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