Department)Application)Bronze'and'Silver'Award''

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ATHENA)SWAN)BRONZE)DEPARTMENT)AWARDS))

Recognise'that'in'addition'to'institution8wide'policies,'the'department'is'working'to'promote'gender'equality'and'to'identify'and'address'challenges'particular'to'the'department'and'discipline.''

ATHENA)SWAN)SILVER)DEPARTMENT)AWARDS))

In'addition'to'the'future'planning'required'for'Bronze'department'recognition,'Silver'department'awards'recognise'that'the'department'has'taken'action'in'response'to'previously'identified'challenges'and'can'demonstrate'the'impact'of'the'actions'implemented.'

Note:'Not'all'institutions'use'the'term'‘department’.'There'are'many'equivalent'academic'groupings'with'different'names,'sizes'and'compositions.'The'definition'of'a'‘department’'can'be'found'in'the'Athena'SWAN'awards'handbook.''

COMPLETING)THE)FORM)

DO'NOT'ATTEMPT'TO'COMPLETE'THIS'APPLICATION'FORM'WITHOUT'READING'THE'ATHENA'SWAN'AWARDS'HANDBOOK.'

This'form'should'be'used'for'applications'for'Bronze'and'Silver'department'awards.'

You'should'complete'each'section'of'the'application'applicable'to'the'award'level'you'are'applying'for.''

Additional'areas'for'Silver'applications'are'highlighted'throughout'the'form:'5.2,'5.4,'5.5(iv)'

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If'you'need'to'insert'a'landscape'page'in'your'application,'please'copy'and'paste'the'template'page'at'the'end'of'the'document,'as'per'the'instructions'on'that'page.'Please'do'not'insert'any'section'breaks'as'to'do'so'will'disrupt'the'page'numbers.'

WORD)COUNT)

The'overall'word'limit'for'applications'are'shown'in'the'following'table.''

There'are'no'specific'word'limits'for'the'individual'sections'and'you'may'distribute'words'over'each'of'the'sections'as'appropriate.'At'the'end'of'every'section,'please'state'how'many'words'you'have'used'in'that'section.'

We'have'provided'the'following'recommendations'as'a'guide.'

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Department)application) Bronze) Silver)

Word)limit) 10,500) 12,000)

Recommended(word(count( ' '

1.Letter'of'endorsement' 500' 500'

2.Description'of'the'department' 500' 500'

3.'Self8assessment'process' 1,000' 1,000'

4.'Picture'of'the'department' 2,000' 2,000'

5.'Supporting'and'advancing'women’s'careers' 6,000' 6,500'

6.'Case'studies' n/a' 1,000'

7.'Further'information' 500' 500'' '

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Name)of)institution) Lancaster'University' '

Department) Chemistry' '

Focus)of)department) STEMM) )

Date)of)application) 30'November,'2015' '

Award)Level) Bronze) )

Institution)Athena)SWAN)award)

Date:)2008)(renewed)2014)) Level:)Bronze)

Contact)for)application)Must'be'based'in'the'department'

Professor'Peter'Fielden' '

Email) p.fielden@lancaster.ac.uk' '

Telephone) 01524'594'748' '

Departmental)website) http://www.lancaster.ac.uk/chemistry/' '

1. LETTER)OF)ENDORSEMENT)FROM)THE)HEAD)OF)DEPARTMENT)Recommended)word)count:))Bronze:)500)words))|))Silver:)500)words)

An'accompanying'letter'of'endorsement'from'the'head'of'department'should'be'included.'If'the'head'of'department'is'soon'to'be'succeeded,'or'has'recently'taken'up'the'post,'applicants'should'include'an'additional'short'statement'from'the'incoming'head.'

Note:'Please'insert'the'endorsement'letter'immediately)after'this'cover'page.'

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Prof. Peter R. Fielden

Head of Department andProfessor of Analytical Chemistry

Department of ChemistryLancaster UniversityLancasterLA1 4YB, UK

+44 1524 5-94748p.fielden@lancaster.ac.uk

Lancaster.ac.uk/Chemistry

23 November 2015.

Dear Athena SWAN,

I am delighted to strongly endorse our department’s application for an Athena SWAN Bronze Award. Equality and

inclusion are foundational to our department’s mission and vision, and the Athena SWAN scheme is the perfect

vehicle through which to realise our goals.

The department is friendly and inclusive, characteristics supported by the Staff Survey. It has an excellent team-based

ethos that recognises the benefits of a fair, supportive and unprejudiced working environment. All staff (admin,

technical and academic at all levels) already have a good working relationship, which is crucial in a newly developing

department. We have numerous comments from students that the department is the most supportive place they

have seen. And, whilst we have a clear advantage in our exceptional staff-student ratio, this is nonetheless the ethos

we intend to consolidate.

As HoD, I am committed to make this department into a great place to work and be successful: to support staff

through their careers whilst recognising their individual needs, including family and other commitments. My

underpinning mission is quite simply to ensure everyone will look forward to coming to work each day. We have many

early-career staff, so it is important that they get through probation, promotion etc. and that fair rules and equal

opportunities apply to all. We are working closely with the HR team to build clear, fair and completely transparent

career pathways.

We are delighted to have our first staff maternity and will ensure she receives all the support she needs now, whilst

on leave and upon return to work.

As a new department, we are still learning from our experiences and now is a good time to reflect on the drawback of

being new. For example, we are seeking to advertise ourselves more actively as a friendly and inclusive department

on-line, and are committed to making this much more visible on the website, alongside a brand new Athena SWAN

page.

We are committed to improving our advertising and recruitment practices to address our lack of women in senior

academic roles. And similarly with PGR students, where we have found it difficult to attract applications from women.

We aim to improve information flow about, and subsequently uptake of, training and development, with commitment

to encourage people to take time off to attend training courses.

As our modest numbers of researchers begins to increase, it is timely to initiate new support mechanisms and

networking opportunities for post-docs.

As a new department, we are developing new procedures from the outset. For example, we are working towards

making induction processes, committee selection and representation as fair and inclusive as possible.

We also aim to enhance the promotion of social wellbeing, for example, through Christmas parties and departmental

activity days.

As HoD, I am committed to ensuring that our action plan is successfully implemented and to increasing annual budget

allocation from departmental funds to facilitate the development of our departmental culture through the alignment

to the Athena SWAN scheme.

Yours sincerely,

Peter Fielden.

The information presented in the application (including qualitative and quantitative data) is an honest, accurate and true representation of the department.

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Abbreviations.'

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BSc' ' Bachelor'of'Science'

CAP' ' Certificate'in'Academic'Practice'

ED&D' ' Equality,'Diversity'&'Disability'

F' ' female'or'Fellow'

FST' ' Faculty'of'Science'and'Technology'

FTC' ' fixed8term'contract'

FTE' ' full8time'equivalent'

G'or'Gr' ' grade'

HoD' ' Head'of'Department'

HR' ' Human'Resources'

KIT'days' ‘Keep'in'Touch’'days'

L' ' lecturer'

LU' ' Lancaster'University'

M' ' male'

MARS' ' Maternity'&'Adoption'Research'Support'

MChem'' Master'of'Chemistry'

OED' ' Organisation'and'Educational'Development'

OrgNet' ' Organic'chemistry'network'

P' ' professor'

PDR' ' Performance'&'Development'Review'

PDRA' ' post8doctoral'research'associate'

PG' ' postgraduate'

PGR' ' postgraduate'by'research'

PI' ' Principal'Investigator'

R' ' reader'

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RA' ' research'associate'

RAE' ' Research'Assessment'Exercise'

REF' ' Research'Excellence'Framework'

RSC' ' Royal'Society'of'Chemistry'

SAT' ' self8assessment'team'

SL' ' senior'lecturer'

SRA' ' senior'research'associate'

UG' ' undergraduate'

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2. DESCRIPTION)OF)THE)DEPARTMENT)Recommended)word)count:))Bronze:)500)words))|))Silver:)500)words)

Please'provide'a'brief'description'of'the'department'including'any'relevant'contextual'information.'Present'data'on'the'total'number'of'academic'staff,'professional'and'support'staff'and'students'by'gender.'

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The'Department'of'Chemistry'was'launched'as'a'completely'new'department'in'October'2012'as'part'of'the'Faculty'of'Science'and'Technology'(Figure'1),'which'comprises'seven'other'departments.'Therefore,'our'application'to'the'Athena'SWAN'scheme'is'unusual'since'we'are'a'rapidly'growing'department,'which'has'started'from'scratch.'

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Figure)1.'The'Department'of'Chemistry'within'the'structure'of'Lancaster'University.'

Staff'numbers'have'grown'rapidly'within'the'past'three'years,'all'through'recruitment.'We'now'have'20'Academic'staff'(14M,'6F),'with'an'excellent'gender'balance'for'our'early8career'staff'(8M,'6F).'However,'we'have'found'it'much'harder'to'attract'women'to'senior'academic'posts,'with'none'at'Senior'Lecturer'grade,'and'above.'We'have'6'Technical'staff'(4M,'2F),'and'are'pleased'to'have'recruited'women'into'senior'posts'(G8'–'superintendent;'G7'–'Experimental'Officer).'Our'Administration'Team'has'4'staff'members'(0M,'4F),'so'could'benefit'from'a'closer'gender'balance.'Our'fixed8term'staff'include'8'Researchers'(5M,'3F),'so'represents'further'challenge'to'attract'more'female'applicants.'

Our'Student'gender'balance'(41%'female)'is'representative'of'the'national'average,'with'69'current'UG'students'(41M,'28F),'and'we'are'working'towards'improving'this.'We'have'found'it'particularly'difficult'to'recruit'women'at'PG'level,'currently'with'16'students'(12M,'4F).'We'admit'we'could'be'much'better:'as'well'as'addressing'the'problem'of'attracting'research'applicants'to'a'new'department,'we'are'now'focused'on'improving'visibility'and'promotion'of'our'commitment'to'inclusivity.'We'look'forward'to'our'first'graduands'(UG'in'2016,'and'PhD'in'2017),'but'aim'to'attract'more'

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applications'from'women'through'deliberate'promotion'of'our'commitment'to'be'a'friendly,'supportive'and'fully'inclusive'department.'Our'actions'towards'improving'this'are'disclosed'in'the'application.'

The'development'of'a'new'department'has'been'especially'demanding,'since'we'have'had'to'work'closely'in'the'design'of'our'new'building'and'associated'infrastructure.'We'have'had'to'introduce'numerous'policies'from'scratch.'We'have'had'to'design'and'implement'an'innovative'and'high'quality'UG'course'from'scratch,'and'to'work'closely'with'the'Royal'Society'of'Chemistry'towards'early'and'successful'accreditation.'We'have'had'to'develop'cutting8edge'research.'All'these'activities'have'been'very'demanding'and'time8intensive.'And,'it'has'only'been'through'genuine'team'effort'that'we'have'built'the'new'department'successfully.'This'has'been'an'excellent'opportunity'in'which'we'have'broken'down'many'traditional'barriers'of'rank'and'worked'closely'as'a'mutually'supportive'team.'We'are'pleased'that'all'staff'feel'that'they'have'made'valuable'and'appreciated'contribution'to'the'building'design;'the'infrastructure'development'and'procurement;'the'teaching'course;'and'to'the'development'of'our'policy'portfolio.'Perhaps'to'our'detriment,'the'time'pressures'have'not'allowed'our'early8career'staff'as'much'flexibility'in'personal'development'as'we'would'have'liked.'Some'aspects'of'our'outward'facing'profile'now'need'more'effort,'such'as'our'web'presence'and'promotion'of'a'better'gender'balance.'

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3. THE)SELFZASSESSMENT)PROCESS)Recommended)word)count:)Bronze:)1000)words))|))Silver:)1000)words)

Describe'the'self8assessment'process.'This'should'include:'

(i) a'description'of'the'self8assessment'team'

(ii) an'account'of'the'self8assessment'process'

(iii) plans'for'the'future'of'the'self8assessment'team'

(i)'The'Athena'SWAN'self8assessment'team'(SAT)'was'assembled'on'a'volunteer'basis,'ensuring'a'good'gender'split'(8'women'and'6'men)'and'appropriate'representation:'undergraduate'and'postgraduate'students,'post8doctoral'researchers,'early8career'lecturers,'a'senior'lecturer,'two'professors,'including'the'Head'of'Department,'as'well'as'technical'and'administrative'staff.'With'the'exception'of'student'representatives,'all'SAT'members'are'employed'full8time'by'the'University.'The'chair'of'the'SAT'is'also'the'Equality,'Diversity'&'Disability'Officer'in'the'department,'who'is'responsible'for'ensuring'that'students'with'learning'difficulties'or'disabilities'receive'appropriate'support,'for'promoting'inclusive'curricular,'for'addressing'accessibility'issues,'for'promoting'equality'and'diversity'at'both'departmental'and'University'level,'and'for'mediating'information'and'feedback'between'the'department'and'the'University’a'Equality'&'Diversity,'and'Disability'Committees.'Description'of'all'SAT'members'(in'alphabetical'order):'

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SAT)Member) Gender))Departmental)

Role)and)Responsibilities)

SAT)Role)Experience)of)WorkZLife)

Balance)

Dr)Lorna)Ashton)

Female'Early8career'Lecturer.'

Careers'Officer.'

Student'and'staff'data'focus'group'

3'teenage'children,'husband'with'MS,'2'

homes.'

Dr)David)Cox' Male'

Lecturer'(teaching8only).'Year'1'Director'

of'Studies'

Organisation'and'culture'focus'group'

Elderly'in8laws'with'limited'mobility,'wife'works'part8time.'Cared'for'mother'in'her'90s.'

Dr)Pierre)Fayon)

Male'Post8Doctoral'Research'Assistant'

Career'development'focus'group'

No'particular'family'responsibilities,'regularly'trains'to'run'marathons'

Prof)Peter)Fielden' Male' Head'of'

Department'

Flexible'working'and'career'breaks'focus'

group'

Married'with'2'grown8up'sons.'Spouse'has'taken'a'

career'break.'Ms)Beth)Fletcher)' Female' UG'Student'' Student'and'staff'data'

focus'group'No'particular'family'or'caring'responsibilities'

Dr)Nick)Fletcher)

Male'Senior'Lecturer.'Examinations'

Officer.'

Career'transition'points'focus'group'

Working'partner'and'3'children'under'10.'

Requires'flexibility'due'to'childcare.'

Dr)Vilius)Franckevičius))

Male'

Early8career'Lecturer.'ED&D'officer.'Year'2'Director'of'Studies'

Chair'of'the'SAT.'Career'transition'points'focus'group.'

Married'with'spouse'who'is'a'mature'student.''

Ms)Jill)Greenwood)' Female' Departmental'

Administrator''Organisation'and'culture'focus'group''

Use'of'flexi8time'due'to'caring'responsibilities'of'

an'elderly'mother.''

Prof)Harry)Hoster)

Male' Professor' Career'development'focus'group'

Married,'keen'cyclist,'enjoys'walking'holidays,'active'outdoors'person.'

Dr)Eleri)Hughes)

Female'

Senior'Post8Doctoral'Research'Assistant'

Career'development'focus'group'

Balancing'academic'study'with'childcare'

(from'UG'all'the'way'to'researcher).''

Ms)Olivia)Lynes)

Female' PhD'Student' Career'development'focus'group'

Flexibility'required'to'help'sister'with'childcare'

(lives'6'h'away)'

Mrs)Helen)Quirk'' Female' Departmental'

Superintendent'

Flexible'working'and'career'breaks'focus'

group'

Married,'elderly'parents'3'h'away,'looks'after'horses'and'family'pets.'

Ms)Bintay)Shah' Female' UG'Student' Student'and'staff'data'

focus'group'

Responsible'for'siblings'in'the'same'way'as'

parents'are.'

Dr)Abbie)Trewin))

Female'

Royal'Society'Research'Fellow'and'Lecturer'

Career'transition'points'focus'group'

Responsibilities'for'nieces'and'parents.'

Looks'after'horses'and'pets.'

Table)1.'Athena'SWAN'Self8Assessment'Team.'

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(ii)'The'Head'of'Department'has'been'actively'engaged'with'the'University’s'Athena'SWAN'Committee'since'2013'and,'over'the'past'three'years,'striven'for'the'Chemistry'department'to'make'a'Bronze'award'submission'as'soon'as'possible.'As'soon'as'our'department'opened,'the'Head'of'Department'visited'the'Department'of'Chemistry'at'the'University'of'York,'holder'of'the'Gold'Award,'to'gain'a'deeper'insight'into'best'practice,'which'can'be'embedded'in'the'developing'department'at'Lancaster.'Subsequently,'having'had'a'confirmation'from'an'Athena'SWAN'adviser'that'an'application'from'a'growing'department'is'very'welcome,'the'departmental'SAT'was'formed'in'January'2015.''

In'order'to'ensure'an'equal'workload'for'all'members'of'the'team,'the'SAT'was'split'into'five'focus'groups'from'the'outset:'student'and'staff'data,'career'transition'points,'career'development,'organisation'and'culture,'and'flexible'working'and'career'breaks'(Figure'2).'Two'to'four'individuals'were'assigned'to'each'focus'group,'who'were'responsible'for'liaising'with'HR,'University'Planning'Office'and'the'Departmental'Administrator'to'collate'and'analyse'all'staff'and'student'data,'to'identify'areas'of'good'practice'in'the'department'and'the'wider'Institution,'and'to'propose'specific'actions'for'areas'that'need'improvement.'Each'focus'group'provided'a'written'report'for'the'SAT.'This'information'was'relayed'to'the'rest'of'the'SAT'and'a'more'in8depth'discussion'took'place'at'each'SAT'meeting.'Staff'and'student'surveys'were'conducted'to'gain'a'further'insight'into'the'needs'of'the'department,'and'the'results'were'discussed'and'considered'by'the'SAT'in'preparation'of'the'action'plan.'Each'focus'group'has'met'485'times,'whereas'the'SAT'has'met'7'times'over'the'past'10'months.'SAT'meetings'were'attended'by'the'chair'of'the'University’s'Athena'SWAN'Committee'and'the'University’s'Equality'and'Diversity'Manager.'The'chair'of'the'SAT'was'responsible'for'the'overall'success'of'the'self8assessment'process,'production'of'an'ambitious'and'purposeful'action'plan,'and'collation'of'the'information'towards'the'Bronze'award'submission.'The'work'of'all'staff'members'of'the'SAT'is'acknowledged'in'the'workload'model.'

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Figure)2.'The'Chemistry'SAT'within'the'University’s'Equality'and'Diversity'framework.'

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From'the'outset,'Athena'SWAN'became'a'standing'agenda'item'on'two'key'departmental'decision8making'committees'of'the'department:'the'Staff'Meeting'and'the'Management'Group'Meeting.'The'staff'meeting'is'attended'by'all'members'of'staff,'including'support'staff,'and'is,'therefore,'used'by'the'SAT'chair'to'report'back'to'the'department'the'findings'of'the'self8assessment'team,'the'proposed'changes'to'the'departmental'practices'and'policies'as'detailed'in'the'action'plan,'and'the'progress'made'towards'the'Athena'SWAN'application.'Athena'SWAN'is'also'a'standing'agenda'item'on'the'Management'Group'of'the'department,'which'includes'representatives'from'all'areas'of'the'department.'The'Management'Group'makes'decisions'in'terms'of'the'allocation'of'financial'resources'and'is,'therefore,'critical'in'the'successful'implementation'of'the'proposed'action'plan.'The'Head'of'Department,'who'is'a'member'of'the'SAT,'is'responsible'for'communicating'SAT'requests'to'the'Management'Group'and'reporting'back'to'the'SAT.''

(iii)'Following'submission'of'the'Bronze'Award'application,'the'SAT'will'formally'become'the'departmental'Equality,'Diversity'&'Disability'Committee.'The'Committee'will'necessarily'comprise'of'representatives'from'all'roles'of'the'department'and'all'levels'of'seniority'to'provide'transparency'and'opportunities'for'all'to'raise'issues'concerning'departmental'procedures'and'policies.'The'membership'of'the'Committee'will'be'reviewed'annually'to'reflect'the'diversity'and'views'of'the'department,'and'take'into'account'the'workload'model.'

The'Committee'will'meet'every'quarter,'and'will'be'ultimately'responsible'for'ensuring'that'the'actions'are'successfully'met'by'the'individuals'responsible'in'a'timely'manner,'and'for'providing'support'and'assistance'where'this'is'required.'The'Committee'will'analyse'all'data'pertaining'to'staff'and'students'as'outlined'in'the'action'plan'and'identify'any'trends.'Ultimately,'areas'where'improvement'is'significant'will'be'highlighted,'whereas'any'actions'that'do'not'bring'about'the'desired'outcomes'may'need'to'be'amended'or'enforced,'as'appropriate.'Athena'SWAN'will'continue'to'be'a'standing'item'on'the'Management'Group'and'Staff'meetings'to'update'all'staff'members'of'progress'and'changes,'and'to'be'an'embedded'part'of'these'key'decision8making'committees.'

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4. A)PICTURE)OF)THE)DEPARTMENT)Recommended)word)count:)Bronze:)2000)words))|))Silver:)2000)words)

4.1. Student)data))If'courses'in'the'categories'below'do'not'exist,'please'enter'n/a.''

(i) Numbers'of'men'and'women'on'access'or'foundation'courses'

N/A'

'(ii) Numbers'of'undergraduate'students'by'gender'

Full8'and'part8time'by'programme.'Provide'data'on'course'applications,'offers,'and'acceptance'rates,'and'degree'attainment'by'gender.'

The'data'below'include'students'applying'for'BSc'and'MChem'Chemistry'and'Environmental'Chemistry'undergraduate'degree'programmes'(Figure'3).'

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Figure)3.'Undergraduate'applications,'offers'and'acceptances.'N.B.'How'the'acceptances'have'translated'into'registrations'is'discussed'subsequently.'

These'data'show'that'the'gender'split'at'the'application'stage'has'not'changed'(~42843%'female)'over'the'past'three'years.'Similarly,'the'rate'of'offers'made'to'students'appears'to'be'in'line'with'applications,'i.e.'~42845%'female.'There'has'been'a'remarkable'increase'in'15/16'in'the'proportion'of'women'accepting'the'offer'(56%).'The'department'can'influence'the'numbers'at'the'application'and'acceptance'stage,'whereas'offers'to'students'are'made'centrally'by'the'University'with'no'input'from'the'department.'It'should'be'recognised'that,'since'we'are'a'new'department,'our'overall'numbers'are'low'and,'therefore,'the'analysis'of'these'statistics'is'likely'to'be'imprecise.'

Although'the'applications'and'offers'gender'split'is'in'line'with'the'national'figure'for'Chemistry,'as'a'new'department'we'aim'to'improve'on'these.'Firstly,'we'need'to'

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ensure'that'there'is'always'a'balanced'mix'of'male'and'female'staff,'as'well'as'student'guides,'at'pre8application'University'visit'days'(Actions)2.1).''

The'department'operates'an'active'outreach'programme'(vide(infra).'We'will'include'a'section'in'all'our'outreach'feedback'from'prospective'students'about'their'views'on'the'gender'balance'of'our'staff'(Action)2.2),'and'how'this'has'impacted'on'their'decision8making.'Trends'arising'from'the'responses'will'be'monitored'and'the'feedback'acted'on.'

In'addition,'to'ensure'that'we'do'not'experience'a'drop'in'women'accepting'their'offer'in'the'future,'we'need'to'encourage'female'applicants'to'take'up'places'at'the'department:'

• Following'a'formal'offer,'all'students'are'invited'to'a'much'more'informal'departmental'Taster'Day'(Action)2.3).'We'will'ensure'that'there'is'a'good'mix'of'male'and'female'staff'attending'lunch,'giving'presentations'and'demonstrating'in'laboratories'to'make'the'gender'diversity'of'our'staff'visible,'and'thereby'encourage'female'applicants'in'particular.'

• Our'Student'Survey'has'indicated'that'59%'of'all'students'would'have'liked'to'have'had'a'student'mentor'from'the'point'of'application'through'to'the'first'year'of'the'degree.'As'such,'a'new'mentor'scheme'is'being'put'in'place'(Action)2.4).'This'scheme'will'be'available'to'all'prospective'UG'students'(and'PG'students,'see'later),'whereby'an'undergraduate'student'currently'in'the'department'will'be'available'to'answer'any'queries'before'the'prospective'student'takes'up'their'place'at'Lancaster.'The'name'and'e8mail'address'of'the'mentor'will'be'included'in'the'information'pack,'sent'to'the'prospective'student'at'the'offer'stage.'Female'mentors'will'be'assigned'to'women'applicants.'This'initiative'should,'hopefully,'result'in'a'higher'proportion'of'women'being'encouraged'to'accept'the'offer.'

We'will'continue'to'monitor'the'diversity'of'our'UG'students'to'check'on'the'effectiveness'of'our'recruitment'strategies'towards'increasing'female'UG'student'numbers'(Action)1.1).'

Our'Student'Survey'also'highlighted'that'only'31%'of'respondents'were'aware'of'the'department’s'Equality'and'Diversity'policy'and'only'32%'had'heard'of'Athena'SWAN.'Therefore,'we'need'to'publicise'more'actively'the'department’s'commitment'to'equality,'diversity'and'equal'opportunities,'including'our'commitment'to'Athena'SWAN'(Action)2.8).'A'specific'section'on'this'will'be'included'in'the'UG'prospectus'and'on'the'departmental'website.'Departmental,'Faculty'and'University8wide'Athena'SWAN'events'will'be'advertised'via'this'website,'by'e8mail'and'on'a'noticeboard'outside'the'teaching'laboratories.'

The'registered'student'population'data'currently'in'the'department'varies'from'the'number'of'acceptances,'as'some'students'will'not'have'met'the'conditions'set'out'in'the'academic'offer,'and'additional'students'have'been'recruited'through'the'clearing'process,'which'the'department'has'no'influence'over'(Figure'4).'Our'first'cohort'of'UG'students'started'in'the'13/14'academic'year.'The'gender'split'has'remained'at'~40%'of'female'students.'Given'the'small'sample'size,'this'figure'is'within'the'national'average'of'43%'for'Chemistry.'With'the'actions'described'previously'successfully'put'in'place,'this'figure'should'surpass'the'national'average'towards'an'equal'gender'split.'

'14'

'

Figure)4.'Total'undergraduate'student'numbers.'

However,'looking'at'the'new'UG'student'registrations'at'Year'1'over'the'past'three'years,'the'gender'balance'of'students'is'steadily'improving'(Figure'5):'this'academic'year,'46%'of'Year'1'students'are'women.'

Figure)5.'New'undergraduate'student'registrations.'

Although'none'of'our'UG'students'has'graduated'yet,'Figures'486'show'the'overall'academic'attainment'in'Years'1'and'2'for'the'academic'years'13/14'and'14/15.'

'

'

'

'

'

'

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'15'

2013/14)Year)1)Number)of)

male)students)Number)of))

female)students)Total)number)of)students)

1st' 4' 3' 7'2.1' 6' 2' 9'2.2' 3' 2' 5'3rd' 0' 0' 0'Fail' 0' 0' 0'

'

Figure)6.'2013/2014'Year'1'student'academic'attainment.')

In'our'first'UG'student'cohort,'more'women'than'men'(compared'to'the'gender'split'of'the'cohort)'achieved'a'first'in'their'first'year,'while'more'men'than'women'obtained'a'2.1'(Figure'6).'However,'the'small'sample'size'indicates'that'there'is'little'significant'variance'in'the'data.'

'

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43%25%

40%

57%75%

60%

0

10

20

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40

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60

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90

100

0%

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30%

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1st 2.1 2.2 3rd Fail

2013/2014 Year 1 Attainment

Male

Female

Class gender split

'16'

2014/15)Year)2)Number)of)

male)students)Number)of))

female)students)Total)number)of)students)

1st' 0' 2' 2'2.1' 8' 2' 10'2.2' 7' 2' 9'3rd' 1' 0' 1'Fail' 0' 0' 0'

'

Figure)7.'2014/2015'Year'2'student'academic'attainment.''

The'overall'performance'of'the'same'cohort'in'Year'2'was'lower'(Figure'7),'with'only'2'women'achieving'a'first'and'a'representative'split'of'2.1'and'2.2'grades'between'men'and'women'when'compared'to'the'gender'split'of'the'class.'

'

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100%

20% 22%

80% 78%

100%

0

10

20

30

40

50

60

70

80

90

100

0%

10%

20%

30%

40%

50%

60%

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100%

1 2.1 2.2 3rd Fail

2014/2015 Year 2 Attainment

Male

Female

Class gender split

'17'

2014/15)Year)1)Number)of)

male)students)Number)of))

female)students)Total)number)of)students)

1st' 5' 2' 7'2.1' 4' 5' 9'2.2' 3' 3' 6'3rd' 1' 0' 1'Fail' 1' 0' 1'

'

Figure)8.'2014/2015'Year'1'student'academic'attainment.''

Finally,'in'our'second'cohort'of'UG'students,'more'men'than'women'obtained'a'first'in'Year'1'when'compared'to'the'gender'split'of'the'class'(Figure'8),'while'more'women'than'men'achieved'a'2.1'and'a'2.2.'

Overall,'there'is'no'clear'trend'to'suggest'a'gender'a'bias'in'performance'levels.'As'our'students'begin'to'graduate'and'their'numbers'grow,'the'statistical'significance'of'the'data'should'become'more'reliable.'We'will'continue'to'monitor'any'emerging'trends'(Action)1.2).''

'

'(iii) Numbers'of'men'and'women'on'postgraduate'taught'degrees''

Full8'and'part8time.'Provide'data'on'course'application,'offers'and'acceptance'rates'and'degree'completion'rates'by'gender.'

N/A'

(iv) Numbers'of'men'and'women'on'postgraduate'research'degrees'

Full8'and'part8time.'Provide'data'on'course'application,'offers,'acceptance'and'degree'completion'rates'by'gender.'

29%

56%

50%

71%

44%

50%

100%

100%

0

10

20

30

40

50

60

70

80

90

100

0%

10%

20%

30%

40%

50%

60%

70%

80%

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100%

1 2.1 2.2 3rd Fail

2014/2015 Year 1 Attainment

Male

Female

Class gender split

'18'

Figure'9'outlines'the'PG'student'numbers'since'the'department'recruited'the'first'students'for'the'13/14'academic'year.'At'present,'we'have'4'female'(25%)'and'12'male'PG'students'(all'full8time),'which'is'significantly'below'the'40%'national'average'of'female'PG'Chemistry'students.'One'of'the'key'difficulties'we'face'is'attracting'external'candidates'to'apply'for'research'degrees'in'a'completely'new'department.'Applicant'numbers'are'lowered'further'by'the'absence'of'internal'graduates.''

'

Figure)9.'Total'postgraduate'student'numbers.''

The'data'in'Figure'10'illustrate'the'student'admission'process'to'PG'research'degrees.'

'

Figure)10.'Postgraduate'applications,'offers'and'acceptances.'

In'combination'with'low'application'numbers'overall,'these'data'highlight'two'important'facts,'which'are'discussed'below.'

Firstly,'there'is'a'drop'in'female'applications'at'PG'level'when'compared'to'UG.'We'believe'that'we'have'not'succeeded'in'attracting'more'female'applications'because'of'how'the'department'has'presented'itself'externally'via'the'department’s'website'and'in'the'PG'prospectus,'an'issue'we'are'already'actively'addressing.'For'example,'the'Chemistry'department'has'a'good'staff'gender'balance'(see'later),'yet'this'is'not'transparent'on'the'departmental'website:'the'research'pages'and'the'prospectus'portray'hardly'any'images'or'cases'studies'of'women'(Action)2.5).'Thus,'the'research'

'19'

pages'will'be'revamped'to'include'more'experiences'of'women'scientists,'whereas'the'new'Athena'SWAN'page'will'incorporate'case'studies'of'female'students'and'staff,'celebrate'the'achievements,'highlight'issues'and'illustrate'how'those'problems'are'being'addressed.'

We'also'need'to'improve'the'PGR'advertising'strategies'(Action)2.6).'It'is'now'the'expectation'that'all'vacant'PhD'posts'must'be'advertised'externally.'In'addition,'all'advertisements'will'have'to'include'the'following:'

• A'positive'statement'that'applications'from'women'are'particularly'welcome.'

• A'clear'statement'that'the'department'is'committed'to'flexible'working'on'an'individual'basis.'

• A'clear'statement'that'the'department'welcomes'and'embraces'diversity,'and'is'committed'to'the'Athena'SWAN'principles.''

The'second'trend'associated'with'the'data'points'to'a'further'drop'in'the'proportion'of'women'made'an'offer'(particularly'in'14/15'and'15/16).'This'suggests'that'the'student'selection'process'must'be'made'fairer'and'more'transparent'(Action)2.6).'To'achieve'this'goal,'guidelines'for'shortlisting,'as'well'as'a'separate'document'concerning'the'dangers'associated'with'unconscious'bias,'and'the'need'to'consider'any'career'breaks,'will'be'distributed'to'all'members'of'staff'each'academic'year.'There'must'be'at'least'two'members'of'staff'on'the'interview'panel,'one'of'whom'must'be'a'woman.'

'

Figure)11.'New'postgraduate'student'registrations.'

The'actual'numbers'of'students'embarking'on'a'PGR'degree'are'given'in'Figure'11.'Based'on'these'statistics,'not'all'of'the'offers'given'translate'to'registrations.'As'such,'we'will'produce'a'decliner'survey'to'gain'an'insight'into'the'differences'between'men'and'women'as'to'why'they'had'chosen'not'to'take'up'the'place'to'study'in'the'department.'

Just'like'with'incoming'UG'students,'a'peer8to8peer'mentor'scheme'will'be'offered'to'all'prospective'research'students'(Action)2.4).'The'mentor'scheme'will'be'promoted'on'the'research'web'pages'and'in'the'prospectus.''

With'the'first'PG'students'due'to'graduate'next'academic'year,'exit'questionnaires'will'also'provide'us'with'crucial'information'on'any'gender8led'differences'on'their'experiences'in'the'department'as'well'as'their'future'plans'(Action)2.7).'These'data'will'allow'the'department'to'initiate'activities'towards'eliminating'any'differences.'

'20'

(v) Progression'pipeline'between'undergraduate'and'postgraduate'student'levels'

Identify'and'comment'on'any'issues'in'the'pipeline'between'undergraduate'and'postgraduate'degrees.''

As'our'UG'students'have'not'yet'graduated,'this'section'is'at'present'not'applicable.'However,'we'will'monitor'UG'student'destinations'(Action)1.9)'and'will'put'in'place'actions'to'encourage'women'to'continue'with'PG'study'(Actions)2.4,)6.11,)6.12,)6.13)'(see'later).'

4.2. Academic)and)research)staff)data)(i) Academic'staff'by'grade,'contract'function'and'gender:'research8only,'teaching'

and'research'or'teaching8only'

Look'at'the'career'pipeline'and'comment'on'and'explain'any'differences'between'men'and'women.'Identify'any'gender'issues'in'the'pipeline'at'particular'grades/job'type/academic'contract'type.'

The'academic'staff'data'in'the'department'are'given'below'for'2015,'which'is'compared'to'other'Faculty'of'Science'and'Technology'departments'and'Lancaster'University.'We'have'one'teaching8only'lecturer,'whereas'all'other'academic'staff'are'both'research'and'teaching'active.''

'Academic)role)and)grade)

Number)of)male)staff)

Number)of))female)staff)

Total)number)of)staff)

Lecturer'Grade'7' 6' 4' 10'Lecturer'Grade'8' 2' 2' 4'Senior'lecturer'/'Reader'Grade'9' 2' 0' 2'

Professor' 4' 0' 4'

'

Figure)12.'Academic'staff'data'by'grade'and'gender'in'the'department.'

40% 50%

60%50%

100% 100%

34% 33%

25%

15%

40% 41%

28%22%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Lecturer Gr 7 Lecturer Gr 8 SL/Reader Gr 9 Professor

Academic Staff (by grade and gender)

MaleFemaleFST DepartmentsUniversity

'21'

Although'our'staff'numbers'are'relatively'small,'we'have'an'encouraging'gender'balance'for'early8career'lecturers'(grades'7'and'8,'Figure'12),'which'is'nearly'as'high'as'the'national'figure'(55%'women'at'grade'7'and'8'in'2012/13),'in'line'with'University'figures'and'significantly'higher'than'other'science'and'technology'departments'at'Lancaster.'However,'we'have'found'it'much'harder'to'recruit'staff'at'senior'level,'and'in'particular'women.'We'currently'have'no'women'in'these'roles'(UK'average'for'Chemistry:'SL/Reader'–'11%'women,'Professor'–'9%'women).'A'lack'of'external'female'applicants'in'senior'academic'roles'in'chemistry'is'a'national'problem,'often'addressed'through'internal'promotion.'However,'current'staff'have'so'far'been'on'probation'and'their'cases'will'be'considered'in'this'year’s'round'of'University'promotion.'As'a'department,'we'are'extremely'concerned'about'this'imbalance'and'it'is'one'of'our'key'priorities'for'any'future'recruitment'and'promotion'of'staff'(please'refer'to'the'recruitment'and'promotions'sections).'

Research'staff'data'(2015/16'data):''

Researcher)Grade)

Number)of)male)staff)

Number)of))female)staff)

Total)number)of)staff)

Research'Gr'6' 1' 1' 2'Research'Gr'7' 4' 2' 6'Research'Gr'8' 0' 0' 0'Research'Gr'9' 0' 0' 0'

'

Figure)13.'Research'staff'data'by'grade'and'gender.'

Our'research'staff'numbers'(total'of'8)'are'still'too'small'to'make'statistically'significant'conclusions'at'grades'6'and'7'(Figure'13).'We'have'no'researchers'at'grades'8'and'9.'We'will'continue'to'monitor'the'departmental'population'by'staff'and'gender'(Action)1.4).'

50%

33%

50%

67%

34% 36%40%

29%

41% 39% 40%

29%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Research Gr 6

Research Gr 7

Research Gr 8

Research Gr 9

Researchers (by grade and gender)

MaleFemaleFST DepartmentsUniversity

'22'

SILVER)APPLICATIONS)ONLY)

Where'relevant,'comment'on'the'transition'of'technical'staff'to'academic'roles.'

)

(ii) Academic'and'research'staff'by'grade'on'fixed8term,'open8ended/permanent'and'zero8hour'contracts'by'gender'

Comment'on'the'proportions'of'men'and'women'on'these'contracts.'Comment'on'what'is'being'done'to'ensure'continuity'of'employment'and'to'address'any'other'issues,'including'redeployment'schemes.''

'

Year)Female)Staff)by)Type)of)Contract) Male)Staff)by)Type)of)Contract)

Indefinite) FTC) Indefinite) FTC)

2013814' 3' 1' 10' 2'2014815' 6' 3' 14' 3'2015816' 6' 3' 15' 5'

'

'Figure)14.'Academic'and'research'staff'on'permanent'and'fixed8term'contracts'by'gender.''

Since'the'department'has'no'academic'staff'on'fixed8term'contracts,'all'fixed8term'contracts'are'associated'with'researchers'(Figure'14).'Only'a'quarter'of'staff'on'indefinite'contracts'are'women,'which'is'marginally'above'the'national'average'for'Chemistry'(22%'women).'The'number'of'staff'on'fixed8term'contracts'is'relatively'low,'thus'caution'should'be'exercised'when'judging'the'statistical'significance'of'the'data.'Overall,'the'proportion'of'women'on'fixed8term'contracts'is'higher'than'that'on'permanent'contracts'and'slightly'above'the'national'average'(33%'women).'

23%30% 29% 33%

50%38%

77%70% 71% 67%

50%62%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

2013-14 Indefinite

2014-15 Indefinite

2015-16 Indefinite

2013-14 FTC

2014-15 FTC

2015-16 FTC

Academic and Research Staff on Permanent and Fixed-Term Contracts(by gender)

MaleFemale

'23'

The'majority'of'staff'on'fixed8term'contracts'are'researchers,'funded'by'external'bodies.'Thus,'the'continuity'of'employment'of'post8doc'staff'relies'on'appropriate'training'and'support'(see'Career'Development).'

Staff'data'by'the'type'of'contract'and'gender'will'be'monitored'annually'(Action)1.5)'and'career'development'actions'reviewed.'

(iii) Academic'leavers'by'grade'and'gender'and'full/part8time'status''

Comment'on'the'reasons'academic'staff'leave'the'department,'any'differences'by'gender'and'the'mechanisms'for'collecting'this'data.'''

We'have'not'yet'had'academic'staff'leave'the'department,'however,'when'this'happens,'the'above'data'will'be'collected'and'actions'to'target'the'issues'initiated'(Action)1.6).'The'Head'of'Department'will'hold'an'interview'with'staff'leaving'to'gain'an'insight'into'the'reasons'for'departure.'

[1995'words]'

'24'

5. SUPPORTING)AND)ADVANCING)WOMEN’S)CAREERS)Recommended)word)count:)Bronze:)6000)words))|))Silver:)6500)words)

5.1. Key)career)transition)points:)academic)staff)(i) Recruitment'

Break'down'data'by'gender'and'grade'for'applications'to'academic'posts'including'shortlisted'candidates,'offer'and'acceptance'rates.'Comment'on'how'the'department’s'recruitment'processes'ensure'that'women'(and'men'where'there'is'an'underrepresentation'in'numbers)'are'encouraged'to'apply.'

The'recruitment'data'below'are'split'into'academic'and'research'staff'(Figure'15),'technical'and'administrative'staff'(Figure'16),'and'the'department'as'a'whole'(Figure'17).'

'

Researchers)and)Academic)Staff)

Applications) Shortlisted) Appointments)

Male) Female) Male) Female) Male) Female)

Researcher' 41' 8' 7' 2' 2' 1'Lecturer' 445' 88' 18' 9' 4' 6'Senior'Lecturer' 137' 19' 11' 2' 3' 0'Professor' 48' 1' 14' 0' 3' 0'

'

Figure)15.'Recruitment'of'researchers'and'academic'staff'(2011815).'

'

'

'

'

16% 22

% 33%

17% 33

%

60%

12%

15%

2%

84% 78

% 67%

83% 67

%

40%

88%

85%

100% 98%

100%

100%

Researcher Lecturer Senior Lecturer Professor

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Recruitment of Researcher and Academic Staff(by gender and grade)

Male

Female

'25'

Several'conclusions'can'be'drawn'from'Figure'15:'

• The'gender'balance'improves'in'going'from'applications'to'shortlisted'candidates'to'job'offers'for'researcher'and'lecturer'posts.'This'suggests'that'the'right'candidates'are'being'appointed'and'provides'evidence'that'the'department'is'committed'to'recruiting'female'staff.'

• Not'enough'women'apply'for'all'academic'posts.'

• We'have'had'just'a'single'application'from'a'woman'for'a'professorial'post.'

'

Technical)and)Admin)Staff)

Applications) Shortlisted) Appointments)

Male) Female) Male) Female) Male) Female)

Technical' 68' 28' 16' 5' 5' 2'Administrative' 7' 35' 0' 16' 0' 5'

'

Figure)16.)Recruitment'of'technical'and'administrative'staff'by'gender'(201182015).'

In'the'case'of'technical'and'administrative'staff'recruitment'(Figure'16),'technical'staff'appointments'are'biased'towards'men,'whereas'administrative'ones'towards'women.'

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'

'

'

'

'

29%

24% 29%

83% 10

0%

100%

71%

76% 71%

17%

Technical Administrative

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Recruitment of Technical and Administrative Staff (by gender)

Male

Female

'26'

)Applications) Shortlisted) Appointments)

Male) Female) Male) Female) Male) Female)

All)Staff) 746' 179' 66' 34' 17' 14'

'

'

Figure)17.)Recruitment'of'all'department'staff'by'gender'(201182015).'

Overall,'the'number'of'applications'from'women'is'low'and'the'gender'balance'recovers'significantly'at'the'appointment'stage'(Figure'17).'However,'these'data'can'be'misleading'because'they'average'out'and'disguise'the'fact'that'some'roles'are'very'male8dominated,'whereas'others'show'female'predominance.'

Advertising)Practices'(Action)3.1).'

It'is'clear'that'not'enough'women'apply'for'academic'posts,'and'in'particular,'for'senior'ones,'and'for'technical'posts,'despite'the'positive'statement'that'applications'from'female'candidates'are'particularly'welcome.'We'will'continue'to'do'this,'but'in'addition:'

• The'following'will'be'included'in'all'subsequent'job'advertisements'for'academic'staff,'researchers'and'professional'service'posts:'“The'Department'of'Chemistry'provides'an'environment'that'strongly'supports'the'individual'needs'of'each'employee,'promoting'a'healthy'work8life'balance.'We'are'committed'to'family8friendly'and'flexible'working'policies'on'an'individual'basis,'as'well'as'the'Athena'SWAN'Charter,'which'recognises'and'celebrates'good'employment'practice'undertaken'to'address'gender'equality'in'higher'education'and'research.”'All'advertisements'carry'the'Athena'SWAN'logo.'

• We'will'promote'excellent'gender'split'of'early8career'academic'staff'by'including'this'in'the'departmental'profile'accompanying'a'job'advertisement.'

• All'job'descriptions'will'be'checked'by'the'Equality,'Diversity'&'Disability'Committee'to'ensure'that'they'are'attractive'for'women'to'apply.'''

• All'staff'will'be'asked'to'send'out'the'advertisements'to'various'research'networks'(e.g.'OrgNet),'as'appropriate,'to'proactively'advertise'the'open'position'in'the'case'of'academic'vacancies.'

19%34%

45%

81%66%

55%

0%10%20%30%40%50%60%70%80%90%

100%

Applications Shortlisted Appointments

Recruitment of All Department Staff(by gender)

Male

Female

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• Once'a'position'has'been'advertised,'all'staff'presenting'at'research'symposia'and'conferences'will'be'asked'to'include'one'slide'about'the'availability'of'the'position'in'the'case'of'academic'vacancies.'We'already'have'a'reasonable'number'of'female'role'models'presenting'their'research.'

Shortlisting)Practices)(Action)3.2).)

Currently,'all'shortlisting'is'done'against'criteria'set'out'in'the'job'description.'In'addition:'

• All'new'staff'will'be'reminded'that'they'must'complete'the'University'training'on'Equality'and'Diversity.'

• All'members'of'staff'taking'part'in'the'shortlisting'and/or'interview'process'will'be'required'to'undergo'‘Recruiting'the'Best’'training'workshop,'offered'by'Lancaster'University.'Unconscious'bias'is'being'incorporated'into'this'training'course'as'part'of'the'University’s'Athena'SWAN'action'plan.'

• Shortlisting'must'be'done'against'explicit'criteria'to'minimise'unconscious'bias'and'the'criteria'made'available'to'the'panel'prior'to'looking'at'the'applications.'

• When'applications'go'to'the'shortlisting'panel,'these'must'be'accompanied'by'a'summary'about'what'unconscious'bias'is,'and'the'requirement'that'any'career'breaks'must'be'clearly'considered'in'light'of'personal'circumstances.'

• At'least'one'member'of'the'shortlisting'panel'must'be'a'woman.'Given'that'>40%'of'grade'7'and'8'academic'staff'are'female,'there'are'enough'women'in'the'department'to'take'part'in'the'shortlisting'process'without'overburdening'particular'individuals.'However,'if'a'senior'female'academic'is'required,'we'can'rely'on'other'departments'in'the'University'to'help'with'the'selection'process.'

Interview)Practices)(Action)3.3).'

At'present,'all'members'of'staff'are'invited'to'attend'the'interview'presentations'for'academic'staff,'and'the'views'of'all'staff'are'taken'into'account,'which'demonstrates'an'inclusive'culture'of'the'department.'Thus'far,'all'interview'panels'had'consistently'included'at'least'one'woman.'We'will'continue'with'this'practice.'In'addition,'the'department'will'provide'childcare'by'a'registered'childminder'in'Lancaster'if'the'applicant'wishes'to'bring'their'child'or'children'on'interview'day'(Action)3.4).'A'statement'that'childcare'is'available'will'be'included'in'the'advertisement.'

A'document'is'to'be'written'and'disseminated'to'all'staff,'summarising'the'recruitment'policy'and'making'clear'that'the'above'guidelines'must'be'adhered'to'when'recruiting'staff'for'all'posts'in'the'department,'including'post8doctoral'and'support'staff'(Action)3.5).'

Having'implemented'these'strategies,'staff'recruitment'data'by'gender'and'grade'will'be'monitored'annually'(Action)1.7).'

'

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(ii) Induction'

Describe'the'induction'and'support'provided'to'all'new'academic'staff'at'all'levels.'Comment'on'the'uptake'of'this'and'how'its'effectiveness'is'reviewed.'

All'new'staff'members'are'provided'with'a'‘Staff'Orientation'Handbook’'and'an'‘Induction'Checklist’'for'the'first'three'months'of'employment.'New'starters'have'to'attend'the'University’s'‘Welcome'to'Lancaster’'induction'session'and'complete'a'mandatory'online'training'module'‘Diversity'in'the'Workplace’.'

As'per'university'policy,'all'new'starters'are'subject'to'a'128month'probationary'period'(38year'probationary'period'for'early8career'lecturers),'the'objectives'of'which'are'set'by'using'an'initial'Performance'&'Development'Review'(PDR).'The'initial'PDR'must'include'measurable'objectives,'development'needs'and'a'proposed'date'of'the'first'formal'review.'

Irrespective'of'their'grade,'all'new'academic'staff'joining'the'department'are'assigned'a'mentor'to'guide'and'support'the'new'staff'member'during'probation.'This'scheme'will'continue'to'operate'(Action)4.1),'ensuring'that'meetings'take'place'at'least'twice'a'year'(excluding'the'PDR'itself)'during'the'probationary'period.'

All'new'academic'staff'are'invited'to'a'lunch'within'the'first'month'to'introduce'them'to'other'staff'at'their'research'section,'which'usually'also'includes'their'mentor.'

Up'to'now,'a'large'part'of'the'induction'has'focused'on'the'University'rather'than'induction'to'the'new'department.'To'address'this,'new'starters'will'also'receive'department8specific'induction'(Action)4.2).'

Concerning'new'academic'staff'at'a'more'senior'level,'as'well'as'administrative'and'technical'staff,'the'induction'process'will'be'equivalent'to'the'above'(Actions)4.3)and)4.4).''

Researchers'on'fixed8term'contracts'receive'induction'by'the'Departmental'Administrator,'the'Departmental'Superintendent'and'the'University'HR'department'on'their'first'day,'covering'key'issues,'such'as'points'of'contact,'health'and'safety'etc.'Completion'of'the'University'induction'checklist'is'still'required.'An'initial'PDR'will'be'carried'out'and,'thereafter,'it'is'mainly'the'Principal'Investigator'who'is'responsible'for'overseeing'the'continued'career'development'of'the'researcher.'All'researchers'will'now'also'be'assigned'a'mentor'aside'from'the'PI'(Action)4.5),'allowing'any'personal'development'needs'to'also'be'discussed'with'said'mentor,'if'desired.'

New'postgraduate'students'are'invited'to'an'informal'lunch'to'meet'current'students'and'academic'staff,'and'have'a'meeting'with'the'Departmental'Superintendent'regarding'Health'and'Safety'regulations.'The'postgraduate'handbook'contains'all'the'relevant'information'on'the'department'and'the'University'faculty.'The'handbook'is'currently'being're8written,'with'input'from'the'current'cohort'of'postgraduates,'to'include'information'on'equality,'diversity,'Athena'SWAN'and'maternity/paternity'policies'(Action)4.6).'

Unfortunately,'the'department'has'hitherto'not'collected'staff'and'student'feedback'concerning'the'effectiveness'of'the'induction'process'(Action)4.7).''

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(iii) Promotion'

Provide'data'on'staff'applying'for'promotion'and'comment'on'applications'and'success'rates'by'gender,'grade'and'full8'and'part8time'status.'Comment'on'how'staff'are'encouraged'and'supported'through'the'process.''

The'promotion'criteria'are'outlined'in'the'University'Policy,'which'provides'a'flexible'framework'to'assist'in'qualitative'assessment'of'staff'contribution'and'allows'for'the'differing'degrees'of'emphasis'on'teaching,'research'and'service.'It'encompasses'activities'both'within'and'outside'of'the'department,'including'outreach'work'and'university'pastoral'duties.'The'policy'guidelines'are'available'in'full'on'the'Staff'Intranet'and'include'a'list'of'the'expected'achievements'required'at'each'level'of'promotion.'It'is'recognised'that'the'precise'balance'of'achievements'will'depend'on'the'individual'and'their'circumstances'and'that'this'should'be'taken'into'account.'Promotion'criteria'clearly'take'part8time'work'or'career'breaks'into'consideration,'and'two'thirds'of'our'staff'believe'that'the'department'does'take'the'above'into'account'when'putting'individuals'forward'for'promotion.'Unfortunately,'Staff'Survey'indicates'that'half'of'our'staff'are'not'familiar'with'the'University’s'criteria'and'processes'for'promotion'or'believe'that,'in'reality,'flexible'promotion'policies'do'not'exist'at'the'University.'Therefore,'the'departmental'website'will'be'updated'to'include'the'following'(Action)5.1):'

• A'clear'diagram'illustrating'both'the'traditional'and'alternate'academic'career'progression'routes.'

• Explicit'promotion'criteria'for'all'grades'and'processes'for'promotion.'

• Case'studies'of'female'academic'staff'in'the'department,'who'have'successfully'progressed'through'their'careers'either'in'a'non8traditional'sense'or'by'taking'a'career'break.'

As'the'department'is'only'three'years'old,'no'staff'have'so'far'applied'for'promotion'(most'early8career'staff'are'still'probationary),'and'this'will'be'the'first'year'of'staff'passing'probation'and'applying'for'promotion.'With'such'a'large'proportion'of'early8career'staff'in'comparison'to'senior'colleagues'and,'having'failed'to'recruit'women'at'senior'level,'emphasis'must'be'placed'on'internal'promotion'to'address'gender'discrepancies'at'senior'lecturer,'reader'and'professorial'levels.'

• Action)5.2.'A'Career'Development'Committee'will'be'set'up'to'look'at'each'member'of'staff'proactively'regardless'as'to'whether'that'staff'member'is'putting'themselves'forward'for'promotion.'This'will'cover'all'grades'for'researchers'and'academic'staff.'

• Action)5.3.'Any'potential'for'promotion'will'be'considered'by'the'manager'via'the'annual'cycle'of'PDRs,'since'only'half'of'our'staff'feel'confident'putting'themselves'forward'for'promotion.'Unfortunately,'the'Staff'Survey'also'shows'that'nearly'half'of'managers'or'PDR'reviewers'do'not'give'helpful'feedback'about'performance,'or'encourage'staff'to'have'a'strategic'plan'for'promotion.'Managers'should,'therefore,'actively'strive'to'identify'any'barriers'to'promotion'and'suggest'solutions.'Contract'researchers'wishing'to'be'considered'for'promotion'to'a'higher'grade'should'be'encouraged'by'their'

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mentor'to'take'on'work'additional'to'their'research,'including'taking'responsibility'for'roles'in'departmental'administration'or'teaching.'Nearly'half'of'female'staff'and'as'many'as'two'thirds'of'male'staff'are'not'optimistic'about'their'career'prospects.'It'is,'thus,'essential'that'all'senior'line'managers'aim'to'provide'positive'encouragement,'support'and'feedback'to'the'appropriate'member'of'staff'in'writing'a'successful'promotions'case'(Action)6.3).'

• Action)5.4.'We'will'produce'and'disseminate'information'on'rewards,'prizes'and'incentives'at'the'University'to'all'our'staff'to'encourage'application.'These'would'contribute'to'success'at'promotion.''

• Action)5.5.'It'is'important'for'the'mentors'to'be'informed'of'how'to'best'support'staff'intending'to'apply'for'promotion'and'to'be'familiar'with'any'changes'to'the'promotions'regulations'or'criteria.'As'such,'HR'will'hold'yearly'workshops'on'promotions'specifically'for'Chemistry'staff,'in'which'any'recent'changes'to'policy'will'be'disclosed.'Two'such'workshops'have'already'taken'place:'the'first'enabled'Chemistry'staff'to'tailor'promotion'criteria'specifically'to'the'Chemistry'department;'the'second'focussed'on'the'strengths'and'weaknesses'of'the'PDR,'with'feedback'from'Chemistry'staff'being'used'to'inform'the'University’s'review'of'the'current'appraisals'process'in'the'Institution.'

• Action)5.6.'Explicit'promotion'criteria'are'only'available'to'academic'staff.'Therefore,'a'separate'annual'workshop,'run'by'HR,'will'be'organised'specifically'for'professional'services'to'place'this'staff'group'on'an'equal'footing'to'those'for'academic'staff.'

• Action)5.7.'If'the'promotions'case'is'unsuccessful,'the'Head'of'Department'and'the'PDR'reviewer'will'be'expected'to'provide'support'to'the'candidate'in'terms'of'feedback,'identify'a'plan'to'overcome'the'shortcomings'and'encourage'the'candidate'to'reapply.'

Staff'promotion'data'by'gender'will'be'monitored'annually'(Action)1.8).'

(iv) Department'submissions'to'the'Research'Excellence'Framework'(REF)'

Provide'data'on'the'staff,'by'gender,'submitted'to'REF'versus'those'that'were'eligible.'Compare'this'to'the'data'for'the'Research'Assessment'Exercise'2008.'Comment'on'any'gender'imbalances'identified.'

At'the'time'of'submission'to'REF'2014,'we'had'12'members'of'academic'staff'(3'women'and'9'men).'All'staff'were'eligible'and'submitted'without'exception.'As'the'department'was'only'formed'three'years'ago,'a'comparison'to'RAE'2008'cannot'be'made.'''

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SILVER)APPLICATIONS)ONLY)

5.2. Key)career)transition)points:)professional)and)support)staff)

(i)' Induction'

Describe'the'induction'and'support'provided'to'all'new'professional'and'support'staff,'at'all'levels.'Comment'on'the'uptake'of'this'and'how'its'effectiveness'is'reviewed.'

(ii)' Promotion'

Provide'data'on'staff'applying'for'promotion,'and'comment'on'applications'and'success'rates'by'gender,'grade'and'full8'and'part8time'status.'Comment'on'how'staff'are'encouraged'and'supported'through'the'process.'

5.3. Career)development:)academic)staff)(i) Training''

Describe'the'training'available'to'staff'at'all'levels'in'the'department.'Provide'details'of'uptake'by'gender'and'how'existing'staff'are'kept'up'to'date'with'training.'How'is'its'effectiveness'monitored'and'developed'in'response'to'levels'of'uptake'and'evaluation?'

Extensive'University8wide'staff'training'opportunities'are'available,'run'by'HR,'Organisation'and'Educational'Development'(OED)'or'external'training'companies'for'all'staff'groups.'In'addition,'OED'works'with'individual'faculties'and'departments'to'ensure'that'all'staff'have'access'to'relevant'training.'The'SAT'feels'that'the'current'uptake'of'career'development'courses'could'be'improved'by'more'effective'dissemination'and'advertisement'of'training'opportunities'(Action)6.1),'and'that'these'should'be'reinforced'as'part'of'the'annual'PDR.'

OED'and'HR'collect'feedback'and'evaluation'from'participants'at'all'of'their'training'courses'in'order'to'gauge'their'effectiveness'and'gain'insight'into'how'they'could'be'improved'or'more'closely'tailored'to'particular'staff'groups.'

As'we'are'a'new'and'relatively'small'department,'we'have'not'yet'engaged'in'Chemistry8specific'departmental'training'(with'the'exception'of'the'promotions'and'PDR'workshops).'Action)6.2.'We'will'seek'to'gain'a'better'understanding'of'what'training'for'Chemistry'staff'is'in'demand'and,'in'collaboration'with'OED'and'HR,'lay'on'training'sessions,'streamlined'for'Chemistry'staff'specifically.'

Further'training'opportunities'are'discussed'as'part'of'the'career'progression'section.'

(ii) Appraisal/development'review''

Describe'current'appraisal/development'review'schemes'for'staff'at'all'levels,'including'postdoctoral'researchers'and'provide'data'on'uptake'by'gender.'Provide'details'of'any'appraisal/review'training'offered'and'the'uptake'of'this,'as'well'as'staff'feedback'about'the'process.''

The'annual'Performance'&'Development'Review'(PDR)'is'described'under'the'‘Induction’'section.'Staff'are'contacted'by'email'about'a'month'before'they'are'due'for'

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their'review'allowing'both'reviewer'and'reviewee'time'to'reflect'on'issues'that'need'to'be'raised'in'order'to'gain'maximum'benefit'from'the'process.''These'are'then'discussed'with'the'reviewer,'who'is'expected'to'provide'advice'and'support'in'light'of'the'requirements'of'the'role'and'ambition'of'the'reviewee.'Unfortunately,'some'staff'feedback'indicates'that'too'much'emphasis'is'being'placed'on'research,'reviewer'feedback'can'be'unconstructive'or'there'is'a'lack'of'balance'between'negative'comments'and'praise.'

The'University'runs'regular'training'for'PDR'reviewers.'However,'only'two'Chemistry'staff'have'attended'over'the'past'three'years.'Henceforth,'the'department'will'ensure'that'all'line'managers'undergo'a'PDR'training'course'irrespective'of'previous'experience'to'minimise'discrepancies'(Action)6.3).'

(iii) Support'given'to'academic'staff'for'career'progression''

Comment'and'reflect'on'support'given'to'academic'staff,'especially'postdoctoral'researchers,'to'assist'in'their'career'progression.''

Researcher)to)Academic)Transition.)Progression'to'an'independent'academic'career'is'one'of'the'most'challenging'transitions'to'achieve.'As'the'number'of'researchers'in'the'department'is'relatively'low'at'present,'we'have'an'excellent'opportunity'to'introduce'good'practice'from'the'start.'We'intend'to'implement'the'following:'

• Action)6.4.'Produce'a'Concordat,'which'clearly'sets'out'the'mutual'expectations'between'the'department'and'the'individual'researcher'in'relation'to'research,'contribution'to'departmental'teaching'and'support'and'resources'for'personal'development.'

• Action)4.5.'All'contract'research'staff'will'be'assigned'a'mentor'in'the'department'to'discuss'career'development'and'promotion.'

• Action)6.5.'Promote'training'and'development'opportunities'for'researchers,'such'as'grant'planning,'writing'and'costing,'enhancing'research'networks'and'maximising'research'impact.'In'addition'to'the'information'on'training'and'development'aimed'at'all'staff'(Action)6.1),'the'department'will'also'publicise'by'e8mail,'and'postdocs'will'be'encouraged'by'their'mentor'as'part'of'their'induction'(Action)4.5),'to'participate'in'the'Lancaster'University'Research'Staff'Association,'which'supports'contract'research'staff'and'encourages'professional'development.'Finally,'research'staff'will'be'encouraged'to'gain'teaching'experience'through'seminar'and'tutorial'teaching.'

• Action)6.6.'The'department'will'organise'an'annual'departmental'Research'Conference'to'provide'an'opportunity'for'researchers'to'showcase'their'research'and'network'with'other'researchers,'PhD'students'and'academic'staff.'This'will'be'an'informal'all8day'event'open'to'everybody'in'the'department,'but'in'which'research'staff'will'be'given'priority'to'present.)

• Action)6.7.'Once'a'year,'we'will'run'a'Researchers’'Support'Forum,'aimed'at'researchers'on'short8term'contracts'(and'PhD'students,'see'later).'The'format'of'the'forum'will'involve'short'talks'focussing'on'the'opportunities'associated'with'doing'a'postdoc,'making'successful'Fellowship'applications'(a'Fellow'in'our'

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department'already'contributes'to'a'University8wide'event'of'this'type),'the'transition'to'an'independent'academic'career'and'what'it'is'like'being'an'academic,'and'alternative'career'paths'in'academia,'including'teaching8only'and'experimental'officer'posts.'

• Action)6.8.)We'will'set'up'a'website'for'researchers,'which'will'include'a'range'of'useful'resources'and'links,'dedicated'specifically'to'post8doctoral'staff.''

Lecturer)to)Senior)Lecturer)Transition.)To'support'lecturers,'the'department'will'identify'and'promote'further'training'and'development'opportunities,'which'are'most'suited'to'early8career'lecturers'(Action)6.9).'Similarly,'training'and'development'for'more'senior'academic'staff'in'the'areas'of'research'leadership,'management,'mentoring'and'finance'will'be'determined'(Action)6.10).'In'both'cases,'targeted'dissemination'of'the'development'opportunities'to'specific'staff'groups'by'e8mail,'on'the'website,'in'Staff'Meetings'and'on'noticeboards'in'brew'areas'should'result'in'a'higher'take8up'of'these'courses.'

(iv) Support'given'to'students'(at'any'level)'for'academic'career'progression'

Comment'and'reflect'on'support'given'to'students'at'any'level'to'enable'them'to'make'informed'decisions'about'their'career'(including'the'transition'to'a'sustainable'academic'career).'

Transition)from)UG)to)PG)Study)and)Other)Careers.'We'will'aim'to'provide'both'an'encouraging'environment'and'the'necessary'support'to'UG'students'when'making'career'choices,'including'transition'to'post8graduate'study.'Firstly,'we'already'have'a'good'mix'of'male'and'female'academic'staff'(as'evidenced'by'the'Student'Survey),'who'will'be'able'to'act'as'role'models'in'final'year'research'projects'and'as'academic'advisors.'Secondly,'we'need'to'actively'provide'support'to'the'students'in'terms'of'their'career'options,'including'PG'study.'Specifically:'

• From'the'outset,'our'Outreach'team'already'promotes'the'full'breadth'of'careers'available'to'chemists,'including'in'academia,'to'school'children'thinking'of'applying'to'study'chemistry'at'university.''

• Second8year'UG'students'are'required'to'attend'an'Employability'Skills'module'for'chemists'as'part'of'the'core'curriculum'(run'from'the'Management'School,'but'with'staff'input'from'Chemistry),'exploring'a'variety'of'different'career'paths'and'the'skills'needed'for'their'chosen'career,'including'routes'into'academia.'

• The'departmental'Careers'Officer'and'the'University'Careers'Team'are'working'together'to'disseminate'information'to'UG'students'about'available'careers'support'by'meeting'with'each'year'group'at'the'start'of'the'year,'via'a'specific'study'support'page,'information'leaflets'and'departmental'information'screens.''

• Action)6.11.'An'annual'Chemistry'Careers'Day'for'all'UG'students'will'be'organised'in'order'to'introduce'the'students'to'a'broad'range'of'career'options'available'to'chemistry'graduates.'This'will'be'an'all8day'event'with'lectures'delivered'by'the'HoD,'female'and'male'academic'staff,'representatives'from'the'chemical'industry,'Careers'Advisor'from'the'Royal'Society'of'Chemistry'

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(professional'accreditation'body),'as'well'as'a'careers8oriented'poster'session.'A'part'of'this'event'will'address'the'academic'career'path'specifically.''

• Action)6.12.'A'mentor'scheme'will'be'set'up'for'3rd'year'UG'students'who'are'contemplating'a'research'career'and'continuing'their'studies'with'a'PhD.'Academic'staff'members'will'be'asked'to'act'as'mentors,'give'students'insight'into'a'research'career'and'advise'on'how'to'successfully'make'that'transition.'Several'male'and'female'mentors'will'be'available'and'the'students'given'the'chance'to'choose'their'mentor.'

PhD)to)Researcher)Transition.'Although'our'PG'community'is'still'very'new'and'small,'we'have'an'opportunity'here'to'implement'good'support'mechanisms'for'PhD'students'in'making'this'transition'from'the'outset:'

• In'addition'to'their'primary'supervisor,'all'PhD'students'are'assigned'a'second'supervisor'in'case'their'primary'supervisor'is'not'available,'if'a'conflict'arises,'or'if'the'student'requires'further'support.'

• Action)6.13.'A'PhD8postdoc'mentor'scheme'will'be'set'up,'whereby'a'postdoctoral'researcher'will'be'assigned'to'several'PhD'students'from'the'start'of'their'studies'as'a'mentor.'Mentors'will'be'encouraged'to'initiate'informal'meetings'with'PG'students'at'least'twice'a'year'to'share'experiences,'difficulties'and'discuss'future'plans.'

• Action)6.7.'PhD'students'will'be'encouraged'to'attend'the'Researchers’'Support'Forum,'including'the'challenges'and'opportunities'in'doing'a'postdoc'and'the'transition'to'a'permanent'academic'post.'

• Currently,'PhD'students'are'required'to'take'a'number'of'modules'to'develop'their'skills'in'research'methods,'publication'and'thesis'writing.'The'department'will'also'require'PhD'students'to'attend'the'‘Introduction'to'Teaching’'course'to'develop'skills'in'small'group'teaching'and'laboratory'demonstrating'(Action)6.14).'

• Although'the'relationship'between'PhD'students'and'staff'in'the'department'is'fairly'informal,'a'full'list'of'contacts'in'the'department'for'pastoral'support'for'PhD'students'is'provided'in'the'PG'handbook'(Action)4.6).'

• At'present,'with'the'exception'of'the'Athena'SWAN'SAT,'all'postgraduate'student'representatives'who'sit'on'departmental'committees'are'male'due'to'low'numbers'of'female'PhD'students.'Henceforth,'in'committees'with'PhD'student'representation,'at'least'one'student'must'be'a'woman'as'the'numbers'increase,'ensuring'that'roles'are'shared'equally'(Action)6.15).'

For'both'UG'and'PG'students,'we'will'monitor'their'exit'destinations'by'gender'to'identify'trends'in'the'career'transitions'they'make'(Action)1.9).'

(v) Support'offered'to'those'applying'for'research'grant'applications'

Comment'and'reflect'on'support'given'to'staff'who'apply'for'funding'and'what'support'is'offered'to'those'who'are'unsuccessful.'

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As'part'of'the'promotions'criteria'focuses'on'research'quality'and'income,'we'already'have'an'internal'peer8review'mechanism,'which'ensures'top'quality'grant'applications.'In'addition,'staff'have'access'to'both'successful'and'unsuccessful'grant'applications'from'colleagues.'All'early8career'academic'staff'are'encouraged'to'take'part'in'collaboration'with'a'more'senior'member'of'staff'towards'submission'of'significant'research'grants.'The'University'Research'Support'Office'regularly'runs'sessions'on'grant'writing'and'budgeting,'sessions'for'those'writing'their'First'Grant'applications,'Fellowship'applications'and'seeking'funding'from'the'European'Union.'

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SILVER)APPLICATIONS)ONLY)

5.4. Career)development:)professional)and)support)staff)

(i)' Training'

Describe'the'training'available'to'staff'at'all'levels'in'the'department.'Provide'details'of'uptake'by'gender'and'how'existing'staff'are'kept'up'to'date'with'training.'How'is'its'effectiveness'monitored'and'developed'in'response'to'levels'of'uptake'and'evaluation?'

(vi)' Appraisal/development'review'

Describe'current'appraisal/development'review'schemes'for'professional'and'support'staff'at'all'levels'and'provide'data'on'uptake'by'gender.'Provide'details'of'any'appraisal/review'training'offered'and'the'uptake'of'this,'as'well'as'staff'feedback'about'the'process.'

(ii)' Support'given'to'professional'and'support'staff'for'career'progression'

Comment'and'reflect'on'support'given'to'professional'and'support'staff'to'assist'in'their'career'progression.'

5.5. Flexible)working)and)managing)career)breaks)Note:'Present'professional'and'support'staff'and'academic'staff'data'separately'

(i) Cover'and'support'for'maternity'and'adoption'leave:'before'leave''

Explain'what'support'the'department'offers'to'staff'before'they'go'on'maternity'and'adoption'leave.'

Lancaster'University'has'clear'maternity,'paternity,'adoption'and'shared'parental'leave'policies'available'on'the'University'website.'The'department8specific'maternity'policy'ensures'that'no'female'staff'or'students'both'during'pregnancy'and'during'planned'conception'are'working'with'hazardous'chemicals.'Where'this'has'a'direct'effect'upon'the'direction'of'research'(e.g.'PhD'student'or'PDRA),'then'the'research'will'be'supported'as'much'as'possible'to'minimise'any'disadvantage.'Where'feasible,'we'would'seek'to'generate'a'local'partnership'within'such'a'research'programme'to'ensure'continuation'of'vital'strands'of'research.'Staff'going'on'maternity'or'adoption'leave'can'apply'to'the'University’s'MARS'fund'(Maternity'&'Adoption'Research'Support)'for'up'to'£10k'for'any'purpose'to'support'the'research'activity'during'leave.'During'the'early'

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stages'of'pregnancy'and'up'to'maternity'leave,'or'the'same'length'of'time'prior'to'adoption'of'a'child,'the'department'will'offer'fully'flexible'working'to'support'the'needs'and'wellbeing'of'the'individual.'The'line'manager'is'expected'to'conduct'regular'reviews'of'the'individual'needs'and'facilitate'appropriate'support.''Where'necessary,'workloads'will'be'adjusted'and'other'staff'engaged'to'help'support'the'individual.'All'line'managers'will'be'expected'to'meet'annually'to'receive'training'and'a'reminder'of'policies'on'flexible'working'and'maternity,'paternity,'adoption'and'shared'parental'leave'(Action)7.1).'

For'staff'looking'towards'adoption,'flexible'working'will'be'available'to'both'female'and'male'staff'to'accommodate'preparation,'training'and'dedicated'meetings'with'social'services,'as'required.'Given'that'child'placements'are'often'scheduled'at'short'notice,'the'department'is'developing'a'policy'that'will'allow'individuals'to'work'flexibly,'and'where'necessary,'provide'additional'cover'for'teaching'over'the'weeks'leading'to'and'directly'following'placement'irrespective'of'whether'they'are'the'principal'carer'(Action)7.2).'A'member'of'our'staff'has'first'hand'experience'of'adoption'and'is'willing'to'support'and'share'experience'to'staff'considering'the'process.'

(ii) Cover'and'support'for'maternity'and'adoption'leave:'during'leave'

Explain'what'support'the'department'offers'to'staff'during'maternity'and'adoption'leave.''

Up'to'10'‘Keep'in'Touch’'(KIT)'days'can'be'arranged,'with'the'full'support'of'the'HoD,'enabling'those'on'maternity'and'adoption'leave'to'remain'informed'about,'and'connected'with,'activities'in'the'workplace.'Time'off'in'lieu'will'be'given'for'KIT'days'worked'during'statutory'maternity'leave'upon'return'to'work.''

(iii) Cover'and'support'for'maternity'and'adoption'leave:'returning'to'work''

Explain'what'support'the'department'offers'to'staff'on'return'from'maternity'or'adoption'leave.'Comment'on'any'funding'provided'to'support'returning'staff.'

Upon'return,'the'individual'will'be'supported'by'a'review'through'their'line'manager'to'assess'their'needs.'This'can'include'flexible'working'or'the'decision'to'seek'reduced'working'hours,'such'as'conversion'to'a'part8time'contract'as'a'time8limited'or'even'a'permanent'solution.'It'is'departmental'policy'for'academic'staff'to'have'a'reduced'administration'and'teaching'load'for'a'temporary'period'in'order'to'allow'more'time'to'be'devoted'to'research'activity.'

The'primary'carer'of'an'adopted'child'is'also'entitled'to'up'to'52'weeks'statutory'adoption'leave.'The'department'would'adopt'a'similar'approach'in'cases'of'adoption'leave'as'in'maternity'leave,'in'terms'of'staff'receiving'support'for'the'continuation'of'their'research,'participation'in'KIT'days,'requests'for'flexible'working'and'support'upon'their'return'to'work.'

(iv) Maternity'return'rate''

Provide'data'and'comment'on'the'maternity'return'rate'in'the'department.'Data'of'staff'whose'contracts'are'not'renewed'while'on'maternity'leave'should'be'included'in'the'section'along'with'commentary.'

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As'a'new'department,'we'are'currently'experiencing'our'first'maternity.'As'such,'we'will'not'only'offer'full'flexibility'and'support,'but'we'will'also'monitor'and'evaluate'our'response'to'ensure'that'we'learn'best'practice'from'the'experience'and'use'this'to'develop'an'exemplary'approach'for'future'female'staff'(Action)7.3).'

SILVER)APPLICATIONS)ONLY)

Provide'data'and'comment'on'the'proportion'of'staff'remaining'in'post'six,'12'and'18'months'after'return'from'maternity'leave.'

)

(v) Paternity,'shared'parental,'adoption,'and'parental'leave'uptake'

Provide'data'and'comment'on'the'uptake'of'these'types'of'leave'by'gender'and'grade.'Comment'on'what'the'department'does'to'promote'and'encourage'take8up'of'paternity'leave'and'shared'parental'leave.'

It'is'the'responsibility'of'the'line'manager'to'encourage'all'staff,'both'women'and'men,'to'consider'paternity'and'shared'parental'leave.'Although'we'as'a'department'have'limited'experience'in'this,'all'line'managers'will'be'reminded'of'the'policy'and'the'importance'of'promoting'parents'to'share'childcare'(Action)7.1).'

(vi) Flexible'working''

Provide'information'on'the'flexible'working'arrangements'available.'

The'department'operates'an'informal'flexible'working'policy.'All'staff'can'apply'for'formal'flexible'working'and'this'is'reviewed'on'an'individual'basis.'All'staff'on'Grades'186'make'use'of'flexi'time'(the'compressed'hours'option'is'also'available),'whereas'two'thirds'of'Grade'7'and'above'staff'make'use'of'informal'flexible'working.'All'staff'agree'that'their'manager'is'accommodating'of'family8related'needs.''

In'addition,'a'departmental'policy'on'home'working'will'be'produced'(Action)7.4)'and'made'visible'on'the'department'website'together'with'other'flexible'working'policies,'including'flexi'time'and'compressed'hours'(Action)7.5).'Line'managers'will'hold'yearly'meetings'to'discuss'flexible'working'as'part'of'a'broader'action'(Action)7.1).'

(vii) Transition'from'part8time'back'to'full8time'work'after'career'breaks'

Outline'what'policy'and'practice'exists'to'support'and'enable'staff'who'work'part8time'after'a'career'break'to'transition'back'to'full8time'roles.'

Although'this'has'not'yet'arisen'in'the'department,'the'HoD'is'fully'supportive'of'requests'for'flexible'working'(flexi'time,'alternative'start/finish'times'etc.)'to'assist'those'making'the'transition'from'part8time'to'full8time'roles,'to'do'so'successfully.'

5.6. Organisation)and)culture)(i) Culture'

Demonstrate'how'the'department'actively'considers'gender'equality'and'inclusivity.'Provide'details'of'how'the'Athena'SWAN'Charter'principles'have'been,'and'will'continue'to'be,'embedded'into'the'culture'and'workings'of'the'department.'

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As'a'new'department'we'are'in'a'unique'position'to'ensure'that'gender'equality'and'inclusivity'are'embedded'fully'into'the'department'from'the'outset'through'not'only'departmental'policy'but'also'by'working'together'to'create'a'supportive'and'progressive'environment'for'all.'The'departmental'equality'and'diversity'policy'clearly'expects'staff'and'students'to'work'together'in'an'atmosphere'of'mutual'respect'regardless'of'hierarchical'position,'to'exercise'and'encourage'inclusive'language'and'behaviour,'and'to'refrain'from'creating'an'intimidating'atmosphere'for'anyone.'As'we'have'grown'to'a'unit'of'35'staff,'we'have'striven'to'keep'the'department'friendly'and'welcoming'to'all'staff'and'students.'All'staff'are'on'first'names'terms,'including'to'students,'and'we'have'kept'the'ethos'of'inviting'all'staff'and'students'to'social'events.'

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Figure)18.'Newly8refurbished'department'and'social'areas.'

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We'have'a'friendly'induction'process:'all'new'staff'are'invited'to'lunch'with'other'staff'as'do'new'postgraduate'students.'In'all'cases,'a'card'on'behalf'of'the'department'is'given'to'every'member'of'staff'on'their'birthday.'We'have'an'active'member'of'staff'who'organises'fund8raising'events,'such'as'the'Santa'Dash'and'the'Race'for'Life'(in'2015,'seven'female'staff'participated).'The'department'has'a'newly'refurbished'building'with'large'open8plan'seating'and'brew'areas'for'staff,'students'and'visitors'to'have'lunch'and'relax'(Figure'18).'Many'partners'and'children'are'familiar'with'staff,'and'feel'comfortable'coming'into'the'department.'

A'range'of'welcoming'research8based'artwork,'rather'than'intimidating'posters,'is'displayed'throughout'(Figure'19).'As'part'of'the'refurbishment'of'the'second'half'of'the'building,'which'opens'in'April'2016,'new'baby'changing'facilities'and'a'family'room'will'also'be'available'(Action)7.6).'

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Figure)19.'Example'of'research8related'exhibits'around'the'department.'

'

We'hold'the'annual'Christmas'party'for'all'staff'and'PhD'students.'The'HoD'has'held'two'family'days'for'staff,'partners'and'families'at'his'home,'and'one'such'event'was'held'during'core'hours.'The'department'also'has'a'coffee'club'for'staff'and'postgraduate'students,'and'an'event'called'‘Cake'Thursday’,'which'takes'place'monthly'during'core'hours.'

Our'Staff'Survey'shows'that'all'staff'agree'that'the'department'has'a'positive'work'environment,'and'the'vast'majority'feel'fully'part'of'the'department.'In'terms'of'gender'attitudes,'the'department'is'described'as'open8minded,'respectful'and'inclusive.'

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(ii) HR'policies''

Describe'how'the'department'monitors'the'consistency'in'application'of'HR'policies'for'equality,'dignity'at'work,'bullying,'harassment,'grievance'and'disciplinary'processes.'Describe'actions'taken'to'address'any'identified'differences'between'policy'and'practice.'Comment'on'how'the'department'ensures'staff'with'management'responsibilities'are'kept'informed'and'updated'on'HR'polices.'

The'above'University'HR'policies'are'robust'and'clearly'visible.'Although'no'case'of'grievance,'bullying,'harassment'or'other'has'been'recorded,'any'such'matters'will'be'taken'extremely'seriously'by'the'department.'Although'the'departmental'Equality,'Diversity'and'Disability'Code'of'Practice'is'disseminated'to'staff'and'students'annually,'the'department'would'benefit'from'setting'out'clear'guidelines'and'procedures'for'making'a'complaint'in'confidence'and'dealing'with'such'matters'appropriately'and'in'a'timely'manner'(Action)7.7).''

The'HoD'holds'a'monthly'meeting'with'the'Faculty'HR'partner'to'monitor'and'discuss'the'consistency'in'application'of'HR'policies,'and'to'develop'support'and'training'for'Chemistry'staff.'New'policies'and'modes'of'practice'are'supported'by'presentations'made'by'our'Faculty'HR'partner'at'regular'staff'meetings'open'to'all'staff,'and'on'the'HR'website.'HR'matters'are'a'standing'item'on'the'Management'Group'agenda.'

(iii) Representation'of'men'and'women'on'committees''

Provide'data'for'all'department'committees'broken'down'by'gender'and'staff'type.'Identify'the'most'influential'committees.'Explain'how'potential'committee'members'are'identified'and'comment'on'any'consideration'given'to'gender'equality'in'the'selection'of'representatives'and'what'the'department'is'doing'to'address'any'gender'imbalances.'Comment'on'how'the'issue'of'‘committee'overload’'is'addressed'where'there'are'small'numbers'of'women'or'men.'

The'data'in'Figures'20829'illustrate'the'composition'of'the'main'departmental'committees'by'gender'and'staff'type'for'each'year'following'inception'of'that'committee.'Overall,'around'40%'of'members'of'all'main'committees'are'women'and,'depending'on'the'nature'of'the'committee,'there'is'good'representation'from'the'relevant'staff'types.'The'Staff'Survey'indicates'that'staff'believe'there'is'a'good'balance'in'terms'of'gender'and'role'in'committees.'

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Staff)Meeting)Number)of)male)staff)

Number)of))female)staff)

Total)number)of)staff)

2012813' 9' 5' 14'2013814' 15' 8' 23'2014815' 22' 15' 37'2015816' 24' 15' 39'

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Figure)20.'Staff'Meeting'breakdown'by'gender.'

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Figure)21.'Staff'Meeting'breakdown'by'staff'type.'

All'members'of'staff,'including'researchers'on'fixed8term'contracts,'are'invited'to'attend'staff'meetings.'In'staff'meetings,'actions'from'other'decision8making'committees'are'discussed'and'information'disseminated.''The'gender'balance'(Figure'20)'of'ca.'40%'and'split'by'staff'type'(Figure'21)'are'indicative'of'the'population'of'the'department.'

36% 35% 41% 38%

64% 65% 59% 62%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

2012/13 2013/14 2014/15 2015/16

Staff Meeting (by gender)

Male

Female

3

6 779

14 14

1 1 2 23 3 4 5

1

4

7 7

2 3 4 4

0

2

4

6

8

10

12

14

16

2012/13 2013/14 2014/15 2015/16

No.

of s

taff

Staff Meeting (by staff type)

Researcher

Lecturer

Senior Lecturer

Professor

Technical

Administrative

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Board)of)Studies)Number)of)male)staff)

Number)of))female)staff)

Total)number)of)staff)

2014815' 15' 10' 25'2015816' 19' 11' 30'

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Figure)22.'Board'of'Studies'breakdown'by'gender.'

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Figure)23.'Board'of'Studies'breakdown'by'staff'type.'

All'staff'involved'in'teaching'are'invited'to'the'Board'of'Studies,'in'which'departmental'decisions'related'to'teaching'are'made.'The'composition'of'the'meeting'in'terms'of'gender'(Figure'22)'and'staff'type'(Figure'23)'is'similar'to'that'of'staff'meetings.'

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40% 37%

60% 63%

0%10%20%30%40%50%60%70%80%90%

100%

2014/15 2015/16

Board of Studies (by gender)

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1214

2 24 54

63 3

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of s

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Board of Studies (by staff type)

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UG)Teaching)Committee)

Number)of)male)staff)

Number)of))female)staff)

Total)number)of)staff)

2013814' 4' 2' 6'2014815' 6' 4' 10'2015816' 7' 4' 11'

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Figure)24.'UG'Teaching'Committee'breakdown'by'gender.'

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Figure)25.'UG'Teaching'Committee'breakdown'by'staff'type.'

Although'the'UG'Teaching'Committee'is'smaller,'there'is'representation'from'academic'staff'at'all'grades,'as'well'as'teaching'support'staff'(Figure'25).'Just'over'a'third'of'staff'are'women'(Figure'24).''

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33% 40% 36%

67% 60% 64%

0%10%20%30%40%50%60%70%80%90%

100%

2013/14 2014/15 2015/16

UG Teaching Committee (by gender)

Male

Female

2

56

12 2

1 1 112 2

0

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6

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2013/14 2014/15 2015/16

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UG Teaching Committee (by staff type)

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Research)Committee)

Number)of)male)staff)

Number)of))female)staff)

Total)number)of)staff)

2013814' 3' 2' 5'2014815' 4' 3' 7'2015816' 4' 3' 7'

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Figure)26.'Research'Committee'breakdown'by'gender.'

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Figure)27.'Research'Committee'breakdown'by'staff'type.'

The'gender'balance'in'the'Research'Committee'is'relatively'good'(Figure'26)'with'representation'from'both'junior'and'senior'academic'staff'(Figure'27).'

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40% 43% 43%

60% 57% 57%

0%10%20%30%40%50%60%70%80%90%

100%

2013/14 2014/15 2015/16

Research Committee (by gender)

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Female

1

3 33 3 3

1 1 1

0

0.5

1

1.5

2

2.5

3

3.5

2013/14 2014/15 2015/16

No.

of s

taff

Research Committee (by staff type)

Lecturer

Professor

Administrative

'45'

Management)Group)

Number)of)male)staff)

Number)of))female)staff)

Total)number)of)staff)

2014815' 4' 2' 6'2015816' 4' 3' 7'

'

'

Figure)28.'Management'Group'breakdown'by'gender.'

'

'

Figure)29.'Management'Group'breakdown'by'staff'type.'

The'Management'Group'is'a'key'decision8making'committee'in'terms'of'how'the'department'is'run'and'now'includes'representation'from'all'staff'(Figure'29).'The'nature'of'the'committee'demands'the'involvement'of'a'higher'number'of'senior'academic'staff'(3'professors).'Although'the'number'of'women'in'the'committee'has'increased'this'year'(Figure'28),'the'gender'balance'would'be'better'if'the'department'had'women'in'senior'academic'roles.'

33%43%

67%57%

0%10%20%30%40%50%60%70%80%90%

100%

2014/15 2015/16

Management Group (by gender)

Male

Female

11 1

3 3

1 11 1

0

0.5

1

1.5

2

2.5

3

3.5

2014/15 2015/16

No.

of s

taff

Management Group (by staff type)

Lecturer

Senior Lecturer

Professor

Technical

Administrative

'46'

Hitherto,'the'high'number'of'administrative'responsibilities'for'a'relatively'low'number'of'staff'has'meant'that'the'current'practice'is'based'on'volunteers'putting'themselves'forward'to'fill'that'role.'As'staff'numbers'grow,'the'following'actions'will'be'taken:'

Action)8.1.'A'policy'on'committee'membership'will'be'produced,'limiting'membership'on'all'committees'and'other'administrative'roles'to'a'fixed'three8year'term'with'a'further'fourth'shadowing'year'for'major'roles.'The'annual'PDR'will'be'used'for'the'reviewee'to'express,'which'committees'they'would'like'to'be'a'member'of,'and'the'reviewer'to'actively'encourage'the'reviewee'to'put'themselves'forward'for'committees'they'may'feel'hesitant'to'go'for.'The'vacant'position'will'be'advertised'and'all'staff'will'have'a'chance'to'put'themselves'forward.'The'decision'who'to'appoint'will'be'made'by'the'HoD,'the'chair'of'the'committee'and'the'Departmental'Administrator,'taking'into'account'the'gender'and'role'balance'of'the'committee,'applicant’s'relevant'experience,'their'workload'and'promotion'goals.'The'department'will'continue'to'monitor'committee'representation'by'gender'(Action)1.10).'

(iv) Participation'on'influential'external'committees''

How'are'staff'encouraged'to'participate'in'other'influential'external'committees'and'what'procedures'are'in'place'to'encourage'women'(or'men'if'they'are'underrepresented)'to'participate'in'these'committees?'

According'to'the'Staff'Survey,'one'half'of'our'staff'are'not'confident'in'putting'themselves'forward'for'positions'of'responsibility'within'the'University.'Given'that,'currently,'participation'in'external'committees'is'also'based'on'a'volunteer'basis'as'vacant'posts'appear,'the'same'member'selection'procedure'will'apply'as'that'for'departmental'committees'and'the'workload'model'adjusted'accordingly.'Encouragement'to'participate'in'external'committees'should'form'an'integral'part'of'the'PDR'process.'

(v) Workload'model''

Describe'any'workload'allocation'model'in'place'and'what'it'includes.'Comment'on'ways'in'which'the'model'is'monitored'for'gender'bias'and'whether'it'is'taken'into'account'at'appraisal/development'review'and'in'promotion'criteria.'Comment'on'the'rotation'of'responsibilities'and'if'staff'consider'the'model'to'be'transparent'and'fair.''

As'a'new'department,'we'have'a'high'number'of'early8career'staff'and'a'number'of'new'roles'have'appeared'over'the'past'three'years.'As'such,'our'workload'model'is'constantly'being'developed'for'transparency'and'fair'recognition'of'all'work'carried'out'inside'and'outside'the'department'(Action)8.2).'Currently,'time'is'allocated'for'the'following:'research'according'to'funded'research'projects'or'by'a'set'allocated'time;'administration,'whereby'time'is'allocated'by'a'set'time'for'each'role;'postgraduate'and'postdoctoral'supervision'and'teaching;'undergraduate'teaching'allocation,'based'on'the'number'of'students,'the'preparation'of'teaching'materials,'practical'sessions'and'seminars,'and'marking.'Due'to'the'limited'rotation'of'responsibilities'and'the'frequent'distribution'of'roles'on'a'volunteer'basis'up'to'now,'we'have'found'that'only'half'of'staff'agree'that'the'allocation'of'workload'is'fair.'However,'as'the'department'grows,'both'in'terms'of'the'number'of'staff'and'the'amount'of'teaching'and'administrative'

'47'

roles,'the'workload'model'is'increasingly'being'taken'into'account'in'the'allocation'of'teaching'and'administrative'responsibilities'to'individuals'(Action)8.3).'The'workload'model'forms'an'integral'part'of'the'PDR'process,'used'to'address'progress,'career'aspirations'and'meet'the'intended'promotion'criteria.'

While'the'workload'model'statistics'are'sent'to'each'member'of'staff'on'a'regular'basis,'we'will'continue'to'do'so'in'order'to'increase'transparency'further'(Action)8.4).''

(vi) Timing'of'departmental'meetings'and'social'gatherings''

Describe'the'consideration'given'to'those'with'caring'responsibilities'and'part8time'staff'around'the'timing'of'departmental'meetings'and'social'gatherings.'

The'core'working'hours'for'all'staff'are'9.30am'to'4pm.'All'committee,'staff'and'other'meetings'are'held'within'core'times'and'do'not'finish'later'than'4pm.'Research'seminars'are'held'from'2pm'to'4pm.'Further'flexible'working'can'be'arranged'on'a'case'by'case'basis.'

(vii) Visibility'of'role'models'

Describe'how'the'institution'builds'gender'equality'into'organisation'of'events.'Comment'on'the'gender'balance'of'speakers'and'chairpersons'in'seminars,'workshops'and'other'relevant'activities.'Comment'on'publicity'materials,'including'the'department’s'website'and'images'used.'

The'main'event'for'the'department'involving'external'speakers'is'the'research'seminar'programme.'We'have'actively'sought'to'achieve'excellent'gender'balance'of'speakers'and,'over'the'next'three'years,'we'will'have'13'female'and'14'male'confirmed'speakers.'We'are'committed'to'continuing'this'practice'(Action)8.5).'Childcare'on'the'day'of'the'seminar'will'be'organised'if'the'speaker'wishes'to'bring'their'child'or'children'(Action)3.4),'and'a'statement'that'this'option'is'available'included'in'all'e8mail'invitations'to'speakers.'

We'have'been'less'successful'at'making'female'staff'and'students'as'visible'on'the'website'and'our'promotional'materials'as'men,'both'in'terms'of'student'population,'teaching'staff'and'research'activities.'Our'goal'is'to'proactively'think'about'how'the'department'portrays'itself'to'the'outside'world'in'publicity'materials'(Actions)2.5'and'8.6).'

(viii) Outreach'activities''

Provide'data'on'the'staff'and'students'from'the'department'involved'in'outreach'and'engagement'activities'by'gender'and'grade.'How'is'staff'and'student'contribution'to'outreach'and'engagement'activities'formally'recognised?'Comment'on'the'participant'uptake'of'these'activities'by'gender.'

We'have'a'very'active'outreach'programme,'headed'by'female'Outreach,'and'Schools'Liaison'Officers,'who'are'excellent'role'models'for'school'children'and'members'of'the'public.'They'are'regularly'supported'in'these'activities'by'other'staff,'including'the'HoD'(male),'a'senior'lecturer'(male)'and'a'lecturer'(male),'and'by'our'current'students'(a'mix'of'men'and'women).'The'programme'is'aimed'at'post816'students'(A8Level'or'equivalent)'and'there'is'an'even'spread'of'male/female'participants.'The'role'of'

'48'

Outreach'Officer'is'fully'recognised'in'the'workload'model'(200'h'per'year),'and'forms'a'part'of'service'for'appraisal'and'promotion'processes.'

'

[6000'words]'

'

SILVER)APPLICATIONS)ONLY)

6. CASE)STUDIES:)IMPACT)ON)INDIVIDUALS)

Recommended)word)count:)Silver)1000)words)

Two'individuals'working'in'the'department'should'describe'how'the'department’s'activities'have'benefitted'them.''

The'subject'of'one'of'these'case'studies'should'be'a'member'of'the'self8assessment'team.'

The'second'case'study'should'be'related'to'someone'else'in'the'department.'More'information'on'case'studies'is'available'in'the'awards'handbook.'

'49'

7. FURTHER)INFORMATION)Recommended)word)count:)Bronze:)500)words))|))Silver:)500)words)

Please'comment'here'on'any'other'elements'that'are'relevant'to'the'application.'

As'a'new'department'our'data'is'limited'to'three'years.'Consequently,'we'realise'the'importance'of'collecting'feedback'and'information'for'our'staff'and'students'in'less'formal'ways,'through'discussions'and'surveys.'

We'carried'out'a'short'student)survey,'in'which'UG'and'PG'Chemistry'students'participated'(Tables'2'and'3).'

'

Year)Group)Number)of)participants)

Total)number)of)students)

Percentage)participation)

) ) Participation)by)gender)

First'UG' 24' 117' 21%' ' Male) 45%)Second'UG' 17' 66' 26%' ' Female) 55%)

Third'UG' 4' 12' 33%' ' ' 'Fourth'UG' 0' 8' 0' ' ' 'PG' 6' 13' 46%' ' ' 'Total) 51) 216) 24%) ) ) )

Tables)2)and)3.'Participation'in'the'student'survey'based'on'year'group'and'gender.'

'

Key'points:'

• Participation'was'relatively'low'(24%).'

• Two'thirds'of'students'have'not'heard'of'the'Athena'SWAN'Charter'and'were'not'aware'of'the'departmental'Equality'&'Diversity'policy.'

• Staff'gender'ratio'has'made'little'impact'in'their'choice'of'institution'(96%).'We'had'originally'thought'this'would'make'a'difference.'

• Three'quarters'of'students'think'there'is'a'representative'spread'of'women'among'Chemistry'staff'and'two'thirds'have'a'role'model'among'staff'to'make'them'feel'enthusiastic'about'science'as'a'career.'

• More'than'half'of'the'students'(59%)'would'have'benefitted'from'having'a'mentor'at'the'beginning'of'the'academic'year'(Action)2.4,'being'implemented).'

The'department'will'continue'to'monitor'student'views'and'identify'further'actions'by'carrying'out'future'student'surveys'(Action)9.1).))

'

We'also'carried'out'a'staff)survey'(75'questions)'for'all'staff'in'the'department.'The'level'of'participation'was'high'with'representation'at'all'levels'(Tables'4'and'5).'In'most'cases,'the'degree'to'which'the'respondent'agrees'with'a'particularly'statement'was'recorded.'

'

'

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Role)Number)of)participants)

Total)number)of)staff)*)

Percentage)participation)

) ) Participation)by)gender)

Admin'&'technical' 5' 7' 71%' ' Male) 52%)Researcher' 3' 6' 50%' ' Female) 48%)

Research'Fellow' 1' 2' 50%' ' ' 'Lecturer' 9' 13' 69%' ' ' 'Senior'lecturer' 2' 2' 100%' ' ' 'Reader' 0' 0' N/A' ' ' 'Professor' 2' 4' 50%' ' ' 'Total) 22) 34) 65%) ' ' '

Tables)4)and)5.'Participation'in'the'staff'survey'based'on'role'in'the'department.'*'At'the'time'of'the'survey.'

'

Areas'of'good'practice:'

• Many'opportunities'for'personal'development'exist'at'the'university,'and'managers'encourage'staff'to'undertake'development'training'(81%'agree).'

• Two'thirds'of'staff'make'use'of'flexible'working'hours,'and'all'staff'believe'that'their'manager'is'accommodating'of'family8related'needs.'

• In'terms'of'gender'attitudes,'the'department'is'seen'by'all'staff'as'open8minded,'respectful'and'inclusive'with'a'positive'work'environment.'

Areas'requiring'improvement:'

• Performance'reviewers'to'give'more'helpful'feedback'about'performance'(43%)'and'encourage'staff'more'to'have'a'strategic'plan'for'promotion'(48%).'

• Encourage'staff'more'to'apply'for'promotion'(74%),'and'rewards'or'other'incentives'at'the'University'(86%).'

• The'allocation'of'workload'should'be'fairer'(52%).'

Areas'that'need'addressing'due'to'statistically'different'answers'between'men'and'women'(>10%'difference):'

• More'men'(67%)'than'women'(44%)'have'received'helpful'feedback'about'performance'and'been'encouraged'to'plan'for'promotion'(58%'M,'44%'F).'

• Women'are'more'satisfied'than'men'in'terms'of'career'success'(82%'F,'50%'M),'progress'to'achieve'career'goals'(82%'F,'67%'M),'as'well'as'development'of'new'skills'(91%'F,'58%'M).'

• More'women'find'the'workload'model'transparent'(75%'F,'42%'M),'make'use'of'flexible'working'hours'(73%'F,'54%'M),'and'are'more'successful'at'balancing'paid'work'with'personal'life'(73%'F,'41%'M).'

• Women'are'more'confident'than'men'putting'themselves'forward'for'promotion'(63%'F,'42%'M)'and'positions'of'responsibility'(80%'F,'58%'M).'

The'department'will'continue'to'monitor'the'views'of'all'staff'and'identify'further'actions'through'future'staff'surveys'(Action)9.2).))

[500'words]'

'51'

'

8. ACTION)PLAN)The'action'plan'should'present'prioritised'actions'to'address'the'issues'identified'in'this'application.'

Please'present'the'action'plan'in'the'form'of'a'table.'For'each'action'define'an'appropriate'success/outcome'measure,'identify'the'person/position(s)'responsible'for'the'action,'and'timescales'for'completion.''

The'plan'should'cover'current'initiatives'and'your'aspirations'for'the'next'four'years.'Actions,'and'their'measures'of'success,'should'be'Specific,'Measurable,'Achievable,'Relevant'and'Time8bound'(SMART).'

See'the'awards'handbook'for'an'example'template'for'an'action'plan.'''

'

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'

!52!

Staff%within%the%department%and%the%University,%responsible%for%the%implementation%of%the%action%plan,%and%their%roles:%%%Dr%Lorna%Ashton!–!Lecturer.!In!charge!of!student!and!staff!data!focus!group.!In!charge!of!the!Analytical!Chemistry!and!Spectroscopy!Group!web!pages.!Dr%Kathy%Chandler!–!Planning!Assistant,!University!Planning!Office.!Collects!and!disseminates!student!data!to!the!department.!Mr%Pete%Clough!–!Development!Programmes!Coordinator,!Organisation!and!Educational!Development.!Dr%Michael%Coogan!–!Senior!Lecturer.!Head!of!Teaching.!Ms%Carol%Cook!–!Years!2J4!UG!Coordinator.!PG!Coordinator.!Dr%Susannah%Coote!–!Lecturer.!In!charge!of!the!Chemical!Synthesis!Group!web!pages.!Dr%David%Cox!–!Lecturer.!Year!1!Director!of!Studies.!Part!of!the!organisation!and!culture!focus!group.!Dr%Pierre%Fayon%–!PostJDoctoral!Research!Associate.!Part!of!the!career!development!focus!group.!Prof%Peter%Fielden!–!Head!of!Department.!In!charge!of!the!flexibility!and!managing!career!breaks!focus!group.!Dr%Nick%Fletcher!–!Senior!Lecturer.!Examinations!Officer.!Part!of!the!career!transition!points!focus!group.!Dr%Vilius%Franckevičius!–!Lecturer.!Equality,!Diversity!&!Disability!Officer.!Chair!of!the!Athena!SWAN!Committee,!which!is!to!become!the!Equality,!Diversity!&!Disability!Committee.!In!charge!of!the!career!transition!points!focus!group.!Dr%Verena%Görtz!–!Lecturer.!PG!Admissions!Tutor!and!responsible!for!PG!matters.!Ms%Jill%Greenwood!–!Departmental!Administrator.!In!charge!of!the!organisation!and!culture!focus!group.!Dr%John%Hardy!–!Lecturer.!Research!seminar!programme!organiser.!Prof%Harry%Hoster!–!Professor.!In!charge!of!the!career!development!focus!group.!Mr%Rob%Kemp!–!University!Equality!&!Diversity!Manager.!Mrs%Jayne%May!–!Faculty!HR!Partner.!Prof%David%Middleton!–!Professor.!Head!of!Research.!Dr%Michael%Peach%–!Lecturer.!UG!Admissions!Tutor.!Departmental!Marketing!representative.!In!charge!of!the!Chemical!Theory!and!Computation!Group!web!pages.!Dr%Rachel%Platel!–!Lecturer.!Outreach!Officer.!Mrs%Helen%Quirk!–!Departmental!Superintendent.!Part!of!the!flexibility!and!managing!career!breaks!focus!group.!Mrs%Emma%Shaw!–!Year!1!UG!Coordinator.!Part!of!the!UG!Admissions!Team.!Mr%Nick%Thoume!–!Senior!HR!Assistant!in!charge!of!staff!awards!and!rewards.!Dr%Abbie%Trewin!–!Lecturer.!Royal!Society!University!Research!Fellow.!Part!of!the!career!transition!points!focus!group.!!!!

!

53!

!

Action%

Description%of%Action% Plan% Responsibility% Timescale% Success%Measure%

1! Baseline%Data%and%Supporting%Evidence%

1.1! Monitor!UG!student!

data!by!gender.!

1. Collect!data!on!UG!student!recruitment!at!

application,!offer,!acceptance!and!

registration!stage.!

2. Compare!data!to!national!figures.!

3. Compare!data!over!time.!

4. Decide!on!further!actions!as!necessary.!5. Provide!annual!report!to!the!Board!of!

Studies,!Management!Group!and!Staff!

Meeting.!

1.!Dr%Chandler.!

2!and!3.!Dr%Ashton!!

4.!Student!and!staff!

data!focus!group!(Dr%

Ashton!and!student%

representatives).!

5.!Dr%Franckevičius!to!

report!to!the!Board!of!

Studies!and!the!Staff!

Meeting;!Prof%Fielden!

to!report!to!the!

Management!Group.!!

1J3.!December%each%year%

(2016W2019)!as!part!of!the!

Annual!Teaching!Review!

(QAA!requirement).!

4.!Actions!presented!and!

discussed!at!the!ED&D!

Committee!meeting!

(December%each%year%2016W

2019).!

5.!Annually%at%the%next%

scheduled%meeting%after%

December%(2017W2020).!!

Bring!the!proportion!of!female!

UG!students!up!by!10%!to!50%!by!

2019.!!

1.2! Monitor!UG!student!

degree!attainment!by!

gender!

1. Collect!data!on!UG!degree!attainment!by!

gender.!

2. Compare!data!over!time.!

3. Decide!on!further!actions!as!necessary.!4. Provide!annual!report!to!the!Board!of!

Studies,!Management!Group!and!Staff!

Meeting.!

1.!Dr%Chandler.!

2!and!3.!Dr%Coogan!

and!Dr%Ashton.!

4.!Dr%Franckevičius!to!

report!to!Board!of!

Studies!and!Staff!

Meeting;!Prof%Fielden!

to!report!to!the!

Management!Group.!

1!and!2.!September%each%

year%(2016W2019)!as!part!of!

the!Annual!Teaching!Review!

(QAA!requirement).!

3.!Actions!presented!and!

discussed!at!the!ED&D!

Committee!meeting!

(September%each%year%2016W

2019).!

4.!Annually%at%the%next%

scheduled%meeting%after%

September%(2016W2019).!

Equal!academic!attainment!

between!men!and!women!each!

year.!

!54!

Actio

n%Description%of%Action% Plan% Responsibility% Timescale% Success%Measure%

1.3! Monitor!PGR!student!data!by!gender.!

1. Collect!data!on!PGR!student!recruitment!at!application,!interview!and!appointment!stage.!

2. Compare!data!to!national!figures.!3. Compare!data!over!time.!4. Decide!on!further!actions!as!necessary.!5. Provide!annual!report!to!the!Research!

Committee,!Management!Group!and!Staff!Meeting.!

1.!Dr%Chandler.!2!and!3.!Dr%Ashton!!4.!Student!and!staff!data!focus!group!(Dr%Ashton!and!student%representatives).!5.!Dr%Franckevičius!to!report!to!the!Board!of!Studies!and!the!Staff!Meeting;!Prof%Fielden!to!report!to!the!Management!Group.!!

1J3.!December%each%year%(2016W2019).!4.!Actions!presented!and!discussed!at!the!ED&D!Committee!meeting!(December%each%year%2016W2019).!5.!Annually%at%the%next%scheduled%meeting%after%December%(2017W2020).!

Bring!the!proportion!of!female!PG!students!up!to!40%!by!2017!and!up!to!50%!by!2019.!

1.4! Monitor!departmental!composition!of!staff!by!gender.!!

1. Collect!data!on!staff!composition!by!gender!and!grade!(academic,!researcher,!technical!and!administrative).!

2. Compare!data!to!national!figures.!3. Decide!on!further!actions!as!necessary.!4. Provide!annual!report!to!the!Management!

Group!and!Staff!Meeting.!

1.!Mr%Kemp.!2.!Dr%Ashton.!3.!Student!and!staff!data!focus!group!(Dr%Ashton!and!student%representatives).!4.!Dr%Franckevičius!to!report!to!the!Board!of!Studies!and!the!Staff!Meeting;!Prof%Fielden!to!report!to!the!Management!Group.!

1!and!2.!September%each%year%(2016W2019).!3.!Actions!presented!and!discussed!at!the!ED&D!Committee!meeting!(September%each%year%2016W2019).!4.!Annually%at%the%next%scheduled%meeting%after%September%(2016W2019).!

Maintain!gender!balance!at!lecturer!grade!7J8!at!50%.!Increase!the!proportion!of!women!at!SL!and!professorial!level!to!10%!(UK!average)!by!2017!and!20%!by!2019.!Maintain!the!proportion!of!female!researchers!at!grade!6!at!50%;!improve!gender!balance!at!grade!7!to!40%!of!women!(UK!average)!by!2019;!achieve!gender!balance!of!at!least!40%!of!female!researchers!as!they!get!promoted!to!grades!8!and!9.!

!55!

Actio

n%Description%of%Action% Plan% Responsibility% Timescale% Success%Measure%

1.5! Monitor!staff!data!by!type!of!contract!and!gender.!!

1. Collect!data!on!staff!composition!by!type!of!contract!(permanent!vs!fixedJterm)!and!gender.!

2. Compare!data!to!national!figures.!3. Decide!on!further!action!as!necessary.!4. Provide!annual!report!to!the!Management!

Group!and!Staff!Meeting.!

1.!Mr%Kemp!and!Ms%Greenwood.!2.!Ms%Greenwood.!3.!Organisation!and!culture!focus!group!(Ms%Greenwood!and!Dr%Cox).!4.!Dr%Franckevičius!to!report!to!the!Board!of!Studies!and!the!Staff!Meeting;!Prof%Fielden!to!report!to!the!Management!Group.!

1!and!2.!September%each%year%(2016W2019).!3.!Actions!presented!and!discussed!at!the!ED&D!Committee!meeting!(September%each%year,%2016W2019).!4.!Annually%at%the%next%scheduled%meeting%after%September%(2016W2019).!

Increase!the!proportion!of!women!on!indefinite!contracts!from!30%!to!40%!by!2019!(national!average!22%).!Improve!the!gender!balance!of!men!and!women!on!fixedJterm!contracts!from!38%!to!45%!women!by!2019!(national!average!33%).!

1.6! Monitor!academic!leavers!by!gender!and!grade.!!

1. Collect!data!on!staff!leavers!by!gender!and!grade.!

2. Document!reasons!for!staff!leaving:!HoD!to!conduct!the!exit!interview.!

3. Compare!data!to!national!figures.!4. Decide!on!further!actions!as!necessary.!5. Provide!annual!report!to!the!Management!

Group!and!Staff!Meeting.!

1.!Mr%Kemp!and!Dr%Ashton.!2.!Prof%Fielden.!3!and!4.!Dr%Ashton.!5.!Dr%Franckevičius!to!report!to!the!Board!of!Studies!and!the!Staff!Meeting;!Prof%Fielden!to!report!to!the!Management!Group.!

1.!July%each%year!2016W2019).!2.!As%staff%leave%(2016W2019).!3.!July%each%year%(2016W2019).!4.!Actions!presented!and!discussed!at!the!ED&D!Committee!meeting!(July%each%year,%2016W2019).!5.!Annually%at%the%next%scheduled%meeting%after%July%(2016W2019).!

Equal!gender!split!of!academic!leavers.!Reasons!for!leaving!not!due!to!lack!of!support!or!gender!bias!in!attitudes!or!procedures.!

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1.7! Monitor!staff!recruitment!data!by!gender!and!grade.!!

1. Collect!staff!data!at!application,!shortlist!and!appointment!stage!(academic,!researcher,!technical!and!administrative!staff).!

2. Compare!data!to!national!figures.!3. Decide!on!further!actions!as!necessary.!4. Provide!annual!report!to!the!Management!

Group!and!Staff!Meeting.!

1.!Mr%Kemp!and!Dr%Franckevičius.!2.!Dr%Franckevičius.!3.!Career!transition!points!focus!group!(Dr%Franckevičius,%Dr%Trewin!and!Dr%Fletcher).!4.!Dr%Franckevičius!to!report!to!the!Board!of!Studies!and!the!Staff!Meeting;!Prof%Fielden!to!report!to!the!Management!Group.!

1!and!2.!September%each%year%(2016W2019).!3.!Actions!presented!and!discussed!at!the!ED&D!Committee!meeting!(September%each%year,%2016W2019).!4.!Annually%at%the%next%scheduled%after%September%(2016W2019).!

Increased!number!of!female!applications,!being!shortlisted!and!appointments.!Applications:!researchers!and!lecturers,!up!to!35%;!SL,!up!to!30%;!Prof,!up!to!20%,!by!2019.!Shortlisted:!researchers!and!lecturers,!up!to!40%;!SL!up!to!40%;!Prof,!up!to!30%,!by!2019.!Appointments:!researchers!up!to!45%,!lecturers,!maintain!at!50%;!SL,!up!to!50%;!Prof,!up!to!40%,!by!2019.!!!!

1.8! Monitor!staff!promotion!success!rates!by!gender.!

1. Collect!data!on!staff!promotions!for!all!grades!(RAJSRA,!SRAJL/F,!LJSL,!SLJR/P,!Levels!of!P).!

2. Decide!on!further!actions!as!necessary.!3. Provide!annual!report!to!the!departmental!

Career!Development!Committee!and!the!Management!Group.!

1.!Mr%Kemp!and!Dr%Fletcher.!2.!Career!transition!points!focus!group!(Dr%Franckevičius,%Dr%Trewin!and!Dr%Fletcher).!4.!Prof%Fielden!to!report!to!the!Career!Development!Committee!and!the!Management!Group.!

1!and!2.!April%each%year%(2017W2019).!3.!Actions!presented!and!discussed!at!the!ED&D!Committee!meeting!(April%each%year,%2017W2019).!4.!Annually%at%the%next%scheduled%meeting%after%April%(2017W2019).!

Any!gender!imbalance!in!success!rates!identified,!and!corrective!measures!developed!and!put!in!place,!if!required.!Given!the!good!gender!balance!of!earlyJcareer!staff,!achieve!promotion!success!rates!equal!for!both!women!and!men.!

!

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1.9! Monitor!UG/PG!exit!destinations!by!gender.!

1. Collect!data!on!UG!and!PG!student!destinations.!

2. Decide!on!further!actions!as!necessary.!3. Provide!annual!report!to!the!Management!

Group,!Staff!Meeting!and!Board!of!Studies!Meeting.!

!

1.!Dr%Chandler!and!Dr%Coogan.!2.!Dr%Coogan!and!career!transition!points!focus!group!(Dr%Franckevičius,%Dr%Trewin!and!Dr%Fletcher).!3.!Dr%Franckevičius!to!report!to!the!Board!of!Studies!and!the!Staff!Meeting;!Prof%Fielden!to!report!to!the!Management!Group.!

1!and!2.!April%each%year%(2017W2019).!3.!Actions!presented!and!discussed!at!the!ED&D!Committee!meeting!(April%each%year,%2017W2019).!4.!Annually%at%the%next%scheduled%meeting%after%April%(2017W2019).!

Increasing!number!of!students!in!fullJtime!employment!from!2017!to!2019.!Increasing!number!of!female!UG!students!proceeding!to!PG!study!from!2017!to!2019.!Increasing!number!of!female!PG!students!proceeding!to!researcher!posts!from!2017!to!2019.!

1.10! Monitor!committee!representation!by!gender!

1. Collect!staff!data!on!representation!of!key!departmental!committees!by!gender.!

2. Decide!on!further!actions!as!necessary.!3. Provide!annual!report!to!the!Management!

Group!and!Staff!Meeting.!

1.!Ms%Greenwood.!2.!Organisation!and!culture!focus!group!(Ms%Greenwood!and!Dr%Cox).!3.!Dr%Franckevičius!to!report!to!the!Staff!Meeting;!Prof%Fielden!to!report!to!the!Management!Group.!

1!and!2.!July%each%year%(2016W2019).!3.!Actions!presented!and!discussed!at!the!ED&D!Committee!meeting!(July%each%year,%2016W2019).!4.!Annually%at%the%next%scheduled%meeting%after%July%(2016W2019).!

By!July!2019,!improve!representation!of!women!at!Staff!Meeting,!Board!of!Studies!and!the!Research!Committee!to!50%!from!45%;!at!the!UG!Teaching!Committee!from!36%!to!45%;!at!the!Management!Group!from!43%!to!50%.!

2% Student%Data%2.1! Ensure!that!there!is!a!

balanced!mix!of!male!and!female!staff!and!student!guides!on!University!visit!days.!

1. When!distributing!outreach!responsibilities!to!staff,!ensure!that!there!is!a!good!gender!mix!of!staff!attending!University!visit!days.!

2. Gender!among!staff!members!to!be!reviewed!by!the!ED&D!Committee.!

1.!Dr%Platel.!2.!Dr%Franckevičius.!

1.!As%outreach%events%take%place%(2016W2019).!2.!July%each%year%(2016W2019)!at!the!ED&D!Committee!meeting.!

Equal!gender!balance!of!male!and!female!staff!participating.!Increased!number!of!female!UG!applications!and!offers!to!50%!(above!UK!average)!and!maintain!acceptances!at!50%!by!2019.!

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2.2! Include!a!section!on!gender!balance!in!outreach!feedback.!

1. Collect!data!on!the!views!of!prospective!students!on!the!gender!split!of!representative!staff!on!visit!days!and!in!the!department!in!general.!

2. Monitor!trends!and!respond!to!feedback.!3. Provide!report!to!the!ED&D!Committee.!

1J3.!Dr%Platel.!!!

1!and!2.!As%outreach%events%take%place%(2016W2019).!3.!July%each%year%(2016W2019)!at!the!ED&D!Committee!meeting.!

Increased!number!of!female!UG!applications!and!offers!to!50%!(above!UK!average)!and!maintain!acceptances!at!50%!by!2019.!

2.3! Invite!all!UG!applicants!to!visit!the!department!on!Taster!Days.!

1. Send!out!a!formal!invitation!to!every!UG!applicant!to!attend!one!of!the!departmental!Taster!Days.!

2. Ensure!good!mix!of!female!and!male!staff!and!students!at!these!events.!

3. Gender!split!among!staff!members!to!be!reviewed!by!the!ED&D!Committee.!

1.!Mrs%Shaw.!2.!Dr%Platel.!3.!Dr%Franckevičius.!!

1.!As%offers%are%made%(2016W2019).!2.!As%Taster%Days%take%place%(2016W2019).!3.!July%each%year%(2016W2019)!at!the!ED&D!Committee!meeting.!

Equal!gender!balance!of!male!and!female!staff!participating.!Increased!number!of!female!UG!applications!and!offers!to!50%!(above!UK!average)!and!maintain!acceptances!at!50%!by!2019.!

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2.4! Set!up!peer!mentor!programme!for!UG!and!PG!students.!

1. Advertise!the!mentor!programme!for!UG!and!PG!students!on!the!website.!!

2. Provide!written!information!on!the!mentoring!programme!to!all!prospective!UG!students.!

3. Promote!the!mentor!programme!in!all!advertisements!for!PhD!posts.!!

4. Assign!mentors!to!incoming!students.!5. Train!mentors.!6. Collect,!review!and!implement!feedback!

from!both!mentors!and!mentees.!7. Provide!a!report!of!feedback!with!actions!to!

improve!to!the!ED&D!Committee.!8. Update!UG!and!PG!departmental!

handbooks.!

1.!Dr%Peach.!2.!Mrs%Shaw.!3.!Ms%Cook!and!all%staff.!4.!Mrs%Shaw!for!UG!students!and!Ms%Cook!for!PG!students.!5.!Dr%Peach!for!UG!mentors!and!Dr%Görtz!for!PG!mentors.!6.!Mrs%Shaw!and!Dr%Peach!for!UG,!Ms%Cook!and!Dr%Görtz!for!PG.!7.!Dr%Peach!and!Dr%Görtz.!8.!Mrs%Shaw!for!UG,!and!Ms%Cook,!for!PG!handbooks.!!

1.!January%2016.!2.!As%offers%are%made%(2015W

2019).%Already%onWgoing.!3.!October%each%year%(2016W2019)!to!remind!staff!to!include!details!of!the!mentor!programme!in!PhD!advertisements.!4.!As%offers%are%made%(2015W

2019).%Already%onWgoing.!5.!October%annually%2016W2019!(done!in!2015).!6.!Collect!and!review!feedback!in%June%2016,%then%annually%(2017W2019);!implement!feedback!for!the!following%academic%year.!7.!July%2016,%then%annually%(2017W2019).!8.!August%2016,%then%annually%(2017W2019).!

1. Increased!number!of!female!UG!applications!and!offers!to!50%!(above!UK!average)!and!maintain!acceptances!at!50%!by!2019.!

2. Faster!adjustment!to!university!life!and!acknowledgement!of!the!department!as!a!friendly!place!to!study,!as!evidenced!by!student!feedback.!

!

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2.5! Update!departmental!web!pages.!

Update!departmental!web!pages!to!emphasise!our!commitment!to!Athena!SWAN!principles!and!to!promoting!the!careers!of!female!researchers.!Specifically:!1. Set!up!a!brand!new!Athena!SWAN!page.!2. Increase!the!visibility!of!women!in!the!

department!(UG!students,!PG!students!and!staff).!

3. Provide!case!studies!of!female!researchers!who!had!taken!a!nonJtraditional!career!path.!

4. Provide!information!on!gender!balance!at!all!levels!of!the!department;!celebrate!the!achievements!and!state!what!we!are!doing!to!improve!on!the!weaknesses.!

5. Update!the!information!on!a!regular!basis.!

1.!Dr%Ashton!and!Dr%Franckevičius!in!liaison!with!Dr%Peach.!2.!Dr%Ashton!in!liaison!with!Dr%Coote%and!Dr%Peach.!3.!Dr%Ashton.!4.!Dr%Franckevičius.!5.!Dr%Ashton,!Dr%Coote!and!Dr%Peach.!!

1.!April%2016%–%August%2016.!2.!April%2016.!3.!August%2016.!4.!August%2016.!5.!Annually%in%September%(2017W2019).!

1. Increased!number!of!PG!applications!and!offers!from!20J30%!up!to!40J50%,!bringing!the!proportion!of!female!PG!students!up!to!40%!by!2017!and!up!to!50%!by!2019.!

2. Increased!number!of!female!UG!applications!and!offers!to!50%!(above!UK!average)!and!maintain!acceptances!at!50%!by!2019.!

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2.6! Improve!PGR!advertising,!shortlisting!and!interview!practices!

1. A!document!detailing!policy!of!advertising,!shortlisting!and!interviewing!for!PG!posts!to!be!drawn!up!and!disseminated.!

2. A!statement!that!the!department!is!committed!to!flexible!working!on!an!individual!basis!must!be!incorporated!in!all!advertisements.!

3. A!statement!that!the!department!welcomes!diversity!and!is!committed!to!Athena!SWAN!principles!must!be!incorporated!in!all!advertisements.!

4. All!staff!to!receive!reminders!about!unconscious!bias.!

5. There!must!be!two!members!of!staff!on!the!interview!panel,!at!least!one!of!whom!must!be!a!woman.!

6. Introduce!a!decliner!survey!for!those!who!don’t!take!up!the!offer;!act!on!feedback.!

1.!Dr%Görtz.!2!and!3.!Dr%Görtz!to!remind!staff.!All%staff!who!advertise!to!incorporate!the!statement.!4.!Dr%Franckevičius.!5.!Chair%of%the%interview%panel.!6.!Ms%Cook.!!

1.!Written!and!disseminated!in!April%2016.!2!and!3.!Policy!subsequently!disseminated!annually%in%September%(2017W2019).!Statement!incorporated!as%posts%are%advertised.!!4.!BiWannually%in%April%and%September%(2016W2019).!5.!As%interviews%take%place.!6.!Within%two%weeks%of!the!offer!being!declined.!!

Increased!number!of!PG!applications!and!offers!from!20J30%!up!to!40J50%!by!2019,!bringing!the!proportion!of!female!PG!students!up!to!40%!by!2017!and!up!to!50%!by!2019.!!

2.7! Produce!an!exit!questionnaire!for!PG!students!

1. An!exit!questionnaire!for!outgoing!PG!students!will!be!compiled!to!gain!an!insight!into!the!impact!of!any!genderJled!differences!to!the!student!experience.!

2. Actions!based!on!the!feedback!implemented.!

3. Provide!an!annual!report!to!the!ED&D!Committee.!

1J3.!Dr%Görtz.!!!

1!and!2.!As!first!PG!student!graduates!(July%2016),%then%annually%(2017W2019).!3.!Annually%in%April%(2017W2019).!

Students!express!positive!views!and!experiences!in!terms!of!gender!attitudes!in!the!department!based!on!the!feedback.!Increased!proportion!of!female!PG!students!up!to!40%!by!2017!and!up!to!50%!by!2019.!!

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2.8! Advertise!our!commitment!to!Equality/Diversity!to!all!current!students!and!staff!

1. Include!information!about!our!commitment!to!Athena!SWAN!and!the!departmental!Equality!&!Diversity!policy!in!application!packs!for!prospective!students.!

2. Advertise!the!departmental!Equality!&!Diversity!policy!for!both!students!and!staff,!and!communicate!the!Athena!SWAN!principles!and!values!to!current!UG!and!PG!students,!and!staff.!

3. Include!this!information!on!the!departmental!website.!

4. Advertise!departmental!Athena!SWAN!events.!

5. Advertise!Faculty!and!University!Athena!SWAN!events.!!

1.!Mrs%Shaw.!2.!Dr%Franckevičius.!3.!Dr%Peach.!4!and!5.!Dr%Franckevičius.!

1.!At!open!days!throughout%the%year%(2016W2019).!2.!Annually%in%October%(2016W2019).!3.!April%2016.!4!and!5.!As%events%take%place.!!

Increased!number!of!female!UG!applications!and!offers!to!50%!(above!UK!average)!by!2019.!Increased!number!of!PG!applications!and!offers!from!20J30%!up!to!40J50%!by!2019.!Increased!awareness!of!the!importance!of,!and!issues!surrounding,!equality!and!diversity,!as!evidenced!by!the!Student!Survey.!

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3% Recruitment%3.1! Improve!advertising!

of!vacant!posts!All!job!advertisements!to!include:!1. A!statement!reflecting!very!good!gender!

split!at!earlyJcareer!level!to!be!included!in!all!advertisements.!

2. A!statement!that!the!department!is!committed!to!flexible!working!on!an!individual!basis.!

3. A!statement!that!the!department!welcomes!diversity!and!is!committed!to!Athena!SWAN!principles.!

4. A!positive!statement!if!appropriate.!!In!addition!to!advertisements,!5. Job!description!to!be!checked!by!the!ED&D!

Committee.!6. All!staff!to!send!out!adverts!to!relevant!

research!networks!(e.g.!OrgNet).!7. All!staff!giving!talks!at!external!research!

symposia!to!include!one!slide!on!the!department!of!Chemistry!and!advertise!the!vacant!post(s)!available.!!

1J4.!Ms%Greenwood.!5.!Dr%Franckevičius.!6!and!7.!All%researchWactive%staff.!

From%December%2015%to%2019%as!posts!become!available.%

Increased!number!of!female!applications,!being!shortlisted!and!appointments.!Applications:!researchers!and!lecturers,!up!to!35%;!SL,!up!to!30%;!Prof,!up!to!20%,!by!2019.!Shortlisted:!researchers!and!lecturers,!up!to!40%;!SL!up!to!40%;!Prof,!up!to!30%,!by!2019.!Appointments:!researchers!up!to!45%,!lecturers,!maintain!at!50%;!SL,!up!to!50%;!Prof,!up!to!40%,!by!2019.!

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3.2! Upgrade!shortlisting!

practices!!

1. All!new!staff!to!complete!training!on!the!

University!Equality!&!Diversity!policies!as!a!

reminder!of!unconscious!bias.!

2. All!staff!to!receive!regular!reminders!about!

unconscious!bias.!

3. All!members!of!staff!involved!in!the!

shortlisting!(and!interview)!process!to!

complete!the!‘Recruiting!the!Best’!training!

workshop!run!by!HR.!

4. A!list!of!explicit!criteria!must!accompany!all!

applications!for!the!shortlisting!panel.!!

5. A!letter!must!accompany!all!applications!for!

the!shortlisting!panel,!which!describes!the!

origins!of!unconscious!bias,!the!dangers!

associated!with!it,!the!need!to!consider!

career!breaks,!and!a!reminder!that!explicit!

criteria!must!be!followed.!

6. At!least!one!member!of!staff!on!the!

shortlisting!panel!must!be!a!woman.!The!

chair!of!the!shortlisting!panel!to!identify!

the!most!suitable!candidate.!

1.!All%new%staff.!

2.!Dr%Franckevičius.!

3.!All%staff%involved%in%

recruitment.!Ms%

Greenwood!to!send!

out!reminders.!

4!and!5.!Ms%

Greenwood.!

5.!Dr%Franckevičius!to!

write!document.!

6.!Chair%of%shortlisting%

panel.!

!

1.!Within%3%months!of!

employment.!

2.!BiWannually%in%April%and%

September%(2016W2019).!

3.!Workshop!runs!three%

times%a%year.!Reminders!

sent!in!January,%June%and%

October%annually%starting%in%

2016%(2016W2019).%!!

4.!As!shortlisting!

commences.!

5.!Document!written!in!April%

2016.!Document!provided!

as!shortlisting!commences.!

6.!As!posts!are!advertised.!

Increased!number!of!female!

applications,!being!shortlisted!

and!appointments.!Applications:!

researchers!and!lecturers,!up!to!

35%;!SL,!up!to!30%;!Prof,!up!to!

20%,!by!2019.!

Shortlisted:!researchers!and!

lecturers,!up!to!40%;!SL!up!to!

40%;!Prof,!up!to!30%,!by!2019.!

Appointments:!researchers!up!to!

45%,!lecturers,!maintain!at!50%;!

SL,!up!to!50%;!Prof,!up!to!40%,!by!

2019.!

3.3! Upgrade!interview!

practices!

1. At!least!one!member!of!staff!on!the!

interview!panel!must!be!a!woman.!

2. Staff!on!interview!panels!to!be!informed!

that!they!must!attend!‘Recruiting!the!Best’!

workshop.!

1.!Chair%of%shortlisting%

panel.!

2.!All%staff%involved%in%

recruitment.!Ms%

Greenwood!to!send!

out!reminders.!

!

!

1.!As!posts!are!advertised.!

2.!Workshop!runs!three%

times%a%year.!Reminders!

sent!in!January,%June%and%

October%annually%starting%in%

2016%(2016W2019).%!!

!

Increased!number!of!female!

applications,!being!shortlisted!

and!appointments.!Applications:!

researchers!and!lecturers,!up!to!

35%;!SL,!up!to!30%;!Prof,!up!to!

20%,!by!2019.!

Shortlisted:!researchers!and!

lecturers,!up!to!40%;!SL!up!to!

40%;!Prof,!up!to!30%,!by!2019.!

Appointments:!researchers!up!to!

45%,!L,!maintain!at!50%;!SL,!up!to!

50%;!Prof,!up!to!40%,!by!2019.!

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3.4! Provide!childcare!for!interviewees!and!invited!speakers!

1. Organise!childcare!with!a!registered!childminder!in!Lancaster,!paid!for!by!the!department,!for!those!coming!to!Lancaster!for!an!interview!in!the!department!or!as!an!invited!speaker.!

2. A!statement!saying!that!childcare!on!the!day!can!be!organised!in!advance!to!be!included!in!all!advertisements!and!invitations!to!speakers.!

1.!Ms%Greenwood.!2.!Ms%Greenwood!for!interviews!and!Dr%Hardy!for!speakers.!

From%January%2016%as!requests!for!childcare!are!received!(2016W2019).!

Interviewees!and!speakers!take!up!opportunities!for!childcare.!

3.5! Disseminate!policies!for!recruitment!of!all!staff!

A!document!to!be!written,!providing!a!summary!of!the!above!recruitment!policy!and!disseminated!to!all!staff!as!a!reminder!that!the!above!guidelines!for!the!recruitment!of!new!academic,!postJdoctoral,!technical!support!and!professional!services!staff!must!be!adhered!to.!

Dr%Franckevičius!to!write!document.!Ms%Greenwood!to!disseminate.!!

Document!written!in!April%2016.!Document!disseminated!to!staff!by!eJmail!biWannually%in%April%and%September%starting%(2016W2019).!!

Increased!number!of!female!applications,!being!shortlisted!and!appointments.!Applications:!researchers!and!lecturers,!up!to!35%;!SL,!up!to!30%;!Prof,!up!to!20%,!by!2019.!Shortlisted:!researchers!and!lecturers,!up!to!40%;!SL!up!to!40%;!Prof,!up!to!30%,!by!2019.!Appointments:!researchers!up!to!45%,!lecturers,!maintain!at!50%;!SL,!up!to!50%;!Prof,!up!to!40%,!by!2019.!

4% Induction%4.1! All!earlyJcareer!staff!

to!have!a!mentor!The!mentor!programme!for!earlyJcareer!academic!staff!on!probation!should!continue.!1. The!mentor!should!meet!with!the!new!

member!of!staff!at!least!twice!a!year!(excluding!the!PDR!itself).!

2. The!mentor!to!organise!the!initial!PDR!and!ensure!strategic!plans!for!probation,!promotion!and!career!aims!are!addressed.!

1.!Prof%Fielden!to!assign!mentors.!Mentors!to!initiate!meetings.!2.!Mentors!to!hold!initial!PDR.!Ms%Greenwood!to!ensure!PDRs!are!completed.!!

1.!Immediately%as%new%staff%join%the%department.!2.!Initial!PDR!within%4%weeks!of!employment.!Initial!PDR!completed!within%8%weeks!of!employment.!

1.!Increase!the!proportion!of!women!at!SL!and!professorial!level!to!10%!(UK!average)!by!2017!and!20%!by!2019.!3.!Achieve!gender!balance!of!at!least!40%!of!F!researchers!as!they!get!promoted!to!grades!8!and!9.!2.!Achieve!promotion!success!rates!equal!for!both!women!and!men.!

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4.2! Organise!departmentJspecific!induction!for!new!members!of!academic!staff!

Give!induction!to!new!members!of!academic!staff!on!the!following:!departmental!strategies!and!priorities,!teaching,!research,!safety,!HR!and!finance,!Enterprise!and!Business!Partnerships,!international!strategies,!probationary!period,!promotion!criteria!to!SL!and!P.!Provision!of!information!about!the!flexible!working!policies.!

Prof%Fielden!(strategies!and!priorities,!enterprise!and!business!partnerships,!international!strategies,!promotion!criteria).!Dr%Coogan!(teaching).!Prof%Middleton!(research).!Mrs%Quirk!(safety).!Ms%Greenwood!(HR,!finance!and!flexible!working!policies).!!

January%2016%–%2019.!Meetings!to!take!place!within%2%weeks!of!employment.!

1.!Increase!the!proportion!of!women!at!senior!lecturer!and!professorial!level!to!10%!(UK!average)!by!2017!and!20%!by!2019.!3.!Achieve!gender!balance!of!at!least!40%!of!female!researchers!as!they!get!promoted!to!grades!8!and!9.!2.!Achieve!promotion!success!rates!equal!for!both!women!and!men.!!

4.3! Induction!for!new!academic!staff!at!senior!level.!

All!new!staff!at!a!more!senior!level!to!have!the!same!UniversityJ!and!departmentJwide!induction,!assignment!of!a!mentor!and!an!initial!PDR.!

1.!Prof%Fielden!to!assign!mentors.!Mentors!to!initiate!meetings.!2.!Mentors!to!hold!initial!PDR.!Ms%Greenwood!to!ensure!PDRs!are!completed.!3.!All%staff!in!action!4.2.!!

January%2016%–%2019.!1.!Immediately%as%new%staff%join%the%department.!2.!Initial!PDR!within%4%weeks!of!employment.!Initial!PDR!completed!within%8%weeks!of!employment.!3.!Meetings!to!take!place!within%2%weeks!of!employment.!

1.!Increase!the!proportion!of!women!at!professorial!level!to!10%!(UK!average)!by!2017!and!20%!by!2019.!2.!Achieve!promotion!success!rates!equal!for!both!women!and!men.!!!!

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4.4! Induction!for!technical!and!administrative!staff!

All!new!technical!and!administrative!staff!to!have!the!same!UniversityJ!and!DepartmentJwide!induction,!assignment!of!a!mentor!and!an!initial!PDR.%

1.!Prof%Fielden!to!assign!mentors.!Mentors!to!initiate!meetings.!2.!Mentors!to!hold!initial!PDR.!Ms%

Greenwood!to!ensure!PDRs!are!completed.!3.!All%staff!in!action!4.2.!

January%2016%–%2019.!1.!Immediately%as%new%staff%

join%the%department.!2.!Initial!PDR!within%4%weeks!of!employment.!Initial!PDR!completed!within%8%weeks!of!employment.!3.!Meetings!to!take!place!within%2%weeks!of!employment.!

Increasing!number!of!technical!and!administrative!staff!applying!for,!and!being!successful!at,!promotion.!Currently,!no!staff!have!applied!for!promotion,!however,!we!will!monitor!the!trend!over!the!next!four!years.!

4.5! Induction!for!researchers!

1. All!new!researchers!to!be!assigned!a!mentor.!Mentors!to!discuss!career!aspirations,!development!needs!and!potential!for!promotion;!enourage!to!join!the!LU!Research!Staff!Association.!

2. All!new!researchers!to!have!an!initial!PDR.!

1.!PI!to!assign!a!mentor.!Mentors!to!initiate!meetings.!2.!PI!to!hold!initial!PDR.!Ms%Greenwood!to!ensure!PDRs!are!completed.!

January%2016%–%2019.!1.!Immediately%as%new%staff%

join%the%department.!2.!Initial!PDR!within%4%weeks!of!employment.!Initial!PDR!completed!within%8%weeks!of!employment.!!

Increasing!number!of!female!researchers!applying,!and!being!successful!at,!promotion.!Increasing!number!of!women!proceeding!to!an!independent!academic!post.!Currently,!no!staff!have!applied!for!promotion!and!female!researchers!are!still!in!post.!However,!we!will!monitor!the!trend!over!the!next!four!years.!

4.6! Update!PG!handbook! Include!information!in!the!PG!handbook!on:!1. Equality,!diversity!and!Athena!SWAN.!2. DepartmentJspecific!information!on!

pastoral!support.!3. A!full!list!of!contacts!for!pastoral!support.!4. Guidance!on!maternity,!paternity,!shared!

parental!leave!and!adoption!policies.!

1.!Dr%Franckevičius.!2!and!3.!Ms%Cook.!4.!Mrs%Quirk.!!

August%2016% Increasing!number!of!women!proceeding!to!a!researcher!and!an!independent!academic!post.!None!of!our!students!has!yet!graduated,!however,!we!will!monitor!the!trend!over!the!next!four!years.!

4.7! Staff!and!student!feedback!on!induction!processes!

1. Collect!staff!and!PG!student!feedback!on!the!induction!process.!

2. Provide!report!to!the!ED&D!Committee.!3. Provision!of!information!and!support!to!be!

reviewed!by!the!ED&D!Committee.!!!

1!and!2.!Dr%Fletcher.!3.!Dr%Franckevičius.%

December%2016,%then%

annually%in%December%

(2017W2019).%

Achieve!high!percentage!of!feedback!submission!with!strong,!positive!responses.!

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5% Promotion%5.1! Include!academic!

career!routes!on!the!

website!!

Update!the!departmental!website!by!including:!

1. A!clear!diagram!to!illustrate!traditional!and!

nonJtraditional!academic!career!routes.!

2. Explicit!promotion!criteria!for!all!grades.!

3. Case!studies!of!female!academics!in!the!

department!who!have!taken!career!breaks!

or!nonJtraditional!career!paths.!

1!and!2.!Dr%Peach.!3.!Dr%Ashton.!

Information!included!in!

April%2016.!Further!case!studies!

included!as%they%become%available.!

Increased!number!of!women!in!

independent!academic!posts,!

particularly!at!researcher!and!

senior!level:!researchers!up!to!

45%,!SL,!up!to!50%;!Prof,!up!to!

40%,!by!2019;!lecturers,!maintain!

at!50%.!Increasing!number!of!

women!in!independent!academic!

posts!having!taken!nonJ

traditional!career!paths!or!career!

breaks!at!all!levels.!

5.2! Set!up!a!

departmental!Career!

Development!

Committee!

A!departmental!Career!Development!

Committee!to!be!set!up!in!order!to:!

1. ProJactively!look!at!each!member!of!staff!as!

potential!for!a!promotion,!regardless!of!

whether!they!put!themselves!forward!for!

promotion!or!not.!

2. Identify!the!career!stage!of!each!member!

of!staff!and!remove!barriers!that!could!

potentially!hold!that!member!of!staff!back!

for!a!successful!promotion.!

Prof%Fielden!to!set!up!the!Committee.!

1!and!2.!Members%of%the%committee!(to!be!identified!based!on!

experience,!the!

workload!model!and!

gender!balance!of!the!

committee).!

Committee!to!be!set!up!in!

November%2016.!Annual%meeting%in%December%(2016W2019)%to!occur!after!the!PDR!round!had!been!

completed!and!following!

feedback!from!reviewers.!

Increasing!number!of!women!

applying!for,!and!being!successful!

at,!promotion.!No!staff!has!yet!

applied!for!promotion,!however,!

we!will!monitor!the!trend.!

Increased!number!of!women!in!

independent!academic!posts,!

particularly!at!researcher!and!

senior!level:!researchers!up!to!

45%,!SL,!up!to!50%;!Prof,!up!to!

40%,!by!2019.!

!

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5.3! Reviewers!to!consider!potential!for!promotion!at!Performance!and!Development!Reviews!

1. Reviewers!to!proJactively!look!at!each!member!of!staff!as!potential!for!a!promotion!in!the!PDR,!regardless!of!whether!they!put!themselves!forward!for!promotion!or!not.!

2. Identify!barriers!that!could!potentially!hold!that!member!of!staff!back!from!a!successful!promotion.!

3. PDR!reviewers!for!contract!researchers,!wishing!to!be!considered!for!promotion,!to!identify!and!suggest!additional!administrative!/!teaching!responsibilities.!

4. Where!childcare!or!other!caring!responsibilities!may!discourage!application!for!promotion,!staff!may!consider!takeJup!of!flexible!working,!partJtime!working!or!job!share!roles.!Managers!to!be!supportive!of!the!needs!of!the!individual.!

5. Managers!to!hold!a!yearly!meeting!to!discuss!good!practices,!have!updates!on!shared!parental!leave,!flexible!working!etc.!(see!Action!7.1).!

1J5.!PDR%reviwers.!!

1J4.!Annually%in%August,!starting!in!2016,!when!annual!PDRs!take!place!(2016W2019).!5.!Annually%in%July,!starting!in!2016%(2016W2019).!

Increased!number!of!women!applying!for,!and!being!successful!at,!promotion.!No!staff!has!yet!applied!for!promotion,!however,!we!will!monitor!the!trend.!Increased!number!of!women!in!independent!academic!posts,!particularly!at!researcher!and!senior!level:!researchers!up!to!45%,!SL,!up!to!50%;!Prof,!up!to!40%,!by!2019.!!

5.4! Produce!and!disseminate!information!on!rewards,!prizes!and!incentives!at!the!University!

1. HR!to!compile!a!comprehensive!list!of!universityJwide!rewards,!awards!and!incentives!for!which!staff!could!apply!for,!including!application!procedures,!criteria!and!deadlines.!

2. Disseminate!the!information!to!all!staff!in!advance.!

3. Upload!this!information!on!the!departmental!website.!

1.!Mr%Thoume.!2.!Ms%Greenwood.!3.!Dr%Peach.!

1.!Annually%in%August%(2016W2019).!2!and!3.!Annually%in%September%(2016W2019).!

Increasing!number!of!women!applying!for,!and!being!successful!at,!promotion.!No!staff!has!yet!applied!for!promotion,!however,!we!will!monitor!the!trend.!Increased!number!of!women!in!independent!academic!posts,!particularly!at!researcher!and!senior!level:!researchers!up!to!45%,!SL,!up!to!50%;!Prof,!up!to!40%,!by!2019.%

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5.5! HR!to!run!promotions!workshops!at!the!department!for!academic!staff!

1. HR!to!organise!and!run!a!promotions!workshop!aimed!at!academic!staff!who!would!like!to!find!out!more!about!promotions,!are!thinking!of!applying!for!promotion,!and!all!mentors.!

2. Advertise!the!workshop!to!all!staff!in!the!department.!

1.!Mrs%May.!2.!Ms%Greenwood.!

1.!Annually%in%July%(2016W2019).!Two!have!already!taken!place.!2.!Two%months%in%advance.!

Increasing!number!of!women!applying!for,!and!being!successful!at,!promotion.!No!staff!has!yet!applied!for!promotion,!however,!we!will!monitor!the!trend.!Increased!number!of!women!in!independent!academic!posts,!particularly!at!researcher!and!senior!level:!researchers!up!to!45%,!SL,!up!to!50%;!Prof,!up!to!40%,!by!2019.!

5.6! HR!to!run!promotions!workshops!at!the!department!for!technical!and!administrative!staff!

1. HR!to!organise!and!run!a!promotions!workshop!aimed!at!technical!and!administrative!staff!who!would!like!to!find!out!more!about!promotions,!are!thinking!of!applying!for!promotion,!and!all!mentors.!

2. Advertise!the!workshop!to!all!staff!in!the!department.!!

1.!Mrs%May.!2.!Ms%Greenwood.!

Annually%in%April%(2016W2019).!

Increasing!number!of!technical!and!administrative!staff!applying!for,!and!being!successful!at,!at!promotion.!No!staff!has!yet!applied!for!promotion,!however,!we!will!monitor!the!trend.!

5.7! Support!candidates!who!are!unsuccessful!at!promotion!

1. The!candidate!to!discuss!the!feedback!with!HoD!and!the!PDR!reviewer.!

2. A!plan!to!be!identified!in!order!to!address!the!shortcomings!of!the!application!based!on!the!feedback!provided.!

3. Progress!to!be!monitored!as!part!of!the!annual!PDR!cycle!and!the!candidate!to!be!encouraged!to!reJapply!as!soon!as!the!feedback!has!been!addressed.!

1!and!2.!Prof%Fielden!and%PDR%reviewer.!3.!PDR%Reviewer%and%Career%Development%Committee.!!

April%2016%–%2019.!1!and!2.!Within%one%month!of!receiving!feedback.!3.!As!part!of!the!annual!PDR%cycle%(August).!Career!Development!Committee!meeting!annually%in%December.%

Increasing!number!of!women!applying!for,!and!being!successful!at,!promotion.!No!staff!has!yet!applied!for!promotion,!however,!we!will!monitor!the!trend.!Increased!number!of!women!in!independent!academic!posts,!particularly!at!researcher!and!senior!level:!researchers!up!to!45%,!SL,!up!to!50%;!Prof,!up!to!40%,!by!2019.!!!!

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6% Career%Development!6.1! Disseminate!

information!of!training!courses!

1. Organisation!and!Educational!Development!to!compile!a!full!list!of!training!courses!at!the!beginning!of!each!academic!year.!

2. Disseminate!the!information!to!all!staff!in!advance.!

3. Upload!this!information!on!the!departmental!website.!

4. Mentors!to!encourage!all!staff!to!discuss!which!courses!are!most!appropriate.!

1.!Mr%Clough.!2.!Ms%Greenwood.!3.!Dr%Peach.!4.!Mentors.!

1.!Annually%in%August%(2016W2019).!2!and!3.!Annually%in%September%(2016W2019).!4.!At!mentor!meetings!and!as!part!of!the!annual!PDR%cycle%(August,%2016W2019).!PDR!reviewers!to!be!reminded!of!this!as!part!of!the!annual!manager!meeting!(July,%2016W2019).!!!

Increasing!number!of!women!applying!for,!and!being!successful!at,!promotion.!No!staff!has!yet!applied!for!promotion,!however,!we!will!monitor!the!trend.!Increased!number!of!women!in!independent!academic!posts,!particularly!at!researcher!and!senior!level:!researchers!up!to!45%,!SL,!up!to!50%;!Prof,!up!to!40%,!by!2019.!

6.2! Staff!to!fill!out!a!trainingJneeds!questionnaire!

1. A!questionnaire!for!all!staff!(both!academic!and!professional!services)!to!be!compiled!and!disseminated!in!order!to!obtain!feedback!about!what!training!courses!are!in!demand.!

2. Liaise!with!Organisation!and!Educational!Development!to!set!up!ChemistryJspecific!training!to!meet!the!demand!expressed.!

3. Organisation!and!Educational!Development!to!provide!ChemistryJspecific!training!for!staff!based!on!the!feedback.!

1!and!2.!Dr%Ashton.!3.!Mr%Clough.%

1.!June%2016!and!June%2018.!2.!July%2016!and!July%2018.!3.!Annually%in%December%(2016W2019).!BiWannually!if!several!ChemistryJspecific!training!needs!identified.!

ChemistryJspecific!training!initiated!and!positive!feedback!from!staff!obtained.!Increasing!number!of!women!applying!for,!and!being!successful!at,!promotion.!No!staff!has!yet!applied!for!promotion,!however,!we!will!monitor!the!trend.!Increased!number!of!women!in!independent!academic!posts,!particularly!at!researcher!and!senior!level:!researchers!up!to!45%,!SL,!up!to!50%;!Prof,!up!to!40%,!by!2019.!

6.3! All!managers!to!attend!PDR!training!

All!staff!who!act!as!PDR!reviewers!regardless!of!previous!experience!to!attend!the!PDR!training!workshop!run!by!HR.!

Ms%Greenwood!to!advertise!dates.!All%PDR%reviewers!to!attend.!

Workshop!runs!three%times%a%year.!Reminders!sent!in!January,%June%and%October%annually,%2016W2019!(at!the!same!time!as!reminders!for!the!‘Recruiting!the!Best’!workshop).%!

All!staff!with!management!responsibility!have!received!the!training.!

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6.4! Produce!a!Concordat!for!research!staff!

1. A!Concordat,!setting!out!the!expectations!between!the!department!and!researchers,!to!be!produced!in!relation!to!research,!teaching!contribution!and!support!for!personal!development.!

2. Disseminate!the!document!to!new!researchers.!

1!and!2.!Prof%Middleton!and!Prof%Hoster.!

1.!Document!produced!in!April%2017.!2.!Disseminated!to!current!researchers!in!April%2017!and!provided!to!new!researchers!as%they%join%the%department.!

Increasing!number!of!women!proceeding!to!an!independent!academic!post.!Our!current!research!staff!are!still!in!post,!however,!we!will!monitor!this!trend.!

6.5! Promote!training!and!development!opportunities!for!researchers!

1. Encourage!researchers!to!join!the!LU!Research!Staff!Association!and!via!the!mentor.!

2. Encourage!researchers!to!attend!skills!development!workshops!on!grant!writing,!impact!and!networking!at!the!beginning!of!the!academic!year!and!as!workshops!become!advertised.!

3. Encourage!researchers!to!undertake!a!small!amount!of!teaching.!!

!

1.!Prof%Middleton!and!mentors.!2.!Prof%Middleton.!3.!Mentor%and%PDR%reviewer.!

1.!As%new%research%staff%join%the%department,!as!part!of!mentor%meetings%and!the!annual!PDR!cycle!(August,%2016W2019).!2.!A!full!list!of!training!and!development!opportunities!disseminated!annually%in%August%from%2016%to%2019,!and!throughout%the%year%as!workshops!are!being!advertised.!3.!As!part!of!mentor%meetings%and!the!annual!PDR!cycle!(August,%2016W2019).!

Increasing!number!of!women!proceeding!to!an!independent!academic!post.!Our!current!research!staff!are!still!in!post,!however,!we!will!monitor!this!trend.!

6.6! Organise!a!Research!Conference!

Organise!an!allJday!departmental!Research!Conference,!in!which!research!staff!can!showcase!their!research!to!the!rest!of!the!department,!and!network!with!colleagues!and!students.!

Prof%Hoster.!!

Annually%in%March,%2017W2019.!

Increasing!number!of!women!proceeding!to!an!independent!academic!post.!Our!current!research!staff!are!still!in!post,!however,!we!will!monitor!this!trend.!!

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6.7! Organise!a!Researchers’!Support!Forum!

The!workshop!will!focus!on!the!following!topics!with!both!male!and!female!speakers!from!the!department:!1. Transition!to!a!postJdoctoral!researcher;!2. Writing!a!successful!Fellowship!application;!3. Making!the!transition!to!an!academic!post;!4. Alternative!career!paths!(teaching!only!or!

experimental!officer).!PhD!students!will!also!be!encouraged!to!attend.!

Dr%Trewin% Annually%in%May,%2017W2019.!

Increasing!number!of!women!proceeding!to!an!independent!academic!post.!Our!current!research!staff!are!still!in!post,!however,!we!will!monitor!this!trend.!

6.8! Set!up!a!website!for!researchers!

Set!up!a!researcherJspecific!website,!populate!with!useful!links!and!information,!and!update!regularly.!

Dr%Fayon%in!collaboration!with!Dr%Ashton,!Dr%Coote!and!Dr%Peach.!!

March%2017% Increasing!number!of!women!proceeding!to!an!independent!academic!post.!Our!current!research!staff!are!still!in!post,!however,!we!will!monitor!this!trend.!

6.9! Promote!training!and!development!opportunities!to!earlyJcareer!staff!

Promote!training!and!development!opportunities!for!earlyJcareer!academic!staff:!a!twoJday!workshop!‘Leading!in!research!in!science!and!technology:!A!workshop!for!early!career!principal!investigators’,!courses!on!proposal!writing,!effective!research!student!supervision,!research!management!and!PG!CAP.!

Ms%Greenwood.! As%new%staff%join%the%department;!workshops!promoted!throughout%the%year%from%August%2016W2019.!

Increasing!number!of!female!lecturers!promoted!to!grade!8!or!SL!posts.!No!staff!has!yet!applied!for!promotion,!however,!we!aim!to!achieve!50%!of!female!staff!at!SL!level!by!2019.!

6.10! Promote!training!and!development!opportunities!for!senior!academic!staff!

Promote!training!and!development!opportunities!for!senior!academic!staff:!research!leadership,!management,!mentoring!and!finance.!

Ms%Greenwood.! As%new%staff%join%the%department;!workshops!promoted!throughout%the%year%from%August%2016W2019.!

As!we!currently!have!no!women!at!SL!or!R!level,!this!action!will!not!result!in!an!increased!number!of!women!promoted!to!senior!academic!roles,!but!will!allow!us!to!achieve!this!goal!in!the!longer!term.!!

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6.11! Organise!a!Chemistry!Careers!Day!for!UG!students!

1. Organise!speakers!from!the!department,!LU!Careers!Service,!industry!and!the!RSC.!

2. Provide!opportunities!for!students!to!have!oneJtoJone!discussion.!

3. Obtain!and!act!on!feedback!from!students.!

Dr%Ashton! Annually%in%March%(2016W2019).!Feedback!obtained%immediately%after!the!event!and!any!necessary!changes!made!for!the!following%year.!

Increasing!number!of!women!progressing!to!PG!study!and!other!careers.!Our!first!cohort!is!due!to!graduate!in!2016,!from!which!point!we!will!monitor!this!trend.!

6.12! Set!up!a!mentor!programme!for!UG!students!contemplating!a!research!career.!!

1. Advertise!the!mentor!programme!to!3rd!year!UG!students!interested!in!a!research!career!on!the!website,!by!eJmail!and!during!advisee!meeting.!!

2. Find!volunteer!mentors,!ensuring!that!there!is!a!good!gender!balance!of!mentors.!

3. Collect,!review!and!implement!feedback!from!both!mentors!and!mentees.!

4. Provide!a!report!of!feedback!with!actions!to!improve!to!the!ED&D!Committee.!

5. Update!UG!departmental!handbooks.!

1.!Mrs%Shaw!and!academic%advisors.!2J4.!Dr%Franckevičius.!5.!Mrs%Shaw.!

1.!Annually%in%October%(2016W2019).!2.!August%2016,%then%annually%(2017W2019).!3.!Collect!and!review!feedback!in%June%2017,%then%annually%(2018%and%2019);!implement!feedback!for!the!following%academic%year.!4.!July%2017,%then%annually%(2018%and%2019).!8.!August%2016,%then%annually%(2017W2019).!

Increasing!number!of!women!progressing!to!PG!study.!Our!first!cohort!is!due!to!graduate!in!2016,!from!which!point!we!will!monitor!this!trend.!

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6.13! Set!up!PhDJpostdoc!mentor!scheme!

6. Provide!written!information!on!the!mentoring!programme!to!all!prospective!PG!students.!

7. Assign!mentors!to!incoming!and!current!PhD!students.!

8. Mentors!to!attend!the!‘Introduction!to!Mentoring’!workshop.!

9. Collect,!review!and!implement!feedback!from!both!mentors!and!mentees.!

10. Provide!a!report!of!feedback!with!actions!to!improve!to!the!ED&D!Committee.!

11. Update!PG!departmental!handbook.!

1!and!2.!Ms%Cook.!3.!All%mentors.!Dr%Görtz!to!advertise!workshop.!4.!Dr%Görtz.!5.%Ms%Cook.!

1!and!2.!Throughout%the%year!as!applications!come!in,!starting!in!October%2016%(2016W2019).!3.!Mentoring!workshop!takes!place!three%times%a%

year.!Advertise!in!September,%January%and%

May!starting!from!September!2016%(2016W2019).!4.!Collect!and!review!feedback!in%June%2017,%then%annually%(2018W2019);!implement!feedback!for!the!following%academic%year.!5.!July%2017,%then%annually%(2018W2019).!8.!August%2016,%then%annually%(2017W2019).!!!

Increasing!number!of!women!proceeding!to!a!researcher!post.!Our!first!PhD!students!are!due!to!graduate!in!2017,!from!which!point!we!will!monitor!this!trend.!

6.14! Promote!teacher!training!opportunities!for!PG!students!and!researchers!!!

Disseminate!information!regarding!‘Introduction!to!Teaching’!workshop.!

Dr%Coogan.! September%2016,%then%

annually%(2017W2019).!Workshop!runs!at!least!five!times!a!term.!

Increasing!number!of!women!proceeding!to!a!researcher!post.!Our!first!PhD!students!are!due!to!graduate!in!2017,!from!which!point!we!will!monitor!this!trend.!

6.15! Female!PhD!student!committee!representation!!

In!committees!with!PhD!student!representation,!at!least!one!student!must!be!a!woman.!!

Ms%Cook.! Review!annually%in%October%(2016W2019).!

Equal!representation!of!women!and!men!on!committees.!

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7% Flexible%Working%and%Managing%Career%Breaks%7.1! Line!managers!to!be!

reminded!of!flexible!working!and!career!breaks!policies!

All!line!managers!of!the!department!to!receive!training!on,!and!be!reminded!of,!policies!on!flexible!working,!maternity,!paternity,!shared!parental!leave!and!adoption.!All!staff!to!promote!shared!parental!leave,!where!appropriate.!

Ms%May.! April%2017%and%April%2019.! Increasing!number!of!men!and!women!taking!a!career!break!and!returning!back!to!work.!We!are!currently!experiencing!our!first!maternity!and!will!monitor!this!trend!over!the!next!four!years.!

7.2! Produce!departmental!adoption!policy!

A!departmentJspecific!adoption!policy,!which!maps!onto!the!University!policies!on!adoption,!is!to!be!produced!and!disseminated!to!staff.!

Prof%Fielden.! August%2016.! Increasing!number!of!men!and!women!taking!a!career!break!and!returning!back!to!work.!We!have!not!had!a!case!of!adoption!yet,!however,!we!will!monitor!this!trend!over!the!next!four!years.!

7.3! Monitor!and!evaluate!departmental!response!to!our!first!maternity!case!

1. The!Department!to!seek!feedback!from!our!first!member!of!staff!going!on!maternity!about!the!provision!and!effectiveness!of!support!prior!to!leave,!during!leave!and!upon!returning!to!work.!

2. Provide!a!report!of!feedback!with!actions!to!improve!to!the!ED&D!Committee.!

3. Use!the!feedback!to!inform!our!current!policies!and!support!mechanisms.!

1!and!2.!Mrs%Quirk.!3.!Dr%Franckevičius!and!ED&D%Committee.!!!

Six!months!after!the!member!of!staff!returns!to!work!(December%2016).!

Increasing!number!of!men!and!women!taking!a!career!break!and!returning!back!to!work.!We!are!currently!experiencing!our!first!maternity!and!will!monitor!this!trend!over!the!next!four!years.!

7.4! Produce!a!departmental!policy!for!home!working!

1. Produce!a!policy!for!home!working,!which!would!map!onto!the!University!policy!for!flexible!working.!

2. Upload!the!policy!on!the!departmental!website!and!make!it!visible!for!all.!

1.%Prof%Fielden.!2.!Dr%Peach.!

September%2016.! More!staff!taking!up!flexible!working!opportunities.!Staff!aware!of,!and!satisfied!with,!flexible!working!policies,!as!evidenced!by!the!Staff!Survey.!

7.5! Increase!visibility!of!flexible!working!policies!

Make!flexiJtime,!compressed!hours!and!flexible!working!policies!clearly!visible!on!the!departmental!website.!

Mrs%Quirk.! September%2016.! More!staff!taking!up!flexible!working!opportunities.!Staff!aware!of,!and!satisfied!with,!flexible!working!policies,!as!evidenced!by!the!Staff!Survey.!

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7.6! Provision!of!baby!changing!facilities!and!a!family!room!

Ensure!the!provision!of!baby!changing!facilities!and!a!family!room!in!the!new!building,!which!are!already!in!the!building!plans.!!

Mrs%Quirk.% April%2016.! Baby!changing!facilities!present!when!building!goes!live,!and!are!used!by!staff!with!children.!

7.7! Produce!a!departmental!policy!on!equality!harassment,!bullying,!grievances!and!disciplinary!procedures!

1. Produce!a!departmental!policy!for!staff!and!students!detailing!the!procedure!and!mechanisms!of!how!to!make!a!complaint!in!confidence!of!any!incidents!of!harassment,!bullying!or!other!grievance,!and!how!such!matters!will!be!dealt!with.!

2. Upload!the!policy!on!the!departmental!website!and!make!it!visible!for!all.!

Dr%Fletcher.! April%2016.! All!incidents!of!harassment,!bullying!or!disciplinary!procedures!are!dealt!with!effectively!and!as!set!out!in!the!University!HR!policy.!

8% Organisation%and%Culture%8.1! Produce!a!policy!on!

committee!membership!

The!policy!will!consist!of!the!following:!1. FixedJterm!membership!on!committees.!2. Selection!procedure!based!on!gender!

balance!of!the!committee!and!experience,!current!workload,!and!promotion!needs!of!the!applicant.!

Prof%Fielden.! April%2016.! Equal!representation!of!women!and!men!on!committees.!

8.2! Improve!fairness!of!workload!model!

Continue!improving!workload!model!roles!as!responsibilities!evolve!and!new!ones!appear.!

1.!Prof%Fielden%and!Ms%Greenwood.!!

2015W2019%throughout.!Already!taking!place.!!

Equal!representation!of!women!and!men!on!committees.!Balance!of!responsibilities!for!all!staff.!

8.3! Use!workload!model!to!allocate!teaching!and!administrative!responsibilities!

The!workload!model!must!be!consistently!used!as!teaching!and!administrative!responsibilities!are!being!allocated!to!staff.!

Ms%Greenwood!in!consultation!with!Prof%Fielden!and!committee%chairs.!

As%allocation%of%roles%takes%place%from%October%2015%(2015W2019).%%

Equal!representation!of!women!and!men!on!committees.!Balance!of!responsibilities!for!all!staff.!

8.4! Improve!transparency!of!workload!model!

Disseminate!workload!model!statistics!to!all!staff!on!a!regular!basis.!!

Ms%Greenwood.!!

BiWannually%(October%and%April,%2015W2019);!already!being!disseminated.!

Equal!representation!of!women!and!men!on!committees.!Balance!of!responsibilities!for!all!staff.!

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8.5! Achieve!gender!balance!in!Research!Colloquia!

Continue!with!the!practice!of!inviting!a!balanced!set!of!female!and!male!external!speakers!at!Research!Colloquia.!

Dr%Hardy.! Annually%in%September%(2015W2019)!as!seminar!programme!for!the!next!academic!year!is!finalised.!

Equal!representation!of!men!and!women!at!research!seminars!(equal!gender!balance!already!achieved!for!the!2015J16!academic!year).!

8.6! Update!publicity!materials!

Departmental!publicity!materials!to!be!updated!to!use!more!images!of!women!and!to!demonstrate!the!inclusive!nature!of!the!department.!

Dr%Peach.! August%2016,%then%annually%(2017W2019).!

Equal!balance!of!images!of!women!and!men!on!the!departmental!website!and!all!printed!publicity!materials.!

9% Student%and%Staff%Surveys%9.1! Carry!out!student!

surveys!1. Produce!a!more!inJdepth!questionnaire!and!

carry!out!a!survey!of!UG!and!PG!views!and!opinions!to!gauge!areas!of!good!practice,!areas!that!are!improving!and!those!that!still!need!addressing.!

2. Report!of!the!survey!provided!to!the!ED&D!Committee!and!further!actions!identified.!

1.!Dr%Ashton.!2.!Dr%Franckevičius.!

Surveys:!June%2017%and%June%2019.!Reports:!July%2017%and%July%2019.!

Areas!of!good!practice!identified!by!statistical!comparison!of!student!views,!and!areas!requiring!improvement!highlighted.!

9.2! Carry!out!staff!surveys!

1. Carry!out!a!survey!of!all!staff!in!the!departments!to!gauge!the!effectiveness!of!the!actions!outlined!here!and!identify!areas!requiring!improvement.!

2. Report!of!the!survey!provided!to!the!ED&D!Committee!and!further!actions!identified.!

1!and!2.!Dr%Franckevičius.!

Surveys:!June%2017%and%June%2019.!Reports:!July%2017%and%July%2019.%

Areas!of!good!practice!identified!by!statistical!comparison!of!staff!views,!and!areas!requiring!improvement!highlighted.!

!