UK Resource Centre for Women in SET

Transcription

1 UK Resource Centre for Women in SET Jane Butcher, Women Returners Manager

2 The picture in academia Attrition Plot 1995/96 and 2003/ /96 men 1995/96 women 2003/04 men 2003/04 women HESA PhD Researchers Lecturers Senior Lec & Res Professors *

3 The picture in SET academia Attrition Plot 1995/96 and 2003/ /96 men 1995/96 women 2003/04 men 2003/04 women HESA Researchers Lecturers Senior Lec & Res Professors *

4 Bradford College Organisational Chart DTI UK Resource Centre for Women in SET Implementation Group National Advisory Group Subcontractors WITEC Portia Partners Yorkshire & Humber Regional Advisory Group MentorSET IES Sheffield Hallam University Satellite Centres Scotland Wales Omni PAWS WISE Athena Daphne Jackson Trust Cambridge University Regional Hubs South East England Funded Projects Open University Yorkshire and Humberside Pump priming grants DFES SET for Work Scheme Wales North West

5 Key objectives for UKRC 1. Supporting, advising and working with SET employers and professional bodies, sharing good practice 2. Developing a recognition scheme for good SET employers 3. Sharing good employment practice for women in SET 4. Maintaining and disseminating UK gender statistics 5. Supporting SET returners 6. Raising the profile of Women in SET 7. Setting up and running an expert Women in SET database 8. Pump priming innovation and small scale bursaries for individuals 9. Coordinating the work of women in SET organisations

6 Where to find us Centre based in Bradford, West Yorkshire Regional hubs South East, Yorkshire and Humber, North West London location for partner links Satellite centres in Scotland and Wales

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8 50,000 women with SET qualifications are not working in the sectors 24,000 return to work each year but only 8,000 return to SET careers (Maximising Returns DTI 2002)

9 Barriers to advancement Cultural and structural barriers: Lack of transparency in recruitment, selection and promotion Workplace cultures favour white male values and behaviour Masculine definitions of leadership and commitment Work-life balance hard to achieve for both men and women Short term contracts especially in academia Lack of part-time work/job-share especially at senior levels Lack of senior role models, mentors and access to power networks Gender stereotyping / prejudicial reactions potentially affects: expectations of performance evaluation of achievements, rewards, space, resources aspiration and confidence

10 Getting back Loss of confidence Lack of up-to-date knowledge Loss of contact with networks relocation? Lack of current experience Need for wage to match experience and cost of living? Lack of visibility publications Need for part-time, flexible work Image and culture of SET Need to achieve management/leadership position additional skills

11 Value of returners to SET Rapid return on pre-existing investment Company/industry knowledge Maturity, life experience, loyalty Time and people management skills Relationship to diverse customer-base Local and community connections

12 What is being offered? Awareness, promotion, research, evaluation Information, signposting and referral Innovative on-line returners programme via Open University 600 women Mentoring and networking and employer contact regional links Progression support for return to SET - placements Vacancy matching/employer links Advice to employers and engagement in scheme for flexible, part-time work Small scale pump-priming/innovation fund

13 Mentoring and Networking Range of schemes to address support needs at key transition stages and levels Female role model mentoring as central Approach to embed skills and know-how and support sustainability and ownership Flexible to work with existing schemes to widen diversity and gender sensitivity Aim to develop more higher level and glass-ceiling schemes for senior women

14 Issues and Questions Areas of work under development Placements for progression back to work Encourage employers to commit to campaign Support employers to create part-time and job-share roles at senior levels in SET for returners and others

15 What do you think is needed? All of the people part of the time? Training for line-managers? Support for job redesign? Support for recruitment processes? Will placements lead to permanent jobs? Men to take up part-time/flexible work? Subsidies for placements/new posts? Top down targets/regulation?

16 Returner contacts at UKRC Jane Butcher Women Returners Manager Sarah Richardson Returners Co-ordinator UKRC helpline