Attaining Athena swan: Good Practice Highlights from the April 2013 round Departmental Award



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Attaining Athena SWAN: Good Practice Highlights from the April 2013 round
Departmental Award (School level)
Reviewed: 15 Nov 2013 – Sukhi Bains, E&D HR, University of St Andrews

Source: http://www.athenaswan.org.uk/content/april-2013-awards-booklet-published


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Department/School, Institution

Level

Quote

Theme

Staff/

Student


School of Computer Science, University of Nottingham

Bronze

Outreach fully integrated into workload model and appraisal.

Appraisal, Workload model

Staff

Research Institute for Primary Care and Health Sciences, Keele University

Silver

Processes for overview of appraisals.

Appraisals

Staff

School of Chemistry, University of Nottingham

Bronze

Career break scheme.

Career break

Staff

Department of Computer Science, University of Sheffield

Bronze

3-year reduction in teaching for new lecturers.

Career development

Staff

Department of Physics, University of Cambridge

Silver

A strong career development programme.

Career development

Staff

School of Pharmacy and Pharmaceutical Sciences, Cardiff University

Silver

Postdocs have an opportunity to spend 20 per cent of their time on independent research and taking a more active part in teaching.

Career development

Staff

Lancaster Environment Centre, Lancaster University

Bronze

‘Making fellows’ workshop has led to two female participants who would otherwise not have considered this option applying for fellowships.

Career development

Staff

Division of Otorhinolaryngology, University of Nottingham

Silver

Case studies from female staff to demonstrate how they are supported with their career development and balancing work and home life.

Career development

Staff

Medical School, University of Sheffield

Silver

The think ahead programme for career development, which has now been rolled out to other faculties.

Career development

Staff

Department of Health Sciences, University of York

Bronze

All at risk individuals are offered £2000 to address training needs.

Career development

Staff

National Perinatal Epidemiology Unit, University of Oxford

Silver

Established researchers involve earlier career researchers in grant application process by naming co-applicants and/or through shadowing.

Career development

Staff

Department of Cardiovascular Medicine, University of Oxford

Bronze

The department provides funding to bridge individuals between fixed-term contracts.

Career development

Staff

School of Geography, University of Nottingham

Bronze

Staff know they can work from home one day a week without a formal arrangement.

Flexible working

Staff

Department of Civil and Structural Engineering, University of Sheffield

Bronze

The number of good initiatives in place for flexible working and career breaks.

Flexible working

Staff

Department of Human Communication Sciences, University of Sheffield

Bronze

56 per cent of staff working flexibly.

Flexible working

Staff

Department of Mathematics, University of Warwick

Bronze

Staff often work from home during school holidays, and children are welcomed to departmental social occasions.

Flexible working

Staff

Division of Psychology and Language Sciences, University College London

Silver

Paternity/adoption leave policy is discussed at induction, employees are made aware that UCL promotes shared maternity/paternity leave.

Induction

Staff

Nuffield Department of Surgical Sciences, University of Oxford

Bronze

Department responded to poor induction figures, and this is now routinely conducted for all departmental appointments, with 94% finding this useful.

Induction, Surveys

Staff

Faculty of Engineering, University of Leeds

Bronze

Changing the job title of senior lecturer to associate professor.

Job titles

Staff

Department of Engineering, University of Cambridge

Bronze

A mentor from outside the management chain is assigned to each newly appointed member of academic staff.

Mentoring

Staff

School of Mathematics, University of Edinburgh

Bronze

Each new member of the school has a mentor for their first two years.

Mentoring

Staff

Department of Chemistry, Imperial College London

Gold

Mentoring is rewarded in the promotions process.

Mentoring

Staff

School of Psychology, Keele University

Bronze

Peer e-mentoring scheme for students.

Mentoring

Student

School of Health Sciences, University of Nottingham

Bronze

Proposal to identify potential research staff among students and then mentor them.

Mentoring

Student

School of Mathematical Sciences, Queen Mary, University of London

Bronze

Induction buddies and mentors as part of a large suite of support for staff.

Mentoring

Staff

Department of Civil and Environmental Engineering, University of Strathclyde

Bronze

Student-student mentoring scheme, where most female students are matched with female mentors.

Mentoring

Student

Institute of Neurology, University College London

Bronze

Clinical and non-clinical ‘maternity mentors’ who have taken leave whilst at the institute themselves.

Mentoring

Staff

School of Medicine, University of Manchester

Bronze

Parents supported to share dual parenting leave.

Parenting leave

Staff

School of Biosciences, University of Birmingham

Bronze

Procedures to support pregnant undergraduates.

Pregnancy/

Maternity

Student

Department of Veterinary Medicine, University of Cambridge

Bronze

Support mechanisms in place for female students who take a period of maternity leave.

Pregnancy/

Maternity

Student

School of Medicine and Institute for Science and Technology in Medicine, Keele University

Bronze

Phased return after maternity leave.

Pregnancy/ Maternity

Staff

Department of Psychiatry, University of Oxford

Bronze

The maternity buddies system within a strong maternity package.

Pregnancy/ Maternity

Staff

School of Chemistry, University of St Andrews

Bronze

An additional six months’ PhD funding for students who become pregnant.

Pregnancy/ Maternity

Student

Department of Biological, Biomedical and Analytical Sciences, University of the West of England, Bristol

Bronze

Designated car park space for expectant mothers.

Pregnancy/ Maternity

Staff

Institute of Ageing and Chronic Disease, University of Liverpool

Bronze

After returning from maternity leave, staff are given priority for research support budget pump-priming grants.

Pregnancy/ Maternity

Staff

Department of Psychology, Durham University

Silver

Staff identify that promotion system is clearly articulated and blind to age and gender.

Promotion

Staff

School of Engineering, University of Edinburgh

Bronze

As a result of the findings of focus groups, discussion of promotion during the appraisal is mandatory.

Promotion

Staff

Department of Cardiovascular Sciences, University of Leicester

Bronze

The departmental executive directly reviewing the position of all staff members to identify individuals for consideration for promotion.

Promotion

Staff

Department of Chemistry, University of Leicester

Bronze

Special circumstances taken into account in promotion, mirroring REF.

Promotion

Staff

Department of Computer Science, University of Leicester

Bronze

Individuals can be nominated for promotion by the head of department who oversees the compulsory annual appraisal meeting.

Promotion

Staff

School of Biological and Chemical Sciences, Queen Mary, University of London

Silver

3 routes for promotion based on research, teaching or ‘enabling activities’, or a combination of these.

Promotion

Staff

School of Dentistry, University of Manchester

Bronze

Job advertisements include reference to flexible working options.

Recruitment

Staff

Department of Physiology, Anatomy and Genetics, University of Oxford

Bronze

Selection panels must include at least one female member of staff, and are always monitored by a representative from HR.

Recruitment

Staff

School of Mathematics and Physics, Queen’s University Belfast

Silver

Logos (Athena SWAN and Times Top 50 employers for women) used on adverts.

Recruitment

Staff

Department of Computer Science, Royal Holloway, University of London

Bronze

Shortlisting and interview panels include at least one female academic.

Recruitment

Staff

Division of Medicine, University College London

Silver

Female senior postdoctoral researchers will be trained and invited to sit on staff recruitment panels.

Recruitment

Staff

School of Clinical Sciences, University of Bristol

Bronze

A seminar series had been moved as a result of consultation, and a new one is planned with a focus on attracting high profile female speakers.

Speakers

Staff

Department of Health Sciences, University of Leicester

Silver

Gender balance among ‘super seminars’ speakers.

Speakers

Staff

Institute of Ophthalmology, University College London

Bronze

Eminent female scientists are invited to give a scientific seminar, followed by a panel discussion publicising and reviewing Athena SWAN activities.

Speakers

Staff

Exeter Medical School, University of Exeter

Bronze

Focus groups used to explore discrepancy in promotion rate and many positive actions put in place.

Surveys

Staff

Nuffield Department of Obstetrics and Gynaecology, University of Oxford

Bronze

All staff were invited to provide input to the action plan, based on their interpretation of the staff survey findings and any other observations.

Surveys

Staff

School of Biological Sciences, University of East Anglia

Bronze

An engagement tracker, staff survey at promotional level and an on-campus family room.

Surveys,

Facilities

Staff

School of Chemistry, University of Birmingham

Bronze

Core hours of 9.30–15.00.

Timings

Staff

School of Civil Engineering, University of Birmingham

Bronze

All social gatherings held at lunchtime.

Timings

Staff

School of Mathematics, University of Birmingham

Bronze

The mid-week morning coffee break for all staff, attended by the head of school.

Timings

Staff

Institute of Learning and Teaching, University of Liverpool

Bronze

Special consideration to meetings not being held in school holidays.

Timings

Staff

Department of Materials Science and Engineering, University of Sheffield

Bronze

Meeting days rotated to allow part-time staff to attend.

Timings

Staff

School of Clinical Medicine, University of Cambridge

Silver

Termly events to support women, including CV surgeries for academic trainees.

Timings,

Career development

Staff

School of Medicine, University of Leeds

Bronze

Workshops specifically aimed at women include ‘me not we’ to help women promote themselves as individuals.

Training

Staff

Institute for Women’s Health, University College London

Silver

Unconscious bias training is compulsory for all line managers.

Training

Staff

School of Psychological Sciences, University of Manchester

Bronze

Submission was circulated to staff and postgraduate research students in the school for critical review.

Transparency

Staff

Department of Paediatrics, University of Oxford

Bronze

All committee meeting minutes are published on the new departmental SharePoint.

Transparency

Staff

Mathematical Institute, University of Oxford

Bronze

Athena SWAN webpages.

Website

Staff

School of Chemistry, University of Manchester

Silver

Website features ‘student spotlights’ with a mix of men and women from different backgrounds talking about their experiences in the school.

Website

Student

Strathclyde Institute of Pharmacy and Biomedical Sciences (SIPBS), University of Strathclyde

Bronze

Roles in workload model rotated every three years.

Workload model

Staff

Mental Health Sciences Unit, University College London

Silver

Administrative and extraordinary roles are rotated every few years and accommodated into individuals’ job plans.

Workload model

Staff




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