Trinity Gender Action Plan: Progress Report 1 December 2017 · Trinity Gender Action Plan: Progress Report 1 December 2017 Report of the Gender Equality Implementation Subcommittee

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Trinity Gender Action Plan: Progress Report 1 December 2017

Report of the Gender Equality Implementation Subcommittee of the Equality Committee,

Chaired by the Vice-Provost / Chief Academic Officer.

With many thanks to all action owners.

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Contents Executive Summary .................................................................................................................... 3

What is the Trinity Gender Action Plan? ................................................................................... 5

Report on Actions by Theme ..................................................................................................... 6

1. Work-life Balance .................................................................................................... 6

2. Recruitment and Induction ...................................................................................... 8

3. Leadership Appointments / Elections ..................................................................... 9

4. Academic Promotions ............................................................................................ 11

5. Career Progression ................................................................................................ 13

6. Staffing Targets ...................................................................................................... 15

7. Other Work Matters .............................................................................................. 16

8. Committees ........................................................................................................... 18

9. Policy / Procedure ................................................................................................. 20

10. Gender Dimension ................................................................................................. 21

11. Athena SWAN ........................................................................................................ 23

12. Visibility.................................................................................................................. 25

13. Training .................................................................................................................. 26

14. Monitoring ................................................................................................................. 28

Challenges and Solutions ..................................................................................................... 30

Other Actions taken for Gender Equality ............................................................................ 31

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Executive Summary

This report provides a high-level overview of progress with all actions for gender

equality to which Trinity has committed (across various plans including the Trinity

Implementation Plan for the HEA National Review of Gender Equality in Irish HEIs,

and Trinity’s institutional Athena SWAN Gender Action Plan).

The information provided in this report is based on action owners’ self-reporting of

progress with their action(s), requested by the Vice-Provost in November 2017, and

on monitoring by the Athena SWAN institutional self-assessment team (SAT).

Progress notes are provided on the far right-hand column throughout the report.

Overall, actions are progressing as follows:

o 4 red (not progressing well) [5.1, 8.4, 12.3, 13.6]

o 53 amber (progressing well)

o 18 green (completed) [1.2, 1.8, 3.2, 4.1, 4.2, 4.4, 4.5, 5.4, 5.6, 8.3, 8.8, 8.9,

9.1, 10.1, 11.2, 11.3, 11.5, 14.2]

o 5 not yet / no longer relevant, and 2 difficult to report on

Fair progress is being made, therefore, and as the role of the Gender Equality

Implementation Subcommittee is embedded a key aim will be to support action

owners in moving “amber” actions to “green”.

Challenges impeding the “red” actions include need for funding and dependency on

other (delayed) projects.

Actions relating to Trinity’s implementation of the HEA’s recommendations are

progressing as follows:

o 2 red (not progressing well)


o 8 green (completed)

o 4 not yet relevant

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This shows that progress is already being made on the vast majority of HEA

recommendations (based on Trinity’s tailored implementation plan, approved

February 2017). Again, a key aim will be to bring more of these “amber” actions to

completion over the next six months.

Actions relating to Trinity’s institutional Athena SWAN Gender Action Plan are

progressing as follows:

o 2 red (not progressing well)


o 8 green (completed)

o 2 difficult to monitor, 1 no longer relevant

A greater proportion of Athena SWAN actions (than HEA Review-related actions) are

green as the Athena SWAN plan has been in place since November 2015.

The institutional Athena SWAN Self-Assessment Team (SAT) meets quarterly to

review progress and address any challenges arising, and will oversee drafting of the

university’s next application and gender action plan.

The coming year will be key as the government taskforce on gender equality in

higher education is assessing HEIs’ progress with the HEA Recommendations, and

Trinity is preparing to apply for renewal of its bronze institutional Athena SWAN

award in November 2018.

The Gender Equality Implementation Subcommittee will continue to work with all

stakeholders to facilitate and support the progression of gender equality actions, and

to report to Board on progress on a biannual basis.

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What is the Trinity Gender Action Plan?

The Trinity Gender Action Plan brings together actions for gender equality to which Trinity

has committed in its

Institutional Athena SWAN Gender Action Plan (2015)

Diversity and Inclusion Strategy (2016)

Plan for Implementation of the HEA’s Recommendations in its National Review of

Gender Equality in Irish Higher Education Institutions (2017)

as well as recommendations of the “Mind the Gap” report of the Trinity Centre for Gender

Equality and Leadership (formerly WiSER), approved by Board in 2017. This is a high-level

reference document designed to provide an overview of all ongoing gender equality actions

in the university; further detail is contained in the individual plans (the source of each action

is noted for ease of reference).

Some minor amendments have been made to original actions where necessary to ensure

effective implementation within the context of this overall plan. For example, some

timelines have been updated on the advice of action owners, where they may have had

several actions across the individual plans which would be unrealistic to achieve

simultaneously.

An additional feature in this plan is the broad indication of the cost of each action, with

actions likely to incur significant cost marked red, actions that may incur some cost

additional to existing provisions in amber, and actions that will most likely have no cost or

just a minor cost that can be absorbed into existing budgets, green. Areas where expenses

are as yet unknown, for example where the action is simply to set up a working group, are

marked with an asterisk (*). This costing does not include the cost of staff time, which will

be significant given the number and depth of the actions committed to.

Progress notes are contained in the right-hand column, with completed actions highlighted

green, actions that are progressing well highlighted amber, and actions that are yet to make

progress highlighted red.

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Report on Actions by Theme

1. Work-life Balance

Ref Action Owner Timeline Cost Source Progress Notes

1.1 Adopt core hours policy (10.00 – 16.00) Vice-Provost /

CAO

2016-2019 TCGEL Report

2017, Rec 8.12;

Athena SWAN

GAP, 5.5

In place in some Schools in

FEMS; no College-level policy at

this point

1.2 Allow part-time staff to be Fellows & Tutors Standing

Committee of

Fellows

2016/17 Athena SWAN

GAP, 4.4

Necessary changes to Statutes

have been made

1.3 Endorse flexible work practices & communicate

options

Director of HR Ongoing Athena SWAN

GAP, 4.5

HR website (recently

redesigned) contains

information on different types

of leave, and “Your Trinity” Day

provides another information

point. Specific webpage on

flexible work options planned.

Survey undertaken in May 2017

(reporting to Board Dec 2017)

1.4 Establish working group on family leave [to

address 1.5 and 1.6 below among other

matters]

Director of HR From

2017/18

* HEA Review Plan,

1.10.1

Assigned to staff member; this

will be informed by responses

to survey in May 2017 (report

due to Board Dec 2017)

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1.5 Publicise paternity leave entitlements to all staff Director of HR Annually Athena SWAN

GAP, 4.3

New policy is in approval

process; its features are

summarised on HR website

1.6 Review and extend FEMS pilot of 6-month post-

leave protected research period

Dean of FEMS Pilot till 2018 TCGEL Report

2017, Rec 8.11;

Athena SWAN

GAP, 4.1

Pilot is operating in FEMS

1.7 Establish working group on childcare Chief Operating

Officer

By end 2017 * Athena SWAN

GAP, 5.9

Demand for childcare places

being examined

1.8 Communicate facilities for breastfeeding /

expression

Health

Promotion

Officer

By end 2016 D&I Strategy, A4

(Deliverable 3)

Communicated on website

(https://www.tcd.ie/collegeheal

th/promotion/breastfeeding/#P

olicy) & social media

1.9 Convert rooms on campus for breastfeeding /

expression (so that there are 3 rooms in total)

Bursar (Chair of

Space Allocation

Group)

By end 2018 Athena SWAN

GAP, 5.10

There is a shared space in TBSI

and a dedicated room in D’Olier

St; memo sent to Space

Allocation Committee Nov 2017

seeking a third space in Arts

Building (this depends on

improvements to CMIS); Space

Allocation Committee also

examining possibilities in E3

https://www.tcd.ie/collegehealth/promotion/breastfeeding/#Policy



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2. Recruitment and Induction


2.1 Disseminate communications guidelines to

combat career stereotyping

Director of

Communications

February

2018

HEA Review Plan,

1.20.3

A review of best practice across LERU

universities is underway, with a staff

member assigned to lead on drafting

and communicating the guidelines,

which will cover various diversity

factors including gender

2.2 Review recruitment / selection procedures,

considering gender, and referring to best

practice in other universities

Director of HR By end

2017/18

* HEA Review Plan,

1.16.4; 1.20.2;

1.18.1; 1.19.3

All job descriptions are now gender-

neutral and positions that traditionally

have gender imbalance have targeted

recruitment campaigns. Others’ best

practice will be explored further

2.3 Formalise process for hiring early-career

researchers; run pilot in 3 STEMM Schools

Dean of Research By end 2019 TCGEL Report

2017, Rec 8.10

A process was trialled which saw some

success in attracting and recruiting

suitable candidates. Progress on

finalised process to be made when

new Dean is in post

2.4 Develop orientation process for new academic

and research staff; pilot on incoming cohort of

Ussher lecturers

Director of HR By Mar 2017 TCGEL Report

2017, Rec 8.13

New orientation process for academic

staff launched Sep 2017; dedicated

orientation for research staff to launch

by May 2018 (they are currently

included in general orientation)

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3. Leadership Appointments / Elections


3.1 Consider the appointment of a Vice-President

for Equality

Provost N/A * HEA Review Plan,

1.5

Under review, taking account of

Trinity distinctive structures

3.2 Include “demonstrable experience of leadership

in advancing gender equality” in Leadership

Competencies


2016/17

HEA Review Plan,

1.2.1

This has been integrated into the

Leadership Competencies document

3.3 Use Leadership Competencies in essential

appointment criteria for senior professional

positions e.g. Directors, ex officio members of

EOG

Director of HR From next

relevant

appointment

HEA Review Plan,

1.4.1; 1.3.1

The revised Leadership Competencies

document will be used from the next

relevant appointment (as of Dec 2017)

3.4 Ensure that “demonstrable experience of

leadership in advancing gender equality” has

been evidenced by College Officers who are ex

officio members of EOG, and candidates for

Faculty Dean

Provost From next

relevant

appointment

HEA Review Plan,

1.3.2

In process

3.5 Ensure there is no more than 60%

representation of any one gender on the

Provost Election Steering Committee,

Recommendation Committee, Interview

Committee, or Appeals Committee

Board

(monitored by

Secretary to the

College)

2019/20

(next Provost

election)

HEA Review Plan,

1.1.1

Not yet relevant

3.6 Publish clear information on the Provost

election process, assuring prospective

candidates of equal treatment, and advertise in

a gender-sensitive way, encouraging under-

represented candidates to apply

Registrar 2019/20 HEA Review Plan,

1.1.2; 1.1.3

Not yet relevant

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3.7 Inform prospective candidate cohorts in

advance of the Provost election that they will

be required to demonstrate experience of

leadership in advancing gender equality

Registrar 2019/20 HEA Review Plan,

1.2.3

Not yet relevant

3.8 Leadership Competencies to be used by Provost

election Interview Committee in assessing

candidates

Chair of Provost

Election

Interview

Committee

2020/21 HEA Review Plan,

1.2.2

Not yet relevant

3.9 Monitor and seek gender parity (40:60) at

elections to Heads of Faculties and Schools

Provost (for

Faculty Deans)

and Faculty

Deans (for

Heads of

School)

Ongoing Athena SWAN

GAP, 5.1

Annual Equality Monitoring Reports

present the gender representation

among Faculty Deans (2/3 male) and

Heads of School (16/24 male). FEMS

and HS monitor gender in elections to

Heads of School. HS Heads of School

are 50/50 gender-balanced, and FEMS

will ensure that Schools prominently

include equal opportunity caveats

when soliciting nominations

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4. Academic Promotions

Ref Action Owner Timeline Cost Source Progress (notes)

4.1 Run annual promotion information session Director of HR Annually TCGEL Report

2017, Rec 8.4;

Athena SWAN

GAP, 3.5

Approx. 12 promotion information

workshops were held in past year, and

a podcast was made available

4.2 Review promotions policy and procedures in

relation to non-traditional career paths and

career breaks

Director of HR Annually

from Jan

2016

Athena SWAN

GAP, 3.4

New Senior Academic Promotions

Policy approved on 15 Nov 2017

provides for “special circumstances”

including periods of leave to be taken

into account; form provided by HR

4.3 Design, pilot and institutionalise an Academic

Research Portfolio programme

Dean of

Research

By Sep 2016

(updated

annually)

TCGEL Report

2017, Rec 8.6;

Athena SWAN

GAP, 3.6

This is no longer relevant as the new

Senior Academic Promotions Policy

introduces threshold scores in all

criteria; so candidates can’t rely on

research only

4.4 Implement Sanders Review of Senior Academic

Promotions, in the light of Trinity’s gender

commitments

Vice-Provost

(Chair of

Sanders Review

implementation

group)

In

accordance

with Sanders

Review

implementat

ion timelines

HEA Review Plan,

1.16.1


Policy approved on 15 Nov 2017.

Equality Officer was on working group.

Policy highlights equality/diversity

policy & principles and Trinity’s gender

targets, and includes threshold scores

for all criteria, provision for special

circumstances, etc.

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4.5 Regarding gender quotas in senior academic

promotions…

A. Test quota models on previous

promotions rounds

B. Decide whether / how to introduce a

quota

C. Communicate any quota and its

rationale clearly

D. Review any quota if context changes

A. Director

of D&I

B. VP/CAO

C. Provost

D. VP/CAO

By end

2016/17

HEA Review Plan,

1.17.1; 1.17.2;

1.17.3

A. Completed

B. Completed (Provost to have

regard to gender targets in

setting overall indicative

quota for promotions, as per

new Senior Academic

Promotions Policy)

C. N/A

D. Ongoing monitoring of

promotions through Annual

Equality Monitoring Report

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5. Career Progression


5.1 Establish an Early Career Research (ECR)

Support Office / Post Doc Centre

Dean of

Research

Relates to

Athena

SWAN

renewal in

Nov 2018

TCGEL Report

2017, Rec 8.9;

Athena SWAN

GAP, 3.8

Challenge: where to source funding

for this initiative. Strategy for

Research Excellence (if approved)

may be an option. To be progressed

when new Dean is in post

5.2 Run seminar on national funding sources and

application procedures

Dean of

Research

2018/19 TCGEL Report

2017, Rec 8.8

Planning for seminars ongoing;

details to be finalised when new

Dean is in post

5.3 Apply the principles of the Sanders Review to

the Junior Academic Progression (Merit Bar)

process

Director of HR By end 2017 HEA Review Plan,

1.16.2


Policy approved in Nov 2017; now

moving to Junior Academic

Progression, expect completion by

June 2018

5.4 Hold annual information event / workshop on

applying for Fellowship, specifically targeting

women; achieve 35% female representation

among Fellows by 2018

Director of

TCGEL

Annually Athena SWAN

GAP, 3.7

Information events have been held

in conjunction with Standing

Committee of Fellows, and will

continue to operate annually

5.5 Develop a staff appraisal system and pilot in 3

STEMM Schools

Director of HR

and Heads of

pilot Schools

By Apr 2017 TCGEL Report

2017, Rec 8.7;

Athena SWAN

GAP, 3.3

Feedback for Performance was

launched in 2017 for HR staff and is

due to be rolled out to the wider

College community by 2019

5.6 Sponsor 10 academic and professional female

staff on the AURORA Leadership Development

Programme / expand access to the

programme

Director of

TCGEL

Annually TCGEL Report

2017, Rec 8.3;

Athena SWAN

GAP, 3.10

A cohort has been sent to Aurora

annually. For 2017/18, HR will

sponsor 5 participants and TCGEL

will sponsor 5 more

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5.7 Expand mentoring programmes for academic

and professional staff; extend to postdocs

Director of HR

and Dean of

Research

Ongoing TCGEL Report

2017, Rec 8.5;

Athena SWAN

GAP, 3.9

HR run mentoring for early career

staff; Trinity has also signed up to

VITAE (mentoring for research staff)

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6. Staffing Targets

6.1 Review measures undertaken in EU

universities to meet gender targets at Grade A

Professorship; Achieve 26% female

representation at Chair Professor level by

2020

Director of HR

and Chair of

Senior

Academic

Promotions

Committee

Undertake

review by

2018

Athena SWAN

GAP, 2.1

Female representation among Chair

Professors has almost doubled from

13% in 2007 to 25% in 2017; review

of EU universities’ actions to be

undertaken

6.2 Achieve the following female representation

by 2024: Chair Professors (40%); Fellows

(45%); Professors and Associate Professors

(45%)

Director of HR

and Chair of

Senior

Academic

Promotions

Committee

By 2024 * TCGEL Report

2017, Rec 8.1

Female representation among Chair

Professors has almost doubled from

13% in 2007 to 25% in 2017; among

Fellows, it has risen from 20% in

2007 to 31% in 2017. Professors are

39% female and Associate Professors

are 38% female in 2017

6.3 Set targets for gender representation at all

professional and research grades, with

particular focus on Senior Admin 1-3, Admin 1,

Sub Librarian and Library Keeper

Director of D&I

(Director of HR

to implement)

2016/17 * D&I Strategy, B2;

HEA Review Plan,

1.19.2; 1.20.1

Director of D&I has met with HR

(Workforce Planning), agreed the

key data, and produced reporting on

grade profiles; lack of clarity on

administrative promotions / job

evaluation impacts this action

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7. Other Work Matters


7.1 Conduct gender pay audit Director of D&I 2016/17

and every 3

years

D&I Strategy, A4

(Deliverable 5);

Athena SWAN

GAP, 2.5; HEA

Review Plan,

1.15.3

Audit has commenced; data set for

analysis has been compiled by HR,

research proposal agreed with a

collaborating Head of School to

undertake econometric analysis of the

data, data analysed, and high level

findings communicated to Equality

Committee

7.2 Regarding workload models:

1. Agree workload allocation principles

(review existing principles to ensure

they avoid gender bias)

2. Communicate workload allocation

principles

3. Schools to develop own workload

allocation models (approved by Faculty

Dean)

4. Monitor / report on workload in terms

of gender

5. Acknowledge Athena SWAN SAT work

Vice-Provost /

Chief Academic

Officer and

Faculty Deans

From

2017/18

TCGEL Report

2017, Rec. 8.16;

Athena SWAN

GAP, 5.4; HEA

Review Plan

1.14.1; 1.14.2;

1.14.3

1. Existing workload allocation

principles reviewed by

Director of Diversity and

Inclusion; to be discussed by

Gender Equality

Implementation

Subcommittee

7.3 Run media training for women (20 places) Director of

Communications

Annually Athena SWAN

GAP, 3.12

TCGEL ran a pilot media training

course in April 2015 with 21 women.

Media training is now provided by the

Office of Communications and Public

Affairs, for both men and women

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7.4 Hold inclusivity-building social events e.g.

Christmas parties

All managers Ongoing Athena SWAN

GAP, 5.6

Difficult to monitor

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8. Committees


8.1 Review regulations and appointment

procedures governing the composition of

Board, Council and their committees

Secretary to the

College

2016/17 /

ongoing

D&I Strategy,

B1; HEA Review

Plan, 1.6.1;

TCGEL Report

2017, Rec 8.14;

Athena SWAN

GAP 5.2

Existing regulations have been reviewed

by the Gender Equality Implementation

Subcommittee; recommendations

forwarded to Secretary’s Office for

consideration by Schedules Working

Party

8.2 Advise Principal, Academic and Compliance

Committees to include in their Terms of

Reference: “No more than 60% of members will

be of any one gender”

Registrar By end

2016/17

HEA Review

Plan, 1.6.2

Committee membership is reviewed

annually during the summer session. As

part of this review, during the Summer

session 2018, all committee Chairs and

Secretaries will be advised of the action

to add this statement to their terms of

reference, for attention as new

members are appointed.

8.3 Consider gender balance in the appointment of

Chairs of Principal, Academic and Compliance

Committees from among the elected members

of Board

Registrar Ongoing HEA Review

Plan, 1.7.1

Gender balance is considered in the

appointment of Chairs of Principal,

Academic and Compliance Committees

from among elected members of Board

during the Committee review process

during the summer session. Committee

Chairs are well gender-balanced (8

male, 6 female) [2016/17 Annual

Equality Monitoring Report]

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8.4 Maintain a list of staff who have taken Chairing

training, from which female Chairs may be

selected


2016/17

TCGEL Report

2017, Rec 8.14;

HEA Review

Plan, 1.7.3

This action is being revisited and

ownership re-assigned (last Chairs’

training was held in April 2016 and is

not a regular part of the Staff

Development programme)

8.5 Appoint a permanent Pro-Dean / Deputy Dean

of another gender to the Dean of each Faculty,

who may Chair Selection Committees on their

behalf where required to achieve gender

balance

Faculty Deans From

2017/18

HEA Review

Plan, 1.7.2

Prof Sinead Ryan, School of

Mathematics, has agreed to be

permanent pro-Dean for FEMS for the

duration of the Dean’s tenure

8.6 Promote consideration of gender balance in the

establishment of Selection Committees and in

the appointment of senior leaders (Head of

School, Director of Research etc.) within Schools

and Departments

Faculty Deans Ongoing HEA Review

Plan, 1.6.3

FEMS have confirmed their Selection

Committees are gender-mixed as per

College policy and will ensure Schools

include equal opportunity statements in

calls for leadership positions

8.7 Revise Equality Committee Terms of Reference

to reflect changes arising from the HEA Review

Equality Officer By end

2016/17

HEA Review

Plan, 1.8.3

Approved by Committee 1 June 2017; to

be approved by Board & published

8.8 Report regularly to Equality Committee on

matters relating to Athena SWAN and TCGEL

Director of

TCGEL

Ongoing HEA Review

Plan, 1.8.1

Director of TCGEL is a member (in

attendance) of Equality Committee and

provides updates as relevant, plus an

annual formal update on progress with

Athena SWAN

8.9 Report regularly to the Athena SWAN SAT on

matters relating to the Equality Committee /

HEA Review

Equality Officer Ongoing HEA Review

Plan, 1.8.2

Equality Officer is a member of the

Athena SWAN SAT and provides

updates as relevant; mapping of HEA

Recommendations onto Athena SWAN

GAP is ongoing

20

9. Policy / Procedure


9.1 Review equality policies, procedures and

practices to ensure that information is

accessible and transparent

Equality Officer 2017 -

ongoing

Athena SWAN

GAP, 6.1

Equality Policy and Dignity & Respect

Policy revised 2016. Gender Identity &

Gender Expression Policy to be revised

2017/18. HR also equality-proof their

policies on a rolling basis.

9.2 Develop diversity impact assessment toolkit,

provide to senior leaders

Director of D&I By end

2016/17

HEA Review

Plan, 1.4.3

Tool and process have been developed

and reviewed by Equality Committee

and Board. Pilots agreed with HR and

Equality Committees, with first pilot

policy identified

9.3 Include Diversity proofing as a formal step in

the development of policy through Principal

Committees


2016/17

HEA Review

Plan, 1.8.4

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10. Gender Dimension


10.1 Develop KPIs and self-assessment questions

for reporting on gender in School /

Department quality reviews


2016/17

HEA Review

Plan, 1.12.4

Quality Review documentation has

been reviewed with the Quality Office,

and amended to prompt diversity &

inclusion analysis; a standard data set

has been agreed and HR consulted re:

their standard data provision

10.2 Embed gender questions within the self-

assessment template used in

School/Department quality reviews

Quality Officer From

2017/18

HEA Review

Plan, 1.12.5

New procedure for Administrative Unit

equality reviews, incorporating gender

questions, has been passed and will

proceed with Estates and Facilities in

February 2018. Gender questions have

been designed for new School,

Programme and Research Unit quality

review procedures due for approval in

2017/18

10.3 Consider gender in Trinity’s institutional

quality assurance report in accordance with

QQI requirements

Quality Officer For 2020/21

report (work

will begin in

2018)

HEA Review

Plan, 1.12.7

Trinity is expected to complete its

Annual Institutional Quality Report to

QQI in February 2018. This will be the

first time that the role of the Quality

Office in embedding the HEA Gender

Equality goals in internal quality reviews

will be brought to the attention of QQI.

(2020/21 report not yet commenced)

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10.4 Publish guidance on integrating the gender

dimension into undergraduate and

postgraduate curricula

Director of

TCGEL and

Director of

CGWS

By beginning

of 2018/19

academic

year

HEA Review

Plan, 1.12.1

This action is planned as an activity of

the H2020 project SAGE (Systemic

Action for Gender Equality), which

TCGEL coordinates

10.5 Publish guidance on integrating the gender

dimension into research

Dean of

Research and

Director of

TCGEL

2018/19 HEA Review

Plan, 1.13.1

[also SAGE

Deliverable 5.1

2019]

This action is planned as an activity of

the H2020 project SAGE (Systemic

Action for Gender Equality), which

TCGEL coordinates; to be progressed

when new Dean of Research is in post

10.6 Identify key leader to communicate the gender

dimension message in relation to research

Vice-Provost By end

2016/17

HEA Review

Plan, 1.12.2

Pending new Dean of Research taking

up post

10.7 Regular information sessions for key

stakeholders on integrating the gender

dimension into research

Dean of

Research and

Director of

TCGEL

2018/19 HEA Review

Plan, 1.13.2

This action follows from Action 10.5 but

in the meantime, information on

incorporating gender considerations

into research applications is actively

disseminated via the Research Office

and local RPOs, and TCGEL gave input to

the planning and design of a seminar on

the topic which was organised by the

Graduate Students’ Union in 2016

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11. Athena SWAN


11.1 Ensure Athena SWAN Self-Assessment Team

[SAT] members receive unconscious bias

training

Director of

TCGEL

Ongoing Athena SWAN

GAP, 1.1

Most have received unconscious bias

training but the need is continuous as new

members join

11.2 Appoint a postgraduate representative to the

Athena SWAN SAT

Director of

TCGEL

Ongoing Athena SWAN

GAP, 1.2

President of GSU has been appointed

11.3 Hold Athena SWAN awareness national event

North/South through the Athena SWAN

Ireland Committee.

Director of

TCGEL (with

HEA)

2018 -

ongoing

Athena SWAN

GAP, 6.2

A national Athena SWAN event is being

held in Queen’s University Belfast in

November 2017, and further events are

held on a regular basis

11.4 Support Schools to renew / apply for Athena

SWAN awards: target of three new STEMM

Schools earning bronze including at least one

current bronze award holder to achieve silver

Convenor of

Athena SWAN

SAT & Director

of TCGEL

By end

2017/18

HEA Review

Plan, 1.22.1;

D&I Strategy, C1

The three Schools that currently hold

awards are progressing well towards

renewal, with assistance of TCGEL. New

Schools are being engaged but several

Schools across all 3 Faculties report that

support from the University is needed due

to the substantial work involved. TCGEL

has met with all 3 Faculty Deans, who are

committed to advancing efforts towards

Athena SWAN in their Schools

11.5 Where possible, align quality reviews with

School Athena SWAN applications

Quality Officer

and Convenor

of the Athena

SWAN SAT

From

2017/18

HEA Review

Plan, 1.12.6

Convenor of the Athena Swan SAT and

Quality Officer will liaise on annual updates

to the Quality Review schedule to prioritise

Schools that have expressed an interest in

seeking Athena Swan accreditation.

24

11.6 Provide a central staff resource with particular

expertise in collecting relevant data for

Athena SWAN applications, to be available to

Schools as required

Decision for

Chief Operating

Officer

By end

2016/17

HEA Review

Plan, 1.22.2

Action changed: each Faculty is resourcing

Athena SWAN, e.g. by appointing a Project

Officer (Health Sciences) or providing

teaching buy-out (FEMS)

11.7 Apply for renewal of bronze institutional

Athena SWAN award

Convenor of

Athena SWAN

SAT & Director

of TCGEL

November

2018

HEA Review

Plan, 1.22.3;

D&I Strategy, C1

Progressing as planned; the institutional

SAT (self-assessment team) continues to

meet regularly and review progress with

the 2015 gender action plan; a subgroup

will be formed to work directly on the 2018

application

11.8 Apply for a silver institutional Athena SWAN

award

Convenor of

Athena SWAN

SAT & Director

of TCGEL

By end 2022 HEA Review

Plan, 1.22.4;

D&I Strategy, C1

Ongoing work on Athena SWAN at School

and institutional levels will lead into the

silver application (there are requirements

re: number of School awards)

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12. Visibility


12.1 Ensure gender balance proportionate to

available pool among invited speakers /

external examiners / appointees to Honorary

degrees and Fellowship / nominees for awards

/ Pro-Chancellors / etc.

All event

organisers

Ongoing Athena SWAN

GAP, 5.7; TCGEL

Report 2017,

Rec 8.2

Difficult to monitor

12.2 Commission portraits of eligible women

Fellows Emeriti

Senior Common

Room / Curator

of the College

Art Collections

Ongoing Athena SWAN

GAP, 5.8

Portraits of women are now hung in the

Boardroom and West Theatre Boardroom;

a female Fellow is also currently sitting;

further planning is required to embed this

action as a longer-term strategy (or similar)

12.3 Establish a HeforShe and/or MARC initiative Director of D&I By end

2016/17

HEA Review

Plan, 1.11.4

A sectoral MARC event was held in Sep

2017, but Trinity did not send EOG

delegates.

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13. Training


13.1 Ensure the following have taken unconscious

bias training:

1. Chair appointment committees

2. Provost election Interview

Committees

3. Promotion Committees

1. Director of

HR

2. Registrar

3. Chairs of

Promotion

Committees;

Central

Fellowship

Committee

1. 2017 –

ongoing

2. 2020/21

1. Athena SWAN

GAP, 5.12

2. HEA Review

Plan, 1.1.4

3. TCGEL Report

2017, Rec 8.4

In-person unconscious bias training for the

most frequent Chairs and members of

appointment committees, including

Provost, Vice-Provost and Faculty Deans is

scheduled for January 2018.

Promotion committee members took

unconscious bias training in 2015/16.

All members of recruitment / promotion

committees have taken LEAD training.

TCGEL plans to hold a ‘Train the Trainer’

workshop through the Athena SWAN

National Committee which would be open

to all HEIs and would develop in-house

capacity to deliver unconscious bias

training

13.2 Provide unconscious bias training to:

1. Heads of School

2. all staff, subject to resources

1. Director of

TCGEL

2. Director of

HR

1. By end

2017

2. From

2017/18

HEA Review

Plan, 1.11.2;

1.11.3

1. Unconscious bias training for Heads of

School was held in Oct 2017 (trainer: Prof

Paul Walton, University of York)

Attendance was low (3 out of 24); such

training should be mandatory in future

with support of senior leadership

2. Online options are being assessed,

including Lynda.com.

27

13.3 Integrate gender awareness into management

training programmes, including training for

aspiring Heads of Discipline / School / Faculty

Deans / College Officers

Director of HR From

2017/18

HEA Review

Plan, 1.11.1;

1.4.2; TCGEL

Report 2017,

Rec 8.15;

Athena SWAN

GAP, 3.11

Material / slides on gender equality have

been prepared and will be introduced in

2018 when the Manager Series of training

is commenced. Unconscious bias training

for Heads of Schools was held by TCGEL in

October 2017

13.4 Provide compulsory unconscious bias training

to incoming PME students

Head of School

of Education

Annually

from

2017/18

HEA Review

Plan, 1.12.3

School of Education has agreed to

implement this action as part of the PME

induction programme

13.5 Prioritise the most gender-imbalanced

professional areas for the Diversity Training

programme

Director of D&I During

2016/17

HEA Review

Plan, 1.20.4

Estates and Facilities targeted for Hilary

term 2018

13.6 Encourage committee appointees to take the

LEAD training programme

Secretary to the

College

Ongoing Athena SWAN

GAP, 5.3

Progress with the LEAD review (led by the

IUA Equality Network – Equality Officer is

Trinity representative) is slow; it was

hoped to review the training programme

before re-launching and promoting it;

given slow progress the existing

programme will be promoted to

committees

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14. Monitoring


14.1 Review and expand available diversity data Director of D&I

and Equality

Officer

2015/16 D&I Strategy, B3 Available data has been expanded (and

new data presented in Annual Equality

Monitoring Reports); standard data set

agreed with HR; but further improvements

are needed to HR systems and particularly

to provision of student data

14.2 Include gender-disaggregated data in standard

management reports

Director of HR From

2017/18

HEA Review

Plan, 1.15.1

HR dashboard reports now contain gender-

disaggregated information

14.3 The level of representation of women as

College Officers, in senior professorial grades

and as Fellows should be included in Key

Performance Indicators for the College and be

flagged on the College website

Vice-Provost /

Chief Academic

Officer; Equality

Officer

Monitored

annually

TCGEL Report

2017, Rec 8.17

Female representation in decision-making

bodies and in academic grades will be

considered under the strategic dialogue

process with the HEA, under the HEA

Review. These figures are available on the

Equality website (in Monitoring Reports)

and flagged on Equality social media

29

14.4 Report (in Annual Equality Monitoring

Reports) on gender balance in the following:

1. School level breakdowns

2. contract type

3. uptake of paternity and parental leave

by grade and staff category

4. part-time staff who are elected to

Fellowship and appointed as Tutors

5. outreach activities

6. boards, committees and management

posts

7. recruitment (inc. shortlisting at senior

professional grades)

8. research KPIs

9. selection committees

Equality Officer Ongoing

(annual)

1-2 Athena

SWAN GAP, 2.2;

2.4

3 Athena SWAN

GAP, 4.2

4 Athena SWAN

GAP, 4.4

5 Athena SWAN

GAP, 5.11

6 TCGEL Report

2017, Rec 8.14

7 HEA Review

Plan, 1.16.3;

1.19.1

8 HEA Review

Plan, 1.15.2

9 HEA Review

Plan, 1.6.4

Currently reported:

1. School level breakdowns

2. contract type

3. uptake of paternity and parental

leave by grade and staff category

4. part-time staff who are elected to

Fellowship and appointed as Tutors

5. outreach activities

6. boards, committees and

management posts

7. recruitment (inc. shortlisting at

senior professional grades)

8. research KPIs

9. selection committees

Others to be included in 2017/18 Annual

Equality Monitoring Report

14.5 Conduct exit interviews / survey [of academic

and research staff]. Success measure = 75%

completion by 2017 in STEMM Schools

Director of HR By end 2017 TCGEL Report

2017, Rec 8.18;

Athena SWAN

GAP, 2.3

The exit interview/survey is designed and

available via Survey Monkey and incudes

data collection on gender; depends on HR

partner to issue the link and employee to

complete. Will be moved to a more

automatic online system in 2018

30

Challenges and Solutions

Action owners’ responses highlight some key challenges:

Staff changes, meaning that actions are delayed or not handed over to successors

Staff workloads; gender equality actions seen as additional to already-full workplans

Lack of readily-available funding for actions which depend on significant investment

Reduction in local budgets year-to-year endangering annual programmes such as

training

Factors outside the university’s immediate control, such as gender of recruitment

applicants

Dependence on progress with other university initiatives (i.e. risk of knock-on effect

if another initiative is delayed)

Lack of clarity on responsible parties for different areas / activities

Need for active and visible commitment from senior leadership

It is hoped that a regular reporting process to Board via the Gender Equality Implementation

Subcommittee, through which action owners are regularly reminded of the importance of

this work, and are provided with the opportunity to provide feedback on the realities of

implementation, will minimise the effects of challenges faced. The Subcommittee will work

with action owners to support them in progressing their actions where possible.

It is imperative that leaders and managers acknowledge the strategic importance of gender

equality for the university and give practical support to its realisation, be that through

financial resources, enabling staff to progress their actions under this plan, or devoting their

own time to the issue.

31

Other Actions taken for Gender Equality

As previously noted, this Gender Action Plan is a collation of commitments made under a

range of existing documents. It is not the sum total of the actions Trinity takes to promote

gender equality, nor is it intended to be.

Some ongoing / completed actions not included within this formal plan include:

Launch of the Trinity Centre for Gender Equality and Leadership, and various

outreach actions by them including postdoc workshops, support for Women in

Research Ireland, involvement in the hosting of the 10th Annual Conference on

Gender Equality in Higher Education in Ireland, etc.

Participation in the LERU Gender Group, learning from peer universities’ good

practice and sharing our own experience

Various awareness-raising events such as International Women’s Week

Various outreach events at School and Department level, such as gender-balanced

programmes for Transition Year students by STEM disciplines

Funding of gender-themed projects by the Equality Fund

Adoption of the gender-neutral term “Fresh” / “Fresher” for first- and second-year

undergraduate students

Various actions for transgender equality including establishment of the Trinity LGBT

Staff Network, streamlining of record-changing process in the Academic Registry,

provision of new gender-neutral toilets, etc.

Suggestions for further action(s) are always welcome and will be considered in the context

of this overall plan, Trinity’s strategic aims for gender equality and available resources.

Documents

Trinity Gender Action Plan: Progress Report 1 December 2017 · Trinity Gender Action Plan: Progress Report 1 December 2017 Report of the Gender Equality Implementation Subcommittee