review of the nursery
facility to ensure it meets the needs of the University and create
an action plan to address any identified issues
(iv) Work-life balance
97. Meetings and events generally take place between 0900 and
1700. If there is a business reason for the meeting to take place
outside of these hours it is normally agreed by both parties.
However, if one party is unable to attend, a deputy would attend in
their absence.
98. The Faculty of Business, Economics and Law only schedule
meetings between 1000
and 1500 hours with advance notice being given. Outside these
hours working is arranged locally and personal circumstances are
taken into account when possible.
99. The Sabbatical Leave Policy is open to all staff and covers
all forms of leave used for
personal career development. The needs of the individual and
Faculty or business areas are met with reference to the four
principles of the Universitys vision statements:
working for the world taking the lead in research enriching the
value of learning building productive partnerships
(3908 words)
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November 2012
31
. ANY OTHER COMMENTS
100.
erest and importance.
30 colleagues with a focus on enhancing physical, emotional and
mental health and helping them to build their pr
ity achieved the European Commission HR Excellence in Research
ward for its commitment to the principles of the European Charter
for Researchers and
104. the Athena SWAN actions complement those in the HR
Excellence in
Research Review and the Equality and Diversity Action Plan, the
University will cross
4
The University is responding to staff feedback both centrally
and locally. For example in September 2012 all staff received the
new staff development booklet which contains a number of new
programmes to assist colleagues at all levels of the organisation,
such as Communication Skills, Effective Performance Management and
Coaching Skills. Progress has also been made in improving safety on
campus over the course of the last 12 months.
101. One recurring theme identified from the Staff Survey was
the need to get shop floor
opinions to senior staff more effectively. To that end,
Executive Board members will be visiting areas across the campus
between October and the end of 2012 to seek informal feedback from
colleagues on matters of int
102. Efforts are now being focused on a number of health and
well-being initiatives. Stress audits are being carried out in
stress 'hot-spots' across the University, and a well-being pilot
programme will begin in January 2013 for around
ersonal and professional resilience. If the pilot is successful,
similar programmes will be olled out to other colleagues during
2013.
103. In 2012 The UniversACode of Conduct for their Recruitment.
The University was additionally judged to be the most efficient in
its research of any UK University in 2011.
To ensure
reference and amalgamate all action plans to ensure consistency
and that they complement each other.
Action 28: Amalgamate actions from the HR Excellence in Research
Award, Equality and Diversity Action plan, Project Juno and Athena
SWAN to ensure they compliment each other and are strategically
aligned to the Universitys aims and objectives.
(333 words)
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November 2012
32
5. ACTION PLAN
02. The Athena SWAN Self Assessment Team have developed the
Action Plan based on
103.
e University Strategic Plan, employee development and
engagement.
the University Equality a Diversity Committee have support at
senior level and are well placed to deliver the
105. to
rogression are systematically identified and
removed to ensure that the Universitys policies, practices and
procedures are
104. The University of Surrey is committed to ongoing
development and review to improve
the position of women in terms of recruitment, retention,
progression, engagement and well being. Progress will be reviewed
yearly and objectives set, this will include seeking staff opinion
as to progress and key focus areas. In particular,
1research, discussion and current statistics at the University
of Surrey, in relation to the position of women in the STEMM
Departments. The Action Plan has been approved by the Vice
Chancellor, the Executive Board and Human Resources as a key
objective for ongoing development and improvement. This is in line
with th
ndaction plan to achieve Institutional change.
At the University of Surrey transparency of process and
procedures is evolvingprovide an:-
Open culture in which all barriers to p
consistent with University core values and strategic objectives.
Action environment in which the University advocates access to
information, procedures and policies to promote a positive working
and studying environment and employee engagement.
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November 2012
33
The Athena SWAN Action Plan complements the Uni y m a
versitys Equalit Sche e and Action Pl n.
Action No.
Description of Action Action taken already
Action planned Re bisponsi lity Timescale Start Date
S tuccess Cri eria
1 Create and develop an Athena SWAN Programme covering the
management and the planned submission of departmental
applications.
Allocate a post to sdelivery and succeSWAN programme
Create and prioritisplan for departmenover the three year pl
Review and evaluate to establish any evolviacross STEMM
Depar
uma sirect
Athena SWWorki ro
and Departmental plications to Athena SWAN
iversity Bronze
partmental Silver
upport thess of the A e a progratal submis
an gathereng trentments
thena
mme sions
d data ds
HD
n Reor
ng G
ources
AN Lead up
4 Depts4 Depts4 Depts3 Depts
April 13 Nov 13 Apr 14 Nov 14
UniversityAward apsubmittedObtain UnAward Obtain DeAwards
2 Amend Terms of Reference of Self-Assessment Team to capture
their new responsibilities.
Terms of Reference in place
Review and amend exand membership to rerole of SAT.
Action Plan reviewed months
Athena SWWorki ro
elf A seam
2y
ed prises members
sent the views whole University
n updated q
isting Tflect ev
every th
oR olving
ree ST
AN Lead up
ment
Nov 201quarterlng G
sses
ToR revisSAT comwho repreacross theAction plauarterly
3 Create Terms of Reference for departmental working groups.
.
None Identify, Suitable depart
Silver Awards Departmental L Collate data an
studies for subAthena SWAN Lead to manage the Depart Si
award applications
Athena SWAN Wo p
elf A smeeam
ST
2 D nts identified for Si ards
ments f
eads d case mission
mental
or
lver
ST
Lead nt
tments
Nov 201rking Grou
sses
EMM Depar
epartmelver Aw
4 Include Athena SWAN as a standing agenda item for the
Universitys Research and Enterprise Committee and the Equality and
Diversity Committee meetings.
Report key progress o a SWAN action plan
Equal Dive
nive s Rend E rise
2 mpleted at d ntal level within the ac n.
f Athen ity & Committee
rsitynterp
Committee.
rsity
search
Nov 201
Ua
Actions are coepartmetion pla
-
November 2012
34
Action No.
Description of Action Action taken already
Action planned Responsibility Timescale Start Date
Success Criteria
5 Review and redesign the recruitment processes to specifically
attract more
Human Resources Marketing
Nov 2012
women applicants and ensure that our recruitment adverts do not
discourage female applications.
University and Faculties to highlight the Universitys commitment
to Athena SWAN in their recruitment process Review wording of
adverts to attract female applicants
Raised awareness of Athena SWAN
More women applying for roles
6
annual basis to identify trends on staff turnover and feed back
to HR if policy change is
availreto
Faculty Human Resources Human Resources
Anticipated July 2013
Record and evaluate exit interview feedback on an
required to increase retention.
erging
trends Ensure return to work interviews are carried out for
staff returni
Record and evaluate exit feedback to identify and capture em
ng
from parental leave/career breaks providing them with advice on
available support.
Review the redeployment system currently in place and the
support provi edd to those at risk of
dancy / contract ending and co rage managers to review
able resource in the
redunen u
deployment pool when recrw
uiting ne roles.
dback recorded Trends identified
Greater r
Exit fee
etention of staff
7 Evaluate STEMM staff on fixed term contracts moving to
open-ended contracts and address any identified
Sign
ent
e of post-doctoral researcher training needs in order to develop
their careers.
Nov 2012 e
imbalances by providing career development support through
training and mentoring.
post support and guidanconsibilities of
e on
contract researchers and Principal Investigators
the roles and resp
Develop a staff career developmpage on HR website Improve
captur
Staff Development Easily accessible webpagdetailing career
development opportunities
-
November 2012
35
Action No.
Description of Action Action taken already
Action planned Responsibility Timescale Start Date
Success Criteria
8 Ensure specific focus is gito gender related equality issues
when assessing performance and potential assessments within the
annual appraisal round proposals for salary increas
ven
es,
lity or performance related payments, to ensure equaof
application amongst staff.
Review annual appraisal against Equality and Diversity
Human Resources Jan 2013 Consistent and appropriate grading of
all staff
9
published in a final Equality Impact Assessment December 2014,
to demonstrate improvement measured against the under
representation of women in RAE 2008.
Support
Oct 2012 - Dec 2014 Assessment report
published in Dec 2014
Outcomes from REF 2014 submission will be assessed by the REF
Equality and Diversity Sub-Group and
Collation of data and creation of REF submission
Research Enterprise An Equality Impact
10 Instigate comprehensive collection of data on
nt
Applicant demographics ommenced
in January 2012
Human Resources Nov 2012
application and appointmeprocesses to enable a disaggregated
analysis to ensure that no unconscious bias is taking place.
c
fy trends and disparities Explore reasons why fewer women are
applying for posts within STEMM depart
To record applicant demographics and application to appointment
stages to identi
ments
Monitor gender profile for application and appointment
processes
11
ess and review romotion criteria and
available support to ensure no
Promotions policy is available on HR website
Instigate comprehensive collection of data on the romotion
procp
p
Record applicant demographics and conversion rates Signpost
Academic Promotions Policy; related guidanc
e notes;
Promotion criteria; Generic role
Human Resources Jan 2013 Monitor gender profile on promotion
applications and success rates
Increase in number of female promotions
-
November 2012
36
Action No.
Description of Action Action taken already
Action planned Responsibility Timescale Start Date
Success Criteria
unconscious bias is occurring within the promotion process.
descriptions Develop promotion criteria for Research staff
Review promotion pr ocess and improve knowledge transfer between
faculties and centre
12 ment University and Faculties to highlight Deans of Faculties
Staff Development
Nov 2012 Increased awareness of The Universitys committo Athena
SWAN to be included in the University Induction Programme.
the Universitys commitment to Athena SWAN in their induction
programmes
Athena SWAN scheme
13 Training courses and accesto career development opportunities
to be well signposted to women in STEMM and women to be
specifically encouraged to undertake training to enhance their
skills and career prospects.
s d
and Principal Investigators
Improve capture through the appraisal process of post-doctoral
research staff training needs.
life
er Development Faculty Human Resources Heads of Departments
age
ies
Provide guidance on the roles anresponsibilities of
post-doctoral research staff
Review and evaluate the multi-departmental workload model pilot
and explore the feasibility of introducing such a model across the
University with the aim of providing additional support for women
within STEMM. Review teac hing and administrative loads for women
returning from maternity leave/career breaks to enable them to
achieve a woalance and re-establ
rkish their
research base.
b
Deans of Faculties Staff Development Care
Nov 2012 Easily accessible webpdetailing career development
opportunitGreater retention of staff
14 the
Staff Development Nov 2013 Review the Springboard pilot for
potential wider implementation across the
Assess the Springboard pilot for potential implementation across
University.
Successful review
-
November 2012
37
Action No.
Description of Action Action taken already
Action planned Responsibility Timescale Start Date
Success Criteria
University 15
effective mentoring relationships.
Staff Development Jan 2013 Make available to mentors and mentees
guidance on
on how top be an effective mentEnsure all mentors receive
training
or Mentors receive training
16 Faculties to promote and encourage Women in Science lunches
and networks.
Promote the GetSET women website run by the UK Resource Centre
for Women in STEMM Arrange a number of Women in Science lunch
es each year
Deans of Faculties
Jan 2013 Events organised
17 Issue guidelines to event organisers to ensure an even gender
balance of invitatis achieved in raising the profile of women at
key events.
ions
Create and circulate guidelines to events organisers to increase
the number of female external lect rand visiting professors.
u ers
Speakers to share their own experiences of a career in science
providing advice and inspiration on how they balanced their career
with lifestyle
Marketing Faculties
Jan 2013 Event guidelines issued
18 nder balance of key note speakers to ensure parity of female
speakers (internal and external) to deliver key note lectures and
seminars.
Associate Deans Faculty managers Event organisers
Jan 2013 Data collected on gender balance of keynote
speakers
Record the ge Collate records of keynote speakers and forward to
UREC aE&D Committees
nd
19 Deans to identify and encourage women within STEMM to become
members of public and professional bodies within their fields
of
Deans of Faculties Associate Deans Line Managers Mentors
Nov 2012 Increase number of female g
nal
expertise.
Identify and encourage women to become members (e.g. through
appraisal process)
members representinpublic and professiobodies
20 Identify women within STwho can be nominated for
EMM Identify bodies offering awards and prizes within STEMM
subject areas
Deans of Faculties Associate Deans
wards and prizes achieved
Nov 2012 Increase number of a
-
November 2012
38
Action No.
Description of Action Action taken already
Action planned Responsibility Timescale Start Date
Success Criteria
awards and external prizes Line Managers from both public and
professional bodies.
(e.g. through appraisal process) Marketing
21 and
me
ess y
Executive Board Senior Management
Nov 2012 s even y
Undergo a proactive campaign to identifyencourage women to
becomembers of influential committees and to addrthe gender
imbalances b2015.
annually through the Equality and Diversity committee to
identify areas of action Publicise opportunities for internal
Review committee membership
committee membership more widely to encourage greater
number of applications from women Ask exofficio members
whether
they might nominate a woman to attend in their place
Ask existing committee members to buddy new members
Team ommittees C
Progress towardgender balance on kecommittees
22 Revie University wide workload model project and develop a
model that
Human Resources Executive Board
Nov 2013 w
encompasses good practices learned from existing models and make
available to all Faculties.
Link models to TAS data
Evaluate existing models and develop models suitable for all
Faculties
Workload models in place across all faculties
Website Developed
Working Group IT
Oct 2012 Continually update website with latest developments
around Athena SWAN
Postings on website
BF
anners and lyers handed
out at key events
Develop new Banners and Flyers with new logo for Athena SWAN
scheme
Marketing Faculties STEMM Staff
Nov 2012 Posters displayed in Departments
23
y in particular the
In progress p ommunications
Oct 2012
Increase the awareness of theAthena SWAN scheme acrosshe
UniversittSTEMM Departments.
Create articles for inclusion on Surrey Net and newsletters
about Athena SWAN and profiling women in STEMM subjects
Working GrouCSTEMM Staff
rey Net and innewsletters Articles on Sur
-
November 2012
39
Action No.
Description of Action Action taken already
Action planned Responsibility Timescale Start Date
Success Criteria
Some Faculties now displaying
thena SWAN messages.
s Oct 2012 ns
A
Athena SWAN scheme
Display key messages on Plasmascreens across University
about
CommunicationFaculties
Postings on plasma scree
Self Assessment Team encouraged to use Athena SWAN logo in email
signatures
p
Departments Self Assessment Team
Oct 2012 - June 2013
es SWAN logo in email signatures All STEMM staff to use Athena
Working Grou
Heads of Email signatur
24 Continue to review existing policies being mindful of
ss the d h
Human Resources Jan 2013
support for all staff acroUniversity and any associatetraining
requirements for botstaff and managers.
Ensure policies provide maximum benefit for employees whilst
still meeting needs of the University
Policies reviewed and updated inline with policy
25
Deans of Faculties Faculty Human Resources
es
Jan 2013 Record all flexible working practices that fall outside
the standard working hours of theUniversity as stated in the staff
handbook.
Review and evaluate current qualitative and quantitative data
collected in relation to the flexible working policy and other
associated policies to identify work patterns trends
Human Resourc
Comprehensive records of flexible working uptake
26
Induction for New Managers training courses. 2
lopment To include a flexible working case study in all
future
Flexible working case study piloted in early 201
xible working case study forms part of the New Managers training
course
Ensure a fle Staff Deve Nov 2012 Training programme includes
flexible case study
27 Undertake a comprehensive review of the nursery facility to
ensure it meets the needs of the University and create an
Carry out a supply and demand exercise of the nursery facility
to establish whether it meets the requirements of staff and
Executive BoardHuman Resourc
s e
Marketing
Nov 2012 A nursery that meets the needs of the University and
its staff
-
November 2012
40
Action No.
Description of Action Action taken already
Action planned Responsibility Timescale Start Date
Success Criteria
action plan to address any identified issues.
University. Review allocation process
Signpost available support in relation to the nursery faci
lity and
the childcare vouchers scheme 28 Amalgamate actions from the
HR Excellence in Research Award, Equality and Diversity Action
plan, Project Juno and Athena SWAN to ensure they compliment each
other and are strategically aligned to the Universitys aims and
objectives.
sure Equality and Diversity of Action Identify overlap of
actions to encorporate approach across University
AmalgamationPlans
Athena Swan 1Athena SWAN Bronze university award application
Name of university: University of SurreyDate of application: 27th
November 2012Contact for application: Professor Lisa Roberts Athena
SWAN Executive Lead
VC Final Letter 121112Athena SWAN 2
