athena swan bronze department award application · athena swan bronze department award application...

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AthenaSWANBronzedepartmentawardapplicationNameofuniversity:Birkbeck,UniversityofLondon

Department:DepartmentofPsychologicalSciences

Dateofapplication:30November,2015

DateofuniversityBronzeand/orSilverSWANaward:August,2012

Contactforapplication:MikeOaksford

Email: [email protected]

Telephone:02070790879

Departmentalwebsiteaddress:http://www.bbk.ac.uk/psychology/

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Tableofacronymsused

AD AssistantDeanAP ActionPlanASM AssistantSchoolManagerBRIDGE BirkbeckResearchintoDevelopmentalGEnomicsBUCNI Birkbeck/UCLCentreforNeuroimagingCBCD CentreforBrainandCognitiveDevelopmentCCCM CentreforCognitiveandComputationalModellingFTE Full-timeequivalentHEIDI HigherEducationInformationDatabaseforInstitutionsHoD HeadofDepartmentHR HumanResourcesIT InformationTechnologyLSE LondonSchoolofEconomicsMERLiN MaceExperimentalResearchLaboratoriesinNeuroscienceMRC MedicalResearchCouncilPDR ProgressandDevelopmentReviewPDRA Post-doctoralResearchAssociatePG PostgraduatePGR ResearchPostgraduatePGT TaughtPostgraduateRA ResearchAssociateREF ResearchExcellenceFrameworkSAT SelfAssessmentTeamSD StandardDeviationSL SeniorLecturerSPG StrategicPlanningGroupUB UnconsciousBiasUCAS UniversitiesandCollegesAdmissionsServiceUCL UniversityCollegeLondonUG UndergraduateVPN VirtualPrivateNetwork

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1.Letterofendorsementfromtheheadofdepartment:maximum500words

Ms.SarahDickinsonEqualityChallengeUnit7thFloorQueen’sHouse55/56Lincoln’sInnFieldLondon,WC2A3LI

23rdNovember,2015DearMs.Dickinson,IamdelightedtowriteinsupportofthissubmissionforanAthenaSWANDepartmentalBronzeaward.IamtheHeadofDepartmentandanactivememberofthePsychologicalSciencesAthenaSWANSelfAssessmentTeam.Assuchithasbeenanextremelyvaluableandinformativeexercise,onewhichwillenhancethecareerprospectsofallstaff,notonlywomen,becauseithasfocusedourattentiononpotentiallydiscriminatorymanagementandadministrativepracticesthataffectallstaff.Thisisahighlysuccessfuldepartment,whichdependsforitssuccessonrecruitingandnurturingsomeofthebestresearchpsychologistsintheworld.Tomakethebestofourtalentpoolabsolutelyrequiresthatweenableequalopportunitiesforallourstaff.Themajorityofourstudents,UGandPG,arefemale,andalthoughthisbalanceisretaineduptoReader,thereisdropoffatProfessor(i.e.,inthisdepartmentwomenarenotgettingtothehighestlevels).AthenaSWANhasprovidedthecrucialcatalystinallowingustoreflectonthecurrentstructuresandpracticesinplaceinthedepartmentandwhetherthesearefitforpurposeinpromotingequality.Inparticular,preparingthissubmissionandcollectingthedataonwhichitisbasedhasallowedustotakeanindepthsnap-shotofwhereweare,enabledustoidentifywhatneedstochange,andtosetgoalsforthefuture.Thedatawehavecollected,bothfromgeneralsourcesandfromourquantitativeandqualitativestaffsurveys,haveidentifiedanumberofareastowhichweneedtoattend.Whilewehadmentoringarrangementsforearlycareerstaff,thisdidnotextendbeyondprobationtoallnon-professorialstaff.Wealsoidentifiedalackofcommunicationaboutdepartmentalorganizationandworkloadallocation,whichmaypreventstafffrominfluencingchangeinthedepartment.Despitenosignificantgenderdifferencesbeingobservedinourworkloadmodel,thereweretrendsforwomentohaveloweradminallocationsandgreaterteachingallocations.Wealsoidentifiedalackofwomenonimportantdecision-makingcommittees.Someofourkeyactionpointsinclude:

• ProvidingmandatoryyearlyPDRs(AP2.2)• CreatingaProfessorialMentoringGroup;eachnon-professorialmemberofstaffwillhavea

genderspecific(ifdesired)professorialmentor(AP2.3,2.4)• CreatenewinductionmaterialsandStaffManual(AP3.2)

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• Annualreviewofcommitteemembershiptoensuregenderbalance(AP4.1)• AppointmentofParentalChampion(AP5.1)

Theself-assessmentprocesshasservedtoidentifyalargerangeofissuesinthedepartmentaroundequality.Tacklingthesewillcreateaneffectivemanagementculture,whichhastheAthenaSWANprinciplesembeddedwithinit.ItisimportantforourdisciplineandforScienceingeneralthatwecreateanenvironmentthatallowsthetalentsofallourstafftothrive.YoursSincerely,

ProfessorMikeOaksfordHeadofDepartmentofPsychologicalSciences

Department of Psychological Sciences Mike Oaksford, PhD, DSc, FBPsS Head of Department

Malet St Bloomsbury London WC1E 7HX

Switchboard 020 7631 6000 Tel +44 (0)20 7079 0879 Email [email protected]

Section1:494words

2. Theself-assessmentprocess:maximum1000words

a) Adescriptionoftheselfassessmentteam:members’roles(bothwithinthedepartmentandaspartoftheteam)andtheirexperiencesofwork-lifebalance.

Ourteamiscomposedofacademics,researchers,administrativestaff,andstudents,withabroadrangeofroles,responsibilities,andperspectivesonthedepartment.SinceourunsuccessfulapplicationinApril2014,wehavebroadenedtheSATtobetterrepresentthedepartment,includingtheHoD,moremen,PhDstudents,andpostdoctoralresearchers.SixSATmembersarealsomembersofthecollegeSAT(NA,BBG,TG,ML,BS,GS),andfoursitonthedepartmentalStrategicPlanningGroup(NA,DM,MO,AR).Wearethuswellintegratedwiththemanagementofthedepartmentandwithwideractionsonequalitiesinthecollege.

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Table1:MembersoftheSAT

NaomiAdamsNaomiistheAssistantSchoolManager,responsibleforpostgraduatestudentsandresearch.Herpartnerworksinconstruction.

BelindaBrooks-GordonBelindaisaReaderandAssistantDeanforEqualities.Shehasfourchildren,twowhowork,oneatuniversity,andoneatprimaryschool.HerpartnerisanacademicinCambridge.

TeodoraGligaTeodoraisProgrammeLeaderfortheMRCfundedBASISstudyattheCBCD.SheorganisestheCentre'sseminarseries.HerpartnerisanengineerforTransportforLondon.

AnnetteKarmiloff-SmithAnnetteisaProfessorialResearchFellowandthedepartmentalParentalChampion.Shehastwodaughtersfromapreviousmarriageandsevengrandchildren.Hersecondhusbandisalsoanacademic.

NatashaKirkhamNatashaisaSeniorLectureranddirectoroftheMScinDevelopmentalSciences.Shehasthreechildreninprimaryschool,andherhusbandisaSeniorLecturerinPsychologyatUCL.

MatthewLongoMattisaProfessorandSATHead.HispartnerisapsychologyLectureratBrunelUniversity.TheyhaveaninfantdaughterandMattwillstarta6-monthpaternityleaveinJanuary2016.

DenisMareschalDenisisDeputyHoDandCBCDco-Director.Hehasheldalmosteverymanagementroleinthedepartmentatsomepoint.Hehasthreeteenagechildren,whomheactivelyco-parentswithhispartner,asenioracademicattheLSE.

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MikeOaksfordMikeisaProfessorandHeadofDepartment.HispartnerisNeuropsychologyLeadattheRoyalFreeHospital.Mikehasthreegrown-upchildren,andonegrandchildaged4.

AnneRichardsAnneisaProfessoranddirectoroftheMERLiNlabs.Shehasthreechildrenandonegrandchild.HerpartnerisaPsychologyProfessoratGoldsmiths.

RenataSadibolovaRenataisaPhDstudentandateachingassistant.SheliveswithherpartnerwhorecentlyfinishedhisPhDinComputerScience.

VictoriaSouthgateVickyisaSeniorLecturer.ShepreviouslyheldaWellcomeTrustCareerDevelopmentFellowship.Shehastwoyoungchildren.

BenSpittlesBenistheHRBusinessPartnerfortheSchoolofScience.Heismarriedwithayoungson.

GermaineSymonsGermaineisapart-timePhDstudentandLearningSupportOfficer.Sheisasinglemotherwithtwoteenagechildren.Shepracticesyogaandreligiouslyadherestoherlunchbreaks.(Sheprefersherpicturenotbeused.)

LuigiTamèLuigiisapostdoctoralresearcherinthedepartment.HepreviouslyheldaMarieCurieIntra-EuropeanFellowship.Hispartnerworksasanarchitect.

AdamTierneyAdamisaLectureranddepartmentaldisabilitiesrepresentative.HispartnerisabartenderatBrewdogShoreditchandfreelancesciencewriter.

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LeslieTuckerLeslieisResearchSupportLeaderfortheCBCD.Sheisactiveinhercommunityandspendshertimegoingonexcursionswithhernieceandnephew,bothaged12.

b) Anaccountoftheselfassessmentprocess:detailsoftheselfassessmentteammeetings,includinganyconsultationwithstafforindividualsoutsideoftheuniversity,andhowthesehavefedintothesubmission.

TheSAThasmetbimonthlytodiscussdatacollection,analysis,anddeveloptheactionplan,shiftingtomonthlymeetingsinthelead-uptothisapplication.Inaddition,sub-groupsmetfrequentlytoworkonspecificaspectsofthequestionnaire,datacollectionandanalysis.Weconductedawide-rangingsurveytoidentifyissuesandareasofdepartmentallifewherepeoplehadconcerns.Wefollowedupthesespecificissueswithamorefocusedquestionnaireaskingforqualitativecomments.Inaddition,aseparatesurveywassenttopeoplewhohadchildreninthepastfiveyears.Detailsofthesesurveyswillbediscussedthroughoutthisapplication.

WealsoworkedwithHRandregistrytoobtainthedatawereport.Sinceourprevioussubmission,thecollegehasappointedanHRInformationManagerandimprovementshavebeenmadetothedatacaptureandreportingabilitiesofHRdatabases.Thesechangeswereinpartpromptedbythedifficultiesencounteredinpreviouscollege-wideanddepartmentalAthenaSWANapplications.Asaresult,obtainingdatawasmuchsmootherthanbefore,andwearenowabletoreportthedatawhichwecouldnotobtaininourprevioussubmission.

WealsoconsultedwiththecollegeSATandtheBiologicalSciencesSAT,whowererecentlyawardedanAthenaSWANBronzeAwardafteraninitialunsuccessfulapplication.Finally,giventhatallthreedepartmentalBronzeAwardapplicationsfromBirkbeckin2013-14wereunsuccessful,someofus,aspartofagroupfromthecollegeSAT,visitedtheEqualitiesChallengesUnitinFebruary2015forconsultationaboutthefeedbackwereceivedandtodiscussfuturesteps.Collectively,thisfeedbackandconsultationhavebeeninvaluableinhelpingustakestockofourpreviousfailedapplicationandtoputtogetherwhatwefeelisasignificantlyimprovedassessmentofissuesinourdepartmentandactionplantoaddresstheseconcerns.

c) Plansforthefutureoftheselfassessmentteam,suchashowoftentheteamwillcontinuetomeet,anyreportingmechanismsandinparticularhowtheselfassessmentteamintendstomonitorimplementationoftheactionplan.

TheSATwillcontinuetomeetbi-monthly.Implementationoftheactionplanwillbemonitoredatthesemeetings.Inaddition,theSATreportstothedepartmentalManagementcommittee(seeFigure2,below)andwillalsobrieftheStrategicPlanningGroup(SPG).

Asdiscussedbelow,amainconcernidentifiedinourstaffsurveyconcernedcommunicationfromdepartmentalcommitteestostaff.Thus,reportingfromtheSATwillbeinlinewiththemoregeneralchangeswearemakingtocommunicationinthedepartment.Specifically,theSATwillreporttostaffthrough:(1)postingofmeetingminutestothestaffintranet,and(2)reportsfrom

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theSATheadattermlydepartmentalmeetings(whereAthenaSWANhasbeenastandingagendaitemsince2013)willincludeprogressontheactionplanandfeedbacktostafftocommentonsurveyfindings.

Section2:1,000words

3.Apictureofthedepartment:maximum2000words

a) Provideapen-pictureofthedepartmenttosetthecontextfortheapplication,outlininginparticularanysignificantandrelevantfeatures.

Figure1:ThepositionoftheDepartmentofPsychologicalScienceswithintheCollege

Birkbeck,UniversityofLondon,isauniqueinstitution,traditionallyspecialisinginpart-timeeveningeducation,between6and9pm.Thus,BirkbeckattractsaverydifferentstudentbodyfromotherUKinstitutions,typicallyolderandfrequentlywithfulltimedayjobsandfamilies.Recently,BirkbeckhasalsobegunadmittingUCASstudents,whilepreservingourlongstandingevening-onlymodelforundergraduateteachingalongsidepostgraduateteachingbothduringthedayandintheevening.TheDepartmentofPsychologicalSciencescombinesthetraditionalBirkbeckmissionofprovidinghigh-qualityeveningeducationwithaverystrongresearchfocus,asevidencebythedepartmentbeingranked5thintheUKintheResearchExcellenceFrameworkExercisein2014.

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Figure2:Organisationofthedepartment

Inadditiontopart-timeandfull-timeundergraduatecourses,thedepartmentoffersanMPhil/PhDdegree,aswellasseveralspecialisedtaughtpostgraduatecoursesrelatedtoourresearchstrengths:includingCognitiveNeuroscience&Neuropsychology,DevelopmentalSciences,Cognition&Computation,andEducationalNeuroscience.Inadditionweofferapart-timecourseforstudentswithpreviousundergraduatedegreesinadifferentsubject.Studentscantakea4-yearcourseandgainanMScinPsychology,withoptionstofinishafterthreeyearswithaPostGraduateDiploma.

Researchwithinthedepartmentisparticularlystrongincognitiveanddevelopmentalneuroscience,cognitivemodelling,qualitativeresearch,andfamilyandhealthpsychology.Thedepartmentincludesseveralresearchcentreswithconcentratedstrengthsineachoftheseareas,includingtheCentreforBrainandCognitiveDevelopment(CBCD),whichhousestheBabyLab,theDevelopmentalNeurocognitionLab;theGenesEnvironmentLifespanLab;theBirkbeck/UCLCentreforNeuroimaging(BUCNI);theInstitutefortheStudyofChildren,Families,&HealthPsychology;theMaceExperimentalResearchLaboratoriesinNeuroscience(MERLiN)whichhousesseverallabsincognitiveandaffectiveneurosciences,therecentlyestablishedCentreforCognitiveandComputationalModelling(CCCM),andtheBirkbeckResearchIntoDevelopmentalGEnomics(BRIDGE)lab,arecently-completedwet-labforgeneticresearch.Oftheseeightinstitutes,fivearedirectedbywomen.InadditionourdepartmentcollaborateswiththeUCLInstituteofEducationinrunningtheCentreforEducationalNeuroscience.Thedepartmenthassubstantialexternalgrantfundingfromresearchcouncils,theEU,charities,andgovernmentalcontracts,leadingtotheuseofmanyfixed-termcontractslinkedtoindividualprojects.Inaddition,thedepartmenthasavibrantinternationalcommunityofPhDstudentsandpostdoctoralresearchers.

Oursurvey,despiterevealingsomeareasforimprovementthatwewilldiscuss,showedthatpeopleonthewholefindthedepartmentapleasantandsupportiveplacetowork.Indeed,

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substantialmajoritiesagreedthattheyfeelsupported(80%),partofthedepartment(81%),thatthereisapleasantworkingatmosphere(88%),thattherearewaystheycancontributetoDepartmentallife(91%),thatthedepartmentisfamily-friendly(87%),supportsflexibleworking(95%),iswomen-friendly(82%),andsupportswork-lifebalance(78%).

Studentdata

b) Providedataforthepastthreeyears(wherepossiblewithclearlylabelledgraphicalillustrations)onthefollowingwithcommentaryontheirsignificanceandhowtheyhaveaffectedactionplanning.

(i) Numbersofmalesandfemalesonaccessorfoundationcourses–commentonthedataanddescribeanyinitiativestakentoattractwomentothecourses.

OurdepartmentdoesnotofferanyLevel3qualifications.However,wedoofferaFoundationdegreeatLevels4and5.

Figure3:Numbersofstudentsenrolledonmodularandfoundationdegrees.Numbersinboldarepercentageoffemales.

Thereisaclearpreponderanceoffemalestudentsacrossouraccessandfoundationcourses.Asdiscussedbelow,thisisinlinewiththegeneralgenderbalanceacrossthefullrangeofourtaughtcourses,andwiththesectormorebroadly.

(ii)Undergraduatemaleandfemalenumbers–fullandpart-time–commentonthefemale:maleratiocomparedwiththenationalpictureforthediscipline.Describeanyinitiativestakentoaddressanyimbalanceandtheimpacttodate.Commentuponanyplansforthefuture.

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Figure4:Numbersofstudentsenrolledonpart-time(leftpanel)andfull-time(rightpanel)BSccourses.

Table2:PercentageoffemaleundergraduatestudentsatBirkbeckcomparedtothenationalaverageinPsychology,obtainedfromtheHigherEducationInformationDatabaseforInstitutions(HEIDI;http://www.heidi.ac.uk/),thoughunfortunatelydatafromthe2014-15academicyeararenotyetavailable.

2012-13 2013-14 2014-15Birkbeck 75.0%(573) 75.2%(540) 74.7%(490)

UKAverage 78.6%(91,560) 78.9%(92,860) *Dataarecombinedacrossfull-timeandpart-time.TotalNisshowninparentheses.*2014-15datanotyetavailable.

Consistentwiththedataonaccessandfoundationcourses,thereisaclearpreponderanceofwomenonourundergraduatecourses.Thisisfullyinlinewiththesectorasawhole,inwhichapproximately80%ofpsychologyundergraduatesintheUKarewomen.ThoughourstudentbodydiffersfromthatofmostotherUKuniversitiesinseveralways,itiswellinlinewiththeoverallpreponderanceoffemalestudentsseenacrossthesector.Thesedatasuggestthat,incontrasttomanyotherSTEMsubjects,attractingwomentostudypsychologyattheundergraduatelevelisnotaproblem.Wewillcontinuetomonitorthesenumbers,andaimtomaintainrepresentationoffemalestudentsinourundergraduatecoursesinlinewiththesector.

Theseresultsprovidenoevidencethatinterestedandqualifiedfemaleapplicantsarefailingtotakeadvantageofourcourse.However,thepreponderanceoffemalestudentsmayproduceanunconsciousbiastowardsmalestudentswhostandoutbecauseoftheirrelativescarcity.Aswewillsee,anonymisedmarkingseemstoindicatethatthispossiblesourceofbiasdoesnotaffecttheproportionsofmenandwomenobtainingfirstclassor2.1degrees.Nonetheless,itisimportanttoraiseawarenessofthispotentialissueamongststaffasaspecificactionpoint.

Actions1.1:ObtainandreviewUGdestinationdatabygender1.2:CollectandmonitorUGstudentdata4.2:Membersofstafftocompleteunconsciousbiastraining

(iii)Postgraduatemaleandfemalenumberscompletingtaughtcourses–fullandpart-time–commentonthefemale:maleratiocomparedwiththenationalpictureforthediscipline.Describeanyinitiativestaken

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toaddressanyimbalanceandtheeffecttodate.Commentuponanyplansforthefuture.

Figure5:Numbersofstudentscompletingpart-timeandfull-timetaughtpostgraduatecourses.

Table3:PercentageoffemalestudentscompletingpostgraduatetaughtdegreesatBirkbeckcomparedtothenationalaverageinPsychology,takenfromHEIDI

2012-13 2013-14 2014-15Birkbeck 85.7%(49) 70.4%(71) 80.0%(65)


Therepresentationofwomenonourtaughtpostgraduatecoursesislargelyinlinewiththesectorasawhole,showingapredominanceofwomen.Aswithourundergraduatecourses,wewillcontinuetomonitorthesenumbersandaimtomainrepresentationofwomeninlinewiththeirrepresentationsector-wide.

Actions1.3:MonitoringofPGTnumbers4.2:Membersofstafftocompleteunconsciousbiastraining

(iv)Postgraduatemaleandfemalenumbersonresearchdegrees–fullandpart-time–commentonthefemale:maleratiocomparedwiththenationalpictureforthediscipline.Describeanyinitiativestakentoaddressanyimbalanceandtheeffecttodate.Commentuponanyplansforthefuture.

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Figure6:NumbersofstudentsonPhDcourses.

Table4:PercentageoffemalestudentsstudyingforPhDsatBirkbeckcomparedtothenationalaverageinPsychology.

2012-13 2013-14 2014-15Birkbeck 69.8%(53) 71.1%(52) 65.6%(58)


Aswithourundergraduateandtaughtpostgraduatecourses,womenconstitutethemajorityofourPhDstudents,againinlinewiththesectorasawhole.Oneaspectofdoctoraleducationwhichwefeltcouldbeenhancedwasmentoring.WehaverecentlyimplementedamentoringschemeforPhDstudentsinaMarieCurieDoctoralTrainingCentrewithinthedepartment,fromwhichwereceivedverypositivefeedback.Aspartofouractionplan,wewillthusimplementapeer-mentoringschemeforallPhDstudentsinthedepartment.

Actions1.3:ReviewofPGRnumbers1.4:Implementapeer-mentoringschemeforPhDstudents1.5:IntroducecareerdevelopmentintoannualprogressreportforPhDstudents2.11:Talks/meetingsoncareerdevelopment4.2:Membersofstafftocompleteunconsciousbiastraining

(v)Ratioofcourseapplicationstooffersandacceptancesbygenderforundergraduate,postgraduatetaughtandpostgraduateresearchdegrees–commentonthedifferencesbetweenmaleandfemaleapplicationandsuccessratesanddescribeanyinitiativestakentoaddressanyimbalanceandtheireffecttodate.Commentuponanyplansforthefuture.

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Figure7:Percentageoffemalesacrossstagesoftheadmissionsprocess.

Table5:Undergraduateapplications,offersmade,andacceptances 2012-13 2013-14 2014-15 F M %F F M %F F M %F

Applications 336 74 82% 316 125 72% 489 159 75%OffersMade 239 40 86% 222 91 71% 345 103 77%Acceptances 87 24 78% 109 41 73% 131 51 72%%AppstoOffers 71% 54% - 70% 73% - 71% 65% -%AppstoAccepts 26% 32% - 34% 33% - 27% 32% -

Table6:Taughtpostgraduateapplications,offersmade,andacceptances 2012-13 2013-14 2014-15 F M %F F M %F F M %F


Table7:Researchpostgraduateapplications,offersmade,andacceptances 2012-13 2013-14 2014-15 F M %F F M %F F M %F


Acrossalllevels,thereisapreponderanceoffemaleapplicants,withwomencomprisingbetweentwo-thirdsandthree-quartersofapplicants.Whilethereismoreyear-to-yearvariabilityinthesenumbersatthepostgraduateresearchlevel,thisislikelyduetotherelativelysmallnumbersofapplicants.Thereisnoevidenceofgenderdifferencesintheproportionofapplicantsbeingmadeoffersorofacceptingoffersatanylevel.

Actions1.2/1.3:Monitoradmissionsdata

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(vi)Degreeclassificationbygender–commentonanydifferencesindegreeattainmentbetweenmalesandfemalesanddescribewhatactionsarebeingtakentoaddressanyimbalance.

Figure8:Percentageofstudentsofeachgenderreceivingeachdegreeclassification.

Table8:DegreeClassificationsforundergraduateandtaughtpostgraduatestudents 2012-13 2013-14 2014-15 F M %F %M F M %F %M F M %F %M

First 18 8 15% 14% 37 17 26% 25% 13 7 14% 23%UpperSecond 61 25 50% 45% 60 27 42% 40% 52 15 55% 50%LowerSecond 37 20 31% 36% 44 23 31% 34% 30 8 32% 27%

Third 5 3 4% 5% 2 0 1% 0% 0 0 0% 0%Distinction 19 2 45% 29% 15 11 30% 52% 16 6 31% 46%

Merit 19 5 45% 71% 27 10 54% 48% 31 6 60% 46%Pass 4 0 10% 0% 8 0 16% 0% 5 1 10% 8%

Theproportionofwomenreceivingeachdegreetypeappearslargelyinlinewiththeoverallrepresentationofwomeninourcourses.Thus,theredonotappeartobeanysubstantialgenderdiscrepanciesinthedegreeclassificationsawarded,eitherattheundergraduateorpostgraduatelevels.Theredoes,however,appeartobeatrendformalepostgraduatestoobtainhigherdegreeclassificationsthanfemales,atleastinthepasttwoyears.Thenumbers(particularlyofmen)aretoosmalltomakemeaningfulstatisticalcomparisons.Nevertheless,thisisanimportantareaforustomonitorgoingforward.

Actions1.2/1.3:Monitoringofdegreeclassifications

Staffdata

(vii)Female:maleratioofacademicstaffandresearchstaff–researcher,lecturer,seniorlecturer,reader,professor(orequivalent).commentonanydifferencesinnumbersbetweenmalesandfemalesandsaywhatactionisbeingtakentoaddressanyunderrepresentationatparticulargrades/levels

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Table9:Researchandacademicstaffbygender.NumbersgiveninannualisedFTE.

Inordertoinvestigatewherewomenarelost,wecombinedthesestaffdatawiththestudentnumbersreportedabovetoobtainamorecompletepictureoftherepresentationofwomenacrossthefullspectrumofacademiclifeinourdepartment,fromundergraduatestofullprofessors.Figure9showsthepercentageofwomenandmenineachofthestudentandstaffcategoriespreviouslyreported.

Figure9:Percentagesofwomenandmenacrossthedepartment.Studentdataarenumberofstudents;staffdataareannualizedFTE.

Thisfigureisstriking.Fromtheundergraduatelevelthroughtoseniorlecturer,thepercentageofwomenremainslargelystable.Indeed,thepercentageoffemaleseniorlecturersisnotappreciablydifferentfromthatoffemaleundergraduates.WhilethereappearstobeaslightdipattheLecturerlevel,thisisduelargelytothesuccessfemaleLecturersinourdepartmenthavehadinpromotion,withfivefemaleLecturerspromotedtoSLandasixthtoReaderinthepastthreeyears.Thereis,however,astrikingdrop-offbetweentheSeniorLecturerandtheReaderand

2012-13 2013-14 2014-15 F M Tot %F F M Tot %F F M Tot %FResearcher 17.5 4.4 21.9 80% 19.6 6.4 26.0 75% 19.3 7.5 26.8 72%Lecturer 7.0 3.4 10.4 67% 4.5 2.0 6.5 70% 3.2 1.5 4.7 67%SeniorLecturer 3.8 1.8 5.7 68% 6.5 2.5 9.0 72% 7.0 3.0 10.0 70%Reader 1.2 2.0 3.2 37% 1.0 2.0 3.0 33% 1.8 2.0 3.8 48%Professor 4.8 7.0 11.8 41% 5.0 6.7 10.7 43% 5.0 8.4 13.4 37%Academictotal 16.8 14.2 31.0 54% 17.0 13.2 30.2 56% 17.0 15.0 32.0 53%TOTAL 34.3 18.6 52.9 65% 36.6 19.6 56.2 65% 36.3 22.4 58.7 62%

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Professorlevels.Fromthesedata,themajordropoutpointforwomeninourdepartmentdoesnotappeartobebetweenPhDandpostdoc,orpostdocandjuniorfaculty,butbetweenjuniorandseniorfacultylevels.Asdiscussedbelow,severalaspectsofouractionplanhavebeendevelopedtoaddressthisissue.

NotethatatBirkbeck,promotiontoSeniorLecturerandtoReaderaregenerallysequentialsteps,ratherthanparalleltracksasinsomeUKinstitutions.Thus,theissuehereisnotthatwomenarebeingdivertedontoa‘teaching’asopposedto‘research’track,butratherthatthetransitionReadertoProfessorisanareathatthedepartmentneedstoworkon.

TheStrategicPlanningGroupconductsanannualreviewofpotentialpromotionprospectsandseekstoencouragethosewhothecommitteefeelswouldbecompetitiveforpromotion,butwhomayfeelthatthetimeisnotright.GenderbalanceamongsttheProfessoriatewillbeanexplicititemonthisagenda.ThereisnoinstitutionallimitonthenumberofstaffwhocanholdthetitleofProfessorinadepartment.Inparticular,therearenoestablishedchairsinthedepartmentandsoturnoverisnotanissue.

Actions2.7:MandatoryannualPDRsforpostdoctoralresearchers2.2:MandatoryannualPDRsforallacademicstaff2.4:Allacademicstafftohaveamentor2.5:Mentoringschemeforpostdoctoralresearchers2.14:Genderbalanceofprofessoriatetobespecificpointofdiscussioninpositivereviewforpromotion4.3:Genderequalitystandingitemonkeycommittees

(viii)Turnoverbygradeandgender–commentonanydifferencesbetweenmenandwomeninturnoverandsaywhatisbeingdonetoaddressthis.Wherethenumberofstaffleavingissmall,commentonthereasonswhyparticularindividualsleft.

Table10:Turnoverbygradeandgenderasnumberofleavers(and%FTE) 2012-13 2013-14 2014-15 Female Male Female Male Female MaleResearcher 9(44%) 3(23%) 5(30%) 2(38%) 14(48%) 2(22%)Lecturer 0 0 0 0 0 2(67%)SeniorLecturer 0 0 0 0 1(13%) 0Reader 0 0 0 0 0 0Professor 0 0 0 1(2%) 0 0

Turnoveramongacademicstaffinourdepartmenthasbeenlow.ThetwomaleLecturerswholeftin2014-15hadbothbeenappointedtofixed-termpoststocoverforamemberofstaffonsabbaticalinonecaseandmaternityleaveintheother.OneofthesehassincebeenappointedasaLectureratanotheruniversityinLondonwhiletheotherremainsinthedepartmentonaresearchFellowship.Onefemaleseniorlecturer(0.5FTE)leftacademiatopursueanalternativecareerfull-time,whichshehadpursuedpart-timewhilebeinganacademic.AttheProfessoriallevel,apart-timefixed-termProfessorlefttotakeonacomparablepositionataforeignuniversity.

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Afterleavingtogotoanotherinstitution,hewasgivenafixed-termPTcontracttoretainhisinputtoongoingresearchinthedepartment.

TurnoverhasbeengreatestattheResearcherlevel,whichisexpectedgiventhatmanyareonfixed-termcontractssupportedbyresearchgrants.ThereisnogenderdifferenceintermsofturnoveratResearcherlevel.

Actions3.3:Monitoringofexitinterviews

Section3:1,954words

4. Supportingandadvancingwomen’scareers:maximum5000words

Keycareertransitionpoints

a) Providedataforthepastthreeyears(wherepossiblewithclearlylabelledgraphicalillustrations)onthefollowingwithcommentaryontheirsignificanceandhowtheyhaveaffectedactionplanning.

(i) Jobapplicationandsuccessratesbygenderandgrade–commentonanydifferencesinrecruitmentbetweenmenandwomenatanylevelandsaywhatactionisbeingtakentoaddressthis.

Table11:Jobapplicationsandappointmentsbygender 2012-13 2013-14 2014-15 F M %F F M %F F M %F

ResearcherApplications 511 183 74% 28 12 70% 211 44 83%Appointments 12 4 75% 6 3 67% 6 0 100%

AcademicApplications - - - 230 108 68% 69 41 63%Appointments - - - 0 3 0% 0 1 0%

Amongresearchers,numbersofapplicationsandappointmentsareinlinewiththeoverallpreponderanceofwomenseenamongstudents.

Attheacademiclevel,fourLecturershavebeenhiredinthepastthreeyears.Thethreehiredin2013-14wereallpart-timefixed-termcoverpositions.Worryingly,alltheseappointmentsweremen.Whilethesearesmallnumbers,thissuggeststhattheremaybeaprobleminthehiringprocess.Onepotentiallyrelevantissueisthattwoofthesepositionswerespecificallytocoverteachingoncomputationalmodelling,anareaofpsychologythattendstobemale-dominated.Itisalsoimportanttonotethatoveraslightlylongertime-frame,thesenumberslookverydifferent.Oftenpermanentmembersofacademicstaffhiredsince2010,sixhavebeenwomen(fivelecturersandoneprofessor)andfourmen(alllecturers).Thissuggeststhattheremaybeanissuespecificallyinhiringoffixed-termcoverpositions.

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Actions3.1:Reviewofrecruitmentmaterials4.2:AllacademicstafftocompleteUBtraining

(ii)Applicationsforpromotionandsuccessratesbygenderandgrade–commentonwhetherthesedifferformenandwomenandiftheydoexplainwhatactionmaybetaken.Wherethenumberofwomenissmallapplicantsmaycommentonspecificexamplesofwherewomenhavebeenthroughthepromotionprocess.Explainhowpotentialcandidatesareidentified.

Departmentmembershavebeenhighlysuccessfulinrecentpromotionrounds,witheight(fivewomen,threemen)promotedtoSeniorLecturer,fourpromotedtoReader(twowomen,twomen),andtwopromotedtoProfessor(bothmen).NowomenappliedforpromotiontoProfessorduringthistime.Therewasonlyoneunsuccessfulapplicationforpromotion(afemaleResearchFellowwhoappliedforReaderbutwaspromotedtoSeniorLecturerinstead).

Table12:Applicationsforpromotionandoutcomesbygender

Giventhatthetransitiontoseniorfacultyappearstobeamajorlosspointofwomeninourdepartment,itisnotablethatfivewomenhaverecentlybeenpromotedtoSeniorLecturer.Moreover,thetwowomenpromotedtoReaderhavebothmadethetransitionfromLecturerveryrapidly(onewaspromotedtoSeniorLecturerin2012whiletheotherwaspromoteddirectlyfromLecturertoReaderin2015).

StaffconsideringapplyingforpromotionareencouragedtospeakwiththeHoDandtheSchoolofScienceExecutiveDean.TheSPGalsoidentifiespotentialcandidatesforpromotionandencouragethemtoapply.WewillensurethatgenderbalanceamongtheProfessoriateisexplicitlyconsideredinthisprocess.CriteriaforpromotionandwhethertoapplyarealsodiscussedinPDRswiththeHoD.

Previously,whilePDRswereavailabletoallmembersofacademicstaffannually,take-upwaslow.ThecollegehasrecentlymovedtomakePDRsmandatoryforacademicstaff,andourdepartmenthasnowadoptedthisevenbeforethenewcollegepolicytakeseffect.

Actions2.2:AnnualPDRsforallacademicstaff2.14:GenderbalanceamongProfessoriatetobeconsideredinpositivepromotionreview

b)Foreachoftheareasbelow,explainwhatthekeyissuesareinthedepartment,whatstepshavebeentakentoaddressanyimbalances,whatsuccess/impacthasbeenachievedsofarandwhatadditionalsteps

2012-13 2013-14 2014-15 Applied Promoted Applied Promoted Applied Promoted F M F M F M F M F M F MToSL 3 2 3 2 2 1 2 1 0 0 0 0ToReader 0 0 0 0 2 1 1 1 1 1 1 1ToProfessor 0 0 0 0 0 2 0 2 0 0 0 0

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maybeneeded.

(i)Recruitmentofstaff–commentonhowthedepartment’srecruitmentprocessesensurethatfemalecandidatesareattractedtoapply,andhowthedepartmentensuresitsshortlisting,selectionprocessesandcriteriacomplywiththeuniversity’sequalopportunitiespolicies.

Staffinvolvedinrecruitmentarerequiredtoattendregularly-offeredcoursesonlegalrequirementsandbestpracticeinhiring,includingissuesrelatedtogenderbias.FollowingactionsofthecollegeSAT,theAthenaSWANlogoisonthefrontpageofourexternalrecruitmentwebpageanddiscussedinapositiveequalopportunitiesstatement.However,webelievemoreisneededtoencourageapplicationsfromstrongfemalecandidates,particularlyforseniorpositions.Accordingly,wewillreviewourpromotionalmaterialstoensuretheycommunicatethefamily-friendlynatureofthedepartment,includingAthenaSWANactivities.Further,allmembersofacademicstaffwillreceivetrainingoneliminatingunconsciousbias.Moreover,wewillensurethattheachievementsoffemalemembersofthedepartmentareappropriatelypublicisedonourdepartmentalwebpageandNewsletter.Forexample,theNewsletterhasrecentlystartedincludingapageentitled‘WomenScientistsUnite’,highlightingtheachievementsofwomeninthedepartment.

Ourrecentrecruitmenthistoryisencouraging.Oftenpermanentacademichiressince2010(ninelecturers,oneprofessor),six–includingtheprofessor–werewomen.Thus,weareadepartmentintransitionwithmanyrecentlyappointedfemaleacademicstaff.Encouragingly,ofthefivefemalelecturershiredsince2010,twoarenowSeniorLecturersandoneaReader.Thus,thereisevidencethatthechangesindemographicsarefilteringupthestaffcategorylevels.

Actions3.1:Reviewofrecruitmentmaterials4.2:UBTrainingforallacademicstaff4.6:EnsuredepartmentalNewsletterandwebpagehighlightachievementsoffemaledepartmentmembers

(ii)Supportforstaffatkeycareertransitionpoints–havingidentifiedkeyareasofattritionoffemalestaffinthedepartment,commentonanyinterventions,programmesandactivitiesthatsupportwomenatthecrucialstages,suchaspersonaldevelopmenttraining,opportunitiesfornetworking,mentoringprogrammesandleadershiptraining.Identifywhichhavebeenfoundtoworkbestatthedifferentcareerstages.

Newfacultyarepairedwithaseniormentor.Thismentoringlastsformallythroughprobation(threeyears),thoughfrequentlyrunslongerinformally.Giventhechangesintherepresentationofwomenbetweenthejuniorandseniorfacultylevels,itisofconcernthatformalmentoringinthedepartmentfocusesonlyontheearliestcareerstages.Whileopportunitiesforinformalmentoringexist,womenmaybelesslikelytotakeadvantageofthese,particularlygiventheunderrepresentationofwomenatthemostseniorlevels.

Toinvestigatethis,weexaminedPDRuptakeacrossthepastfouryears(Table13).Uptakewasstrongin2012,largelyduetotheREF.However,uptakeoverallhasbeenweak,thoughnomoreforwomenthanmen.Giventhisweakuptake,aswellasfeedbackfromourprevioussubmission,wehavemadeannualPDRsmandatoryforacademicstaffstartingfromthecurrentacademicyear.

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Table13:PDRUptake

TotalPDRs %Uptake

F M Total F M Total

2012 13 15 28 72% 79% 76%

2013 6 0 6 33% 0% 17%

2014 7 7 14 39% 39% 39%

2015(ongoing) 10 6 16 59% 33% 46%

WehaveestablishedtwonewgroupsaimedatimprovingmentoringandPDRsandtoassistwomeninparticularatkeycareerstages.ThefirstisaseniormentoringgroupmadeupofallProfessors.JuniorfacultywillbementoredbyaProfessoroftheirchoosing(genderspecificifrequested).Thementorwillfulfiltheprimarydevelopmentalroleofmentoringinthespecificareaofthementee’sresearch,includingyearlyPDRs.Asecondmentorwillbeappointedonanadhocbasisinagreementwiththementeetoprovideindependentassessmentsatkeycareerpoints,i.e.,probationary(withthefirstmentor)andpromotion(withtheHoD)reports.Wearedividingthedevelopmentandassessmentrolestoavoidanypotentialconflictsofinterest.

ThesecondisaWomen’sGroupmadeupofallsenior(Prof/Reader)femalestaff.Theywillprovidefemalespecificcareeradviceatallkeystages.Thegroupwillorganiselecturesbyinspirationalwomenfromacrossthespectrumofpsychologyandcognatedisciplines,whichallmembersofthedepartmentwillbeencouragedtoattend.

Inaddition,thedepartmentrecentlyformedan‘EarlyCareer’group,inwhichnewermembersofstaffmeetregularlywithaseniorprofessortodiscussissuesofinterestorconcern,aswellastoprovideasupportingandfriendlyvenuefornetworking.Feedbackaboutthisgrouphasbeenhighlypositive.

Researchershavemanyopportunitiesfornetworking.Thedepartmentrunstwoseminarserieswithbothexternalandinternalspeakers.ResearchersareencouragedtopresenttheirresearchatinternalCBCDseminars.Followingbothinternalandexternalseminars,awineandcheesereceptionisheld,allowingopportunitiestonetworkwiththespeakerandothercolleagues.TheCBCDencouragesstafftosuggestseniorfemaleexternalspeakers.Ananalysisofthespeakersinvitedtoourseminarsoverthepasttwoyearsrevealedanoverallgenderbalancethoughwithsomeasymmetry,withwomencomprising57%(34/60)ofthoseatCBCDseminarsand39%(14/36)ofthoseatourWednesdayCognitiveScienceseminars.OthernetworkingopportunitiesincludeweeklycoffeesintheMERLiNlabs,periodicresearchdaysinMERLiN,weeklyteatimeintheCBCD,biennialCBCDawaydays,andregularWomen’sNetworkingLunchesrunbytheSchoolofScience.Moreover,Birkbeck’slocationinBloomsburyoffersmanyotheropportunitiesfornetworkingatseminarsheldatneighbouringinstitutions.

However,oneareaofconcernisthatwhilemanypostdocsseekinformaladvicefromtheirsupervisors,noformalmentoringschemeexists.Wewillthereforeintroduceamentoringschemeforpostdocs,includingPDRs.

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Encouragingly,oursurveyfoundwidespreadsatisfactionwithopportunitiesforcareerdevelopmentandnetworking:76%(85%ofwomen)agreedthattheyhadopportunitiestodeveloptheircareer,and86%(83%ofwomen)thattheyhadopportunitiesfornetworking.

Actions2.2/2.7:MandatoryPDRsforacademicstaffandpost-docs2.3/2.4/2.5/2.6/2.9:Formationofmentoringgroup,mentoringforacademicstaffandpostdocs,mentoringtraining,increaseparticipationincollegementoringschemes4.9:Ensuregenderbalanceofinvitedspeakersatdepartmentalseminars

Careerdevelopment

(i)Promotionandcareerdevelopment–commentontheappraisalandcareerdevelopmentprocess,andpromotioncriteriaandwhetherthesetakeintoconsiderationresponsibilitiesforteaching,research,administration,pastoralworkandoutreachwork;isqualityofworkemphasisedoverquantityofwork?

Promotioncriteriaincluderesearch,teaching,administration,andoutreach/societalimpact.ThereisaPersonalCircumstancesformandpanelsuseREF-likecriteriatodeterminethequantityandqualityofworknecessaryforpromotion.Proceduresarewidelypromulgated(e.g.,byannualall-staffemails)andstaffareadvisedtoconsulttheExecutiveDeanofScienceandHoDbeforesubmission.

Ifpromotionisrefused,thepanelprovidesfeedbackgivingexplicitadviceonwhatthecandidateneedstodotobepromoted.Thisproceduremeansthattherearetransparentcriteriabywhichfutureapplicationswillbejudged.Givenconcernsraisedaboutourpreviousapplication,itisencouragingthatinoursurvey85%ofrespondentsagreedthatthiswasapositivepolicy,including86%ofwomen.

ArecentCollege-wideconsultationrevealedevidencethattheseprocessesareworking:

“Ihavebeenpart-timesincearrivingatBirkbeckin2009.IappliedforpromotionfromLecturerBtoSLfirstinNovember2010.Iwasunsuccessfulonresearchgroundsonly(notenoughhighimpactpublications).IreappliedinNovember2014andwassuccessful.Thispost-datedthepersonalcircumstancesform.AlthoughIdidbythenhavemorepublicationsinhigherimpactjournals,Iwasalsobeingassessedfromalower[volume]threshold,whichIbelievehelpedmyapplication”

Onememberofstaffrespondedtooursurvey:

“Ifeelthatthepromotionproceduresareastransparentastheycanbe.DiscussionswiththeHoD/otherseniormembersofthedepartmentonthismatterarebothwelcomeandhelpful.”

Another,however,commented:

“IwasluckyandrecentlypromotedbutIwasonlyabletoachievethisbyactivelyengagingindiscussionaboutapplyingforpromotionwithmoreseniormembersofthedepartment.ItfeelsthattheHoDorseniormembersofthedepartmentcouldproactivelysuggesttomembersofstafftoapplyforpromotion.“

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Bothwritersagreeabouttheimportanceofguidancefromseniorcolleagues,butdisagreeabouttheaccessibilityofsuchadvice.Thishighlightstheimportanceofensuringthatallstaffreceivesufficientmentoringandguidance.Thisisafocusofouractionplan.

Actions2.8:Encouragemid-careerwomenindepartmenttoattendleadershiptraining2.10/2.11:FormationofWomen’sGroupandassociatedevents2.12:Reviewofdepartmentmemberstobenominatedforawards2.14:GenderbalanceofProfessoriatetobeconsideredinpositivepromotionreview

(ii)Inductionandtraining–describethesupportprovidedtonewstaffatalllevels,aswellasdetailsofanygenderequalitytraining.Towhatextentaregoodemploymentpracticesintheinstitution,suchasopportunitiesfornetworking,theflexibleworkingpolicy,andprofessionalandpersonaldevelopmentopportunitiespromotedtostafffromtheoutset?

Newacademicstaffareassignedaseniormentorwhoprovidesadviceaboutprobation,careerdevelopment,andpromotion.However,oursurveyrevealedmixedattitudesaboutinductionprocedures,with58%agreeingthatexistinginductionprocedureswereuseful,thoughonly50%ofwomen.Thissuggeststhatmoreworkisneeded.

Since2014,startersaregivenanInductionChecklistwhichmustbecompleted.Thisensuresthattheinducteeattends(orcompleteson-line)coursesonseveraltopics,includinggenderequalityanddiversity.Newstaffarealsoinformedofadditionalcoursesonacademicpractice,includingStaffRecruitment(withanemphasisonequalityanddiversity),PhDSupervision,andaCertificateCourseinHigherEducation.NewstaffalsoattendanIntroductiontoBirkbeckday,wheretheMasterinformsthemoftheCollege’slong-termstrategicgoals.

Previously,departmentalinductionwashandledbymentors.However,realisingtheimportanceofacentraldepartmentalresource,weareintheprocessofputtinginductionmaterialsonthewebandinaninductionbooklet.Thiswillincludecorehours,informationaboutflexibleworking,parentalandadoptionleave,part-timeworking,departmentalcommitteestructureandorganisation,andtheworkloadmodel.

Actions3.2:Centralizationofinductionmaterials

(iii)Supportforfemalestudents–describethesupport(formalandinformal)providedforfemalestudentstoenablethemtomakethetransitiontoasustainableacademiccareer,particularlyfrompostgraduatetoresearcher,suchasmentoring,seminarsandpastoralsupportandtherighttorequestafemalepersonaltutor.Commentonwhethertheseactivitiesarerunbyfemalestaffandhowthisworkisformallyrecognisedbythedepartment.

Undergraduatesareassignedapersonaltutorwhoprovidesthemwithacademicandpersonalsupport.Theycanchangetheirpersonaltutoratanytimeandrequestatutorofaparticular

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gender.PostgraduatesonourMScPsychologyconversioncoursearealsoassignedpersonaltutors.

Supportforothertaughtpostgraduatesisprovidedthroughprogrammedirectors(currentlythreemenandthreewomen)andthethesissupervisor.Inaddition,postgraduatestakeamoduleon‘GenericResearchSkills’,whichprovidesthemwithawiderangeoftransferableskills,suchaswritingreports,givingtalks,andwritingCVs.

DoctoralstudentshaveathesiscommitteeconsistingoftwosupervisorsplusthePostgraduateDirector(ProfMichaelThomas),whoprovidesupportandmentoringaboutallaspectsofacademiclife.Theyareencouragedtoattendabroadrangeofinternalandexternalseminarsandtopresenttheirresearchatinternalseminarsandnationalandinternationalconferences.Inaddition,wehaveoffered"careerday"workshopsinwhichtopicslikework-lifebalanceandgenderequalityintheworkplacearecovered.Thesehavealsoincludedcasestudieswithsuccessfulfemalerolemodels.

AspartofaMarieCuriedoctoraltrainingprogrammewhichwasrecentlycompleted,studentswereassignedasame-sexmemberofstaffasamentor,inadditiontotheirsupervisors.WefeelthatadditionalmentoringforPhDstudentswouldbebeneficial,andwillthusdevelopapeer-mentoringschemeinwhichstartingstudentsarepairedwithamoreseniorcolleague.

Actions1.4:Peer-mentoringschemeforPhDstudents1.5:CareerdevelopmentonannualprogressreportforPhDstudents2.10/2.11:FormationofWomen’sGroupandassociatedevents

Organisationandculture

a)Providedataforthepastthreeyears(wherepossiblewithclearlylabelledgraphical illustrations)onthefollowingwithcommentaryontheirsignificanceandhowtheyhave affectedactionplanning.

(i)Maleandfemalerepresentationoncommittees–provideabreakdownbycommitteeandexplainanydifferencesbetweenmaleandfemalerepresentation.Explainhowpotentialmembersareidentified.

Table14:Membershipofkeydepartmentalcommittees

Academic Administrative Total

F M %F F M %F F M %F

StrategicPlanningGroup 3 4 43% 2 0 100% 5 4 56%

Management 3 3 50% 2 2 50% 5 5 50%

Research 1 6 14% 2 0 100% 3 6 33%

LearningandTeaching 5 2 71% 1 2 33% 6 3 67%

Resources 3 0 100% 2 3 40% 5 3 63%

Ethics 2 2 50% 1 0 100% 3 2 60%

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PGResearch 1 4 20% 2 0 100% 3 4 43%

PGTaught 4 4 50% 2 0 100% 6 4 60%

TeachingandAdmissionsStrategyGroup 3 2 60% 0 1 0% 3 3 50%

AthenaSWANSAT 8 5 62% 2 1 100% 10 6 63%

Total 33 32 51% 16 9 64% 49 41 54%

Committeemembershipoverallisevenlydividedbetweenwomenandmen.Followingfeedbackonourprevioussubmission,wehavebegunareviewofthemakeupofourcommittees.WehavealreadyaddressedthemembershipoftheStrategicPlanningGroup,whichconsistsoftheHeadsofthemainCentres,Institutes,andLabsinthedepartmenttoensurethatstrategicdecisionmakingsupportsourmaincentresofresearchexcellence.Therecently-appointedheadsoftheCCCMandMERLiNlabshaverecentlyjoinedtheSPGandthebalanceisnowfivewomenandfourmen.

Clearly,however,additionalworkisneeded.Forexample,whereastheResearchCommitteeandthePGResearchCommitteeshavemorementhanwomen,theLearningandTeachingCommitteehasmorewomenthanmen.Thusmenareoverrepresentedoncommitteesconcerningresearch,andwomenonthoseconcerningteaching.Wewillthereforeconductanannualreviewofcommitteemembership,takingexplicitconsiderationofgenderbalanceandrotationofmembership.

Actions4.1:Annualreviewofcommitteemembership

(ii)Female:maleratioofacademicandresearchstaffonfixed-termcontractsandopen-ended(permanent)contracts–commentonanydifferencesbetweenmaleandfemalestaffrepresentationonfixed-termcontractsandsaywhatisbeingdonetoaddressthem.

Table15:Membersofstaffonfixed-termandopen-endedcontracts

Fixed-Term Open-Ended

F M %F F M %F

2012-13 18 7 72% 22 15 59%

2013-14 18 11 62% 25 16 61%

2014-15 21 18 54% 22 10 69%

Whilethereissomeyear-on-yearvariability,theredoesnotappeartobeanygenderdiscrepancyintheproportionofstaffondifferentcontracttypes.Nearlyallstaffonfixed-termcontractsareresearchersfundeddirectlythroughgrantsandfellowships.

b)Foreachoftheareasbelow,explainwhatthekeyissuesareinthedepartment,whatstepshavebeentakentoaddressanyimbalances,whatsuccess/impacthasbeenachievedsofarandwhatadditionalsteps

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maybeneeded.

(i)Representationondecision-makingcommittees–commentonevidenceofgenderequalityinthemechanismforselectingrepresentatives.Whatevidenceisthere thatwomenareencouragedtositonarangeofinfluentialcommitteesinsideandoutsidethedepartment?Howistheissueof‘committeeoverload’addressedwheretherearesmallnumbersoffemalestaff?

AsisclearfromTable14,therearefarmorecommitteeseatsthanstaff.Consequently,almosteveryonesitsonatleastonecommittee.MembershipisdeterminedbytheHoD,takingintoconsiderationexistingworkload,individualinterests,andexpertise.Importantly,‘committeeoverload’forwomendoesnotappeartobeaproblem,giventhatwomencomprise53%ofouracademicstaffand51%oftheseatsonkeycommittees.Nevertheless,asdiscussedabove,thedistributionofmenandwomenacrosscommitteesrevealssomeclearproblems,withwomenunderrepresentedoncommitteesrelatedtoresearchandoverrepresentedoncommitteesrelatedtopastoralandteachingissues.

TheSchoolofScienceExecutiveCommittee,consistingofAssistantDeans,includesfourpeoplefromourdepartment(twomen:HoD,ADforResearch;andtwowomen:ADforEqualities,ADforEngagementandPartnership).TwowomenfromourdepartmentsitontheCollegeSLpromotionspanel,andanotherwomanontheProfessors/Readerspanel.TheAcademicBoardconsistsofallProfessorsandReadersinthecollegeplusjuniorfacultyrepresentatives(onemanandonewomanfromourdepartment).TheREFWorkingGroupincludesonenominateddepartmentalmember(aman),plustheADResearchfortheSchoolofScience(amaleprofessorfromourdepartment).Allcommitteemembershipsareacknowledgedintheworkloadmodel.

Actions4.1:Annualreviewofcommitteemembership

(ii)Workloadmodel–describethesystemsinplacetoensurethatworkloadallocations,includingpastoralandadministrativeresponsibilities(includingtheresponsibilityforworkonwomenandscience)aretakenintoaccountatappraisalandinpromotioncriteria.Commentontherotationofresponsibilitiese.g.responsibilitieswithaheavyworkloadandthosethatareseenasgoodforanindividual’scareer.

Thedepartmenthasaformalworkloadmodelwithsettariffsforeachtypeofresponsibility.Thesetariffswereagreedinastaffmeetingwhenthemodelwassetup.Thetariffsaregenerous(e.g.,5hoursforeachcontacthourofteachingtoincludemarking).Tariffsforprojectsupervisionandresearchmanagement(postdocsandPhDstudents)areincluded,asisparticipationonthedepartmentalandcollegeAthenaSWANSATs.Theoverallgoalofthemodelistoequatenominalfreetime,asfaraspossible,withinGrades(Lecturer,SeniorLecturer,Reader,Professor).Unallocatedfreetimedecreaseswithseniority.Staffcancomparetheirlevelofworktotheaverage(andSDs)across6broadcategories:adminroles,allocatedresearchtime(500hoursforallstaff),researchgrants(tariffisperRA),researchsupport(tariffisperPhDstudent),teaching,andunallocated(nominalfreetime).

Weanalyseddatafromtheworkloadmodel,removingthreepeopleonfractionalcontractswhohaveonlyhavearesearchroleinthedepartment.Therewerenostatisticallyreliabledifferencesbasedongenderforadministrativeroles,hoursonresearchgrants,researchsupport,orteaching.However,therewasatrendforwomentohavefewerhoursallocatedforadministration,

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suggestingtheyhavelessseniorroles.Moreover,therewasacorrespondingtrendforwomentobeteachingmorehours.Thissuggeststhatwomenandmenmaybeperformingdifferenttypesofroleinthedepartment.Wewillthusconductanannualreviewofstaffrolestomonitorthebalanceofrolesandensureafairdistribution.

ThismodelisusedbytheHoDinallocatingresponsibilities.Whileinformationaboutaverageworkloadsisavailable,oursurveyrevealedfeelingsthatthemodelisnotastransparentorclearasitmightbe:

“Ithinkingeneraltheworkloadmodelisagoodthingbutitlackstransparency.Ithinkitwouldbeagoodideatohaveawebpagethatlistsalltheroleseligiblefortheworkloadmodelandtheassociatedtimeattributedtothoseroles.…Ialsothinkthatitisunclearhowthenumberofhoursissetpertask,andwhatrecoursethereisifthenumberofhoursdoesnotreflecttheinputmadebytheacademic.Ifeelthatsometasksarenotwellaccountedfor(e.g.,examanddissertationmarking,resitsetc.)”

“Theworkloadmodelisnotperfect,butitistransparent.Thequotasandrespectiveloadsareallavailabletothestaffontheintranet.Ithinkmanystaffarenotawareofthis.Perhapsremindingthemofwheretheinformationiswouldhelp.Withoutrenegotiatingthewholemodelortariffs,itmaybeworthreviewingwhetheritemsneedtobeaddedorremovedonabi-yearlybasis?”

Thesecommentssuggestthatthefundamentalprobleminincreasingtransparencyisamatterofcommunication.ThisisbeingaddressedinourInductionHandbookandwebsiteandbyhavinganewreviewofrolesandtariffs.Therearealsolimitstotransparency.Attheoriginalstaffmeetingitwasdecidedthatindividualworkloadprofilesshouldbeconfidential(onlyaveragesbeingavailable).Thereisalsogeneralconcernamongstunionsandstaffthatformalworkloadmodelslikeourscouldleadtoinstitutionalworkloadmodelsusedforassessment.Giventhattariffshavenotbeenchangedsincethemodelwasfirstsetup,wewillconductareviewofthesetariffsinanupcomingstaffmeeting.

Actions2.1:Annualreviewofstaffroles4.7:Reviewoftariffsforrolesinworkloadmodel

(iii)Timingofdepartmentalmeetingsandsocialgatherings–provideevidenceofconsiderationforthosewithfamilyresponsibilities,forexamplewhatthedepartmentconsiderstobecorehoursandwhetherthereisamoreflexiblesysteminplace.

Generally,meetingsinthedepartmentareheldbetween10:00–17:00.However,asthisisnotactuallyDepartmentalpolicy,wewillformalisethis.

Manyotherdepartmentaleventsareheldduringtheday.Oneofthetwomainseminarseriesinthedepartmentisheldduringlunchtime,asaremanydepartmentalandcommitteemeetings.Theother,runbytheCBCD,hasrecentlymovedfromlunchtimeto4pmafteraconsultationwithallCBCDmembers.Becausetestingofinfantsisacoreaspectofthecentre,andisconcentratedinthemorningsandearlyafternoons,manycouldrarelyattendthetalksandalmostneverthesociallunchesafterwards.Amajorityofrespondentsthereforechoseaslotaftertestingfinished,anditwasagreedthata4pmstartwouldallowmost,includingparents,toattend.Despitethis

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consultation,however,concernshavenonethelessbeenraisedaboutthelatestarttime.Attheendofthisacademicyear,anotherconsultationwilltakeplacetore-assessthesituation.

Othersocialevents,suchasTeaTimeattheCBCDareintheearlyafternoon,andourweeklyMERLiNcoffeehappenseveryMondaymid-morning.Datesofcommitteemeetingsareannouncedatthestartoftheacademicyeartoallowattendancetobeplannedinwellinadvance.

Thedepartmentalsoorganisesannualsocialevents(Figure10),suchasthelongstandingChristmaspartyandnowSummerpicnic,heldforthefirsttimein2015.WhiletheChristmaspartyisheldintheevening,thesummerpicnicisheldmid-afternoon.Byhavingtheseeventsatdifferenttimes,wehopethateveryonecanattendatleastone.

ThetimingofeventsdoesraisesomeuniqueissuesatBirkbeck,givenoureveningteachingmodel.Encouragingly,95%ofrespondentstooursurveyagreedthattheyfounditeasytoaccommodateeveningteachingwiththeiroutsidecommitments,including90%ofwomen.

Figure10:Left:thedepartmentalChristmaspartyin2014.Right:ourSummerpicnicin2015.

Actions4.8:Formalise‘corehours’from10am–5pm4.10:Re-consultabouttimingofCBCDseminars

(iv)Culture–demonstratehowthedepartmentisfemale-friendlyandinclusive.‘Culture’referstothelanguage,behavioursandotherinformalinteractionsthatcharacterisetheatmosphereofthedepartment,andincludesallstaffandstudents.

Thedepartmenthasanapproximatelyequalnumberofwomenandmenamongacademicstaff,whichallowsforacomfortableandrelaxedatmosphereforthewomeninthedepartment.Thedepartmentiscomposedofseveralresearchinstitutesandmultipleindividuallabs,whichcouldpotentiallyleadtoisolationamongststaff.Hence,aseniormemberofstaff,ProfessorMartinEimer,hascreated(andruns)anEarlyCareerGroup,whichoccurseverytwomonths.Thismeetingallowsforjuniorstafftointeract,askquestions,andshareideas,withProfessorEimeractingasamentor.TheCBCDhasamonthlystaffmeeting,halfofwhichisdedicatedtoa‘go-round’inwhichstaffdiscusstheirlatestresearch,and/orcollaborativegrantideasaretabled.CBCDalsorunsanaway-day(thisyearattheBritishAcademy–seeFigure11)whenallmembers–juniorandsenior–presenttheirlatestresearchandnewplans.Thisisfollowedbyasocialget-together.TheMERLiNlabsrecentlyheldaone-dayworkshopinwhichshorttalksweregivenby

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membersoftheseverallabs,followedbyteaandcakes.Overthepastseveralyears,someInformalgroupshavebeencreated,includinga‘WritingGroup’forjuniorstaff,whichmeteverytwoweeks,andaMondayafternoonTeaandCakeattheCBCD,focussedonrelaxeddiscussionsofcurrentresearch.

Figure11:Left:MERLiNDirectorProfAnneRichardsintroducingtherecentMERLiNresearchworkshop.Right:TherecentCBCDAwayDay,heldattheBritishAcademy.

TheCBCDhasnamedoneofitsmainseminarroomsafteraprominentfemalescientistinourfield,ProfessorElizabethBates,andherpictureisonthewallintheroom.

(v)Outreachactivities–commentonthelevelofparticipationbyfemaleandmalestaffinoutreachactivitieswithschoolsandcollegesandothercentres.Describewhotheprogrammesareaimedat,andhowthisactivityisformallyrecognisedaspartoftheworkloadmodelandinappraisalandpromotionprocesses.

Outreachisanimportantpartofresearchinthisdepartment,andwehavebeensuccessfulinbringingresearchtothepublicthroughmediaoutlets,publiclectures,andcollaborationswithcentresandinstitutionsengagedinpublicdisseminationofscience.Inoursurvey,72%ofstaffagreedthattheiroutreach-relatedactivitiesarevaluedandrecognisedbythedepartment.

Birkbeckhasseveralinternaleventsavailableeachyear.StaffareurgedtoparticipateinScienceWeek(apublic-attendeddemonstrationofourscienceresearch),andindeedrecentparticipationhasbeenevenlydividedbetweenmenandwomen(e.g.,DrVictoriaSouthgate,DrNatashaKirkham,DrAngelicaRonald,ProfMichaelThomas,ProfJonathanSmith).OuryearlytastersessionsonTheDevelopingHuman,aimedatprovidingpotentialstudentsa‘taste’ofuniversitylecturing,aregiveneachyearbyDrNatashaKirkham.

Inaddition,muchofouroutreachhappensatanindividuallevel,withmanymembersofstaff,bothwomenandmen,involvedwithbringingresearchintothecommunity.Participationinthisoutreachisevenlydistributedbetweenthemaleandfemalestaff,andtheseactivitiesarerecognisedandencouragedinformally.Someexamplesofoutreachare:

- ToinformstudentsaboutstudyingpsychologyatUniversity,staffinthedepartmenthavetakenpartthepopupuniversitiesrunbytheCollege,providedtastersessionsatnurseries

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forstaffandparentsconsideringreturningtoeducation,runtastercoursesinschoolsaspartoftheCollege’sWideningAccessprogramme,runLondonTasterdaysforYears12/13,andgivenpresentationsinsixthformcolleges(forexampleaspartofcareerevents).

- ProfAnnetteKarmiloff-Smithfrequentlyappearsinthemedia,onbothtelevisionandradio,discussingherroleinthedevelopingunderstandingofbrainandbehaviour.Forexample,shewasinterviewedonBBC-4’sLifeScientificandrecentlyappearedattheSundayTimesFestivalofEducationandtheirLiteracyFestivalinadebateabouttechnologyanddevelopment.

- ProfMatthewLongohaspresentedatseveraleventsdemonstratingperceptualillusionstothepublic,includingtwoopeneveningsattheWellcomeCollection,atthe'NeuroscienceStreetFair'attheBarbican,andattheCambridgeScienceCentre.

- DrBelindaBrooks-Gordonoftenappearsinthemediadiscussingthepsychologicalevidencebaseforpoliciesonwomen(Figure12).TheseincludeBBCNewsnight,TheBigQuestions,andSkyNews;onBBCRadio4’sWoman’sHour,andtheMoralMaze.

Figure12:Left:DrBelindaBrooks-Gordondiscussingherresearchandsocialpolicy.Right:DrTeodoraGligadiscussingherresearchonbraindevelopmentininfancy.

- DrMarieSmithandProfMatthewLongogavepresentationsaboutstudyingPsychologyatUniversityatthefirstPsychologyGirlsDaySchoolTrustConference,heldatPutneyHighSchoolin2015(Figure13).

- DrTimSmithhascollaboratedwiththeTateBritain,usingcuttingedgeeye-trackingtechnologyinordertorepairanimportantpieceofartwork(TheDestructionofPompeiiandHerculaneumbyJohnMartin,1822).

- DrIroiseDumontheilspokeattheSundayTimesFestivalofEducationin2015.

- ProfAnneRichardsisontheorganisingcommitteeof‘SkepticsinthePub’inGreenwich,ahighlysuccessfulmonthlyseriesoftalkstothelocalcommunity.

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Figure13:AdvertisementofthePsychologyGirlsDaySchoolTrustConferenceatwhichDrMarieSmithandProfMatthewLongospokeaboutstudyingPsychologyatUniversity.

Flexibilityandmanagingcareerbreaks

a)Providedataforthepastthreeyears(wherepossiblewithclearlylabelledgraphicalillustrations)onthefollowingwithcommentaryontheirsignificanceandhowtheyhaveaffectedactionplanning.

(i)Maternityreturnrate–commentonwhethermaternityreturnrateinthedepartmenthasimprovedordeterioratedandanyplansforfurtherimprovement.Ifthedepartmentisunabletoprovideamaternityreturnrate,pleaseexplainwhy.

Table16:Maternityleavesandreturns

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Researcher Academic

Leave Return %Return Leave Return %Return

2012-13 0 - - 4 4 100%

2013-14 0 - - 1 1 100%

2014-15 1 1 100% 2 2 100%

2015-16(Ongoing) 3 - - 1 - -

Alltwelvestaffwhohavetakenmaternityleaveinthelastthreeyearshaveeitherreturned(eight)orplantowhentheirleaveends(fourcurrentlyonleave).Thissuggeststhatthedepartmentisaplacethatstafffeelissympathetictowork-lifebalance.Insupportofthis,oursurveyfoundthatthevastmajorityofstaff(87%)considerthedepartmenttobeafamily-friendlyplacetowork,including100%offemalerespondents.

(ii)Paternity,adoptionandparentalleaveuptake–commentontheuptakeofpaternityleavebygradeandparentalandadoptionleavebygenderandgrade.Hasthisimprovedordeterioratedandwhatplansaretheretoimprovefurther.

Twomembersofstaff(onepost-doctoralresearcher,andoneprofessor)havetakenpaternityleaveinthelast3years.Inbothcases,theleavewasonlytwoweekslong.

Thecollegehasrecently(April2015)introducedanewpolicyonSharedParentalLeave,increasingstatutorysharedparentalpaytothelevelofenhancedoccupationalmaternitypay,makingthisoneofthemostgenerousschemesinthesector.Amaleprofessorinthedepartmentwillstarta6-monthperiodofpaternityleaveinJanuary2016.Hehasindicatedthathewouldnothavebeenabletotakesuchanextendedperiodofleaveundertheoldpolicy,giventhefinancialrealitiesoflivinginLondon.

Oursurveyofrecentparentsrevealedthatallfatherswouldhavetakenpaternityleaveformorethan2weeksunderthenewpolicy.However,only6outof8femalesindicatedthattheirpartners(non-Birkbeckstaff)wouldtakemorethan2weeksleave(duebothtofinancialconsiderationsandculturalexpectations).

Overall,thesedataprovideencouragingsignsthatthenewpolicyonSharedParentalLeavewillincreasetheamountofleavethatfathersinthedepartmenttake.

Actions5.5:SATtomonitoruptakeofsharedparentalleave.

(iii)Numbersofapplicationsandsuccessratesforflexibleworkingbygenderandgrade–commenton

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anydisparities.Wherethenumberofwomeninthedepartmentissmallapplicantsmaywishtocommentonspecificexamples.

Noapplicationshavebeenmadeforflexibleworking.Workingfromhomeisseenasnormalandstafforganisetheirworkschedulearoundtheircaringresponsibilities.Encouragingly,95%ofrespondentstooursurvey(and96%ofwomen)agreedthatthedepartmentsupportsflexibleworking.

b)Foreachoftheareasbelow,explainwhatthekeyissuesareinthedepartment,whatstepshavebeentakentoaddressanyimbalances,whatsuccess/impacthasbeenachievedsofarandwhatadditionalstepsmaybeneeded.

(i)Flexibleworking–commentonthenumbersofstaffworkingflexiblyandtheirgradesandgender,whetherthereisaformalorinformalsystem,thesupportandtrainingprovidedformanagersinpromotingandmanagingflexibleworkingarrangements,andhowthedepartmentraisesawarenessoftheoptionsavailable.

Nostaffarecurrentlytakingadvantageofformalflexibleworkingarrangements.WhiletheCollege’spolicyonflexibleworkingisavailableontheHRwebpage,ourrecentstaffsurveyindicatedthatmanystaffwereunfamiliarwiththeguidelinesandproceduresonformalflexibleworking.Nevertheless,inpractice,theDepartmenthasaninformalapproachtoflexibleworking,andstaffarefreetoorganizetheirtimearoundteachingandadministrativedutiesinthewaythatsuitsthem,asdemonstratedbytheoverwhelmingagreementthatthedepartmentsupportsflexibleworkingdiscussedabove.

Werecognize,however,thatknowledgeofformalpolicymaybenefitsomestaffandthattheDepartmentneedstodomoretopromoteawarenessofflexibleworkingrights.Asdiscussedabove,weareworkingtocentraliseallourinductionmaterials,includingpoliciesonflexibleworking,ontothedepartmentalintranet.

Actions3.2:Centralisationofinductionmaterials

(ii)Coverformaternityandadoptionleaveandsupportonreturn–explainwhatthedepartmentdoes,beyondtheuniversitymaternitypolicypackage,tosupportfemalestaffbeforetheygoonmaternityleave,arrangementsforcoveringworkduringabsence,andtohelpthemachieveasuitablework-lifebalanceontheirreturn.

CoverforteachingandadministrativeresponsibilitiesduringleavearearrangedinconsultationwiththeHoDanddirectorsofindividualcourses.Assomeaspectsofresearchandsupervisioncannotbecoveredbyotherstaffmembers,suchasmanagingongoingcollaborationsandsupervisingpost-docsandPhDstudents,staffareencouragedtouseKeeping-in-Touchdaystomaintainmomentumontheirresearch,allowingasmoothertransitionuponreturn.Thecollegeoffersupto20keeping-in-touchdaysaspartofitsSharedParentalLeavepolicy.

Aspartofouractionplan,wewillensurethatstaffreturningfromparentalleavehavereducedteachingandadministrativeresponsibilitiesintheperiodaftertheyreturn.Thiswillallowthemto

34

adjusttoworkingagain,applyforgrants,andfocusonre-startingtheirresearch.Inaddition,theHoDwillhavefollow-upmeetingswithstaff6-monthsaftertheirreturntohelpensureasmoothtransitionback.

Wehaverecentlyappointeda‘ParentalChampion’whowillmeetwithstaffbeforetheygoonleavetodiscussconcernsandofferadviceonhowtomanageareturntoworkwithfamilylife.

Actions5.1:AppointmentofParentalChampion5.2:Parentalreturnerstohavereducedworkload5.4:Return-to-workfollow-upmeetings

Section4:4,994words

5. Anyothercomments:maximum500words

Ourdepartmentalsurveyswereanimportantstartingpointforouranalysisofissuesinourdepartmentanddevelopmentofouractionplan.Weconductedthreesurveys.First,wesenta49-questionsurveytotheentiredepartment(Academicstaff,Researchstaff,administrativestaff,PhDstudents),coveringawiderangeofissuesofpotentialconcern.WetookadvantageofthesurveywhichtheBiologicalSciencesSAThadputtogetherfortheirrecentBronzeAwardapplication,modifyingandaddingsomeitemstoreflectissuesspecificallyaffectingourdepartmentandwhichhadbeenraisedbyourpreviousapplication.Indeed,someofthealterationswemadehavenow,inturn,beenadoptedbytheBiologicalSciencesSATfortheirfollow-upsurvey.Eachitemaskedrespondentstoratetheiragreementordisagreementwithstatementsusinga6-pointscale.Atotalof48membersofthedepartmentcompletedthesurvey.Figure14showsresultsfromsection2ofthesurveyon‘PerceptionsandValues’.Wheresurveyresultsarediscussedinthisdocument,wehavecollapsedthethreelevelsofagreementandthethreelevelsofdisagreementtoproduceanoverallpercentageofrespondentswhoagreedwiththestatement.

Second,wefollowed-upthefirstsurveywithasecond,morequalitativesurvey.FollowingdiscussionofthefirstsurveyatourSATmeeting,weidentifiedspecificareasinwhichmembersofthedepartmentfelttherewereproblems,particularlywheretherewasagenderdiscrepancyinviews.Weaskedrespondentstoelaborateonwhattheyfeltwasproblematicandforsuggestionsaboutactionsthedepartmentmighttaketoaddresstheseissues.Twelvemembersofthedepartmentcompletedthissecondsurvey.Quotestakenfromtheseresponseshavebeendescribedinthisapplicationandsuggestionsincorporatedintoouractionplan.

Finally,wesentafocusedquestionnairetomembersofthedepartmentwhohavehadchildrenwithinthepastfiveyears.Thisquestionnaireaskedabouttimethatthedepartmentmemberhadtakenonparentalleave,timetheirpartnerhadtaken,andtheirviewsaboutwhythisamountofleavewastakenandwhethermoretimewouldhavebeentakenhadthenewpolicyonsharedparentalleavebeeninplaceatthetime.

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Figure14:Resultsfromthe‘PerceptionsandValues’sectionofthesurvey.

Section5:371words

No. DescriptionofAction ActionasofNovember2015 ActionPlanned Responsibility Timescale SuccessMeasure

1.SupportingUndergraduateandPostgraduateStudents

1.1 ObtainandreviewUGdestinationdatabygender Newinitiative

Workwithcollegetobreakdownexistingdatacollectionondestinationfollowinggraduationbygender

SAT,ASMAnnuallyfrom2015-16

Dataonstudentdestinationsobtained;furtheractionsbasedonresults

1.2

MonitorUGstudentdatabygenderforbothPTandFTcourses.Annualreporttobereviewedbyfollowingcommittees:

- StrategicPlanningGroup- Management- Teaching&Admissions

StrategyGroup- Learning&Teaching

Newinitiative

Datacollectedforapplications,offers,acceptances,enrollments,anddegreeclassifications.

Datacollection:AdmissionstutorsandASMReviewofdata:CommitteeChairs

Annuallyfrom2015-16

Maintenanceofstatusquo,withnogenderdiscrepanciesforeitherPTorFTstudents

1.3

MonitorPGTandPGRstudentdatabygenderforbothPTandFTstudents.Annualreporttobereviewedbyfollowingcommittees:

- StrategicPlanningGroup- Management- Teaching&Admissions

StrategyGroup- Learning&Teaching- PGTaught- PGResearch

Newinitiative

Datacollectedforapplications,offers,acceptances,enrollments,anddegreeclassifications.

Datacollection:AdmissionstutorsandASMReviewofdata:CommitteeChairs

Annuallyfrom2015-16

Maintenanceofstatusquo,withnogenderdiscrepanciesforeitherPTorFTstudents

1.4 DeveloppeermentoringschemeforPhDstudents Newinitiative Institutesystemof

mentorsandmentees

ASM,ChairofPGResearchCommittee

2015-16onwards

Spring2016:allfirstyearstudentswithmentorSpring2017:allsecondyear


studentswithmentorSpring2018:allstudentswithmentor

1.5IntroducecareerdevelopmentintoannualprogressreportforPhDstudents

NewinitiativeProgressreportformstoincludediscussionofcareerdevelopment

ASM,ChairofPGResearchCommittee

2016onwards

1.6MonitormarksbygenderforUGandPGTtheses,whicharenotblindmarked

Newinitiative Annualreviewofthesismarksbygender

UG:SAT,TeachingandLearningCommitteePGT:SAT,PGTaughtCommittee

Annuallyfrom2015-16

Datareviewedbyrelevantcommittees.Shouldanygenderdiscrepancyberevealed,actiontakentoaddressissue.

2.KeyCareerTransitionsandCareerDevelopment

2.1 ReviewandmonitoringofstaffroleswithintheDepartment

Workloadmodelinplace

Annualreviewofstaffroles

HoD,ASM,SPG

Annuallyfrom2016

Ensurefairdistributionofrolesintermsofworkloadandextenttowhichtheyhaveapositiveeffectoncareerdevelopment.Annualmonitoringwillallowrotationofrolestobalanceanyinequalities.Increaseinsatisfactionwithtransparencyofassignmenttoresponsibilitiesinnewstaffsurvey.

2.2 MandatoryannualPDRsforallacademicstaff

Thispolicyhasbeenimplementedforthe2015-16academic

EnsurethatallmembersofacademicstaffreceivePDRsannually

ConductingPDRs:HoD,Mentoring

Annually100%ofacademicstaffreceivingPDRs


year GroupMonitoringuptake:SAT,SPG

SatisfactionwithPDRarrangementsinstaffsurvey

2.3 FormationofMentoringGroupconsistingofallProfessorialstaff

ThementoringgrouphaditsfirstmeetinginNov,2015

MentoringgrouptodevelopandimplementplansformentoringSurveytoassesssatisfactionwithnewmentoringarrangementstobecollected

MentoringGroup

TermlymeetingsSurveytobesentatendof2016-17

Surveyshowingsatisfactionwithnewmentoringarrangements

2.4 Ensureallacademicstaffhaveamentor Newinitiative

Extendmentoringbeyondprobationaryperiod.TrainseniorstaffinPDR/mentoring.

HoD,Mentoringgroup

Mentorstobeassignedin2015-16academicyear.Trainingofmentorstobeongoing.

2015-16:Allstafftohavementor;atleastthreementorstohaveundergonementoring/PDRtraining2016-17:atleast6mentorstohaveundergonetraining2017-18:atleast10mentorstohaveundergonetrainingSurveyshowingsatisfactionwithnewmentoringarrangements

2.5 Developfacultymentorschemeforpostdoctoralresearchers Newinitiative

Allpostdocstobepairedwithamemberofacademicstaff(nottheirlinemanager)formentoring

ASM,MentoringGroup

Schemetobeimplementedbyendof2015-16academic

AllpostdocshavementorEvidencethatmeetingshavebeentakingplaceSurveyshowingsatisfactionwith


year newmentoringarrangements

2.6 Encouragetrainingforbothmentorsandmentees

TwomembersofstaffreceivedtrainingaspartoftheAthenaSWANmentoringschemein2014-15.

Encouragetake-upofexistingmentoringschemesincollege(e.g.,AthenaSWAN,Aurora)Departmentwillarrangegroupmentor/menteetraining

HoD Ongoing

Endof2015-16:10%ofstafftrainedEndof2016-17:30%ofstafftrainedEndof2017-18:50%ofstafftrained

2.7 PDRsforpostdoctoralresearchers

Responsibilitytobemovedtomentor,ratherthanlinemanager.Uptaketobemonitored.

MentoringGroup Ongoing EvidencethatallPDRAshave

completedannualPDRs.

2.8Encouragemid-careerwomenindepartmenttoattendleadershiptraining

NewinitiativeThedepartmentwillencourage,fundandmonitortake-up.

HoD Ongoing Atleastonewomanperyearattendingleadershiptraining

2.9 Increaseparticipationincollege-widementoringschemes

TwomembersofthedepartmentparticipatedintheAthenaSWANmentoringschemein2014-15

WorkwithcollegeSATtoencourageparticipationincollege-widementoringschemes

SAT,MentoringGroup

Ongoing Atleast3peopleperyearfromthedepartmentparticipating

2.10 FormationofWomen’sGroup Newinitiative

Designactivitiesfocusedoncareerdevelopmentandnetworkingforfemalemembersofdepartmentatalllevels

AD-Equalities Ongoing Atleastoneeventputonperterm

2.11Seriesoftalks/meetingsoncareerdevelopmentforfemalemembersofdepartment

Newinitiative Women’sGroup Ongoing Atleastonetalkperterm


2.12 Reviewofdepartmentmemberstobenominatedforawards

Thenewly-appointedImpactOfficerhasbeencreatingadatabasewithkeyinformation(e.g.,datesofPhDs)tofacilitateidentificationofpeopleeligibleforawards

Annualreviewandcontinuousupdatingofdatabase

HoD,ImpactOfficer Annually Nominationstokeyawardsmade

2.13 ReviewofdatafromCollegeStaffSurvey

Thecollegeisplanninganall-staffsurveytobeconductedinSpring,2016.Theresultsofourstaffsurveyandissuesidentifiedduringthepreparationofthisapplicationarefeedingintothepreparationofthiscollege-widesurvey.

Resultsofstaffsurveyfromourdepartmenttobereviewedandfurtheractionsidentified

SAT,SPG Summer,2016

StaffsurveyresultsreviewedatSATandSPGmeetingsandfurtheractionsidentified

2.14

GenderbalanceamongProfessoriatetobeexplicititeminSPGpositivereviewofpotentialcandidatesforpromotion

TheSPGhasconductedannualpositivereviewsofpotentialcandidatesforpromotion

Genderbalanceatseniorlevelswillbeexplicitlyconsideredinthesediscussions

SPGAnnuallyform2015-16

EvidenceofdiscussionofgenderbalanceinSPGminutes

3.Recruitment,Promotion,andRetention

3.1 Improvestaffrecruitmentmaterials Newinitiative Reviewandmodification HoD,ASM, 2016 Modificationofmaterialsto


(hardcopyandonline),includingreferencetoAthenaSWANactivities

ofrecruitmentmaterials webdeveloper

onwards makethemmorefamilyfriendly

3.2 CentralizationofinductionmaterialsDevelopmentofnewinductionmaterialsisinprogress

Allinductionmaterialstobemadeavailableinsinglelocationonstaffintranet

HoD,ASM,webdeveloper

February2016

Availabilityofmaterialsonintranet

3.3 Reviewofexitinterviewsfromstaffleavers Newinitiative Annualreviewofexit

interviews SPGAnnuallyfrom2015-16

EvidenceofreviewinSPGminutes

4.Culture,Communication,andDepartmentalOrganization

4.1 Annualreviewofcommitteemembership

ClarityaboutbasisformembershipofSPG;appointmentoftwonewSPGmembers(bothwomen)resultingingenderbalanceonthiskeycommittee

Compositionofdepartmentalcommitteestobereviewedannuallytoensurebalancedrepresentationonkeycommittees.Thisreviewwillbedoneinconjunctionwiththereviewofstaffresponsibilities(Action2.1)tobalanceneedforrepresentationoncommitteeswithtotalworkload.Inaddition,considerationwillbegiventothegenderbalanceoncommittees

HoD,ASM,ManagementCommittee

Annuallyfrom2016

Genderbalanceonkeydepartmentalcommittees


relatedtoresearchvs.pastoral/teachingissues.Intheimmediateterm,thiswillrequirespecificattentiontotheResearchandPostgraduateResearchcommittees.

4.2Allmembersofacademicstafftocompletetrainingonunconsciousbias

Thecollegehasarrangedfortrainingsessionstobeavailable

Academicstafftoundergotraining SAT 2015-2018

2016:30%uptake2017:75%uptake2018:100%uptake

4.3Genderequalitytobeaddedasstandingagendaitemonkeycommittees

Genderequality/AthenaSWANaddedasstandingagendaitemforDepartmentalStaffMeetings

Genderequalitytobeaddedasstandingagendaitemforthefollowingcommittees:

- StrategicPlanningGroup

- Management

HoD,ASM ImmediateMinutesfromcommitteemeetingsshowingdiscussionofgenderequality

4.4 Minutesofdepartmentalcommitteemeetingsavailableonstaffintranet

Thishasbeenofficialpolicy,buthasbeenunevenlypracticedandminuteshavebeendifficulttofind

Wewillmonitorthatminutesareinfactplacedontheintranetandinacentralized–andeasytofind-location

ASM,webmanager Ongoing Minutesavailableonintranet

4.5SummariesofkeypointsfromStrategicPlanningGroupmeetingstobeemailedtostaff

Byinformalagreement,e-mailsummariesfrommeetingsoftheSPGhavebeenongoing,

FormalizerequirementthatsummaryemailsbesenttoacademicstafffollowingSPGmeetings

JuniorfacultyreponSPG Ongoing Summaryemailssent


andwellreceived

4.6

Ensurethatdepartmentalwebpageandnewslettershowcasestheaccomplishmentsoffemalemembersofthedepartment

Newinitiative

Contentofnewslettertobemonitoredtoensuredisseminationofaccomplishmentsoffemaledepartmentmembers

SAT,newslettercoordinator,wedmanager

Ongoing Atleast50%offeaturedachievementsaboutwomen

4.7 Reviewoftariffsfordifferentrolesinworkloadmodel

Existingtariffsweresetbymutualagreementofstaffin2007

Reviewoftariffsatstaffmeeting

HoD,ManagementCommittee,StaffMeeting

March2016

Newtariffsagreedandimplemented

4.8Formalise‘corehours’fordepartmentalmeetingsbetween10amand5pm

Newinitiative Meetingstobeheldduringcorehours

Committeechairs

FromJanuary,2016

Over75%ofmeetingsheldwithincorehours

4.9 Ensuregenderbalanceofinvitedspeakersatdepartmentalseminars

Thegenderbalanceofrecentspeakershasbeeninvestigated,showingoverallbalance,butamodestdiscrepancybetweentheTuesdayCBCDseminarsandtheWednesdayCognitiveScienceseminars

Explicitconsiderationtobegiventothegenderbalanceofspeakersinvitedtobothseminarseries

Organisersofseminarseries Ongoing

Genderbalanceofmaleandfemalespeakersatbothregulardepartmentalseminarseries

4.10 Re-consultCBCDmembersaboutseminartiming

AconsultationwasconductedinSummer2015aboutthebesttimefor

Attheendofthecurrentacademicyear,anotherconsultationwillbeconductedtodetermine

CBCDSeminarOrganiser

Summer2016 Newtimeforseminarsagreed


CBCDseminars,resultinginachangefrom1pmto4pmonTuesdays.

howCBCDmembersfeelaboutthenewtimeandwhetheritshouldbechangedagain

5.FlexibilityandManagingCareerBreaks

5.1AppointmentofParentalChampiontosupportandadvocateforstaffwithcaringresponsibilities

ParentalChampionappointed

ParentalChampiontomeetwithstaffleaving/returningfromparentalleave

HoD,ParentalChampion Immediate

AllstaffreturningfromparentalleavehavingmetwithParentalChampion

5.2

Ensurethatstaffreturningfromparentalleavehavereducedteachingandadministrativeresponsibilities

Newinitiative

Teachingandadministrativeresponsibilitiestobephasedingraduallyafterreturntoallowstafftimetofocusonresearch

HoD OngoingReducedadminandteachingresponsibilitiesincorporatedintoworkloadmodel

5.3

WorkingathomeandjoiningmeetingsremotelytobeencouragedandfacilitatedthroughaccesstoVPN

VPNservicesareavailable.Videoconferencingfacilitiesareavailableinsomedepartmentalseminarandmeetingrooms

VPNservicestobeadvertisedtostaffbyemailsfromIT,describingservicesavailableVideofeedsofdepartmentalseminarstobemadeavailablefordepartmentmembersworkingfromhome

ITAdministrator Ongoing IncreaseinVPNand

videoconferencingusage

5.4

Return-to-workfollow-upmeetingswithstaff6monthsafterreturnfromparentalleavetoensuresmoothtransitionbacktowork

Newinitiative

HoDtomeetwithparentalreturnerstodiscusstransitionbackandactionstofacilitate

HoD Ongoing AllparentalreturnershavingmetwithHoD


return

5.5 Monitoruptakeofsharedparentalleave

Thecollegehasrecently(April2015)altereditspolicyonSharedParentalLeavetoofferthesameoccupationalpaybenefitstofathers(26weeks)ashadpreviouslybeenofferedtomothers.

SATtomonitoruptakeofsharedparentalleavebyfathersinthedepartment

SAT Annually Increaseduptakeofsharedparentalleave

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