NDM Athena SWAN Communications Strategy

Transcription

1 NDM Athena SWAN Communications Strategy Section 1: Introduction The underpinning objective of all research carried out by NDM has been, and continues to be, the pursuit of academic excellence and the positive impact of our research on the health and wellbeing of the global community. Our departmental strategy is clearly aligned to that of the University, in that we seek to: retain and recruit researchers of the highest distinction and potential, attracting the very best research students nationally and internationally and continue to provide a supportive research environment in which scholars, at every stage of their career, can flourish and develop. There is a pressing urgency, as the demography of medical science shifts radically towards increasing popularity as a career choice for women. NDM wishes to position itself at the forefront of this change, and to capitalise on it by being the first choice for ambitious female biomedical researchers to base their careers. In retaining and developing diversity, support, mentorship, career development and appointment of excellent doctors and scientists at all levels is absolutely central to our strategy. The commitment that NDM has made to the Athena SWAN principles provide us with a platform to reflect on, and celebrate good practice, and it provides a valuable framework to identify where there is a need for improvement and to introduce changes where necessary. We are currently working on initiatives under the Athena SWAN framework to improve the working environment within NDM for all, and seek to address gender imbalance, recognising the importance of the role that all members of the science community play in the progression and advancement of the field. Section 2: Mission and vision, aims and objectives Our mission is to improve our standing as a leading academic destination for women at all stages of their careers. Our aim is to create an environment in which all staff can fully engage, develop and flourish. Our key objective is to effect a permanent change on the working culture of the Department, toward greater equality of opportunity and representation at all levels. A significant milestone in this process is a Silver Departmental Athena SWAN Award, to be achieved by NDM Athena SWAN Coordinator Page 1

2 Communication Objectives Section 3: Audiences, messages, channels Structure Athena SWAN Self-Assessment (ASSA) teams in each unit have developed action plans based on the unit assessment outcomes, which have been compiled into a Departmental Action Plan by the NDM Strategic team (NDMS). ASSA teams are part of the governance of the Department, and they provide a framework for information gathering and communication, as well as a structure for implementing the action plan. Data and staff/student opinions are NDM Athena SWAN Coordinator Page 2

3 collected via various routes, including through the ASSA teams and unit HR staff, and analysed within NDMS as part of the ongoing re-evaluation of the Departmental Action Plan. Athena SWAN initiatives and action points are developed within NDMS, and implemented by ASSA and unit HR teams who drive the change management process at unit level. The Head of Department leads the whole process, working closely with the Associate Head of Department (Academic Support and Finance). The former briefs the Department s Strategic Management Committee (SMC), which reviews the action plan; the latter briefs all ASSA chairs. In addition, the Department is supported by the Medical Sciences Division Athena SWAN Coordinator, who acts in an advisory capacity and in the provision of comparative data. Figure 1. A representation of the structure of NDM. NDM Athena SWAN Coordinator Page 3

4 ASSA team membership overlaps with several other Departmental committees, including graduate studies, health and safety, and local boards of group heads and principal investigators. This crossover representation ensures that Athena SWAN principles are a part of the decision making and governance processes at all department and unit levels. Figure 2. Management and support structures within NDM. Messages, Audiences and Channels Staff and students participate via staff surveys, topic specific questionnaires, and access to members of the ASSA groups who report on the change process, as well as through data collection via unit HR teams. This underpins the Departmental action plan developed within NDMS. NDM Athena SWAN Coordinator Page 4

5 Staff and students are advised of current practices and policies, and kept informed of changes, news, and related events, through posters, updates, factsheets, newsletters, Twitter and website publications. Central University communications, external news and Departmental initiatives are communicated to staff via ASSA teams, Business Managers and HR teams as appropriate, usually via cascades originating from NDMS. Athena SWAN progress reports are a standing agenda item for the SMC twice-termly meetings, bimonthly Business Manager meetings, and termly Graduate Studies Committee meetings. The Athena SWAN process has led to improved communication between academic and research staff and students, and the Departmental administration overall. Significant initiatives include HR drop-in clinics, better availability of jobs and careers information, and improved Web pages detailing support and contacts in the administrative offices. Section 4: Timetable Our key objective is to effect a permanent change on the working culture of the Department, toward greater equality of opportunity and representation at all levels. A significant milestone in this process is a Silver Departmental Athena SWAN Award, to be achieved by For a full timetable for this activity, please see the Action Plan submitted with the application for the departmental Bronze Award (April 2013). Section 5: Resources An NDM Athena SWAN coordinator (40% FTE) is dedicated to this process, and supports the Head of HR (NDM) and ASSA teams in the development and implementation of initiatives as well as the overall change management process. Section 6: Risks We anticipate that Silver Athena SWAN status will be a requirement for Departments seeking additional funding from the NIHR by This will affect the BRC renewal in 2017, as well as other potential funding initiatives. It is also possible that other UK funding bodies will follow suit. RCUK have stated their commitment to equality and diversity; however, there is no formal accreditation requirement at the moment. NDM Athena SWAN Coordinator Page 5

6 Section 7: Means of evaluation & success Each project within the Athena SWAN initiative has its own means of evaluation. Please see the Departmental Action Plan for full details, and Figure 3 for an overview. Increased traffic on the NDM website. Workload issues being monitored and addressed. Increase in flexible and part time working. Greater response to the annual staff and student survey. Increased participation in the mentoring scheme. Continuity of approach across units of NDM. Evaluation Measures Gender balance on main governance committees. Improved data collection to inform further action. More women within senior roles. Podcasts, case studies, and other publications. Increased attendees at events and training courses. Clearer career pathways and succession planning. 100% PDR compliance. Figure 3. Overview of evaluation measures taken as part of NDM's implementation of its Athena SWAN action plan. NDM Athena SWAN Coordinator Page 6