7. ACTION PLAN86 7. ACTION PLAN The action plan should present prioritised actions to address the...

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

We have grouped our Action Plan into the following sections:

1. Data Collection

2. Progressing Athena SWAN

3. Student Recruitment, Admissions, and Attainment

4. Staff Recruitment and New Starters

5. Promotion

6. Career Development

7. Maternity, Paternity, Parental Leave, Flexible Working, and Career Breaks

8. Departmental Culture

Abbreviations used in Action Plan

HoS Head of School

HoSub Head of Subject

SAT Self Assessment Team

HR Human Resources

GEC Gender Equality Champion

DoT Director of Teaching

PDR Performance and Development Review

R&T Research and Teaching

MPA Managerial, Professional, and Administrative

UG Undergraduate

PG Postgraduate

PDRA Postdoctoral Research Assistant

SFC Scottish Funding Council

Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome1.Datacollection1.1 RepeatSchoolCultureSurvey Continuetogatherinformationon

staffexperiences,andmonitoreffectivenessofActionPlan

September2018,September2020

GenderEqualityChampion(GEC)

Maintainhighcompletionrate≥68%,improvementinresults(seeotherActions)

1.2 Monitorgenderbalanceofpart-timestudents

Numbersofpart-timestudentsatbothUGandPGlevelsarelow,butitisimportanttomonitorthesetoidentifyandaddressareaswherethereisgenderimbalance

FromSeptember2017

DirectorsofTeachingforUGandPGatSubjectlevel

Genderbalanceforpart-timestudentsinallsubjectsinlinewiththeScottishFundingCouncil(SFC)’stargetsby2020.(SFCtargetsaimfornouniversitysubjecttohaveagenderimbalanceofgreaterthan75%ofonegenderby2030.)

1.3 SurveyfemalePGTleaverswithaviewtoidentifyingbarrierstoPGRprogression.

Thereisasignificantgap(22%)betweenfemalestudentsatPGTandatPGRlevels.Femalestudentsareunder-representedatPGR.

FromSeptember2017

DirectorsofTeaching(PG)

Identificationofissues,tobeaddressedbySATinfutureactions

1.4 Collectdataonthegenderratiosofsupervisorstosuperviseesinordertoencouragepotentialsupervisorstobeawareofanyunconsciousselectionbias

AdmissionsdataforallthreeyearsshowthatfewerwomenapplyforPGRcourses,andin2015-16weredisproportionatelyunsuccessfulwhentheydidapply.

FromSeptember2017

DirectorsofTeaching(PG)

CompletedataaboutgenderratioofsupervisorstosuperviseesatPGRlevel

1.5 Surveyexitinterviews,andgatherdatafromfuturestaffsurveys,concerningreasonsforstaffleaving,andreasonsthatwouldmakestaffleave

WomenareunderrepresentedatGrade8andaboveinfourofthesixSchoolsubjectareas.Weneedtomonitorwhywomenmightleavepriortoachievingpromotiontotheselevels.

FromSeptember2017

HeadofSchool/HeadsofSubject

ImproveddatafromexitinterviewsandStaffCultureSurveyaboutreasonsforleavingtheSchool/University.

1.6 ContinuetoreviewdegreeoutcomesbygenderforallSubjectsinordertodeterminefurthertrendsinattainment

Attainmentdatashowarangeofdifferentoutcomesbygender.Forinstance,therehavebeenveryrecentimprovementsinfemaleattainmentinsomesubjects–forinstance,Celtic&Gaelic,andClassics–butweneedtoensurethatthesearemaintained,andputinplacemeasuresiftheyarenot.

Annually DirectorsofTeaching/ExaminationOfficers

ImprovedunderstandingoftrendsinattainmentandreportingtoSchoolManagementGroupofanyactionrequired.

1.7 ArtsLabtocollectandsharewithSATdataongenderandcareerstageofthoseattendingitsworkshopsongrantapplications

WeaimtoincreasegrantcaptureacrosstheSchool,anditwouldbehelpfultohaveinformationonwhoisattendingworkshops,sothatwemightencouragethosewhoarenottotakeadvantageofthese.

Ongoing,reportprovidedatendofeachacademicsession

ArtsLab/GEC ImprovedunderstandingofgenderandcareerstageofthoseattendingArtsLabworkshopsviarobustdata.

1.8 InFocusGroupworkandInnextSchoolCultureSurvey,investigatereasonswhysomefemalestaffreportedthatgenderimpactedunfairlyontrainingopportunities

StaffCultureSurveyindicatedthatsomefemalestaffthoughtgenderhadanegativeimpactontrainingopportunities.Sincewewantopportunitiestobe,andbeseentobe,opentoallregardlessofgender,wewanttodiscoverwhytherewasthisnegativeperceptionamongstsomestaff.

FromSeptember2017

GEC/SAT Improvedunderstandingofreasonswhyfemalestaffreportnegativeimpactofgenderontrainingopportunities,andimprovedresultsinthenextSCS

1.9 Collectdataonstaffparticipationinoutreachandengagementactivities

StaffcontributiontooutreachandengagementisrecognisedinthePDRandinpromotioncriteria.WedonotcurrentlyhavedataatSchoollevelaboutparticipation,anditisimportanttorectifythissothatwehaveapictureofwhattheSchoolcurrentlydoes,andsothatwecanthinkofwaysofenhancingouroutreachandpublicengagementactivities.

FromSeptember2017

HoSubs,HR DatabaseonoutreachactivitiessetupbySeptember2018

Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome2.ProgressingAthenaSWAN2.1 AppointaGenderEquality

ChampiontobeLeadforSATItisimportantthatSAThasthemeanstooverseeimplementationoftheActionPlan,andthisisbestachievedviatheSchool’sappointmentofapersonwithoverallresponsibilityforimplementingtheseactions(withappropriateworkloadallocations)

September2017 HoS GECappointedbySeptember2017

2.2 MonitorcompositionofSAT,ensuringthatnofewerthan50%ofSATcommitteemembersaremale,andadvertiseopportunitiestojoinSATacrossalljobfamiliesinSchool

ItisimportantthattheSATisdiverseandhasappropriatebalanceofgender,jobfamily,subjectarea,andgrade.OfparticularconcernhereisthatsuitablenumbersofmalecolleaguesarerepresentedontheSAT,toavoidfemalestaffbeingoverburdened,giventheunderrepresentationofwomenintheSchool.

FromSeptember2017

GEC,HoS GenderbalanceonSAT,withatleast50%ofSATcommitteebeingmale

2.3 RemitofSATtobeexpandedtoaddressequalityanddiversityissuesmorebroadly,inparticularthoseconcerningrace,class,andsexualidentity

ItisimportantthattheremitofSATisexpanded,toincludeequalityanddiversityissuesmoregenerally.

FromSeptember2017

GEC,SATGEC,SAT Equalityanddiversityissuesconcerningrace,class,andsexualidentitytobeastandingitematallSATmeetings.Considerationsofraceandotherprotectedcharacteristicswillbeincludedinfuturequalitativeandquantitativedataanalysis

2.4 ImplementationofActionPlantobestandingitematSubjectandSchoolManagementGroupMeetings

Thereneedstobeinformationabout,andsupportfor,implementingtheActionPlanatalllevelsoftheSchool

FromSeptember2017

HoS,HoSubs ImplementationofActionPlantobestandingitematthesemeetings

2.5 GECandSATmemberstobegivenappropriatesupporttoimplementactionplan.SATworktoberecognizedexplicitly

TheSchoolandUniversityrecognisetheimportanceofEqualityandDiversitywork,andthetime-consumingnatureofimplementing

FromSeptember2017

HoS,HR GECandSATactivitytobeincorporatedintoSchool/Collegeworkloadmodel

asavaluedcontributiontoLeadership,Management,andCitizenshipinthePDRprocessandinpromotions.School/CollegetoconsiderpossibilityofincludingSATactivityinthenewCollegeworkloadmodel.

theActionPlan.SostaffontheSATneedtobecreditedfortheirworkonthis.

2.6 SATtoworkwithotherSchoolstohelpembedAthenaSWANactivitythroughouttheCollegeofArts.

TheSchoolofHumanities/SgoilnanDaonnachdanisthefirstintheCollegeofArtstoapplyforanAthenaSWANaward.ItisimportantthatweshareourexperienceandknowledgethroughouttheotherthreeSchools,tohelpidentifyproblemareas,sharebestpractice,andassistwiththeirownAthenaSWANapplications.

FromSeptember2017

GEC/SAT GEC/SATtoliaisewithotherSchools,toembedASactivitythroughouttheCollege.CollegenetworkofSATmembersandChairstobeestablishedinfirstyearofActionPlan.

Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome3.StudentRecruitment,Admissions,andAttainment3.1 IncreasepercentageofmaleUG

andPGTstudentsinArchaeology,Classics,Celtic&Gaelic,andInformationStudies(HATII),throughanumberofmeasures.Wewill:(i)Enhanceourrecruitmentactivitiessothatmalestudentsareencouragedtoapplyforthesesubjects.Thesewillincludeensuringgenderbalanceinstaffrepresentingatopendaysandoffer-holderdays;ensuringbothmaleandfemale‘pointsofcontact’forvisitorsonthesedays;balancedproportionofimagesofmaleandfemalestaffinrecruitmentandadvertisingmaterialsatSubjectandSchoollevelsinbothpublishedinformationandonline;experiencesofmalestudentstobeprominentinrecruitmentandadvertisingmaterials,andtoensuremalestaffareengagedinoutreachactivities.(ii)IdentifyhighperformingmaleUGstudentsinthesesubjectstodiscussprogressiontoPGTstudyandsupportforapplications.

Thereissignificantunder-representationofmalestudentsinthesesubjects,atbothUGandPGTlevels.Wewishtobalancethis,inlinewiththeScottishFundingCouncil’sGenderActionPlanof2016.Thisaimsfornouniversitysubjecttohaveagenderimbalanceofgreaterthan75%ofonegenderby2030.In2015-16,bothArchaeologyandCeltic&Gaelichadfewerthan25%malestudents.Althoughnumbersareverylow,itisimportanttomonitorgenderbalanceofpart-timestudentstoensurethatthisisn’taproblem.

Ongoing AdmissionsOffice;opendayandofferholderdayorganisers;PGconveners

Reducedimbalanceinthesesubjectsby2020,inlinewithSFC’starget≥25%male

(iii)Ensurepart-timestudyoptionisprominentinourcoursedocuments,onlineinformation,andatOpenDays.

3.2 DevelopastrategytoincreasepercentageoffemalestudentsprogressingfromPGTtoPGR.Wewill:(i)TargetprogrammeswithlowestrateofPGTtoPGRconversionviarecruitmentandawareness-raisingmeasures.(ii)EnsurePGconvenersmeetwithallfemalePGTstudentstodiscussopportunitiestoprogresstoPGR(iii)SurveyfemalePGTleaverswithaviewtoidentifyingbarrierstoPGRprogression.(iv)InitiateaseriesoftalksfromcurrentfemalePhDstudents,directedatPGTstudents,aboutthepositivestepsonecantaketowardssuccessfulPGRapplicationsandstudy.(v)Collectdataonthegenderratiosofsupervisorstosuperviseesinordertoencouragepotentialsupervisorstobeawareofanyunconsciousselectionbias

Thereisasignificantgap(22%)betweenfemalestudentsatPGTandatPGRlevels.Femalestudentsareunder-representedatPGR.AdmissionsdataforallthreeyearsshowsthatfewerwomenapplyforPGRcourses,andin2015-16weredisproportionatelyunsuccessfulwhentheydidapply.ThissuggeststhatthemainissueforustoaddressisincreasingthenumberofwomenapplyingtoPGRprogrammes.

FromSeptember2017

HoS,GEC,PGconveners

ImprovedprogressionfromPGTtoPGRacrossSchoolGenderbalance(50:50)atPGRacrossSchoolby2020.

(vi)RaiseawarenessofthisissueamongPGTandPGRconvenersandproduceguidelinesformaximisingthepotentialofapplicationsforPGRfunding.

3.3 IncreasenumberoffemalestudentsinPhilosophyandWarStudiesPGTprogrammes,andthenumberofmalePGTstudentsinInformationStudies(HATII).PGconvenersinPhilosophyandHATIItocommunicatewithpromisingfemaleandmaleUGstudentsintheSubject,respectively,advertisingPGTcourses,encouragingthosewhowishtocontinuestudyingthesubjecttoapplytoGlasgow,andhighlightingfundingopportunities.

Womenareunder-representedinPhilosophyPGTprogrammes.Menareunder-representedatPGTlevelinHATII,withnomalePGTstudentinthepastthreeyears.

FromJanuary2018,andannually

SubjectPGconveners ImprovedpercentageoffemalePGTstudentsinPhilosophy(atleast40%),andmalePGTstudentsinHATII(atleast40%),by2020.

3.4 AllsubjectareastomonitornumberofacceptancestooffersatUGandPGlevels,andevaluatestepstakeninrecruitmentandadmission.

Somesubjects–forinstance,Philosophy–haveseenadecreaseinofferstofemaleapplicantsbeingaccepted,relativetomaleapplicants,overthelastthreeyears.InotherSubjectsfemaleapplicantsaremarginallybutconsistentlymoresuccessful.Weneedtomonitorthesetrends,andimplementactionstoenhancerecruitmentwhereacontinuingnegativepatternemerges.

Annually AdmissionsOffice/DirectorsofTeachingforSubjects

AnnualfiguresforacceptancestooffersforallSubjectsgathered.

3.5 ReviewdegreeoutcomesbygenderforallSubjectsinordertodeterminefurthertrendsinattainment,andtoreportonthisissueateachSubject’sExaminationandTeachingReviewMeeting.

Attainmentdatashowarangeofdifferentoutcomesbygender.Forinstance,therehavebeenveryrecentimprovementsinfemaleattainmentinsomesubjects–forinstance,Celtic&Gaelic,andClassics–butweneedtoensurethatthesearemaintained,andputinplacemeasuresiftheyarenot

Annually SubjectExaminationOfficers,DirectorsofTeaching

Annualfiguresfordegreeoutcomesbygendertobegathered

3.6 SeniorHonoursstudentsinallSubjectsaretobegiventheoptionofhavingadissertationsupervisorofthesamegender.STEMMcolleaguesnotethatthisactionhashelpedtheirfemalestudents

MalestudentsinsomeSubjects–forinstance,InformationStudies-arelesssuccessfulthanfemalestudents.Weneedtoachievegenderbalanceinattainmentacrossallsubjects

Annually DirectorsofTeaching Increaseinnumberofmalestudentsachievinghighestgrades(zeromalegraduatesachievingfirstsbetween2014/14-2015/16)inInformationStudies(andotherproblematicsubjectsthatemergepost-2017)by2020

3.7 Staffmarkingcourseworkthatisnotanonymizedwillhavetoundertakeunconsciousbiastraining

SomeUGandPGcourseworkisnotanonymized.ThiswillincludeSeniorHonoursdissertationsattheUGlevel,andclasspresentationsattheUGandPGTlevels.Weneedtoensurethatthereisnobiasintheassessmentofthiswork

Annually HoSubs,HR 100%ofacademicstaffwithmarkingresponsibilitiestohaveundertakenunconsciousbiastrainingby2019

Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome4.StaffRecruitmentandNewStarters4.1 Increasenumberoffemale

applicantsforacademicjobswithintheSchoolatR&Tlevel.Actionswillincludethefollowing:(i)Schooltoactivelyencouragestafftoshareacademicjobadvertisementswithpotentialwomenapplicants.(ii)AdvertisementsforallpostswithintheSchooltoincludeastatementwelcomingfemaleapplicantsandunderrepresentedgroupsandstatingthattheSchooliscommittedtoGenderEquality.InstitutionalAthenaSWAN(AS)Awardtobeusedonadverts.Ifthisapplicationissuccessful,ASBronzeDepartmentalAwardlogo,alongwithstatement,tobeaddedtotheadverts.ForPhilosophyadverts,BPA/SWIPGoodPracticeSchemelogotobeincludedinalladverts.(iii)Ensurethatallmembersofappointmentpanelshavecompletedonlineunconsciousbiastraining.(iv)AversionoftheBritish

Schooldataindicatethatwomenareunder-representedinjobapplications,especiallyinHistoryandPhilosophy.

OngoingfromSeptember2017

HoS,HoSubs,GEC,HR ImprovedpercentageoffemaleapplicantstoacademicjobsatR&Tlevel.IncreasedapplicationstopositionsinHistoryandPhilosophyfromwomento30%by2020.Informationaboutimpactonactionsonapplicationrates.

PhilosophicalAssociation/SocietyforWomeninPhilosophy’sGoodPracticeScheme,currentlyadoptedbyPhilosophy,willberolledouttoallsubjectsintheSchool;subjectswillbeencouragedtoputinplaceanactionplaninlightoftheScheme’srecommendations.(v)ReviewimpactoftheseactionswithrespecttoapplicationratesfornewpositionsintheSchool.

4.2 DevelopandimplementastrategytoincreasePGRapplicationstoPDRApositions.Actionswillincludethefollowing:(i)StaffapplyingformajorgrantsshouldbeencouragedtotargetwomenapplicantsforPDRApositions.(ii)SetupadatabaseofrelevantPDRAopportunities,inconjunctionwithArtsLab,andpromotethistoPGRstudentsintheSchool.(iii)InvitesuccessfulfemaleacademicswhofollowedaPDRApathwaytospeaktocurrentfemalePGRstudents;thiscouldbeaneventrunbytheSchool

PDRApositionsareextremelyimportantforearlycareerresearchers,givingthemtimetodevelopresearch,grantcapture,andimpactactivitieswithoutteachingandadministrativeburdens.ThiswillincreasethenumberofwomeninapositiontomeetEssentialcriteriaforGrade7positions.

OngoingfromSeptember2017

GEC,SchoolResearchOfficer,ArtsLab

ImprovedpercentageoffemalePDRAsinSchool.Genderbalance(50:50)inPDRApositionsinSchool

networkforfemaleresearchers(fordetailsonnetwork,seeAction5.5(v)below).(iv)IncludeadviceonPDRAschemesandopportunitiesinPGinductionandtrainingevents

4.3 Ensurestaffonfixed-termcontractssignupfortheJobSeeker’sRegister

Weaimtomaximisecontinuityofemploymentforstaffonfixed-termcontracts.Tomaximizechangesofredeployment,wewantexistingstafftoregisterfortheJobSeeker’sRegister,whichguaranteesinterviewforstaffmeetingcriteriafornewpositionsintheUniversity.

FromSeptember2017

HoSubs/LineManagers

AlleligiblefixedtermstafftobeencouragedtosignupforJSRduringtheirtermofemploymentatGlasgow

4.4 ProduceaSchoolStaffHandbookforallstafftostrengtheninductionandawarenessofpolicies.Handbooktoincludeinformationaboutinduction,Universitystructures,markingscheme,teachingtimetable,mentoring,equality&diversity,roledescriptionsforjobswithintheSchool,andotheritemstobeincludedasaresultofstafffeedback.

FeedbackfromtheStaffCultureSurveysuggestedsomedissatisfactionwithinformationaboutroles.StafffeltthatmorecouldbedonetoinformthemabouttheUniversity,College,andSchool,especiallyatanearlystageintheircareers.

September2018 HoS,HoSubs,HR ImprovedperceptioninSchool,measuredbyfeedbackonstaffconsultation,ofinductionprocesses,mentoring,andsimilarissues.<10%ofstaffexpressingdissatisfactionwithinformationaboutrolesinStaffCultureSurveyby2020

4.5 SchooltoencourageuptakeofitsnewMentoringscheme

StaffCultureSurveyindicatednoissueswithmentoringofjuniorcolleaguesbyseniorcolleagues.Nevertheless,wewillencourageallstafftomakeuseoftheMentoringscheme,giventhegreatbenefitsthatmentoringaffords.

FromSeptember2017

HoS,HR Strongperceptionanduptakeofformalmentoringopportunities,atleastequaltofiguresin2016StaffSurvey,asevidencedbythe2018StaffCultureSurvey.

Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome5.Promotion5.1 Improvepromotionspipeline,

andinsodoingimprovenumberoffemalestaffatGrade8andabovethroughoutSchool.(i)TheSchoolResearchConvenerwillmeetwithfemaleR&TstaffatalljoblevelsinSchoolsubjectstodiscussgrantproposals,toarticulatethesupportthatisavailablefromArtsLabandelsewhere,andtoencourageapplicationsifappropriate.FemaleR&Tstaffwillalsobeencouragedtoapplyforgrants,aspartoftheannualPDRprocess.Schoolwillinitiate‘confidentwriting’workshops,viaArtsLab,andtargetedatfemaleR&Tstaff.Schoolwillsetupfocusgroupstoaddresstheissueofwhyfemalestafffeellesssupportedinthepromotionprocess.(ii)FemaleR&Tstafftobeencouragedtodevelop/beincludedinongoingImpactCaseStudiesforREF2020.(iii)Femalestafftobesupportedinundertakingpublicengagementopportunitiesto

TherearegenderimbalancesatGrade8andaboveacrosstheSchool.Inaddition,25%ofwomenintheStaffCultureSurveydisagreedwiththestatement‘Ihavebeenencouragedtoapplyforpromotion/regradingwithintheSchool’;only20%offemalestaffreportedthattheyhadappropriatesupportateverystageofthepromotionprocess;and15%ofwomenanswered‘No’tothequestion‘Ihavebeentreatedfairlyregardlessofmygenderinthefollowingrespects:Promotion/Regrading’.OtherissuesconcerndecreaseinmovementoffemalestafffromGrade7throughtoReader.Improvingpercentagesherewillbeimportantforimprovingpercentagesoffemaleprofessors.Givenpromotioncriteria,actionstargetinggrantcapture,impact/publicengagement,anduniversityservicewillbetargeted.

AllactionsongoingfromSeptember2017

HoS,HoSubs,SchoolResearchOfficer,ArtsLab,SubjectImpactOfficers,GEC,HR

ImprovepercentageoffemalestaffatGrade8andaboveinR&Tpositionstoatleast40%inlinewithoverallcohort.PercentageoffemalestafftobeaboveBenchmarksforsubjectsby2020.<20%femalestaffwhodisagreethattheyhavebeengivensufficientencouragementtoapplyforpromotion,asindicatedinfutureStaffCultureSurveys,by2020.

developpublicprofile.(iv)AppraisersforPDRprocesstobetrainedinorderthattheycancontinuetoeffectivelyencouragefemalestafftoapplyforpromotionwhereappropriate,andtoensurethatstaffareawareofpromotioncriteria(v)SetupaSchoolnetworkforfemaleacademicstafftoexchangecareeradviceandofferprofessionalsupport.SuccessfulfemalestaffatProfessoriallevelwillbeencouragedtospeakatnetworkevents.SuccessfulmalestaffatProfessoriallevelwillalsobeencouragedtotakepart.(vi)Surveyexitinterviews,andgatherdatafromfuturestaffsurveys,concerningreasonsforleaving/reasonsthatwouldmakeoneleave.

5.2 EnhanceawarenessofstaffinSchoolofpromotionprocedures.Measureswillinclude:(i)ReviewertrainingshouldincludeagreateremphasisonusingthePDRprocessfordevelopmentandpromotion,

FeedbackfromtheStaffCultureSurveyindicatedthatcloseto20%ofwomendisagreedthattheyhadenoughinformationaboutpromotionprocedures.Inaddition,theTeachingtrackhasprovedchallengingforprogression,andwewishtoraisetheprofileof

FromSeptember2017

HoS,HoSubs,HR,PDRreviewers

<10%offemalestaffwhodisagreethattheyhadenoughinformationaboutpromotionprocedures,asindicatedinfutureStaffCultureSurvey,by2020.ImproveproportionoffemalesonTeachingonlycontracts,tomeetbenchmarkfigureof52.3%by2020.

alongsideitasatooltoassessperformance.Tofacilitatethis,theHoSshouldliaise,whereappropriate,withHoSubsontheworkloadimplicationsofdevelopmentplans.(ii)SchooltocontinuetorunbespokepromotionworkshopsbutincludespecificsessionsonnewcriteriaforTeachingtrack,tobestequipTeachingstaffwiththeknowledgeandcapacityforprogression.

teachingandensureitachievesparityofesteeminaresearch-intensiveenvironment.

Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome6.CareerDevelopment6.1 Increasegrantcaptureacross

theSchool,byworkingcloselywithArtsLab,andbysettingupSchoolwebsitetocapturealloftheinformalgrant-capturingactivityandresearchnetworkingthattakesplaceatSubjectlevel.Actionswillinclude:(i)ConstructSchoolwebsitetolistformalandinformaltrainingandsupportforgrantapplications.Includedherewouldbeinformationaboutsubject-levelactivities,fundingopportunities,andpossiblymentoringforearlycareergrantapplications.(ii)ArtsLabtocollectandsharewithSATdataongenderandcareerstageofthoseattendingitsworkshops.(iii)ArtsLaband/orSchoolResearchConvenertoconductdebriefingswiththosewhosegrantapplicationsareunsuccessful,togooverfeedback,andtosuggestwaysinwhichtheapplicationmightberevisedandsenttoadifferentfunder.

Weneedtodomoretosupportstaffinsuccessfulgrantapplications,whichareanessentialpartofcareerdevelopment.Thereareformalstructuresandtraininginplacetoprovidetrainingandassistgrantapplicationsandcapture.However,thereisalotofinformalworkandsupportsurroundingapplicationsthattakeplaceatSubjectlevel,andwhichwouldbeveryhelpfultosharewithallSubjectsintheSchool.Inaddition,weaimtoworkmorecloselywithArtsLabtoincreasethenumberofsuccessfulgrantapplicationstherebyimprovingcareerprospectsofallR&Tstaff

FromSeptember2017

SchoolResearchConvener,DirectorofArtsLab

ImprovedgrantcaptureforSchoolasawhole,inlinewithUniversitystrategyof65%ofstaffholdinggrantsinperiod2015-20

6.2 Setupfocusgroupstoinvestigatewhysomefemalestaffreportedthatgenderimpactedunfairlyontrainingopportunities.Groupwillinterrogatethisissuefurtherbyaskingquestionsaboutwhytrainingmightbeproblematic–whether,forinstance,datesandtimesareproblematic,thewordingoftrainingcoursesunwelcoming,etc.

StaffCultureSurveyindicatedthatsomefemalestaffthoughtgenderhadanegativeimpactontrainingopportunities.Sincewewantopportunitiestobe,andbeseentobe,opentoallregardlessofgender,wewanttodiscoverwhytherewasthisnegativeperceptionamongstsomestaff.

FromSeptember2017

GEC,SAT <10%ofstaffreportingthatgenderimpactedunfairlyontrainingopportunities,by2020.

6.3 DevelopandimplementstrategytoensurethatPDRprocessrecognisesfullrangeofskillsandabilities.(i)PDRappraiserstoaskstaffwhichskillsandabilitiesarebeingignoredordowngraded,andfeedbacktoSeniorManagementwithresponsibilityforPDR.FocusGroupwillalsoaddressthisissue.(ii)LiaisewithHRaboutStaffCultureSurveyresults,andincludequestionsinnextSurveythatwillhelptoidentifypointsofconcern.

StaffCultureSurveyindicatedthat39%offemalestaffdisagreedorstronglydisagreedthatthePDRprocessrecognisedthefullrangeoftheirskillsandabilities.SincethePDRprocessisanintegralpartincareerprogressionandstaffdevelopment,itisimportantthatit(liketheworkloadmodel)accuratelycapturesandreflectsalloftheworkthatstaffdo.

June2018(dateofnextPDRround,post-ASapplication)

HoS,SubjectPDRreviewers,HR

ImprovedrecognitionoffullrangeofskillsandabilitiesinPDRprocess.<5%ofstaffdisagreeingorstronglydisagreeingaboutthisinStaffCultureSurveyin2020.

6.4 SetupSchoolFocusgrouptoaddressfairnessandtransparencyofnewCollegeofArtsworkloadmodel,whichtheSchoolwillsoonadopt.TheSATwillassessthistoensurethatit

StaffCultureSurveyindicatedthat36%offemalestaffdisagreedorstronglydisagreedthatallocationofworkloadtakesinallwork-relatedactivity.And20%offemalestaffdisagreedorstronglydisagreedthat

FromSeptember2017

GEC,HR,HoSubs ImprovedperceptioninSchoolthatworkloadallocationisfairandtransparent.<5%ofstaffdisagreeingorstronglydisagreeingonthesequestionsinStaff

representsanimprovementintermsoffairandtransparentallocationofworkload.Itwillalsoinvestigatewaystopreventfemaleacademicsfrombeingoverburdenedbysignificantadministrativeroles.ItwillfeedbacktoCollegeandUniversityanyconcernsonthisissue.

workloadwasallocatedonafairandtransparentbasis.Althoughtherewaslittlediscrepancybetweengendersontheseissues,itisveryimportantthattheyareaddressedforfemaleandmalestaff.

CultureSurveyby2020

Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome7.Maternity,Paternity,ParentalLeave,FlexibleWorking,andCareerBreaks7.1 Ensurethatstaffwhogoon

maternityandsharedparentalleavehaveinformationaboutbeing‘buddied’withanothermemberofUniversitystaff,ofequalorhighergrade,whohasbeenontheleaveprocess,tohelptofacilitatetheirreturn.

TheSchooldoesnotatpresentoperatea‘parentalbuddynetwork’wherebystaffwhogoonmaternityandsharedparentalleavearebuddiedwithanothermemberofstaff.ButitisimportantthatSchoolstaffaregiveninformationaboutandencouragedtovolunteerfortheUniversity’sscheme

FromSeptember2017

HoS/HR SuccessfuluptakeofUniversity’sparentalbuddynetworkintheSchool,withatleasttwobuddiesofeachsexvolunteeringasbuddies.

7.2 Improvesupportforstaffonreturntowork,andenhanceinformationaboutchildcarefacilities.(i)TheSATrecommendsthattheSchoolensure,throughamandatorymeetingbetweenHoSandstaffabouttogoonmaternity,paternity,oradoptionleave,thatstaffarefamiliarwiththerighttorequestflexibleworkingonreturn,andwiththesupportavailablethroughtheUniversity’sAcademicReturnersandResearchSupportProgramme(ARRSP).Thisincludesprovisionofupto£10,000whichcanbeusedtowardsresearch,conferenceattendance,additionaltrainingandotherneeds.Thisisopentostaffofanygender.

(ii)TheSchoolshouldraise

TheStaffCultureSurveyindicatedthatover10%ofmenandwomenagreedthattheUniversitydidnotdoenoughtosupportstaffreturningtoworkaftermaternityoradoptionleave.Inaddition,significantpercentagesofstaffalsothoughtthattheUniversitywasnotdoingenoughtosupportchildcare.

FromSeptember2017

HoSubs/HR/UniversitySeniorManagement

<10%ofstaffagreeingthattheUniversitydidnotdoenoughtosupportstaffreturningtoworkaftermaternityoradoptionleave,by2020.<10%ofstaffagreeingthattheSchooldidnotdoenoughtosupportchildcare,inconjunctionwiththeUniversity,by2020.

awarenessoflocalnurseryandchildcareprovisionneartheUniversity.

(iii)Createcasestudiesprofilingparentswhohavemadeuseoffamily-friendlypolicieslikepaternityleaveandincludequestiononStaffSurveytodeterminewhymalestaffeligibletotakepaternityleaveelectednotto.

7.3 Raiseawarenessoffamily-friendlyandwork-lifebalancerelatedpolicies.(i)LinktoHREqualityandDiversitypagesfromSchoolandSubjectAreawebpages,andgiveinformationaboutalloftheUniversitypoliciesontheseissues,includingexamplesofhowtouseKITdays,intheStaffHandbook.(ii)Informationonsuchpolicyissuestobehighlightedatinductionfornewstaff.ThismeansthatHoS,HoSA,HoSubs,andPIsneedtobefullyawareofpolicyissues.(iii)Setupworkinggrouptoconsiderbestwayofadvertisingflexibleworkingpolicy.Informationonpolicyonleave

StaffCultureSurveyindicatedarangeofareaswheretherewasalackofawarenessandunderstandingonarangeofpolicyissues.Theseincludedmaternity,paternity,parental,andadoptionleave;emergencytimeofftocarefordependents;andflexibleworking.Relatedly,significantnumbersofwhatweregardaseligiblestafffailedtotakeupleaveandflexibleworkingopportunities.Giventheimportanceoftheseschemesforaddressingcareerprogressionforfemalestaffinparticular,itisvitalthatweincreaseawarenessofpolicyintheseareas.

FromSeptember2017

GEC,SchoolITOfficers,HR,PDRassessors

ImprovedawarenessofUniversitypolicyonissuessurroundingmaternity,paternity,parentalleave;emergencytimeofftocarefordependents;flexibleworking.<5%ofstaffindicatingalackofawarenessinStaffCultureSurveyby2020.

andflexibleworkingtobediscussedateachPDRmeetingwithappraisers.Staffwillbeencouragedtofamiliarisethemselveswithopportunitieswherethesearerelevant.

Ref DescriptionofAction Rationale Timeframe Responsibility SuccessCriteriaandOutcome8.DepartmentalCulture8.1 Setupfocusgroupstoaddress

differencesinperceptionbetweenmenandwomenonvariousissuesregardinggenderthatwerehighlightedintheStaffCultureSurvey.FindingsfromfocusgroupswillinformanddirectquestionsinnextStaffCultureSurvey.

TheStaffCultureSurveyshowedadisparityintheperceptionofmaleandfemalerespondentsonanumberofissues,withhigherproportionsofwomenbelievingthatgenderdiscriminationplaysapartinanumberofareas,suchasthesupportivenessoftheworkingenvironment,thefairnessofthepromotionandregradingprocess,andtheinclusivityofdecisionmaking.Itisimportantforustoinvestigatethisfurther,tounderstandthereasonsforthisdisparityinperception,andtoputinplacemeasurestoaddressthis.

September2017 GEC,SAT NosignificantdifferencesbetweenmaleandfemalerespondentstofutureStaffCultureSurveyonsupportivenessofworkingenvironment,fairnessofpromotionandregardingprocedures,andinclusivityofdecisionmaking.<5%ofstaffreportingnegativeexperiencesoverall.

8.2 HeadsofSubjecttoschedulework-relatedsocialactivitiestotakeplacebetween10amand4pm,wherepracticable,andinvestigatedifferentpossiblemodelsforsocialising.

Staffsurveyindicatedthat27%offemalestaffthoughtthatwork-relatedsocialactivitieswerenotscheduledsothatthosewithcaringresponsibilitiescouldattend.Thisfigureis10%higherthanmalestaffwhodisagreedonthisissue,andneedstobeaddressedsothatthosewithcaringresponsibilitiesdonotmissoutonbothsocialandnetworkingopportunities

FromSeptember2017

HoSubs ImprovedperceptioninSchoolthatsocialeventsareavailabletoall.<5%ofstaffdisagreeingorstronglydisagreeingonthesequestionsinStaffCultureSurveyby2020

8.3 EnsureallstaffcompleteonlineEqualityandDiversitytraining

Only63%ofstaffhavetakenthemandatoryonlineEquality&Diversitytraining.Thisneedstobeimproved,giventheimportanceofallstaffbeingawareofEqualityandDiversityissues

September2017 HoS 100%completionrateforstaffbySeptember2018

8.4 Encouragestafftohavebalancedsyllabifortheir

Itisimportantforstaffinallsubjectstoaimforbalancedsyllabi,i.e.not

FromSeptember2017

SubjectDirectorsofTeaching;Philosophy’s

GreaterawarenessoftheneedforbalancedsyllabiacrossSchool.

courses.Philosophy’sActionPlaninresponsetotheBPA/SWIPGoodPracticeScheme–whichaskscolleaguestoproducebalancedsyllabiandcoursecontent–toberolledoutacrosstheSchool.

havetheassignedreadingconsistofworksproducedbyonegenderonly,wherepossible

EqualityChampion 90%+staffreportingawarenessoftheneedtoconsiderbalancingsyllabi,by2020

8.5 Advertisepoliciesandsupportnetworkstoaddressbehaviourthatcausesfemalestafftofeeluncomfortableatwork.(i)SATtoliaisewithHoSubstoensurethatSchoolstaffareawareofhowtoreportinstanceswheretheyfeeluncomfortableatwork.(ii)TheFullStopCampaignaimedathighlightingtheUniversity’sDignityatWorkandStudyPolicy,andtheHarassmentVolunteersNetwork,waslaunchedattheUniversityin2016.TheSchoolwillworktofurtherpromotethiscampaigntoallstaffandstudents,throughadvertisingonSubjectpages,atInductionevents,andatSubjectmeetings

StaffCultureSurveyindicatesthat20%offemalestaff,comparedto6%ofmalestaff,haveexperiencedasituationinwhichtheyfeeluncomfortablebecauseoftheirgender.Itisimportantthatstaffareawareofhowtoreporttheseinstancestotheirlinemanager/supervisorortheHarassmentVolunteersNetwork.However,77%offemalestaff,comparedto70%ofmalestaff,areunawareofthesupportofferedbythelatter.

FromSeptember2017

HoS,HoSubs,GEC Improvedawarenessofpoliciesandsupportnetworks.<5%ofwomenreportingthattheyfeeluncomfortableatworkbecauseoftheirgender,by2020.>50%ofstaffwhoareawareofHarassmentVolunteersNetworkandDignityatWorkandStudypolicy,by2020.