Lancaster University Athena SWAN Action Plan

Transcription

1 7. plan Provide an action plan as an appendix. An action plan template is available on the Athena SWAN website. This should be a table or a spreadsheet comprising plans to address the priorities identified by the data and within this application, success/outcome measures, the post holder responsible for each action and a timeline for completion. It should cover current initiatives and your aspirations for the next three years. The action plan should demonstrate how Athena SWAN Charter principles will be sustained and implemented in all the university s STEMM. It may include elements from individual departmental action plans, but should also cover cross-stemm initiatives. Lancaster University Athena SWAN Plan This University Silver Plan, starting from December 2014, incorporates all the actions from the 2011 Bronze renewal submission. The 2011 actions are aligned to the new actions and are referenced and highlighted in green or where there is no 2011 action, the cells are left blank. All of the actions in the 2011 Bronze renewal action plan have been completed, and a copy is enclosed. Section numbers 2 to 6 align to the sections of the Athena SWAN application, and there are no actions for section 1 (Letter of endorsement from Vice-Chancellor). Planned s 2. The self-assessment process 2.1 Produce a guidance booklet for on the Athena SWAN application process at LU Completed E&D Manager Publish booklet March Review March All STEMM have award by April Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 1

2 Planned s 3. A picture of the university, including student and staff data 3.1 Maintain and extend outreach activities so as to offer suitable versions to children across all school ages. Encourage female staff and students to act as role-models in science outreach activities. Departments to acknowledge the importance of these activities. (Ref: 6.5) Outreach activities have increased at departmental/ faculty and university levels. new primary/high school based versions have been added. University and Faculties have introduced outreach funds and Outreach activities are now included in the workload in STEMM Continue to develop outreach activities to attract female UG students into STEMM. Monitor and review. 3.2 Female PGR students in STEMM WITH awards are above national benchmark, whereas those WITHOUT awards are slightly lower. We plan to extend use of best practice in attracting female PGR students to all STEMM activities scheduled Workshop for PG Admissions Officers Sept 2015 Faculty and departmental Outreach officers. University outreach team. ASC and PG Admissions Officers in all STEMM On-going department and University outreach programmes. Annual review in September. Sept Increase female proportion of our UG population in STEMM subjects to a level above national benchmarks aligned to each STEMM subject. Best practice used across STEMM resulting in %female PGR students in all STEMM to Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 2

3 Planned s e.g. to include positive action statement in PGR recruitment literature 3.3 Investigate reasons for slight decrease in female PGR students in STEMM WITHOUT awards. 3.4 The proportion of females among academic staff in SET disciplines remains low in some disciplines and around the average of benchmark data. (Ref: 3.2) A range of staff training, including female only leadership programme has been introduced. Formal and informal mentoring schemes are now fully operational and embedded. Continuously monitor and benchmark individual STEMM department % female staff at each academic grade and role. Data is being closely monitored, benchmarking has been carried out. 3.5 Organise an annual Fellowship Forum with presentations from Fellowship-holders, group discussions, and coaching. Workshop for PG Admissions Officers Sept 2015 RK/DR meeting end June to specify data format data will be taken from Resource-Link data from CORE- Tableau. ASC and PG Admissions Officers in all STEMM HR Information Manager produce reports. HoDs monitor and benchmark. Sept Sept be above national benchmarks. Trend in female PGR students reversed and achieve higher than national benchmark in WITHOUT awards Increase in both numbers and % female academics in STEMM at all grades and roles, achieving at least 10% increase by PVC Research March Annual Forum established. Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 3

4 Planned s Monitor Fellowship applications and success rates by gender. Head of Research & Contract Support Increase in Fellowships application and success rate. 3.6 Increase the proportion of female applicants for academic jobs. (Ref: 4.1) The content of all submitted recruitment literature including adverts, additional information and general recruitment information has been reviewed and enhanced to encourage applications from a wider and more diverse pool. Tailor positive action statements in job adverts to suit each individual department/role with female under-representation. Include Athena SWAN logo in all job adverts as well as links to Lancaster information on family friendly policies. See Staff Diversity actions proposed to E&D Committee May HR Director April Annual reporting to E&D Committee and ASC. Female applications in STEMM to increase by 20% by end of Positive action statements have also been introduced. 3.7 Continue to monitor the levels and trends of female applications and report issues and suggested actions to the University s senior management group See Staff Diversity actions proposed to E&D Committee May E&D Manager April Annual reporting to E&D Committee and ASC. Increase female appointments in particular Lecturer, SL and Professorial appointments to achieve 20% increase by end of Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 4

5 Planned s 3.8 Incorporate Unconscious bias (UB) in all professional development activities, including staff recruitment training. 3.9 Continue a female Leadership Programme Collect exit (destination) data of research staff, as one measure of effectiveness of career development opportunities. (Ref: 4.2) On-line systems have been developed to collect destination data, and we have 1 year s data collected, which is insufficient to draw conclusions at this stage. Further develop the systems to collect information on reasons for leaving. Continually monitor destination data, and assess what actions are needed. MoU with all trainers includes UB. See Staff Diversity actions proposed to E&D Committee May Jan 2015 to July 2015 programme scheduled. CB to add 2 or 3 key survey questions to the letter sent by HR following resignations. OED Development Manager HR Director OED Organisation Developer E&D Manager ASC April On-going April Annual programme. Sept 2015 Annual Increased awareness of UB. All recruiting panel members trained in UB by More female academics are represented at Senior positions and decision making committees. Better understanding of reasons for leaving in particular for grades 6, 7 and 8. Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 5

6 Planned s 3.11 Further develop Performance & Development Review (PDR) form and guidance so that PDR is more explicitly used for identifying the development needs and the route to promotion Repeat of Making Professor Workshop and ongoing mentoring after the event. (Ref: 5.1) "Making Professor " events have been successfully organised in 2012 and A survey will be carried out on the effectiveness of PDR in terms of promotion planning. Repeat Making Prof. Event Working Group on PDR will be established April 2015 Survey will be carried out in April 2016 Head of OED ASC AS Chair and E&D Manager April 2015 April 2016 Sept.2016 on a bi-annual basis. Obtain high satisfaction (over 80%) in survey concerning PDR and promotions. Change to over 85%? check survey Achieve at least equal proportion of female to male promotions to professorial grade Information on numbers and distribution of staff enrolment for OED courses to ensure equity of use of this development opportunity. (Ref: 5.3) Systems have been developed, and data analysed for the last year. Continually monitor take-up of OED development activities, identify under-represented groups and take necessary action. To produce data reports annually. Reports Sept 2015 OED Development Manager Sept Ensure at least equal proportion of female to male take-up of OED development opportunities. Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 6

7 Planned s 4. Evidence of impact on university and department good practice 4.1 Lancaster has good female membership on University decision-making committees and senior appointments. (Ref: 6.4) Senior appointments and female representation on University decision making committees have been monitored, and at present are: -Senior man gt 44% -Council 29% -Senate 29% -UPRG 50% -E&D Com 64% -Finance Com 43% -Promotions Com 43% Maintain current level of female representation at University senior management and University committees. 4.2 All Departments to provide HR with an appropriate positive action statement suitable for their job adverts ASC meeting to address this is scheduled for 16 th June See Staff Diversity actions proposed to E&D Committee May E&D Manager report to ASC annually, and any issues will be reported as appropriate. HoDs and HR Director 16 th June 2015 March 2015 Maintain current levels of female representation of University senior management at 44% and enhance female membership of university decision-making committees to above 40% Increase applications from under representative groups by at least 20% by end of 2017 Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 7

8 4.3 Encourage increase in proportion of female academics that apply for promotion. (Ref: 5.1) PDRs have been used to encourage applications. Information has been disseminated about procedures and deadlines. Monitoring of applications has taken place at Faculty level. Planned s Monitoring promotion applications and success rate by gender, and reporting annually. Reports Sept 2015 HR Information Manager Sept Increased applications and success rate of female promotions at all grades. Achieve at least equal proportion of female to male promotions to grade 8 and 9. Making Professor events has been successfully run in 2012 and In addition, promotion criteria and processes have been reviewed in 2013/14. New promotion criteria and practices were introduced in Oct Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 8

9 Planned s 4.4 HR to send the individual staff (those close to the top of their grade scale) a letter to invite them to consider applying together with the promotion criteria and guidelines for filing the application. Also, more examples of successful applications will be published on HR website. 4.5 Review level of provision of childcare facilities to ensure they continue to meet demand. (Ref: 7.2) Childcare provision has been reviewed. Increase the capacity of childcare facilities through the school holiday periods, with additional sports camps at school half-term to meet increasing demand. Scheduled for Sept NT to check gender balance of those close to top of grade. Links to PDR project, A proposal to increase the capacity of "sports camps" for school halfterms has been submitted to the Director of Facilities. HR, Head of Service Delivery Director of planning and Facilities Sept Oct 2015 Increase in promotion applications from female academics. Receive applications from all female staff (100%) approaching the top of their grade scale (within 2 points of top). Provision of additional facilities to meet future demand for childcare. Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 9

10 4.6 Ensure equitable distribution of workload across male and female staff. (Ref: 6.1) Workload allocation at STEMM have been reviewed to ensure all activities have been given appropriate time and there is no gender imbalance. New guidelines have been produced in STEMM. Planned s Review academic administrative role allocation in all across the whole University to identify if there is any gender bias, and to achieve a balanced allocation. The outcome of the review will be reported to Working Group on Academic Workload. Survey to be conducted on workload equality. 4.7 Provision of funds to cover childcare incurred by work beyond the normal contracted requirements (e.g. attending conference, networking and field work) Meeting of Working Group on Academic Workload June Survey April 2016 ASC will be submitting a proposal to University senior management group to request a budget for this activity on an annual basis. HR Director ASC University senior management group. May 2015, with implementation in Oct Survey in April 2016 Establish funds in May Annual budget review to meet demand. Transparent and equitable workload allocation to be operating across the whole University. 100% survey satisfaction Improved visibility and research dissemination of female academics. Funds awarded to each individual case. Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 10

11 4.8 Raise awareness amongst HoDs about university policies for the benefit of staff. (Ref: 6.3) 4.9 Collect data and monitor levels of flexible working. (Ref: 7.1) This is done through HoDs induction and other development events and regular HoD news updates from HR Data collection system has been setup in 2013 to keep systematic records of requests for changes in working patterns under the flexible working policy. New guidance on flexible working has been introduced. Planned s Promote to all staff (e.g. via annual mail-shots, staff intranet) information on supportive and developmental opportunities, including maternity leave; promotions; child-care; flexible benefits; and mentoring. Survey to be conducted on level of awareness of the above. Further enhance guidance on particular types of Flexible Working, such as remote/home working Undertake a University Staff Survey. Examine and act on results from a gender equality perspective, with a focus on academic roles in STEMM. A health and wellbeing event is being considered as part of the promotion. Survey April 2016 To enhance guidance on flexible working. Gender breakdown analysis is June 2015 Head of HR Strategy ASC Nov Survey in April 2016 HR Partner Dec for publishing new guidance Head of HR Strategy Oct 2015 complete analysis of survey results Increased awareness and take-up of the wide range of flexible working arrangements 100% survey awareness Better accommodating staff needs with regard to flexible working Identification and resolution of any gender equality issues Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 11

12 Planned s 5. Embedding Athena SWAN 5.1 Increase support for Athena SWAN 5.2 Develop guidance/tools/checklist(s) to help further consider gender equality in their Annual Teaching Review 5.3 Develop guidelines for the website and intranet, which aim to make our communications more representative of our inclusive culture and values. 5.4 Collect and publish Athena SWAN Good Practice report, annually. HR Director Academic Registrar ASC and Head of Internal Communications To establish increased support by May April 2016 Sept 2015 ASC June 2015 Annual update All STEMM have award by April 2016 Departments gain better understanding of equality and diversity issues. A better representation of the university's inclusive culture Good practice shared throughout the University. Including take-up by social sciences and business management faculties in order to be prepared for Athena SWAN submission when available for non- STEMM subjects Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 12

13 Planned s 5.5 Undertake promotion workshops in all STEMM. 5.6 Increase awareness of Athena SWAN agenda across all SET and the university. (Ref: 3.1) Athena SWAN is now an standing agenda item on PRCs and on all STEMM department staff meetings. All STEMM Departments have SAT and are either award holders or are preparing for submission for an award. The Athena SWAN website has been enhanced. Production of calendar of AS events across the university to include all departmental, faculty and university organised events calendar of events will be published in March 2015 HoDs/Members of promotion committee Nov ASC March 2015 At least equal female/male promotions Increased participation in AS events and increased awareness of AS across the university. Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 13

14 6 Other issues 6.1 Conduct a further, more indepth equal pay review, to include professorial pay (Ref: 6.2) LU s most extensive EPR to date was conducted in , including professorial pay and pay allowances. This confirmed the University s strong position regarding wide application of a job evaluation scheme, which helps ensure equal pay for work of equal value. Planned s Develop solutions to particular issues identified in the EPR: Particular detailed identified aspects of the pay scales Particular identifies groups above grade 9 Particular pay allowances A series of actions are scheduled to address identified issues. HR Director Overall gender pay gap calculated annually in March. Full Equal Pay Review every 3 years (next in March 2017). Identified gender pay differences resolved. Some issues were identified in the EPR: Particular detailed identified aspects of the pay scales Particular identifies groups above grade 9 Particular pay allowances Lancaster University Athena SWAN Plan. Last updated: 28 May 2015 ASC denotes Athena SWAN Committee 14