Athena SWAN Action Plan

Transcription

1 Format Following the self-assessment of current activity within the University, and specifically within the Faculty of Science and Engineering, the following action plan sets out objectives that will be undertaken to promote the recruitment and retention of women in science, engineering and technology subjects. The action plan contains objectives under three broad themes: SET Baseline and academic profile. Concerning data collection analysis and change to be made on the profile of women in SET subjects Key Career Transitioning Points. Concerning changes to be made in order to better recruit, develop, promote and retain women in SET subjects, especially at times of change in their careers. Culture Change and Gender Balance in Decision Making. Concerning objectives that seek to change culture in order to promote gender equality in SET subjects. This includes (but is not limited to) the promotion of women in decision-making positions or consideration of the careers of women in strategic planning. The MMU Athena SWAN The Self-Assessment Team (SAT) created to produce the Athena SWAN submission for MMU and this action plan has evolved and has become the Athena SWAN. The focus of this group has expanded beyond self-assessment and is now action focused with clear responsibilities allocated to specific members of the group for delivering objectives in the action plan. Membership will include members of the original SAT, and those named in the action plan. The SAT had their final meeting on 4 February The will meet approximately every 6 weeks from March 2013 to maintain momentum in achieving the actions set out in the plan. The MMU Athena SWAN Board will continue to meet on a termly basis to review the progress that the has made. Accountability for actions rests with the named individuals in the action plan, the Group as a whole will review progress and identify further necessary actions. The Equality and Diversity Manager will provide facilitation to the.. For further information contact Gavin Deadman, Equality & Diversity Manager g.deadman@mmu.ac.uk 1

2 SET baseline and academic profile Proposed Action Success descriptor / Responsibility Support 1. Introduce data recording and monitoring of family related leave. Monitoring will inform further Athena SWAN actions Accurate and comprehensive data created regarding patterns of: - Maternity Leave (including Additional Mat Leave) usage - Paternity Leave usage (incl. new additional Pat Leave) - Adoption Leave (male/female usage and use of Additional Adoption Leave) - Parental Leave usage Lead: Victoria Chapman, HR Advisor for Science & Engineering Data Management Team Manager Initiate data collection: March 2013 Data collected and ready for EIA: May 2013 Equality Impact Assessment (EIA) performed on initial data collection Lead: Victoria Chapman Gavin Deadman EIA Completed: July 2013 Recommendations from EIA to be considered by Action Group. At least 3 further actions created for Athena SWAN Action Plan with assigned leads for action accountability. for review of EIA recommendations. Actions and allocation of Leads assigned at meeting Gavin Deadman to chair review meeting. Actions created and included in action plan: By October

3 Proposed Action Success descriptor / Responsibility Support 2. Carry out benchmarking review against other like for like HEI s Assess practice with respect to principles of Athena SWAN Outcomes will inform further Athena SWAN actions Benchmarking to be based on the three broad themes of this action plan Recommendations for change within Science and Engineering suggested by Leads at Meeting Leads: Dawn Nicholson/ Shaheena Murphy Leads: Dawn Nicholson/ Shaheena Murphy Gavin Deadman Vicci Jarman, E&D Coordinator DN/SM to initiate: March 2013 DN/SM to provide preliminary high level information to Action Group: May 2013 Recommendations made to : July 2013 At least 3 further actions created for Athena SWAN Action Plan with assigned leads for action accountability. for creation of actions. Actions and allocation of Leads assigned at meeting Gavin Deadman to chair review meeting. Actions created and included in action plan: August

4 Proposed Action Success descriptor / Responsibility Support 3. Review the Faculty of Science and Engineering workload allocation model Specifically in relation to staff returning from periods of leave. Identification of employees that will be able to provide information on the review (minimum 15 staff to be chosen based on family leave usage in the past 2 years) Sponsor: Peter Dunleavy, Dean of Faculty Leads: David Lambrick/ Gavin Deadman Support roles: Heads of School Vicci Jarman Employees identified and survey created: September 2013 Survey results collated and analysed: November 2013 Recommendations regarding adaptations to the workload model included as part of action plan for review purposes (minimum of 3 actions) for creation of actions. Actions and allocation of Leads assigned at meeting Gavin Deadman to chair review meeting. Recommendations to : January 2014 Actions included in plan: February

5 Proposed Action Success descriptor / 4. Annual monitoring of appointments to SET positions, including senior positions, to trends in application to acceptance Report will success of increased number of women who: - Apply for roles within the Faculty by at least 10% by end of Are promoted within the Faculty by at least 10% by end of 2015 Initial review using previously collected data will result in 3 actions for inclusion to the action plan. Responsibility Support Data collation and presentation Leads: Gavin Deadman & Vicci Jarman for creation of actions. Actions and allocation of Leads assigned at meeting Recruitment Team Leader Data Management Team Manager Gavin Deadman to chair review meeting. Initial data production ready for review: August 2013 to review data: September 2013 Actions created and included in action plan: October 2013 Initial data gained for senior roles in relation to overall MMU objectives to address equality issues in the recruitment activity for these roles. Trends reported in Athena SWAN submission and have informed current actions to be taken. Data gathered for professoriate appointment review Report regarding recruitment produced annually to guide future actions. for creation of actions. Actions and allocation of Leads assigned at meeting Gavin Deadman to chair review meeting. Year on year review 5

6 Proposed Action Success descriptor / Responsibility Support 5. As PL, Reader and Professor opportunities arise, carry out targeted communication to female SET staff by: - Providing guidance to PDR reviewers on how this should be done Line managers better equipped to handle progression and recruitment discussions in PDR. Measured through feedback to (through Heads membership) ODT Manager and E&D Manager For review and noting progress from Heads of School/Division regarding role promotion in PDR process Heads of School/Divisio n PDR Guidance created: September 2013 to review PDR Guidance: November 2013 Released to Head of Division and School: February 2014 PDRs take place Spring/Summer

7 Proposed Action Success descriptor / Responsibility Support 6. As PL, Reader and Professor opportunities arise, carry out targeted communication to female SET staff by: - Linking the MMU Jobs page to the MMU Athena SWAN webpage Female staff are more aware of opportunities for progression. This will affect the action plan commitment of: - Increasing the number of women applying for roles within the Faculty by at least 10% by end of Increasing the number of women promoted within the Faculty by at least 10% by end of 2015 Gavin Deadman For ensuring link to Jobs at MMU is in place Jo Verran for promotion through Network PA to Dean for distribution Recruitment Team Leader E&D Assistant to review feedback from Heads and Network: December Promoting through gender specific network - Promoting jobs through bulletin 7

8 Proposed Action Success descriptor / Responsibility Support 7. Participate in the HEI pilot for Quick CAT (culture analysis tool) Information gathered to evaluate women s attitudes to equality in STEM Survey constructed and disseminated. Results collated and analysed. Response rate Target: 60% Recommendations presented to based on findings At least 3 further actions created for Athena SWAN Action Plan with assigned leads for action accountability. Lead: Conway Motobi for review of benchmarking data Gavin Deadman to chair review meeting Initiating (with contact to the STEM Programme): April 2013 (Specific action planning to follow in conjunction with the ) 8. Create a mechanism to support Schools in attaining Athena SWAN Bronze Awards that enables lessons learned to be shared Each School has Athena SWAN Lead sitting on the Each School has local Athena SWAN working party At least 2 schools applying in November 2015 Leads: Keith Miller and Gavin Deadman Head of ODT&D Athena SWAN Board Seminars held: By November 2014 Athena SWAN School Leads in place: February 2015 School Athena SWAN Self Assessment underway by: July 2015 School Application: November

9 Key Career Transitioning Points Proposed Action Success descriptor/ Responsibility Support 9. Develop programme of support for academic staff following a career/maternity break. Includes: Increased number of women returning to work following maternity At least 5% more women to return to work following mat leave by end of 2015 Project leads: Dawn Nicholson/ Val Edwards- Jones Gavin Deadman Victoria Chapman Review of data (from data recording action above): August promotion of The Daphne Jackson Trust, URC fellowships, L Oreal-UNESCO Women in Science and other similar fellowships via the MMU Athena SWAN website. - Ensuring existing s are used (e.g. KIT days) Examples of women achieving success whilst working flexibly/after return from maternity leave Feedback of at least five women used for website mosaic Reported increase in satisfaction with support offered. Measured through data comparisons from Workload Model Review and this action Increased use of KIT Days Increase in the use of KIT Days by eligible staff by at least 10% by end of 2015 Heads of School/ Division Review of data (from Workloading action above): December 2014 Support arrangement programme recommendations to : January 2015 Revised support arrangements introduced: May

10 Proposed Action Success descriptor/ Responsibility Support 10. Explore through Schools within the faculty the demand for a SET gender specific network Survey of female SET staff carried out Network introduced Lead: Jo Verran E&D Manager Network introduced from January 2013 Preliminary meeting held. Termly meeting to be arranged. Widening of the network will include L/SL attendance for mentoring activities 11. University to develop a career development programme for early career researchers and currently non- REF able staff. Athena SWAN and Board to ensure development of this programme takes into account needs of female SET staff. Early Career Researchers and non-ref able staff identified through REF exercise New career development programme created. Increase number of REF-able female staff by at least 10% by the next research assessment Project Lead: Mike Dempsey, Head of Graduate School and Early Career Research Director of HR Director of Research and Enterprise Services Head of ODTD Task and Finish group Programme introduced 2013/14 academic year 10

11 Proposed Action Success descriptor/ Responsibility Support 12. Review and revise the research induction. Revised induction programme introduced. Lead: Dave Raper, Head of Research OD&T Manager Induction released: December 2013 Gain feedback on new induction to ascertain effectiveness Positive feedback gained from new female SET staff To review feedback (Lead TBC following release of induction Feedback exercise commences: June 2014 Feedback reviewed by : November Explore feasibility of in- house fellowships and/or reviving the Research and Knowledge Transfer Office fellowships Feasibility study carried out, with conclusions presented. Lead: Val Edwards Jones PVC for Research Director of Research and Knowledge Transfer Feasibility study initiated and completed by: May 2015 Findings to be reviewed by for Athena SWAN relevancies (for outcomes of feasibility study) Findings reviewed by : June

12 Proposed Action Success descriptor/ Responsibility Support 14. Introduce mentoring arrangements for female SET staff University mentoring arrangements reviewed and assessed (for appropriateness for planned outcome). Lead: Jo Verran E&D Manager ODT Manager Current arrangements reviewed: December 2013 Mentoring scheme developed Pilot programme undertaken At least 5 female SET staff to take part Heads of School Mentoring scheme developed for review: April 2014 Pilot initiated: June 2014 Qualitative positive feedback received as of success For review of review of pilot feedback (Lead TBC) Feedback sought from participants: January 2015 Feedback reviewed: March

13 Proposed Action 15. Carry out targeted campaign to STEM females to raise awareness of development programmes and opportunities Success descriptor/ Information imparted at all through: - PDR Success d through positive feedback to Action Group (from Heads membership) - Networking events Success d through feedback to (through reps of network groups) - ManMet Life feature Reported increase in number of development opportunities advertised in ManMet Life Responsibility Initial Lead: Keith Miller Support E&D Manager E&D Coordinator Heads of School/ Divisions/PDR reviewers For review of feedback Network feedback: Jo Verran Mike Dempsey Dawn Nicholson Initial examples gathered for preliminary campaign: September 14 Campaign of regular communication: October 2014 to April 2015 PDR feedback gathered: April 2015 to August 2015 Campaign feedback reviewed: September Create actions resulting from benchmarking review exercise At least 3 further actions created for Athena SWAN Action Plan with assigned leads for action accountability. to review benchmarking data and create actions E&D Manager Actions created and included in action plan: End of July 2013 Action targets reaching into

14 Culture Change and Gender Balance in Decision Making Proposed Action Success descriptor/ Responsibility Support 17. Work with Marketing, Communication and Development to ensure regular features and stories of work of women in SET included in ManMet Life and in the VCs start and end of term addresses. Increased visibility of female staff in in-house publications (d through anecdotal evidence) Increased coverage of female SET staff in 'Research Matters' publication Lead: Chris Rego E&D Manager MMU Press Officer Key members of gender specific network to support in promoting features Initial publication promotion to Faculty: By May 2013 Stories collated for inclusion: June 2013 Promotion work anticipated to be ongoing 18. Update MMU media ambassador directory and ensure female SET staff included Increase female membership of ambassador list by at least 10% Profile of female SET staff raised through the increase in the use of female SET input to media and business requests. Lead: Chris Rego E&D Manager MMU Press Officer List reviewed: May 2013 New names gained from Faculty by: August 2013 Included in media ambassador list: September 2013 Initial meeting with Gareth Hollyman held. New Media Ambassador list to be issued to the for review 14

15 Proposed Action Success descriptor/ Responsibility Support 19. Expand on 'mosaic' on the Athena SWAN web page to showcase successes and achievements of women in SET Increase number of success stories of female staff, students and alumni Increase by at least 1 per term, year on year Gavin Deadman to collate success stories through regular progress updates Jo Verran to promote through gender specific network to promote Collation and discussions to start from date of first Meeting: March 2013 E&D Assistant 20. Organise celebration of women in science as part of MMU s activities for International Women s Day Awareness event held in March Gavin Deadman Faculty members of University Gender staff forum E&D Assistant 8 March

16 Proposed Action Success descriptor/ Responsibility Support 21. Promotion of women in STEM roles during National Science and Engineering Week Awareness event held in March Conway Mothobi E&D Coordinator E&D Assistant March Create actions resulting from Quick CAT exercise At least 3 further actions created for Athena SWAN Action Plan with assigned leads for action accountability. to review data and create actions (Leads TBC) E&D Manager Actions created and included in plan: December 2014 Action targets reaching into

17 Proposed Action Success descriptor/ Responsibility Support 23. Promote the vacancies on MMU Boards and Committees to female STEM staff to address potential gender imbalances Increased female presence on MMU Boards and Committees, d through regular diversity reviews To increase female membership on committees as a total by at least 10% by 2015 Lead: Adrian Watson E&D Manager Kate Brown, Governance and Secretariat Promoted through PDR by Heads of School/Division Jo Verran To promote committee membership through gender specific network Review data from committee demographic review: June 2013 Activity to advertise committee vacancies: March 2014 and March 2015 (over 2 campaigns) Review data from committee demographic review for impact: December