department)application) bronze'and'silver'award' · gga'...

Department)Application)Bronze'and'Silver'Award''

'2'

ATHENA)SWAN)BRONZE)DEPARTMENT)AWARDS))

Recognise'that'in'addition'to'institution8wide'policies,'the'department'is'working'to'promote'gender'equality'and'to'identify'and'address'challenges'particular'to'the'department'and'discipline.''

ATHENA)SWAN)SILVER)DEPARTMENT)AWARDS))

In'addition'to'the'future'planning'required'for'Bronze'department'recognition,'Silver'department'awards'recognise'that'the'department'has'taken'action'in'response'to'previously'identified'challenges'and'can'demonstrate'the'impact'of'the'actions'implemented.'

Note:'Not'all'institutions'use'the'term'‘department’.'There'are'many'equivalent'academic'groupings'with'different'names,'sizes'and'compositions.'The'definition'of'a'‘department’'can'be'found'in'the'Athena'SWAN'awards'handbook.''

COMPLETING)THE)FORM)

DO'NOT'ATTEMPT'TO'COMPLETE'THIS'APPLICATION'FORM'WITHOUT'READING'THE'ATHENA'SWAN'AWARDS'HANDBOOK.'

This'form'should'be'used'for'applications'for'Bronze'and'Silver'department'awards.'

You'should'complete'each'section'of'the'application'applicable'to'the'award'level'you'are'applying'for.''

Additional'areas'for'Silver'applications'are'highlighted'throughout'the'form:'5.2,'5.4,'5.5(iv)'

)

If'you'need'to'insert'a'landscape'page'in'your'application,'please'copy'and'paste'the'template'page'at'the'end'of'the'document,'as'per'the'instructions'on'that'page.'Please'do'not'insert'any'section'breaks'as'to'do'so'will'disrupt'the'page'numbers.'

WORD)COUNT)

The'overall'word'limit'for'applications'are'shown'in'the'following'table.''

There'are'no'specific'word'limits'for'the'individual'sections'and'you'may'distribute'words'over'each'of'the'sections'as'appropriate.'At'the'end'of'every'section,'please'state'how'many'words'you'have'used'in'that'section.'

We'have'provided'the'following'recommendations'as'a'guide.'

' '

'3'

Department)application) Bronze) Silver)

Word)limit) 10,500) 12,000)

Recommended(word(count( ' '

1.Letter'of'endorsement' 500' 500'

2.Description'of'the'department' 500' 500'

3.'Self8assessment'process' 1,000' 1,000'

4.'Picture'of'the'department' 2,000' 2,000'

5.'Supporting'and'advancing'women’s'careers' 6,000' 6,500'

6.'Case'studies' n/a' 1,000'

7.'Further'information' 500' 500'' '

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Name)of)institution) University'of'Glasgow' '

Department) School'of'Life'Sciences' '

Focus)of)department) STEMM) )

Date)of)application) April'2017' '

Award)Level) Bronze) )

Institution)Athena)SWAN)award)

Date:)October)2016) Level:)Bronze)

Contact)for)application)Must'be'based'in'the'department'

Olwyn'Byron' '

Email) [email protected]'

Telephone) +44'(0)141'330'3752'/'+44'(0)7545'766462'

Departmental)website) http://www.gla.ac.uk/schools/lifesciences/'

1. LETTER)OF)ENDORSEMENT)FROM)THE)HEAD)OF)DEPARTMENT)Recommended)word)count:))Bronze:)500)words))|))Silver:)500)words)

An'accompanying'letter'of'endorsement'from'the'head'of'department'should'be'included.'If'the'head'of'department'is'soon'to'be'succeeded,'or'has'recently'taken'up'the'post,'applicants'should'include'an'additional'short'statement'from'the'incoming'head.'

Note:'Please'insert'the'endorsement'letter'immediately)after'this'cover'page.'

' '

'5'

'

)

'6'

))Word)count)694)' '

'7'

Abbreviation) Explanation)

AC/DC' Awareness'of'Changes'/'Developments'and'Communication'AEF' Academic'Employment'Function'AS' Athena'SWAN'ASSN' Athena'SWAN'Student'Network'CBFW' Career'Breaks'and'Flexible'Working'CMVLS' College'of'Medical,'Veterinary'and'Life'Sciences'CPD' Career'and'Personal'Development'D' Dissemination'DASA' Data'analysis'&'self8assessment'ECDP' Early'Career'Development'Programme'E&D' Equality'and'Diversity'FTE' Full8time'equivalent'FW' Flexible'worker'GEC' College'of'Medical,'Veterinary'and'Life'Sciences'Gender'Equality'Committee'GGA' Glasgow'Graduate'Attributes'HEA' Higher'Education'Academy'HESA' Higher'Education'Statistics'Agency'HR' Human'Resources'KIT' Keeping'in'touch'LTS) Learning,'Teaching'and'Scholarship'MAD' Monitoring'and'Analysing'Data'MCD' The'School'of'Life'Sciences'Mentoring'and'Career'Development'Group'MPA' Management,'Professional'and'Administrative'PDR' Performance'and'Development'Review'PG' Postgraduate'PgCAP' Postgraduate'Certificate'in'Academic'Practice'PGR' Postgraduate'research'PGT' Postgraduate'taught'PSS) Professional'and'Support'Staff'RAE' Research'Assessment'Exercise'REF' Research'Excellence'Framework'RT' Research'and'Teaching'S2S' Support'to'Success'SAP' Supporting'&'advancing'progression'SAT' Athena'SWAN'Self8Assessment'Team'SCQF' Scottish'Credit'and'Qualifications'Framework'SHW' Social,'Health'and'Wellbeing'SL' Senior'Lecturer'SLS' School'of'Life'Sciences'SMART' Specific,'Measurable,'Achievable,'Relevant'and'Time8bound'STEM' Science,'Technology,'Engineering'and'Mathematics'STEMM' Science,'Technology,'Engineering,'Mathematics'and'Medicine'TA' Technician'Apprentice'TECH' Technical'and'Related'TELT' Technology8Enabled'Learning'and'Teaching'UG' Undergraduate'WLBP' Work8life'balance'&'policies'

Table)1:)Abbreviations)used)throughout)this)application.)

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2. DESCRIPTION)OF)THE)DEPARTMENT)

Actions'completed'since'submission'of'the'application'in'April'2017.'

At'the'start'of'each'section'we'summarise'and'highlight'actions'points'completed'since'submission'of'our'original'application'in'April'2017.''These'are'referred'to'as'AP''throughout'the'text.'

AP''Organise,'invite'all'staff,'and'hold'a'SLS'family'inclusive'summer'social'event.''')

AP''Organise,'invite'all'staff,'and'hold'a'SLS'family'inclusive'winter'cèilidh.))

Recommended)word)count:))Bronze:)500)words))|))Silver:)500)words)

Please'provide'a'brief'description'of'the'department'including'any'relevant'contextual'information.'Present'data'on'the'total'number'of'academic'staff,'professional'and'support'staff'and'students'by'gender.'

The'School'of'Life'Sciences'(hereafter'The'School'or'SLS)'is'one'of'three'Schools'and'seven'Research'Institutes'forming'the'College'of'Medical,'Veterinary'and'Life'Sciences'(CMVLS)'at'the'University'of'Glasgow'(Figure)1).''The'School's'primary'focus'is'delivery'of'the'College's'19'undergraduate'(UG)'Life'Science'degree'programmes'(with'significant'contributions'from'Research'Institute'staff)'and'it'prides'itself'on'excellence'in'teaching.''The'School'also'delivers'taught'postgraduate'(PGT)'programs.''Research'is'undertaken'in'collaboration'with'the'Research'Institutes,'with'some'of'our'academic'staff'supervising'or'co8supervising'postgraduate'research'(PGR)'students.''There'are'54'academic'and'50'professional'and'support'staff'(PSS)'in'the'School'(Table'2).''School'management'is'led'by'an'Operations'Group'and'a'School'Management'Committee'and'served'by'a'number'of'additional'committees.''Figure)2'illustrates'the'embedded'role'the'Athena'SWAN'(AS)'Self8Assessment'Team'(SAT)'plays'in'the'School'committee'structure,'and'the'flow'of'communication'between'committees.''

'

Figure)1:)Organisational)units)of)the)College)of)Medical,)Veterinary)and)Life)Sciences.'

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)) Female' %)Female' Male' Total'Professional)&)Support' 40' 80%' 10' 50'Academic' 28' 52%' 26' 54'Total' 68' 65%' 36' 104'

Table)2:)Total)number)of)School)staff)by)gender.)

School'staff'are'currently'spread'across'9'University'buildings,'all'within'5'minutes''walk'of'each'other'(Figure)3);'the'School'does'not'have'its'own'dedicated'building.''Work'is'underway'to'refurbish'of'one'of'these'buildings'to'provide'the'School'with'an'identifiable'home'for'the'majority'of'its'staff'and'common'space'for'all'its'staff'(AP'1).'

AP)1)Create'new'social'spaces'for'staff.''))

The'School'has'focused'recently'on'increasing'opportunities'for'staff'to'socialise'to'help'overcome'issues'associated'with'being'spread'over'many'buildings.''Every'3'months,'all'School'staff'are'invited'to'the'School'Council'Meeting'followed'by'some'form'of'social'event'(e.g.'lunch,'or'drinks'and'snacks),'held'during'core'hours'(10am84pm)'on'different'days'of'the'week'on'rotation.''The'purpose'of'this'forum'is'to'provide'information'from'the'University,'College'and'School'to'staff,'and'for'staff'to'ask'questions'of'School'management.''The'School'also'hosts'regular'coffee'mornings'but,'unlike'Council,'these'are'not'so'well'attended.''This'is'thought'to'be'partly'a'consequence'of'the'School'lacking'its'own'building'and'thus'dedicated'social'spaces'(AP'1)'since'the'atrium'space'in'which'after8Council'social'events'are'held'is'too'large'to'promote'the'conviviality'sought'at'coffee'mornings.''The'School'academic'staff'have'a'social'convenor'who'organises'two'or'three'social'events'for'these'staff'annually;'the'Management,'Professional'and'Administrative'(MPA)'staff'associated'with'the'School'Office'do'something'similar,'but'we'lack'a'program'of'social'events'for'the'entire'School.''In'order'to'address'this,'we'have'organised'two'annual'major'School'family8inclusive'social'events;'one'in'the'summer'(AP'),'and'a'winter'cèilidh'(AP').'

There'were'2,122'students'(UG,'PGT'and'PGR)'in'the'School'in'2016817.''The'numbers'at'each'level'reflect'the'focus'of'the'School'with'95.6%'of'students'in'UG'programs,'3.6%'in'PGT'and'0.8%'in'PGR.''There'are'more'female'(67.0%)'than'male'UG'but'at'PGT'and'PGR'there'is'a'strong'trend'towards'gender'parity'(Table'3).'''

) Female) %)Female) Male) Total)UG) 1,358' 67.0%' 670' 2,028'PGR) 9' 52.9%' 8' 17'PGT) 41' 53.2%' 36' 77'Total) 1,408' 66.4%' 714' 2,122'

Table)3:)School)student)numbers)by)gender)(2016]17).)

Word)count)489)

!

!

Figure'2:'SLS'committee'structure.!

!11!

!

Figure'3:'Map'of'the'main'Gilmorehill'Campus'of'the'University'of'Glasgow'with'the'9'buildings'across'which'SLS'staff'are'currently'spread'highlighted'in'orange.!

!

!12!

3. THE&SELF*ASSESSMENT&PROCESS&

Actions!completed!since!submission!of!the!application!in!April!2017.!

AP!!Reorganise!SAT!into!new!subgroups.!&

AP!!Raise!awareness!of!AS!amongst!School!student!community!via!timetabled!sessions,!educating!our!students!about!the!AS!charter!principles!and!their!positive!impact!within!the!School,!recruiting!UG!&!PG!SAT!members!and!forming!a!SLS!AS!Student!Network!(ASSN).&&

Recommended&word&count:&Bronze:&1000&words&&|&&Silver:&1000&words&

Describe!the!selfKassessment!process.!!

(i) a!description!of!the!selfKassessment!team!

The!SAT!comprises!31!members!(Table!4).!!Just!over!half!(54.8%)!the!SAT!staff!membership!is!Research!and!Teaching!(RT)!staff,!the!remaining!representing!MPA!(19.4%),!Technical!and!Related!(TECH,!12.9%)!and!students!(UG!and!PG)!(12.9%).!!While!most!SAT!members!volunteered,!we!strove!to!mirror!SLS!staff!composition!(RT:!52%,!MPA:!22%,!TECH:!25%)!with!that!of!the!SAT!staff!component!by!recruiting!members!from!underKrepresented!SLS!domains!with!the!result!that!the!SAT!does!look!broadly!representative!of!the!School.!!SAT!membership!is!predominantly!drawn!from!SLS!(90.3%)!although!9.6%!(3!members),!by!virtue!of!their!SAT!roles,!come!from!elsewhere!in!the!University!(Table!4).!!One!SAT!member!will!begin!maternity!leave!in!February.!!In!November!2016,!in!recognition!of!the!workload!associated!with!submission!of!this!application!and!implementation!of!the!Action!Plan,!a!SAT!CoKChair!was!appointed!from!within!SLS!Grades!6K8!to!share!workload!with!the!existing!SAT!Chair!(Grade!10)!and!enable!succession!planning.!!A!new!SAT!CoKChair!(male,!Grades!6K8)!will!take!over!from!the!Grade!10!CoKChair!on!1!December!2017.!!The!SAT!includes!grades!spanning!2!(Technician!Apprentice)!to!10!(4!Professors)!and!at!26%!male,!74%!female,!is!reasonably!representative!of!the!School!gender!profile!(35%!male,!65%!female).!!

(ii) an!account!of!the!selfKassessment!process!

The!selfKassessment!process!began!in!October!2015!(Table!6)!with!the!motivation!of!the!newly!appointed!Head!of!School!to!improve!gender!equality.!!The!SAT!has!met!approximately!every!two!months!since!the!start!of!the!process.!!The!dates!and!times!of!SAT!meetings!were!agreed!at!the!second!SAT!meeting,!although!some!later!meetings!were!rescheduled!in!response!to!the!evolving!selfKassessment!process.!!All!SAT!paperwork!is!uploaded!to!the!SLS!AS!SharePoint!site,!accessible!to!everyone!on!the!SAT.!!Communication!of!AS!activities!to!the!School!is!achieved!via!presentations!(by!SAT!CoKChairs)!to!School!Council!and!via!a!regular!feature!in!the!electronic!School!Newsletter.!!

!13!

Comments!and!suggestions!from!SLS!staff!have!been!welcomed!throughout!the!process,!with!School!Council!being!a!platform!to!allow!this!to!take!place.!

!14!

Name! Job(title! Category( FTE( FW1( Sex( SAT(Recruitment( SAT(role( Subgroup(

membership( Parent?( Carer?(

Dorothy!Aidulis! Lecturer! RT! 1! No! F! Volunteered! RT!Staff!Member! CBFW! 1!adult!child! No!

Emma!Brockett! Technician! TECH! 1! No! F! Volunteered!Convenor!SHW!

subgroup!SHW!! AC/DC! No! No!

Fergus!Brown!Head!of!CMVLS!

Human!Resources! MPA! 1! No! M! Invited! HR!Rep! SAT! No! No!

Janette!Bulloch! Lecturer! RT! 1! No! F! Volunteered! RT!Staff!Rep! SHW! CBFW! No! Yes!

Olwyn!Byron! Professor! RT! 1! No! F! Volunteered! CoOChair!SAT! SAT!

1!schoolOaged!

child,!3!adult!

stepchildren!

No!

Jenny!Clancy! Lecturer! RT! 1! No! F! Volunteered! RT!Staff!Rep! CBFW! MAD! Pregnant! No!

Bill!Cushley! Professor! RT! 1! No! M! Recruited! RT!Staff!Rep! SAT!1!child!at!

University!No!

Katie!Farrell! Gender!Equality!

Officer! MPA! 1! No! F! Invited!University!Gender!

Equality!Officer! SAT! No! No!

Chris!Finlay! Senior!Lecturer! RT! 1! No! M! Volunteered! RT!Staff!Rep! CPD! MAD!1!preOschool!

aged!child!No!

Kevin!Glasgow! UG! UG! 1! No! M! Volunteered! UG!Rep! ASSN! No! No!

Simon!Guild! Head!of!SLS! RT! 1! No! M! Recruited! Head!of!School! SAT! No! No!

Rachel!

Henderson!PG! PG! 1! No! F! Volunteered! PG!Rep! ASSN! No! No!

Pamela!

Hollywood! TA! TECH! 1! No! F! Volunteered! Technical!Rep! SHW! CBFW! No! No!

Ashely!Le!Vin! Lecturer! RT! 1! No! F! Volunteered! RT!Staff!Rep! SHW! MAD!1!preOschool!

age!child!No!

Keilly!

MacDonald! AS!Data!Officer! MPA! 0.8! Yes! F!Supportive!

Role!

MVLS!AS!Data!

Officer! SAT!2!children,!

aged!7!and!4!No!

Louise!

MacPherson!PG! PG! 1! No! F! Volunteered! PG!Rep! ASSN! No!! No!

Jessica!Magee! UG! UG! 1! Yes! F! Volunteered! UG!rep! ASSN! No! No!

Angela!Miller! Technician! TECH! 1! No! F! Volunteered!Convenor!CPD!

subgroup!CPD! CBFW!

1!preOschool!

age!child!No!

Mary!McVey! Lecturer! RT! 1! No! F! Volunteered! RT!Staff!Rep! CPD! AC/DC! *! *!

!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! !!!!!!!!!!!!!!!!!!!!!!!!!!!!1!Flexible!worker;!*!Would!rather!not!disclose!these!data.!

!15!

Name! Job(title! Category( FTE( FW1( Sex( SAT(Recruitment( SAT(role( Subgroup(

membership( Parent?( Carer?(

Victoria!

Paterson! Lecturer! RT! 1! No! F! Volunteered! CoOChair!SAT! SAT!1!preOschool!

aged!child!No!

Katherine!Price! Lecturer! RT! 0.8! No! F! Volunteered! RT!Staff!Rep! CBFW! MAD!

4!children,!

aged!7,11,13!

and!14!

No!

Fabio!

Quondamatteo! Professor! RT! 1! No! M! Recruited! RT!Staff!Rep! CBFW!

2!children,!1!

at!University,!

1!school!aged!!

No!

Donald!Reid! Lecturer! RT! 1! No! M! Recruited! RT!Staff!Rep! SHW! MAD! No! No!

Lillias!Robinson! Head!of!SLS!Amin! MPA! 1! No! F! Volunteered!Head!of!School!

Admin! MAD! AC/DC! No!

2!ageing!parents,!

1!with!health!

problems!

requiring!

increasing!

amount!of!help!&!

intervention!!

Sheona!

Shankland!Technician! TECH! 1! No! F! Volunteered! Technical!Rep! SHW! CPD! No! No!

Kim!Sutherland! Admin!Assistant! MPA! 1! No! F! Recruited! AS!SAT!Clerk! SAT!1!schoolOaged!

child!No!

Nicola!Veitch! Lecturer! RT! 0.8! No! F! Volunteered!Convenor!CBFW!

subgroup! CBFW! SHW!2!children:!1!

&!7!years!old!No!

Angela!Watt! Lecturer! RT! 0.69! Yes! F! Volunteered! RT!Staff!Rep! MAD! AC/DC!3!children:!26,!

23!&!15!No!

Michelle!Welsh! Senior!Lecturer! RT! 1! No! F! Volunteered! RT!Staff!Rep! CBFW! CPD!1!preOschool!

age!child!No!

Stewart!White! Lecturer! RT! 1! No! M! Volunteered!Convenor!MAD!

subgroup! MAD! CPD! No!

Occasionally!to!

give!older!sister!

respite!

Tracy!Wilson! School!&!Student!

Support!Admin! MPA! 1! No! F! Volunteered!Convenor!AC/DC!

subgroup! AC/DC! CBFW!2!schoolOaged!

children!No!

Table(4:(Composition(of(the(SLS(AS(SelfEAssessment(Team.((Subgroup(membership(key:(AC/DC(E(Awareness(of(Changes(/(Developments(and(Communication;(ASSN(E(Athena(SWAN(Student(Network;(CBFW(E(Career(Breaks(and(Flexible(Working;(CPD(E(Career(and(Personal(Development;(MAD(E(Monitoring(and(Analysing(Data;(SHW(E(Social,(Health(and(Wellbeing.(((

!16!

The!SAT!was!divided!into!subgroups!(Table!5).!!Each!subgroup!was!chaired!and!meetings!organised!as!required!to!progress!the!business!of!the!subgroup!which!was!then!reported!to!the!SAT!meeting.!!Subgroup!Chairs!will!join!SAT!CoCChairs!to!form!a!writing!team!for!future!AS!applications.!

Dates& Subgroup& Remit&

Feb&20166!April&2017!

Data!Analysis!and!SelfCAssessment!

Design!and!analysis!of!staff!and!student!Athena!SWAN!surveys.!

Dissemination! Publicising!Athena!SWAN!to!wider!School!community.!Supporting!and!Advancing!Progression!

Staff:!mentoring,!promotion,!performance!&!development!review,!opportunities.!

WorkClife!Balance!and!Policies! Parent!and!carer!network.!!FamilyCrelated!breaks.!!!

April&2017!onwards!

Social!Health!and!Wellbeing! Social!events,!onCcampus!health!&!wellbeing.!

Awareness!of!Changes!/!Developments!and!Communication!

School!away!days,!equality!&!diversity!training,!promotion!workshops,!Athena!SWAN!promotion,!committee!composition,!early!career!staff!training,!outreach!recognition.!

Career!Breaks!and!Flexible!Working! Parent!and!carer!network.!!FamilyCrelated!breaks.!!!

Monitoring!and!Analysing!Data!Staff:!workload!model,!exits!questionnaires.!Students:!obstacles!to!progression.!

Career!and!Personal!Development!

Staff:!mentoring,!promotion,!performance!&!development!review,!opportunities.!Students:!employability,!outreach!opportunities,!postgraduate!issues.!

Athena!SWAN!Student!Network!School!Athena!SWAN!Champions,!design!of!School!Athena!SWAN!student!survey,!analysis!of!survey!data,!rotation!of!SAT!membership.!

Table&5:&SAT&subgroups&from&February&2016&6&April&2017&and&April&2017&onwards&reflecting&the&evolving&nature&of&the&School&of&Life&Science's&engagement&with&the&Athena&SWAN&Charter&and&our&Action&Plan.&

Two!important!tasks!for!the!SAT!were!the!SLS!AS!Staff!Survey!(hereafter!the!Staff!Survey)!(Table&32,!Table&33)!and!the!SLS!AS!UG!Student!Survey!(hereafter!the!Student!Survey)!(Table&34)!designed!by!the!SAT,!presented!to!staff!and!students!in!final!and!penultimate!year!via!the!Bristol!Online!Survey!system!in!May!2016!and!January!2017!respectively!and!data!subsequently!collated!by!the!College!AS!Data!Officer.!!The!response!rates!were!71.0%!(75!staff,!63.9%!of!males,!76.5%!of!females!responded)!and!11.3%!(103!students,!7.2%!of!males,!12.7%!of!females!responded)!respectively.!!Because!the!Student!Survey!response!rate!was!very!low,!we!interpret!these!data!with!some!caution!and!have!held!information!sessions!to!educate!our!students!about!the!AS!charter!principles!and!their!positive!impact!within!the!School!(AP!).!

Individual!subgroups!were!responsible!for!analysing!staff!and!student!metrics!and!incorporating!these,!and!agreed!actions,!into!this!application.!!SAT!CoCChairs!were!responsible!for!merging!subsections!into!the!first!draft!which!was!then!reviewed!sequentially!by!the!SAT,!colleagues!from!Human!Resources,!School!Management!Committee!and!the!College!Gender!Equality!Committee!(GEC).!!!

!17!

One!SAT!CoCChair!sits!on!the!School!Management!Committee!(at!which!AS!is!a!standing!item!of!business)!and!both!sit!on!the!GEC,!which!meets!≈4!times!annually!to!review!AS!applications!and!advance!the!wider!gender!equality!agenda!in!the!College!by!taking!forward!shared!actions.!!The!GEC!is!an!important!crossCCollege!consultation!platform!CoCChaired!by!the!Head!of!College!and!another!senior!academic!with!a!strong!AS!track!record.!!It!includes!SAT!Chairs/CoCChairs!and!senior!PSS!colleagues!from!across!the!College!and!is!focussed!on!the!sharing!of!best!practice.!!Our!engagement!with!the!GEC!has!been!particularly!instrumental!in!shaping!our!Mentoring!and!Career!Development!(MCD)!group!(AP!),!Promotion!Workshops!(AP&14),!Performance!and!Development!Review!(PDR)!checklists!(AP!,!Figure!18)!and!Parent!and!Carer!Network!(AP!).!!This!application!was!reviewed!by!the!GEC!(November!2017)!before!being!finalised.!

(iii) plans!for!the!future!of!the!selfCassessment!team!

We!will!continue!to!drive!forward!our!Action!Plan.!!To!do!this,!we!have!reCorganised!the!SAT!into!new!subgroups!(Table!5)!more!aligned!to!our!Action!Plan!themes!(AP!).!!Implementation!of!the!Action!Plan!will!be!overseen!by!our!SAT,!which!will!continue!to!meet!every!two!months!and!report!its!plans!to!the!School!Management!Committee!(Section!5.6!(i))!and!will!maintain!biCdirectional!communication!of!its!plans!with!School!staff.!

In!recognition!of!the!workload!involved,!SAT!membership!will!be!rotated.!!CoCChairs!will!also!rotate!after!two!years;!the!staggered!nature!of!their!appointment!will!ensure!excellent!continuity!in!SAT!leadership.!!Current!staff!members!will!be!rolled!off!the!SAT!in!a!phased!process!according!to!their!wishes!and!workloads.!!This!will!be!an!item!for!discussion!at!annual!staff!PDR.!!Student!members!will!step!down!when!they!graduate!or!according!to!their!wishes!and!workloads.!!Replacement!SAT!members!will!again!be!recruited!from!SLS!staff!by!open!invitation!periodically!as!the!need!arises.!!Membership!will!be!fixed!at!three!years.!!In!September!and!October!2017!the!SAT!CoCChairs!gave!short!presentations!on!AS!and!the!School's!engagement!with!the!AS!charter!at!UG!and!PG!information!sessions!in!order!to!attract!and!recruit!SAT!student!members.!!In!contrast!to!the!poor!response!from!the!student!body!to!invitations!to!join!the!original!SAT!(in!2016),!we!received!26!expressions!of!interest.!!In!response!to!this,!the!SAT!established!the!SLS!AS!Student!Network!(ASSN)!to!which!all!26!were!invited!and!which!18!have!agreed!to!join.!!This!is!a!Beacon!Activity,!the!first!of!its!kind!in!the!University!of!Glasgow.!!The!main!ASSN!roles!are!to!be!School!AS!Champions,!design!the!School!AS!Student!Survey,!analyse!the!resultant!data!and!rotate!SAT!membership.!!Of!this!18,!four!(one!male!UG,!one!female!UG!and!two!female!PG)!have!been!appointed!to!the!SAT!(AP!).!

Word&count&1012!

!

Date% Meeting% Completed%task%17.11.15! !! SAT!Chair!appointed!

19.01.16!SAT!Chair,!Head!of!School!Admin,!Deputy!College!Secretary,!College!Gender!Equality!Officer!

Planned!how!to!populate!SAT!and!disseminated!mechanisms!of!College!support!for!AS!

20.01.16! !! School!staff!and!students!eImailed!with!invitation!for!expressions!of!interest!in!joining!the!SAT!01.02.16! !! School!of!Life!Sciences!AS!SAT!formed!09.02.16! CMVLS!Gender!Equality!Committee! Review!of!Bronze!bids!from!cognate!Schools/Institutes!

11.02.16!SAT!Chair,!Chair!of!Institute!of!Cardiovascular!&!Medical!Sciences!SAT!

SAT!Chair!briefed!on!application!process!by!colleague!who!has!recently!Chaired!cognate!Research!Institute!SAT!through!same!

12.02.16! SAT! Subgroups!formed,!subgroup!leaders!nominated,!subgroup!membership!decided!

03.03.16! School!Management!Committee!AS!inaugurated!as!standing!agenda!item!at!School!Management!Committee!Meetings;!report!from!SAT!Chair,!request!for!input!to!Action!Planning!process!

11.03.16! SAT! SharePoint!site!established,!Terms!of!Reference!agreed,!subgroup!membership!finalised,!next!steps!agreed!!! Subgroups! Data!gathering,!Staff!Survey!questionnaire!design,!data!pipeline!instated,!slides!for!School!Council!prepared!18.03.16! School!Council! Presentation!on!School!AS!application!from!SAT!Chair!22.03.16! CMVLS!Gender!Equality!Committee! Review!of!Bronze!bids!from!cognate!Schools/Institutes!20.04.16! SAT! Progress!reports!from!subgroups!26.04.16I03.05.16! !! Staff!survey!conducted!

27.04.16! Transgender!Awareness!Workshop! SAT!Chair!participated!05.05.16! School!Management!Committee! Report!from!SAT!Chair!

03.05.16I12.06.16! !!

Data!analysed!by!Data!Analysis!and!SelfIAssessment!subgroup,!made!available!on!SharePoint!for!each!subgroup!in!agreed!graphical!and!tabular!format.!!Drafts!of!each!application!subsection!completed!plus!suggested!upIdates!to!emerging!action!plan.!!Application!subsections!merged!and!edited!by!SAT!Chair!and!circulated!to!SAT.!

09.06.16! School!Management!Committee! Report!from!SAT!Chair!10.06.16! School!Council! Update!on!School!AS!application!from!SAT!Chair!

14.06.16! SAT!Discussion!of!draft!application!&!agreement!on!action!plan!(half!day!meeting);!preparation!of!slides!for!presentation!at!School!Council!

15.06.16I01.07.16! !! Addition!of!material!from!subgroups,!further!analysis!of!Staff!Survey!data,!further!editing!by!subgroups!

23.06.16! CMVLS!Gender!Equality!Committee!Mentoring!scheme!update;!Data!requirements;!Reward!and!recognition!data;!Business!from!committee!members;!Anticipated!applications!and!timetable!

04.07.16!I!13.07.16! !! Application!draft!edited!by!SAT!Chair!

!

Date% Meeting% Completed%task%14.07.16(02.08.16!

!! Application!reviewed!by!SAT!

03(10.08.16! !! Application!modified!by!SAT!Chair!to!address!review!feedback!

23.08.16! SAT! Subgroup!reports;!planning!of!Student!Survey!

07.10.16! School!Management!Committee! SAT!Chair!unavoidably!absent!at!short!notice;!unable!to!send!deputy!

11.10.16! CMVLS!Gender!Equality!Committee! Review!of!Bronze!bids!from!cognate!Schools/Institutes!

26.10.16! SAT! Progress!update:!touching!base;!refreshing!individual!roles;!planning!next!steps!

27.10.16! School!Council! SAT!chair!introduced!Mentoring!and!Career!Development!Group!to!School!

31.10.16(11.11.16!

Subgroups! Matters!arising!from!SAT!and!School!Management!Committee!meetings!addressed!

01.12.16! ! SAT!Co(Chair!appointed!

05(09.12.16! !! Student!survey!conducted!

07.12.16! School!Management!Committee! Report!from!SAT!Co(Chair!

16.12.16! School!Council!and!Christmas!Social! !!

18.01.17! CMVLS!Gender!Equality!Committee! Application!first!draft!submitted!to!the!GEC!


23.01.17! School!Council! !!

26.01.17! SAT! Progress!update:!feedback!from!College!of!MVLS!Gender!Equality!Committee;!planning!next!steps!

26.01.17!Early!Career!Development!Programme!Induction!Session!

SAT!Co(Chair!participated!

15.02.17! !! ECU!Equality!Charter!team!notified!of!intention!to!apply!

20.02.17! !! Draft!Application!sent!to!College!of!MVLS!Gender!Equality!Committee!for!review!

27.02.17! ECU!AS!Panel! SAT!Co(Chair!attended!as!observer!

09.03.17! CMVLS!Gender!Equality!Committee! Application!approval!

10.03.17! !! Feedback!from!College!of!MVLS!Gender!Equality!Committee!sent!to!SAT!

14.03.17! SAT!Review!feedback!from!College!of!MVLS!Gender!Equality!Committee,!School!Management!Committee,!College!HR!and!University!AS!champions!


15(31.03.17! !! Comments!on!application!sought!from!School!community!!

14(27.04.17! !! Application!finalised!

28.04.17! !! Submission!of!application!to!ECU!

25.05.17! ! SAT!Co(Chair!planning!meeting!

08.06.17! SAT! Focus!on!implementation!of!Action!Plan;!prospective!new!SAT!members!in!attendance!to!observe!

!

Date% Meeting% Completed%task%13.06.17! CMVLS!Gender!Equality!Committee! Rationalisation!of!action!plans!and!update!from!working!groups!

19.06.17! SAT! Continuation!of!focus!on!Action!Plan!delivery!

18.08.17! SAT! Subgroup!progress!reports!

22.08.17!School!Senior!Management!&!SAT!CoNChairs!

Action!Points!implementation!meeting!

07.09.17! School!Council! Mentoring!and!Career!Development!scheme!promoted;!Athena!SWAN!Action!Plan!described!

17.09.17! School!of!Life!Sciences!Summer!Social! First!ever!School!Summer!Social!(bowling,!as!opposed!to!planned!BBQ,!since!weather!was!inclement)!

29.09.17! ! ECU!Equality!Charter!team!notified!of!intention!to!reNsubmit!application!

13.09N11.10.17!

Life!Sciences!undergraduate!and!Masters!level!information!sessions!

Presentation!about!Athena!SWAN!from!SAT!CoNChair!including!invitation!to!volunteer!for!SAT!membership!!

05.10.17!SAT!CoNChairs,!University!Gender!Equality!Officer,!College!AS!Data!Officer!

Review!of!ECU!feedback!on!Bronze!Application!submission!

11.10.17! SAT! Subgroup!reports;!Review!of!ECU!feedback!on!Bronze!Application!submission;!ReNsubmission!plan!

12.10.17! CMVLS!Gender!Equality!Committee!Update!on!April!AS!submissions;!ISSF!Funding!Update;!Professional!Services!Staff!–!emerging!themes;!Equality!and!Diversity!Unit!Update;!Update!from!Vet!Schools!Athena!SWAN!meeting!!

13N30.10.17! ! Analysis!of!and!inclusion!of!2016N17!data!in!revised!Application!

30.10.17! ! Application!revision!

14.11.17! SAT! Subgroup!reports,!Action!Plan!progress;!Discussion!of!revised!Application!

17.11.17! ! Draft!Application!sent!to!College!of!MVLS!Gender!Equality!Committee!for!review!and!approval!

20N29.11.17! ! Application!finalised!

30.11.17! ! Submission!of!revised!application!to!ECU!

Table%6:%Timeline%of%the%self8assessment%process.%

!21!

4. A$PICTURE$OF$THE$DEPARTMENT$Recommended$word$count:$Bronze:$2000$words$$|$$Silver:$2000$words$

4.1. Student$data$$If!courses!in!the!categories!below!do!not!exist,!please!enter!n/a.!!

(i) Numbers!of!men!and!women!on!access!or!foundation!courses!

n/a!

(ii) Numbers!of!undergraduate!students!by!gender!FullA!and!partAtime!by!programme.!Provide!data!on!course!applications,!offers,!and!acceptance!rates,!and!degree!attainment!by!gender.!

The!School!offers!a!broad!range!of!UG!programmes!(Table!7)!for!which!there!is!the!possibility!of!partAtime!study,!although!this!is!rarely!taken!up:!there!were!22!female!and!31!male!partAtime!UG!students!in!2013A17.!!The!overall!summary,!by!gender,!of!our!UG!student!population!(Table!8)!shows!that!our!gender!split!is!comparable!with!HESA!benchmarking!data.!

Level! Programme! Female! %Female! Male! Total!

UG$SCQF$10$BSc$(Hons)!

Anatomy! 126! 81%! 29! 155!

Biochemistry! 109! 58%! 79! 188!

Genetics! 115! 74%! 40! 155!

Human!Biology! 25! 83%! 5! 30!

Human!Biology!&!Nutrition! 8! 50%! 8! 16!

Immunology! 72! 67%! 35! 107!

Marine!&!Freshwater!Biology! 51! 57%! 39! 90!

Microbiology! 67! 64%! 37! 104!

Molecular!&!Cellular!Biology! 44! 56%! 35! 79!Molecular!&!Cellular!Biology!(with!Biotechnology)! 23! 55%! 19! 42!

Molecular!&!Cellular!Biology!(with!Plant!Science)! 6! 46%! 7! 13!

Neuroscience! 139! 72%! 55! 194!

Parasitology! 19! 79%! 5! 24!

Pharmacology! 75! 64%! 42! 117!

Physiology! 58! 77%! 17! 75!

Physiology!&!Sports!Science! 40! 53%! 35! 75!

Physiology!Sports!Science!&!Nutrition! 51! 63%! 30! 81!

Virology! 21! 49%! 22! 43!

Zoology! 184! 73%! 68! 252!

Table$7:$Undergraduate$(UG)$programs$offered$by$the$SLS$(2016W17).$

$$$

!22!

$$Female$

%$Female$Male$

Total$FullWtime$ PartWtime$ FullWtime$ PartWtime$

2013W14$ 1,058! 4! 64%! 583! 7! 1,652!

2014W15$ 1,134! 7! 66%! 581! 10! 1,732!

2015W16$ 1,249! 6! 67%! 601! 12! 1,868!

2016W17$ 1,353! 5! 67%! 668! 2! 2,028!

HESA$2015W16$ 92,480! 18,765! 60%! 62,260! 8,105! 154,740!

Table$8:$Summary,$by$gender,$of$SLS$UG$student$population$(2013W17)$including$HESA$(2015W16)$data$for$Biological$Sciences$for$comparison.$

In!line!with!the!University!of!Glasgow!Undergraduate!Admissions!policy,!entry!is!offered!on!the!basis!of!grades!and!students!are!not!interviewed.!!This!should!eliminate!unconscious!bias!of!the!student!population.!!The!proportion!of!females!applying!to!the!School!was!smaller!than!that!to!whom!offers!were!made!(Figure!4).!!At!the!outcome!of!the!process,!the!proportion!of!females!who!unconditionally!accepted!an!offer!from!the!School!was!higher!than!the!proportion!of!females!applying!to!the!School.!!This!trend!was!observed!for!the!entire!reporting!period!and!reflects!higher!school!grade!attainment!amongst!females!(Figure!5).!!In!2013A17!the!ratio!of!offersAtoAapplications!was!on!average!10%!higher!for!females!than!for!males!(Table!9),!whereas!there!is!little!difference!in!the!ratio!of!acceptancesAtoAoffers!(Table!10).!!!

!

Figure$4:$Undergraduate$course$applications,$offers,$and$acceptance$rates$by$gender$(2013W17).$

!23!

!

Figure$5:$Percentage$of$gendered$candidate$cohorts$attaining$specified$grades$at$Scottish$Qualification$Authority$(SQA)$Higher$(2013W17).$$Key:$light$to$dark$=$A,$B,$C,$D.$

!$$ Female$ Male$ Total$2013W14$ 60%! 50%! 56%!2014W15$ 69%! 58%! 65%!2015W16$ 73%! 63%! 69%!2016W17$ 72%! 64%! 70%!

Table$9:$Summary,$by$gender,$of$SLS$UG$student$success$rates$from$applications$to$offers$(2013W17).$

$$ Female$ Male$ Total$2013W14$ 24%! 23%! 24%!2014W15$ 25%! 24%! 25%!2015W16$ 23%! 23%! 23%!2016W17! 25%! 27%! 26%!

Table$10:$Summary,$by$gender,$of$SLS$UG$student$acceptance$rates$from$offers$to$acceptances$(2013W17).$

Because!the!Scottish!UG!Honours!degree!takes!four!years!to!complete,!it!is!not!possible!to!link!the!data!in!Figure$4!with!those!in!(Figure$6),!even!assuming!(unreliably)!that!those!who!accept!an!offer!actually!matriculate.!!Over!the!reporting!period!the!percentage!of!UG!students!who!are!female!has!increased!marginally!from!64%!to!67%.!!The!distribution!of!degree!outcomes!by!gender!(Figure$6)!reveals!a!steady!increase!in!the!percentage!of!the!female!cohort!graduating!with!a!1st!or!2:1.!!The!data!map!progress!towards!increasing!attainment!for!both!genders.!

!24!

!

Figure$6:$Percentage$of$gendered$UG$cohorts$attaining$specified$degree$classes$(2013W17).$$Key:$light$to$dark$=$1st,$2:1,$2:2,$3rd,$pass.$

(iii) Numbers!of!men!and!women!on!postgraduate!taught!degrees!!FullA!and!partAtime.!Provide!data!on!course!application,!offers!and!acceptance!rates!and!degree!completion!rates!by!gender.!

The!numbers!of!students!undertaking!PGT!degrees!is!unsurprisingly!smaller!than!UG!numbers.!The!percentage!of!females!is!lower!than!the!HESA!benchmark,!but!maps!an!overall!trend!of!gender!parity,!if!indeed!it!is!valid!to!drawn!any!conclusion!from!such!small!numbers!(Table!11).!!There!has!been!an!increase!in!PGT!numbers!in!the!past!year!(41%!for!females,!22%!for!males,!32%!overall)!as!the!result!of!a!UniversityAwide!recruitment!drive.!!Whilst!partAtime!study!is!offered!to!SLS!PGT!students,!uptake!is!low,!with!only!2!partAtime!PGT!students!in!2013A14!(1!male,!1!female)!and!1!(male)!in!2014A15.!!It!is!possible!that!prospective!students!are!unaware!of!partAtime!study!as!an!option!for!PGT!so!we!will!advertise!this!more!prominently!in!School!course!catalogues!and!online!(AP!2).!!!

$Female$ Male$

Total!FullWtime$ PartWtime$ %$Female$ FullWtime$ PartWtime$

2013W14$ 23! 1! 53%! 20! 1! 45!

2014W15$ 23! 1! 44%! 31! 0! 55!

2015W16$ 24! 0! 46%! 28! 0! 52!

2016W17$ 41! 0! 53%! 36! 0! 77!

HESA$2015W16$ 14,390! A! 68%! 6,720! A! 21,110!

Table$11:$Numbers$of$PGT$students$by$gender:$fullW$and$partWtime$(2013W17)$including$HESA$2015W16$data$for$comparison.$

AP$2!Advertise!the!possibility!of!partAtime!PGT!study!more!prominently.$$

!25!

The!percentage!of!male!applicants!to!PGT!programmes!(Figure!7)!is!higher!(on!average!45%)!than!to!UG!programmes!(on!average!35%).!!The!difference!in!the!numbers!of!acceptances!indicated!by!Table!13!and!the!actual!number!of!PGT!students!is!high!because!a!lot!of!students!await!the!outcome!of!scholarship!applications!and!may!choose!not!to!take!up!their!place!without!funding.!!There!is!no!further!gender!bias!revealed!by!the!offers!and!acceptances!(Table!12!and!Table!13).!!!

!

Figure$7:$PGT$course$applications,$offers,$and$acceptance$rates$by$gender$(2013W17).$

$$ Female$ Male$ Total$2013W14$ 75%! 65%! 71%!2014W15$ 76%! 76%! 76%!2015W16$ 81%! 64%! 73%!2016W17$ 71%! 68%! 69%!

Table$12:$Summary,$by$gender,$of$SLS$PGT$student$success$rates$from$applications$to$offers$(2013W17).$

$$ Female$ Male$ Total$2013W14$ 47%! 60%! 52%!2014W15$ 51%! 69%! 59%!2015W16$ 57%! 63%! 60%!2016W17! 64%! 60%! 62%!

Table$13:$Summary,$by$gender,$of$SLS$PGT$student$acceptance$rates$from$offers$to$acceptances$(2013W17).$

Whilst!the!SLS!is!responsible!for!the!delivery!of!UG!Life!Sciences!teaching!within!University!of!Glasgow,!Life!Sciences!PGT!is!delivered!across!the!College.!!We!want!to!establish!motivations!for!our!own!UG!students!in!pursuing!PGT!study,!to!explore!any!gendered!differences!in!aspirations!postAgraduation!(AP!3).!

AP$3!In!next!SLS!AS!UG!Student!Survey,!include!questions!that!explore!UG!aspirations!after!UG!degree.$$

!26!

Across!the!reporting!period!there!have!been!fluctuations!in!PGT!completion!rates!(Figure$8).!!However,!since!the!numbers!are!small,!this!fluctuation!is!amplified!and!may!not!be!a!trend!but!rather!down!to!individual!student!circumstances!(AP!4).!!Attainment!data!(Figure$9)!show!fluctuations,!but!a!general!trend!towards!gender!parity!in!students!qualifying!with!Merit!or!Distinction.!

AP$4!We!will!record!and!analyse!reasons!for!PGT!nonAcompletion,!especially!among!female!students.$$

!

!

Figure$8:$Percentage$of$PGT$degrees$completed,$by$gender$(2013W17).$

!

Figure$9:$Percentage$of$gendered$PGT$cohorts$attaining$specified$degree$classes$(2013W17).$$$Key:$light$to$dark$=$Distinction,$Merit,$Qualifies.$

!27!

(iv) Numbers!of!men!and!women!on!postgraduate!research!degrees!FullA!and!partAtime.!Provide!data!on!course!application,!offers,!acceptance!and!degree!completion!rates!by!gender.!

SLS!is!moving!towards!UGAonly!provision!(with!minimal!PGT!provision).!!It!will!play!a!role!in!supporting!Research!Institutes!in!their!PGR!and!PGT!provision.!!Accordingly,!the!number!of!SLS!students!undertaking!PGR!is!small!and!declining,!compared!with!UG!numbers!(Table!14).!!Owing!to!the!small!numbers!concerned,!it!is!meaningless!to!draw!conclusions!concerning!trends!in!the!data!for!course!applications,!offers,!acceptances!and!degree!completion!rates!by!gender!(Table!15,!Table!16!and!Figure!10).!!!

$Female$ Male$ !

Total!FullWtime$ PartWtime$ %$Female$ FullWtime$ PartWtime$

2013W14$ 7! 0! 30%! 16! 0! 23!

2014W15$ 10! 0! 36%! 18! 0! 28!

2015W16$ 5! 0! 28%! 12! 1! 18!

2016W17$ 8! 1! 47%! 7! 1! 17!

HESA$2015W16$ 8,680! A! 60%! 5,885! A! 14,565!

Table$14:$Numbers$of$PGR$students$by$gender:$fullW$and$partWtime$(2013W17)$including$HESA$2015W16$data$for$comparison.$

$$ Female$ Male$ Total$2014W15$ 71%! 58%! 64%!2015W16$ 46%! 63%! 55%!2016W17$ 67%! 52%! 60%!

Table$15:$Summary,$by$gender,$of$SLS$PGR$success$rates$from$application$to$offer$(2014W17);$data$for$2013W14$are$unavailable.$

$$ Female$ Male$ Total$2013W14$ 76%! 95%! 86%!2014W15$ 96%! 100%! 98%!2015W16$ 67%! 88%! 79%!2016W17$ 89%! 82%! 86%!

Table$16:$Summary,$by$gender,$of$SLS$PGR$acceptance$rates$from$offers$to$acceptances$(2013W17).$

$

Figure$10:$PGR$degree$applications,$offers,$and$acceptance$rates$by$gender$(2013W17).$$In$2013,$PGR$programmes$were$misWcoded$on$the$University$student$data$system,$hence$the$anomalously$high$number$of$applications.!

!28!

SLS!PGR!completion!rates!are!high!(Table!17).!!The!slight!increase!in!number!of!years!taken!to!submit!a!PhD!thesis!(Figure!11)!reflects!the!growing!proportion!of!4Ayear!PhDs!undertaken!within!the!School.!!!

Year$in$which$PGR$commenced$

Number$of$Eligible$PGR$Students$

Number$of$PGR$completing$within$time$

limits$

%$of$PGR$completing$within$time$limits$

2010$ 4! 4! 100%!2011$ 7! 7! 100%!2012$ 4! 3! 75%!2013$ 4! 4! 100%!

Table$17:$SLS$PGR$student$completion$rates$(2013W17).$$Note,$the$years$in$which$PGR$study$commenced$are$outwith,$but$completion$dates$are$within,$the$reporting$window.$

!

Figure$11:$Number$of$years$to$submit$PhD$theses,$by$gender$(2013W17).$$There$is$no$significant$difference$in$completion$rates$by$gender$and$there$were$no$thesis$submissions$by$females$in$2017.$$

!(v) Progression!pipeline!between!undergraduate!and!postgraduate!student!levels!

Identify!and!comment!on!any!issues!in!the!pipeline!between!undergraduate!and!postgraduate!degrees.!!

Students!were!asked!about!career!intentions!and!development!(Table$34).!!55%!of!respondents!intended!to!progress!to!some!form!of!postgraduate!study!of!which!81%!are!female!(Figure!12),!consistent!with!the!percentage!of!female!survey!respondents!(77%,!compared!with!20%!male!and!3%!other).!!So!there!is!no!gender!bias!in!the!percentage!intending!to!progress!to!postgraduate!study.!!Figure!13,!however,!highlights!an!apparent!stark!drop!in!the!percentage!of!females!in!the!transition!from!UG!to!PGT!and!on!to!PGR!observed!in!sections!4.1!(iii)!&!(iv)!(the!very!small!numbers!at!PGR!for!both!males!and!females!notwithstanding).!!However,!because!the!School!does!not!have!its!own!UK!funded!PGR!programme,!PGR!students!represented!in!Figure!13!are!not!

!29!

generally!drawn!from!our!UG!cohort!and!instead!are!mainly!selfAfunded!overseas!students!mostly!from!the!Middle!East!where!the!cultural!norm!is!for!these!students!to!be!male.!

!

Figure$12:$UG$student$responses$by$gender$of$intended$career$choice$after$graduation$from$current$UG$degree.$$Data$from$SLS$AS$UG$Student$Survey$2017.$

!

! !

Figure$13:$UGWPGTWPGR$progression$pipeline$for$female$(left)$and$male$(right)$students$based$on$SLS$data$(2013W17).$

4.2. Academic$and$research$staff$data$(i) Academic!staff!by!grade,!contract!function!and!gender:!researchAonly,!teaching!

and!research!or!teachingAonly!Look!at!the!career!pipeline!and!comment!on!and!explain!any!differences!between!

!30!

men!and!women.!Identify!any!gender!issues!in!the!pipeline!at!particular!grades/job!type/academic!contract!type.!

Grades!6A9!encompass!Teaching!Assistant,!Lecturer,!Senior!Lecturer!and!Reader;!Grade!10,!Professors!(Table!18).!!Due!to!the!School’s!teaching!focus,!the!academic!staff!includes!a!high!proportion!(Figure!14)!whose!contracts!do!not!include!a!research!remit.!!These!roles!are!filled!overwhelmingly!by!women,!whilst!a!more!significant!proportion!of!men!in!the!School!are!engaged!in!both!research!and!teaching.!!This!gendered!occupational!segregation!within!the!School!has!previously!impacted!upon!progression!of!women!to!senior!grades,!however,!we!have!new!opportunities!to!address!this!due!to!new!initiatives!and!policies!aimed!at!parity!of!esteem!of!teaching!with!research!UniversityAwide.!!These!include!a!recent!(2017)!titular!change!of!University!Teachers!to!Lecturers,!following!consultation!on!the!Learning!and!Teaching!strategy!and!the!newly!inaugurated!Learning,!Teaching!and!Scholarship!(LTS)!career!track!which!has!been!strengthened!and!better!clarified!with!new!promotion!criteria!(Section!5.1(iii)).!!It!is!possible!to!move!between!career!tracks!if!there!is!a!significant!shift!in!the!profile!of!an!individual's!activity.!!

Contract! Grade$and$Job$Title$ Female$ %$Female$ Male$ Total$

Teaching$and$Research!

Grades!7!&!8!Lecturer! 1! 50%! 1! 2!

Grade!9!Senior!Lecturer$ 0! 0%! 4! 4!

Grade!9!Reader$ 1! 25%! 3! 4!

Grade!10!Professor! 1! 33%! 2! 3!

TeachingWOnly!

Grade!6!Teaching!Assistant! 1! 100%! 0! 1!

Grades!7!&!8!Lecturer! 22! 85%! 6! 28!

Grade!9!Senior!Lecturer! 3! 33%! 6! 9!

Grade!10!Professor! 0! 0%! 3! 3!

Table$18:$SLS$academic$staff$by$grade,$contract$function$and$gender:$teaching$and$research,$teachingWonly$(there$were$no$researchWonly$staff$in$the$School)$(2016W17).$

Scrutiny!of!the!male:female!ratio!for!academic!staff!in!particular!roles!(Figure!14)!reveals!that!the!majority!of!senior!academic!roles!in!the!School!are!held!by!men;!for!example,!Grade!9!is!76%!male,!Grade!10,!83%.!!There!is!also!a!huge!disparity!in!gender!balance!between!the!LTS!and!RT!career!tracks!(37%!and!85%!male,!respectively).!!This!is!all!largely!historical,!a!remnant!of!the!way!in!which!the!School!was!formed,!eight!years!ago!(Section!5.1(iv)),!and!is!a!clear!reason!for!action!(AP!6,!AP$15).!!

!31!

!

Figure$14:$Male:female$ratio$for$SLS$academic$staff$by$grade,$contract$function$and$gender$(2016W17).!

The!School!academic!staff!comprises!25!males!(46%),!29!females!(54%).!!The!academic!career!pipeline!reveals!a!bias!towards!females!occupying!academic!posts!at!Grades!6A8!whilst!a!higher!proportion!of!Grade!9A10!posts!are!occupied!by!males.!!There!is!currently!only!one!Grade!6!academic!(female)!in!the!School!(Figure!15).!!Since!2015!there!has!been!a!decline!in!overall!numbers!at!Grade!7,!in!particular!amongst!females.!!There!was!an!overall!increase!in!the!number!at!Grade!8!yearAonAyear,!in!particular!amongst!females.!!However,!there!has!been!an!overall!decline!in!numbers!at!Grade!9,!especially!amongst!females.!!Since!2014!there!has!been!a!gradual!increase!in!numbers!at!Grade!10,!including!the!promotion!of!a!female!to!this!Grade!in!2015A16.!!Despite!this,!there!is!an!urgent!need!to!address!the!issue!of!female!progression.!!Academic!staff!at!all!grades!are!supported!through!the!promotion!process.!!We!have!included!a!designated!section!within!our!promotions!workshop!to!address!the!issue!of!female!progression!at!higher!grades!(AP$15).!!This!is!described!in!more!detail!in!section!5.1!(iii).!!!

$

Figure$15:$Academic$staff$pipeline$by$grade$and$gender$(2014W17)$for$SLS$teaching$and$research$or$teachingWonly$staff$combined.$$$

!32!

SILVER$APPLICATIONS$ONLY$Where!relevant,!comment!on!the!transition!of!technical!staff!to!academic!roles.!

$

(ii) Academic!and!research!staff!by!grade!on!fixedAterm,!openAended/permanent!and!zeroAhour!contracts!by!gender!Comment!on!the!proportions!of!men!and!women!on!these!contracts.!Comment!on!what!is!being!done!to!ensure!continuity!of!employment!and!to!address!any!other!issues,!including!redeployment!schemes.!!!

Researchers!and!others!funded!by!external!grants!usually!have!‘openAendedAwithAfundingAendAdate’!contracts!and!have!the!same!employment!rights,!benefits!and!development!opportunities!as!staff!with!openAended!contracts.!!Staff!with!permanent!contracts!are!also!on!‘openAended’!contracts.!!Staff!covering!maternity/parental/adoption!leave!and!longAterm!sick!leave!have!fixedAterm!contracts.!!There!are!no!academic!staff!with!zeroAhour!contracts.!

The!majority!of!School!academic!staff!have!openAended!contracts,!due,!in!part,!to!the!School!having!a!teaching!focus!and!no!researchAonly!staff,!as!well!as!a!commitment!to!appointing!permanent!staff,!thus!ensuring!continuity!of!employment!where!possible!(Table!19).!!In!the!reporting!period,!10%!of!women!(4A11%!men)!were!on!fixedAterm!contracts,!0A7%!women!(0A7%!men)!were!on!openAendedAwithAfundingAendAdate!contracts!and!83A90%!of!women!(81A96%!men)!were!on!openAended!contracts.!!In!2013A17!a!small!number!of!staff!(2A3!females,!1A2!males)!were!on!fixedAterm!contracts;!many!appointed!as!maternity!cover.!!The!total!number!on!fixedAterm!contracts!was!11!(8!female,!3!male);!no!individual!undertook!a!contract!that!extended!for!more!than!2!years.!!The!University!has!a!jobAseekers!register!where!staff!towards!the!end!of!their!contract!(or!funding!endAdate)!can!register!and!be!considered!for!all!University!vacancies!before!these!are!externally!advertised.!

!$$

FixedWterm$ OpenWended$with$$funding$end$date$ OpenWended$

$ Female! Male! Female! Male! Female! Male!

$ ! %! ! ! %! ! ! %! !

2013W14$ 3! 100%! 0! 0! 0%! 0! 26! 53%! 23!

2014W15$ 3! 60%! 2! 2! 50%! 2! 26! 53%! 23!

2015W16$ 2! 67%! 1! 2! 100%! 0! 25! 52%! 23!

2016W17$ 3! 60%! 2! 0! 0%! 0! 25! 51%! 24!

Table$19:$Male$and$female$academic$and$research$staff$on$fixedWterm,$openWended$with$funding$end$date$or$openWended$contracts$(2013W17).$

!

!33!

(iii) Academic!leavers!by!grade!and!gender!and!full/partAtime!status!!Comment!on!the!reasons!academic!staff!leave!the!department,!any!differences!by!gender!and!the!mechanisms!for!collecting!this!data.!!!

The!number!of!academic!leavers!(Table!20)!is!relatively!small;!of!those!who!left!seven!(41%)!were!male,!ten!(59%)!were!female,!two!of!whom!were!partAtime.!

$2013W14$ 2014W15$ 2015W16$ 2016W17$

Female! Male! Female! Male! Female! Male! Female! Male!

Grade$6$

FT! 1! ! ! ! 1! 1! ! !

PT! ! ! ! ! ! ! ! !

Grade$7$

FT! ! ! ! 1! 2! 1! ! !

PT! ! ! ! ! ! ! ! !

Grade$8$

FT! ! ! ! 1! ! ! 1! 1!

PT! ! ! ! ! ! ! 1! !

Grade$9$

FT! 1! ! ! ! 1! ! 1! !

PT! ! ! 1! ! ! ! ! !

Grade$10$

FT! ! ! ! ! ! 2! ! !

PT! ! ! ! ! ! ! ! !

Table$20:$Number$of$academic$leavers$by$grade,$gender,$full/partWtime$status$(2013W17).$

Managers!also!have!a!leaver’s!checklist!and!provide!employees!with!an!exit!interview.!!Exit!questionnaires!are!offered!to!staff!who!leave!voluntarily!and!those!who!leave!at!end!of!contract.!!However!it!is!not!compulsory!for!staff!to!complete!the!survey!or!report!their!destination!and!uptake!of!the!questionnaire!within!the!School!is!too!low!to!yield!useable!data!(AP!5).!!Of!those!whose!destination!is!known,!47%!(8/17)!moved!to!another!educational!institution!and!35%!(6/17)!retired.!!Owing!to!the!small!number!of!academic!leavers!there!are!too!few!data!to!impute!any!particular!pattern!of!departures!from!the!School.!

AP$5$!Improve!completion!rates!of!exit!questionnaire!amongst!leavers!to!ensure!we!collect!robust!and!representative!data.$$

Word$count$1563$

$ $

!34!

5. SUPPORTING$AND$ADVANCING$WOMEN’S$CAREERS$

Actions!completed!since!submission!of!the!application!in!April!2017.!

AP!!Creation!of!a!PDR!checklist!that!promotes!positive!and!structured!PDR!conversations.!$

AP!!SetAup!Mentoring!and!Career!Development!Group!(MCD).!$

AP!!Establish!a!Parents/Carers!Buddy!Group!for!staff!and!students.$$AP!!Hold!a!"Where!do!you!draw!the!line"!harassment!and!bullying!prevention!workshop.!!AP!!Publicise!and!emphasise!School!core!hours!and!rotation!policy!for!meetings!and!social!events.!$

AP!!Introduce!a!90Aminute!limit!for!most!School!committee!meetings.!$AP!!Hold!regular!School!Away!Days.$$

Recommended$word$count:$Bronze:$6000$words$$|$$Silver:$6500$words$

5.1. Key$career$transition$points:$academic$staff$(i) Recruitment!

Break!down!data!by!gender!and!grade!for!applications!to!academic!posts!including!shortlisted!candidates,!offer!and!acceptance!rates.!Comment!on!how!the!department’s!recruitment!processes!ensure!that!women!(and!men!where!there!is!an!underrepresentation!in!numbers)!are!encouraged!to!apply.!

After!a!year!in!which!there!was!apparent!inequality!in!the!interview!and!appointment!process!(2013A14,!Figure!16),!there!is!now!little!gender!bias!in!the!process!overall.!!!

!35!

!

Figure$16:$The$number$(and$percentage$male$and$female)$of$applicants,$interviewees$and$those$appointed$for$all$academic$posts$(2013W17).$

The!detailed!breakdown!of!applications!to!academic!posts!including!shortlisted!candidates,!offer!and!acceptance!rates!by!gender!and!grade!(Table!21)!illustrates!that!for!all!grades!below!9,!our!recruitment!processes!do!not!present!a!barrier!to!female!recruitment.!!Although!the!numbers!concerned!are!very!small,!women!have!been!underrepresented!as!applicants!to!more!senior!posts!(30%!for!Grade!9,!14%!for!Grade!10).!!SAT!suggestions!on!mechanisms!through!which!an!increased!number!of!women!could!be!encouraged!to!apply!for!more!senior!posts!include!the!use!of!an!increased!number!of!senior!positive!female!role!models!and!inviting!more!external!senior!female!academics!to!participate!in!School!seminar!series!to!support!a!gender!balance!in!our!seminar!programme!and!so!that!these!senior!female!academics!gain!an!awareness!of!the!School!as!a!positive!working!environment!and!a!potential!future!workplace!(AP!6).!

AP$6$!Invite!more!senior!female!academics!to!participate!in!SLS!seminar!series!to!support!a!gender!balance!in!our!programme!and!promote!an!awareness!of!the!School!as!a!positive!working!environment!and!a!potential!future!workplace.$$

Responsibility!for!ensuring!correct!procedures!are!followed!during!recruitment!lies!with!the!Head!of!School/Chair!of!Appointing!Committee!and!this!is!monitored!by!HR!at!two!levels:!within!the!College,!and!by!the!University!Recruitment!Team.!!All!members!of!appointment!committees!must!complete!University!Recruitment!and!Selection!Training,!an!essential!precursor!of!which!is!successful!completion!of!the!Equality!and!Diversity!(E&D)!Essentials!Online!course!(mandatory!for!all!University!staff).!!!

!

!!2013&14! 2014&15! 2015&16! 2016&17!

Female! Male! Female! Male! Female! Male! Female! Male!! %! ! ! %! ! ! %! ! ! %! !

Grade!6!

Applications! "! "! "! 12! 50%! 12! 1! 100%! 0! "! "! "!

Application!withdrawals! "! "! "! 0! 0%! 0! 0! 0%! 0! "! "! "!

Shortlist! "! "! "! 3! 50%! 3! 1! 100%! 0! "! "! "!

Offers! "! "! "! 1! 50%! 1! 1! 100%! 0! "! "! "!

Hires! "! "! "! 0! 0%! 1! 1! 100%! 0! "! "! "!

Grade!7!

Applications! 10! 71%! 4! 36! 51%! 35! 22! 52%! 20! 2! 25%! 6!Application!withdrawals! 0! 0%! 0! 1! 50%! 1! 1! 100%! 0! 0! 0%! 0!

Shortlist! 3! 75%! 1! 5! 71%! 2! 5! 56%! 4! 1! 50%! 1!

Offers! 1! 100%! 0! 4! 80%! 1! 2! 50%! 2! 0! 0%! 1!

Hires! 1! 100%! 0! 3! 75%! 1! 2! 50%! 2! 0! 0%! 1!

Grade!8!

Applications! 27! 55%! 22! "! "! "! "! "! "! 18! 36%! 32!Application!withdrawals! 0! 0%! 1! "! "! "! "! "! "! 0! 0%! 0!

Shortlist! 5! 100%! 0! "! "! "! "! "! "! 4! 40%! 6!

Offers! 1! 100%! 0! "! "! "! "! "! "! 2! 67%! 1!

Hires! 1! 100%! 0! "! "! "! "! "! "! 2! 67%! 1!

Grade!9!

Applications! 7! 30%! 16! "! "! "! "! "! "! "! "! "!Application!withdrawals! 0! 0%! 2! "! "! "! "! "! "! "! "! "!

Shortlist! 2! 40%! 3! "! "! "! "! "! "! "! "! "!

Offers! 1! 100%! 0! "! "! "! "! "! "! "! "! "!

Hires! 1! 100%! 0! "! "! "! "! "! "! "! "! "!

Grade!10!

Applications! "! "! "! 3! 14%! 19! "! "! "! "! "! "!Application!withdrawals! "! "! "! 0! 0%! 0! "! "! "! "! "! "!

Shortlist! "! "! "! 2! 29! 5! "! "! "! "! "! "!

Offers! "! "! "! 0! 0%! 2! "! "! "! "! "! "!

Hires! "! "! "! 0! 0%! 2! "! "! "! "! "! "!

Table!21:!Applications!to!academic!posts!including!shortlisted!candidates,!offer!and!acceptance!rates!by!gender!and!grade!(2013&17).!!Female!hires!%!highlighted.!

!

!

37!

As!of!November!2017,!91%!of!SLS!staff!(84%!male,!96%!female)!have!completed!E&D!

training.!!From!October!2017,!E&D!training!completion!is!checked!at!PDR.!!Unconscious!

Bias!Training!is!an!optional!part!of!this!training,!however!we!will!make!this!mandatory!

(AP!7).!

AP#7#!Ensure!all!staff!complete!mandatory!Equality!&!Diversity!and!Unconscious!Bias!

Training;!check!completion!via!PDR.#

#

The!School!is!guided!in!recruitment!by!University!Recruitment!and!Selection!Policy:!“the!

appointment!committee’s!gender!balance!should!reflect!the!gender!representation!of!

the!subject!specialism”!and!“there!should!be!at!least!one!person!of!each!sex!

represented”.!!We!do!not!routinely!collect!panel!composition!data,!however,!anecdotal!

evidence!suggests!women!are!underrepresented!on!recruitment!panels.!!We!will!

address!this!by!ensuring!appropriate!gender!balance!on!interview!panels!(AP!8),!

encouraging!early!career!staff!to!complete!University!HR!Online!Recruitment!&!

Selection!Training!(AP!9)!and,!where!possible,!including!early!career!staff!on!interview!

panels!(to!increase!the!pool!of!female!staff!from!which!panels!can!be!constituted)!(AP!

10).!

AP#8#Ensure!appropriate!gender!balance!on!appointing!panels.!

#

AP#9#Encourage!early!career!staff!to!complete!University!HR!Recruitment!&!

Selection!Training.!

#

AP#10#Include!early!career!staff!on!interview!panels.!In!order!to!increase!female!%!on!

panels!and!provide!ECR!females!with!interview!panel!experience.#

#

!

(ii) Induction!

Describe!the!induction!and!support!provided!to!all!new!academic!staff!at!all!

levels.!Comment!on!the!uptake!of!this!and!how!its!effectiveness!is!reviewed.!

Induction!and!support!for!new!academic!staff!is!provided!by!the!University!and!

supplemented!at!School!level!via!a!comprehensive!staff!handbook;!shadowing!

arrangements!for!new!Technical!staff;!and!a!newly!created!School!induction!checklist!

(Figure!17,!AP#11)!as!well!as!signposts!to!mandatory!training!(E&D,!Section!5.1(i)).!!All!

new!staff!are!warmly!introduced!by!the!Head!of!School!at!School!Council!which!then!

provides!an!opportunity!for!networking!with!new!colleagues!over!refreshments.!

!

38!

!

Figure#17:#Newly#implemented#SLS#academic#staff#induction#checklist.#

!

AP#11#Evaluate!impact!of!new!induction!checklist!for!all!new!staff.!

#

!

!

39!

Of!those!staff!recruited!since!2013!who!responded!to!the!survey,!48%!(n=14,!50%!

female,!33%!male)!agreed/strongly!agreed!that!induction!met!their!needs.!!It!also!

revealed!inconsistencies!in!who!receives!or!is!directed!to!the!staff!handbook!and!in!new!

staff!being!guided!in!obtaining!basic!credentials!such!as!a!staff!number!and!IT!access.!!

We!will!address!this!by!ensuring!all!new!staff!receive!the!staff!handbook!and!checklist.!!

The!School!office!will!also!provide!new!academic!staff!with!a!'10!people!to!meet!in!your!

first!month'!checklist!which!will!include!colleagues!who!can!provide!guidance!in!

securing!IT!access!(AP#12).!!

AP#12#All!new!staff!will!receive!online!staff!handbook!and!a!checklist!including!'10!

people!to!meet!in!your!first!month'.!!#

#

!

(iii) Promotion!

Provide!data!on!staff!applying!for!promotion!and!comment!on!applications!and!

success!rates!by!gender,!grade!and!fulld!and!partdtime!status.!Comment!on!how!

staff!are!encouraged!and!supported!through!the!process.!!

Promotion!involves!an!annual!cycle!of!applications!and!assessment!against!careerdtrack!

specific!criteria!(Table#22).!!The!Head!of!School!announces!the!start!of!the!process!to!all!

staff!by!edmail!following!the!launch!of!each!promotion!round.!!Twenty!academic!staff!

(14!female,!6!male)!applied!for!promotion!(2013d17);!all!applications!were!for!one!

grade!above!current!post!and!all!but!3!were!successful!(Table!23).!!Only!one!application!

was!made!by!a!partdtime!member!of!staff!(0.85!FTE,!female).!!!

Research#Only# Research#and#Teaching#Learning,#Teaching#&#

Scholarship#

Research!&!Scholarship! Research!&!Scholarship! !

Knowledge!Exchange!&!

Impact!

Knowledge!Exchange!&!

Impact!

Scholarship,!Knowledge!

Exchange!&!Impact!(incl.'Outreach)!

Learning!&!Teaching! Learning!&!Teaching! Learning!&!Teaching!Practice!

Leadership,!Management!

(incl.'Outreach)!Leadership,!Management!&!

Citizenship!(incl.'Outreach)!Leadership!&!Management!

Esteem! Esteem! Esteem!

Table#22:#Summary#of#University#of#Glasgow#promotion#criteria#headings#for#all#career#tracks.##

There!was!a!tendency!for!males!to!apply!for!promotion!to!higher!grades!than!females!

because!there!are!more!males!at!higher!grades!(Figure!15,!Table!18).!!However,!the!

School’s!first!female!Professor!secured!promotion!in!2015d16.!!A!significant!factor!

driving!the!increase!in!promotion!applications!(especially!from!women)!in!2016d17!was!

the!Universitydwide!introduction!of!the!LTS!career!track!as!an!equaldparity!alternative!to!

the!RT!track.!!The!LTS!track!is!more!appropriate!than!RT!for!many!School!academic!staff!

whose!outputs!are!more!closely!aligned!to!its!promotion!criteria.!

!

Year! Gender! Current+Grade! Current+Job+Title! FTE! Grade+Applied+For! Job+Title+Applied+For! Outcome!

2013=14+ Male! Grade!9! Senior!Lecturer! 1! Professorial! Professor!! Successful!

Male! Grade!9! Head!of!School! 1! Professorial! Professor! Successful!

Male! Grade!8! Lecturer! 1! Grade!9! Senior!Lecturer! Successful!

Male! Grade!8! University!Teacher! 1! Grade!9! Senior!University!Teacher! Successful!

Female! Grade!7! University!Teacher! 1! Grade!8! University!Teacher! Successful!



2014=15+ Female! Grade!7! University!Teacher! 1! Grade!8! University!Teacher! Successful!

Male! Grade!8! Research!Fellow! 1! Grade!9! Senior!University!Teacher! Successful!

2015=16+ Female! Grade!9! Senior!Lecturer! 1! Professorial! Professor! Successful!

Female! Grade!8! University!Teacher! 1! Grade!9! Senior!University!Teacher! Successful!

Female! Grade!7! University!Teacher! 0.85! Grade!8! University!Teacher! Successful!

Female! Grade!8! University!Teacher! 1! Grade!9! Senior!University!Teacher! Successful!

2016=17+ Female! Grade!7! Lecturer! 1! Grade!8! Lecturer! Successful!

Female! Grade!7! Lecturer! 1! Grade!8! Lecturer! Successful!

Female! Grade!7! Lecturer! 1! Grade!8! Lecturer! Successful!

Female! Grade!8! Lecturer! 1! Grade!9! Senior!Lecturer! Successful!

Female! Grade!7! Lecturer! 1! Grade!8! Lecturer! Unsuccessful!

Male! Grade!9! Senior!Lecturer! 1! Grade!10! Professor! Unsuccessful!

Female! Grade!9! Reader! 1! Grade!10! Professor! Unsuccessful!

Table+23:+Applications+for+promotion+by+academic+staff+including+current+job+title,+grade+and+job+title+applied+for+and+outcome+by+gender+and+grade+(2013=17)++The+roles+of+

University+Teacher+and+Senior+University+Teacher+no+longer+exist+and+were+translated+to+Lecturer+and+Senior+Lecturer+in+January+2017.+

!

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33%!of!male,!32%!of!female!respondents!to!the!Staff!Survey!agreed!staff!are!developed,!encouraged!and!supported!to!apply!for!promotion.!!Similarly,!32%!of!female,!22%!of!male!respondents!reported!an!understanding!of!University!promotion!processes!and!criteria.!!To!clarify!criteria!and!improve!support!for!promotion!we!will!address!this!through!five!key!initiatives:!(i)!PDR;!(ii)!Mentoring!and!Career!Development!(MCD);!(iii)!promotions!workshops;!(iv)!Early!Career!Development!Programme!(ECDP);!(v)!Support!to!Success!(S2S).!

(i)!! Prior!to!annual!PDR,!reviewers!are!encouraged!to!request!feedback!on!reviewees!from!up!to!4!revieweeMnominated!colleagues.!!Feedback!can!include!a!recommendation!that!the!reviewee!applies!for!promotion.!!The!PDR!conversation!is!structured!around!a!PDR!checklist!(AP!,!Figure!18)!that!reviewers!and!reviewees!engage!with!prior!to!the!meeting!and!requires!the!explicit!discussion!of!promotion!at!PDR!review.!

(ii)!! The!MCD!Group!was!initiated!in!midM2016!to!support!staff!considering!applying!for!promotion!and!in!career!development!(AP!).!!The!School!MCD!Group!is!fully!supported!by!an!umbrella!CollegeMwide!mentoring!initiative!driven!by!a!ShortMLife!Working!Group.!!All!School!staff!will!be!assigned!mentors!(by!December!2017)!unless!they!opt!out!of!MCD!and!will!be!asked!whether!they!would!like!to!act!as!mentor!for!a!junior!colleague.!!MCD!provides!individuals!with!tailored!advice!from!an!early!stage!in!the!promotion!application!process,!including!explanation!of!criteria.!!It!also!encourages!staff!to!participate!in!University!mentoring!schemes!and!raises!awareness!amongst!more!senior!colleagues!of!mandatory!staff!development!schemes!such!as!the!ECDP.!!By!encouraging!Grades!6M8!to!use!the!MCD,!we!will!naturally!target!future!female!leaders!(AP#13).!!

AP#13#Encourage!Grades!6M8!to!use!the!School!Mentoring!and!Career!Development!(MCD)!Group.##

(iii)! New!promotion!criteria!were!implemented!by!the!University!in!August,!2016.!!86.7%!(90.4%!female,!77.3%!male)!of!Staff!Survey!respondents!agreed!they!would!attend!a!School!promotions!workshop!before!submitting!their!next!promotion!application!(AP#14).!!We!will!hold!a!promotion!workshop!annually!at!the!launch!of!promotion!round!to!provide!staff!with!opportunities!to!ask!questions!and!seek!advice.!!These!workshops!will!include!a!designated!section!to!address!female!SLS!staff!concerns!(AP#15).!

! !

!42!

!

Figure#18:#The#newly#created#PDR#checklist#used#to#promote#positive#and#structured#PDR#conversations#(AP# ).##This#covers#both#RT#and#LTS#career#track#staff.#

! !

!43!

#AP#14#Hold!annual!promotion!workshops.##

AP#15#Include!a!designated!section!within!promotions!workshop!to!address!issue!of!female!progression!at!higher!grades!to!address!perceptions!in!survey!that!not!all!staff!will!be!treated!fairly!regardless!of!gender;!at!the!workshop!disseminate!promotion!results!by!gender,!highlighting!successful!female!applicants.!#

(iv)! The!ECDP!is!a!UniversityMwide!programme!to!develop!early!career!academic!staff!by!providing!learning!and!development!opportunities!in!all!aspects!of!the!academic!role,!allocating!a!mentor!to!provide!support!and!advice,!and!setting!annual!objectives!which!enable!academics!to!develop!their!abilities!and!achievements!with!a!view!to!meeting!criteria!for!promotion!to!Grade!9!within!a!defined!timescale.!

(v)! Recognising!that!not!all!promotion!applications!meet!with!success!(15%!of!applications!in!2013M17!were!unsuccessful),!the!School!supports!colleagues!towards!success!in!subsequent!applications!via!our!Support!to!Success!(S2S)!framework.!!Feedback!will!be!provided!by!Head!of!School!with!appropriate!input!from!the!College!Promotion!Committee!and!Board!of!Review,!and!the!support!of!College!HR.!!Feedback!for!professional!development!purposes!will!include!guidance!on!action!necessary!to!meet!promotion!criteria!in!future!applications.!!This!will!be!supported!by!the!line!manager!and!developed!at!PDR.!

(iv) Department!submissions!to!the!Research!Excellence!Framework!(REF)!Provide!data!on!the!staff,!by!gender,!submitted!to!REF!versus!those!that!were!eligible.!Compare!this!to!the!data!for!the!Research!Assessment!Exercise!2008.!Comment!on!any!gender!imbalances!identified.!

In!2008,!as!a!predominantly!teachingMonly!Undergraduate!School!SLS!was!not!eligible!for!RAE!inclusion.!!By!REF!2014,!SLS!had!gained!some!REF!eligible!staff,!following!University!restructuring!in!2010:!21!SLS!staff!(Grades!8M10!RT)!were!eligible!for!return;!6!were!submitted!(29%!of!eligible!staff,!33%!female,!28%!male!(Table!24)).!!Proportionally!more!eligible!women!were!submitted!to!REF!2014!than!men!but!numbers!are!so!low!that!it!is!not!valid!to!identify!gender!imbalances.!

! Female# Male# Total#Not#submitted# 2!(67%)! 13!(72%)! 15!(71%)!

Submitted# 1!(33%)! 5!(28%)! 6!(29%)!

Total#eligible# 3! 18! 21!

Table#24:#REF#2014:#submission#rates#by#gender;#in#brackets#%#of#each#gender#submitted/not#submitted.##

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SILVER#APPLICATIONS#ONLY#

5.2. Key#career#transition#points:#professional#and#support#staff#

(i)! Induction!

Describe!the!induction!and!support!provided!to!all!new!professional!and!support!staff,!at!all!levels.!Comment!on!the!uptake!of!this!and!how!its!effectiveness!is!reviewed.!

(ii)! Promotion!

Provide!data!on!staff!applying!for!promotion,!and!comment!on!applications!and!success!rates!by!gender,!grade!and!fullM!and!partMtime!status.!Comment!on!how!staff!are!encouraged!and!supported!through!the!process.!

5.3. Career#development:#academic#staff#(i) Training!!

Describe!the!training!available!to!staff!at!all!levels!in!the!department.!Provide!details!of!uptake!by!gender!and!how!existing!staff!are!kept!up!to!date!with!training.!How!is!its!effectiveness!monitored!and!developed!in!response!to!levels!of!uptake!and!evaluation?!

Training!for!academic!staff!at!all!levels!is!offered!centrally!by!different!University!units:!

• The!Employee!and!Organisational!Development!Unit!has!established!several!key!learning!programmes,!including!Emerging!Leaders;!Aspiring!Leaders;!Undergraduate!Learning!and!Teaching!Leaders;!Early!Career!Development.!!It!also!runs!taught!and!online!courses!on!Interpersonal!Skills,!Managing!People,!PDR,!Personal!Effectiveness,!Recruitment!and!Selection.!!!

• HR!provides!online!training!in!E&D!(91%!of!School!staff!completed!this;!84%!of!males,!96%!of!females).!!!

• IT!Services!provides!a!rolling!programme!of!taught!and!online!courses!covering!a!wide!range!of!commonly!used!software.!!!

• The!Learning!Enhancement!&!Academic!Development!Service!offers!a!programme!of!Continuing!Professional!Development!for!academic!staff!including!the!60Mcredit!PgCAP!(Postgraduate!Certificate!in!Academic!Practice,!linked!to!the!Higher!Education!Academy!UK!Professional!Standards!Framework)!which!takes!18M24!months!to!complete,!partMtime,!and!is!mandatory!for!recently!appointed!Lecturers,!to!be!completed!within!their!3Myear!probationary!period.!!!

6!members!of!School!academic!staff!have!completed!PgCAP!since!2013!(all!female).!!Although!this!gives!the!impression!of!gender!imbalance,!only!1!male!has!been!appointed!Lecturer!since!2013!(and!is!midMway!through!PgCAP)!and,!since!PgCAP!was!introduced,!all!other!male!and!female!Lecturers!have!completed!the!training!(prior!to!the!reporting!period).!!!

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PgCAP#Completion! Grade! Female! Male! Total!

2013X14!6# 1# 0# 1#7# 0! 0# 0#8# 0# 0# 0#

2014X15!6# 0# 0# 0#7# 2# 0# 2!8# 2# 0# 2#

2015X16#6! 0! 0! 0!7! 1! 0! 1!8! 0! 0! 0!

Table#25:#Completion#of#the#PgCAP#(Postgraduate#Certificate#in#Academic#Practice)#by#gender#(2013X16).#

Staff!are!required!to!undertake!additional!training!as!part!of!Continuing!Professional!Development.!!The!University!online!PDR!system!automatically!records!completion!of!Learning!and!Development!courses.!!Additional!tailored!opportunities!are!identified!at!PDR.!!Further,!SLS!advertises!career!and!professional!development!training!opportunities!regularly!on!SharePoint!and!by!weekly!Newsletter.!

(ii) Appraisal/development!review!!Describe!current!appraisal/development!review!schemes!for!staff!at!all!levels,!including!postdoctoral!researchers!and!provide!data!on!uptake!by!gender.!Provide!details!of!any!appraisal/review!training!offered!and!the!uptake!of!this,!as!well!as!staff!feedback!about!the!process.!!!

All!School!staff!have!to!complete!annual!UniversityMwide!Performance!Development!Review!(PDR).!!This!provides!the!opportunity!for!staff!and!their!reviewer!to!reflect!upon!performance!and!development!and!agree!objectives!and!development!plans!for!the!coming!year.!!Since!2016,!100%!of!school!staff!have!undertaken!PDR!annually.!!PDR!reviewers!are!offered!online!training!by!University!HR.!!The!uptake!of!this!is!not!recorded!(AP!16).!!Locally,!in!advance!of!the!review!cycle,!reviewers!meet!to!discuss!any!changes!in!process,!including!(in!2017)!the!new!PDR!checklist!(AP!,!Figure!18).!

AP#16#Locally!record!who!has!undergone!PDR!reviewer!training;!advertise!training!and!strongly!encourage!reviewers!who!have!not!yet!done!so,!to!complete!the!it.#!

When!questioned!about!the!PDR!process!in!the!Staff!Survey,!72%!of!male!and!72%!of!female!academic!respondents!stated!that!they!do!not!feel!that!the!PDR!process!recognises!and!develops!their!skills!(Figure!19).!!The!majority!of!male!(72%)!and!female!(64%)!academic!staff!do!not!feel!that!PDR!helps!their!career!progression!(Figure!19).!!!

!46!

! !

Figure#19:#Responses#of#academic#staff#to#the#SLS#AS#staff#survey#statements#that#the#PDR#process#(left)#"...recognises#and#helps#to#develop#the#full#range#of#my#skills#and#abilities"#and#(right)#"...!is#useful#in#helping#to#progress#my#career".#

Since!the!Staff!Survey,!SLS!has!increased!the!number!of!PDR!reviewers,!promoting!an!increased!level!of!engagement!from!reviewers,!owing!to!lessened!reviewee!loads.!!The!proportion!of!female!reviewers!has!also!increased.!!A!significant!limitation!to!the!effectiveness!of!PDR!was!that!reviewers!were!not!always!the!line!manager!of!their!reviewees.!!This!made!objectiveMsetting!difficult!and!was!a!barrier!to!staff!development.!!In!response!to!the!overwhelmingly!negative!view!of!PDR!amongst!staff!(Figure!19),!the!SAT!and!School!management!have!devised!a!new!School!line!managerial!structure!which!will!be!introduced!on!1!December!2017:!6!Deputy!Heads!of!Learning!and!Teaching!have!been!established,!each!with!full!line!managerial!responsibility!(including!acting!as!PDR!reviewer)!so!that!career!development!needs!can!be!indentified!at!PDR!and!therefore!facilitated!by!the!appropriate!line!manager!(AP!17).!

AP#17#Via!the!new!School!line!managerial!structure,!ensure!that!career!development!needs!are!identified!at!PDR!and!facilitated!by!appropriate!line!manager.#!

To!further!improve!PDR,!SLS!will!monitor!PDR!reviewer!training!and!the!effectiveness!of!locallyM!and!UniversityMdriven!changes!to!PDR!will!be!assessed!in!the!next!Staff!Survey!(AP!18).!

AP#18#Monitor!PDR!reviewer!training!and!assess!effectiveness!of!locallyM!and!UniversityMdriven!changes!to!PDR#via!Staff!Survey.##

!(iii) Support!given!to!academic!staff!for!career!progression!!

Comment!and!reflect!on!support!given!to!academic!staff,!especially!postdoctoral!researchers,!to!assist!in!their!career!progression.!!

Until!midM2016,!support!given!to!academic!staff!for!career!progression!was!largely!ad#hoc!and!informal.!!According!to!the!Staff!Survey,!53.5%!(61%!male,!48%!female)!of!academic!staff!benefited!from!advice!and!guidance!offered!by!informal!mentors!(Figure!

!47!

20)!and!49%!(44%!male,!52%!female)!of!academic!staff!felt!that!mentoring!is!encouraged!(Figure!21)!but,!worryingly,!81%!(89%!male,!71%!female)!of!respondents!who!act!as!a!formal!mentor!for!another!member!of!staff!did!not!know!within!which!scheme!they!were!acting!(Figure!22).!!The!majority!of!academic!staff!felt!neutral!about!the!support!they!had!received!at!key!career!transition!points!(58%!female!and!72%!male).!!Almost!oneMthird!of!females!did!not!feel!supported!at!key!career!transition!points,!whilst!only!10%!of!males!believed!they!were!unsupported!(Figure!23).!!Only!26%!of!academic!staff!felt!they!had!access!to!opportunities!to!help!develop!their!career!(17%!male,!33%!female,!Figure!24).!!52%!of!females!did!not!feel!encouraged!to!take!opportunities!while!the!majority!of!males!(72%)!felt!neutral!about!this!(Figure!25).!!These!numbers!paint!a!poor!picture!of!the!support!given!to!academic!staff!for!career!progression.!!

The!School!Mentoring!and!Career!Development!(MCD)!Group!(Section!5.1(iii))!was!set!up!in!midM2016!to!support!staff!career!progression!and!address!the!need!for!more!formalised!mentoring!within!a!wellMsupported,!recognised!mentoring!scheme!(AP!).!!The!MCD!Group!assigns!academic!staff!with!mentors!who!are!given!guidance!on!expectations!of!the!role.!!Mentors!meet!regularly!with!mentees,!in!particular!to!support!promotion!applications!and!PDR.!!We!need!to!find!out!what!additional!career!progression!support!staff!feel!they!and!need!ensure!they!are!aware!of!what!the!MCD!can!do!to!support!them!(AP!19).!!It!will!be!the!responsibility!of!the!new!line!managers!to!identify!staff!who!would!benefit!from!participation!in!key!leadership!programmes!(AP!17)!and!the!line!managers!themselves!will!be!receiving!line!management!training!(e.g.!AP#22)!early!in!2018.!

AP#19#Run!focus!group!to!inform!the!MCD!Group!about!Professional!and!Support!staff!career!development!needs.!#!

!

! !

Figure#20:#Response#of#academic#staff#to#statement#in#SLS#AS#staff#survey#"I have#benefited#from#the#advice#of#informal#mentors#within#the#School".#

Figure#21:#Response#of#academic#staff#to#statement#in#SLS#AS#staff#survey#"staff#mentoring#(such#as#of#junior#colleagues#by#senior#colleagues)#is#encouraged"#

!48!

! !

Figure#22:#Response#of#academic#staff#to#question#in#SLS#AS#staff#survey#"if#you#are#acting#as#a#formal#mentor#for#another#member#of#staff,#in#which#scheme#are#you#mentoring?"#

Figure#23:#Response#of#academic#staff#to#question#in#SLS#AS#staff#survey#"there#has#been#useful#support#in#the#School#at#key#transition#points#in#my#career"#

! !

Figure#24:#Response#of#academic#staff#to#question#in#SLS#AS#staff#survey#"I#have#access#to#opportunities#for#career#and#professional#development"#

Figure#25:#Response#of#academic#staff#to#question#in#SLS#AS#staff#survey#"I#am#actively#encouraged#to#take#up#career#development#opportunities"#

(iv) Support!given!to!students!(at!any!level)!for!academic!career!progression!Comment!and!reflect!on!support!given!to!students!at!any!level!to!enable!them!to!make!informed!decisions!about!their!career!(including!the!transition!to!a!sustainable!academic!career).!

In!the!Student!Survey!the!response!regarding!opportunity!for!career!and!academic!development!(Figure!26)!and!active!encouragement!of!career!development!opportunities!(Figure!27)!was!very!positive.!!85%!of!females,!86%!of!males!agreed/strongly!agreed!they!had!access!to!career!opportunities,!while!61%!of!females,!66%!of!males!and!100%!of!others!agreed/strongly!agreed!they!were!actively!encouraged!to!take!up!career!development!opportunities.!!

!49!

!

Figure#26:#Undergraduate#student#responses#by#gender#regarding#access#to#opportunities#for#career#and#academic#development.#

!

Figure#27:#Percentage#of#undergraduate#student#responses#by#gender#when#asked#if#actively#encouraged#to#take#up#career#development#opportunities.#

The!University!of!Glasgow!Graduate!Attributes!(GGA)!are!the!academic!abilities,!personal!qualities!and!transferable!skills!students!have!the!opportunity!to!develop!during!their!time!at!the!University.!!However,!when!students!were!asked!if!they!were!aware!of!the!GGA,!48%!of!males,!41%!of!females!and!33%!of!others!responded!“No”!(Figure#28),!suggesting!that!although!the!GGA!are!incorporated!into!SLS!degree!programmes,!incorporation!is!inconsistent.!!SLS!is!developing!an!Employability!Skills!Training!portfolio!for!delivery!to!all!undergraduates!and!we!will!include!in!this!awareness!of!the!GGA!matrix!so!students!are!better!able!to!capture!this!dimension!of!their!career!development!(AP#20).!!

AP#20#Raise!awareness!of!the!Glasgow!Graduate!Attributes!by!including!them!in!the!new!Employability!Skills!Training!portfolio.###

!50!

!

Figure#28:#Undergraduate#student#awareness#of#Glasgow#Graduate#Attributes.#

Before!they!matriculate,!all!SLS!undergraduate!students!are!assigned!an!Adviser!of!Studies,!an!academic!there!to!support!advisees!throughout!their!academic!career.!!Students!are!matched!as!closely!as!possible!with!an!Adviser!in!their!chosen!field!and!meet!with!them!typically!2M3!times/year.!!Advisers!offer!pastoral!support,!academic!guidance,!career!advice!and!references.!!63.3%!of!female!(62%!of!male)!respondents!to!the!Student!Survey!agreed/strongly!agreed!that!"the!student!advisory!services!meets!my!needs"!(Figure#29).!!

!

Figure#29:#Response#of#undergraduate#students#to#statement#in#Student#Survey#"the#student#advisory#services#meets#my#needs".!

Whilst!only!4%!of!respondents!(75%!female,!25%!male)!to!the!Student!Survey!have!significant!caring!responsibilities!for!ill,!disabled!or!elderly!adults!and!3%!(100%!female)!for!a!child/children!under!18,!it!is!important!to!improve!our!support!of!student!carers.!!SLS!will!make!the!University!Student!Carers!Policy!and!its!implementation!more!transparent!to!staff!and!students,!allowing!more!students!to!access!and!benefit!from!it.!!We!will!liaise!with!School!student!representatives!to!explore!the!need!for!annual!policy!renegotiation!and!mechanisms!for!extending!the!Policy!to!all!childcare!(AP#21).!!!

!51!

AP#21#Make!University!Student!Carer!Policy!and!implementation!more!transparent!to!staff!&!students;!liaise!with!SLS!student!reps!to!explore!need!for!annual!policy!renegotiation.!#

By!way!of!more!direct!support!for!student!academic!career!progression,!lectures!are!delivered!to!first!year!students!by!a!female!member!of!School!academic!staff!and!a!male!member!of!cognate!Research!Institute!staff!on!current!College!research,!internships,!and!links!to!the!School!UG!Moodle!(virtual!learning!environment)!hub!pages!where!careers,!outreach,!scholarship!and!internship!opportunities!are!posted!regularly.!!This!is!built!on!in!subsequent!years!by!the!SchoolMwide!Employability!Skills!Development!initiative!to!collate!all!good!employability!skills!practice!into!a!portfolio!that!can!be!drawn!upon!by!any!degree!programme.!!This!includes!

• An!Application!and!Careers!week!for!third!year!undergraduates!at!the!end!of!Semester!1!incorporating!a!Careers!Day!where!recent!graduates!are!invited!to!talk!about!their!experiences!postMgraduation;!and!a!presentation!from!a!University!Careers!Service!representative.!

• Regular!progress!interviews!with!a!member!of!academic!staff,!to!discuss!CV!and!potential!career!paths.!!!

• Talks!on!professionalism,!updating!and!customising!CVs,!CV!writing!and!interview!for!industry!(from!a!recruitment!consultant),!how!to!apply!for!a!higher!degree,!performing!well!in!higher!degree!interviews.!!

• Mock!PhD!interviews.!

Undergraduates!are!also!provided!with!the!opportunity!to!showcase!their!research!by!participating!in!"Let's!Talk!About![X]"!(a!twoMday!UniversityMwide!multidisciplinary!undergraduate!research!conference)!and!"[X]position"!(the!University's!multidisciplinary!undergraduate!research!journal),!both!coordinated!by!the!College!Effective!Learning!Advisor.!!These!activities!provide!students!with!the!tools!and!abilities!to!reach!a!wider,!multidisciplinary!audience.!!By!contributing,!our!students!have!a!chance!to!think!more!deeply!about!aspirations!postMgraduation,!whether!these!involve!postgraduate!studies!or!employment.!

All!College!PGT!students!are!supported!administratively!through!its!Graduate!School.!!Matters!of!immediate!concern!to!SLS!PGT!programmes!are!raised!at!regular!staffMstudent!liaison!committees.!!SLS!PGT!coordinators!also!act!as!Advisers!of!Study!for!PGT!students!and!assist!with!barriers!to!progress.!!In!2016M17,!for!instance,!coordinators!were!able!to!arrange!deferral!of!the!second!half!of!PGT!programmes!in!two!instances!when!students!took!maternity!leave.!!Upon!return!these!students!will!be!able!to!complete!their!courses!partMtime.!!PGT!students!are!also!offered!the!chance!to!complete!studies!after!attainment!of!Diploma!status.!!!

The!Adviser!of!Studies!for!PGR!students!is!their!academic!supervisor.!!PGRs!are!also!supported!by!a!team!of!academic!Assessors!who!have!oversight!of!the!research!project!

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and!assist!with!student!pastoral!issues!that!the!student!feels!unable!to!discuss!with!their!supervisor.!!!


5.4. Career#development:#professional#and#support#staff#

(i)! Training!

Describe!the!training!available!to!staff!at!all!levels!in!the!department.!Provide!details!of!uptake!by!gender!and!how!existing!staff!are!kept!up!to!date!with!training.!How!is!its!effectiveness!monitored!and!developed!in!response!to!levels!of!uptake!and!evaluation?!

(vi)! Appraisal/development!review!

Describe!current!appraisal/development!review!schemes!for!professional!and!support!staff!at!all!levels!and!provide!data!on!uptake!by!gender.!Provide!details!of!any!appraisal/review!training!offered!and!the!uptake!of!this,!as!well!as!staff!feedback!about!the!process.!

(ii)! Support!given!to!professional!and!support!staff!for!career!progression!

Comment!and!reflect!on!support!given!to!professional!and!support!staff!to!assist!in!their!career!progression.!

5.5. Flexible#working#and#managing#career#breaks#Note:!Present!professional!and!support!staff!and!academic!staff!data!separately!

(i) Cover!and!support!for!maternity!and!adoption!leave:!before!leave!!Explain!what!support!the!department!offers!to!staff!before!they!go!on!maternity!and!adoption!leave.!

SLS!adheres!to!UniversityMwide!HR!policies!on!maternity!and!adoption!leave.!!Line!managers!are!encouraged!to!have!an!open!dialogue,!on!a!caseMbyMcase!basis,!for!support!and!management!of!staff!before!maternity/adoption!leave.!!Maternity!leave!is!very!well!supported!by!a!comprehensive!Maternity!Leave!Policy!Toolkit!(including!employee's!rights,!risk!assessment,!eligibility!for!leave!and!pay,!sickness!absence!policy!and!sharedMparental!leave),!accessed!via!University!HR!webpages.!

To!prepare!for!and!to!provide!support!for!maternity/sharedMparental/adoption!leave,!staff!will!meet!with!their!line!manager!before!leave!to!discuss!aspects!of!care!including!leave!policy!and!toolkits,!health!and!safety,!risk!assessments,!workload,!cover!for!the!post!and!flexible!working!options.!!These!elements!will!be!included!in!training!for!new!line!managers!(AP#22).!

AP#22#Ensure!that!training!equips!line!managers!with!skills!and!knowledge!to!support!staff!taking!maternity/sharedMparental!and!adoption!leave.##

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The!SLS!Operations!Group!decides!on!the!need!for!maternity/sharedMparental/adoption!leave!cover!on!a!caseMbyMcase!basis,!in!consultation!with!line!managers!and!the!staff!member!going!on!leave.!!This!ensures!that!an!appropriate!level!of!cover!will!be!in!place.!!To!improve!support!for!staff!before!maternity!leave,!SLS!will!introduce!and!publicise!via!its!Newsletter,!Away!Day!and!Council!a!direct!link!from!its!SharePoint!site!to!the!University!Maternity!Leave!Policy!Toolkit!(AP#23).!!The!University!operates!an!Enhanced!Adoption!Leave!Scheme!which!is!very!clearly!documented!on!the!HR!website.!!The!link!to!this!will!be!included!on!the!SLS!SharePoint!(AP#23).!!

AP#23#Create!direct!link!from!School!SharePoint!site!to!University!Maternity!Leave!Policy!Toolkit!and!Adoption!Leave!Policy.##

#

(ii) Cover!and!support!for!maternity!and!adoption!leave:!during!leave!Explain!what!support!the!department!offers!to!staff!during!maternity!and!adoption!leave.!!

Whilst!on!maternity/sharedMparental/adoption!leave,!staff!maintain!contact!with!SLS!as!agreed!with!their!line!manager.!!This!offers!the!opportunity!of!maintaining!a!dialogue!with!the!person!covering!their!duties.!!Staff!may!use!a!maximum!of!10!Keeping!in!Touch!(KIT)!days!to!assist!this!(AP#24)!M!these!are!prominently!advertised!in!the!University!maternity/sharedMparental/adoption!leave!Toolkits!and!policies.!!SLS!will!suggest!ways!in!which!KIT!days!may!be!most!effectively!used,!for!example!one!KIT!day!could!be!devoted!to!effective!handover!from!the!cover!provider!and!dissemination!from!line!manager!of!support!material!on!career!break!funding.!!!

AP#24#Increase!awareness!of!and!use!of!KIT!days!while!on!maternity/sharedMparental/adoption!leave.!!

To!ensure!continuity!of!line!management,!and!where!staff!are!comfortable!to!do!so,!a!meeting!with!their!line!manager!will!be!arranged!so!plans!for!return!to!work!(breastfeeding!arrangements,!risk!assessments,!reMinduction,!office!arrangements,!workload,!additional!support,!potential!training!requirements!and!flexible!working!options)!can!be!discussed!with!them!effectively!(AP#22,!AP#24).!

(iii) Cover!and!support!for!maternity!and!adoption!leave:!returning!to!work!!Explain!what!support!the!department!offers!to!staff!on!return!from!maternity!or!adoption!leave.!Comment!on!any!funding!provided!to!support!returning!staff.!!!

Staff!returning!from!leave!are!encouraged!to!have!a!handMover!discussion!with!the!person!covering!their!duties.!!However,!the!Staff!Survey!revealed!that!66.6%!of!RT!staff!(n=3)!and!100%!of!MPA/TECH!staff!(n=2)!did!not!feel!prepared!for!their!return!after!maternity!leave!(n=5).!!We!have!created!a!Career!Breaks!and!Flexible!Working!subgroup!

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in!the!refreshed!SAT!(AP!)!one!of!whose!key!outputs!will!be,!in!collaboration!with!other!College!SATs,!an!"all!you!need!to!know!on!returning!to!work!after!maternity!or!adoption!leave"!booklet!(AP#25).!!Support!from!staff!who!have!been!on!maternity/paternity/sharedMparental/adoption!leave!and!sharing!of!experiences!can!help!with!the!‘unknowns’!when!returning!to!work.!!A!Parents/Carers!Buddy!Group!has!been!established!(AP!)!to!capture!and!help!to!address!staff!concerns.!!Currently!two!members!of!the!SAT!are!buddies!on!the!UniversityMwide!Parent!Buddy!Network.!

AP#25#Generate!an!"all!you!need!to!know!on!returning!to!work"!booklet!for!staff!returning!from!maternity,!adoption!and!sharedMparental!Leave.#!

Members!of!staff!returning!to!work!after!maternity/paternity/sharedMparental/adoption!leave!can!apply!for!funding!(≥£10k)!from!the!College!Academic!Returners!and!Research!Support!Scheme!to!support!resumption!of!research!activity.!!The!Staff!Survey!indicated!that!80.9%!of!RT!(n=42)!and!82.1%!of!MPA/TECH!(n=28)!did!not!know!about!this!source!of!funding.!!Responding!to!concerns!about!career!track!inequality!raised!by!School!and!Research!Institute!SATs,!College!recently!extended!this!scheme!to!include!support!for!LTS!track!staff!returning!from!leave.!!This!will!be!promoted!widely!within!SLS!(AP#26).!!!

AP#26#Career!break!returners!will!be!provided!with!information!on!funding!available!prior!to!their!leave.!##

38.7%!of!staff!have!a!caring!responsibility!for!children!under!the!age!of!18.!!The!comments!boxes!in!the!Staff!Survey!allowed!staff!with!childcare!responsibilities!to!suggest!what!could!be!done!to!help!with!childcare!within!school!holiday!times!or!when!having!to!work!weekends,!e.g.!Saturday!Open!Days!and/or!field!courses!(AP#27).!!

AP#27#Establish!a!SLS!focus!group!on!need!for!ad#hoc!onMsite!childcare.##!

When!asked!in!the!Staff!Survey,!66.6%!of!RT!(n=3),!50%!of!MPA/TECH!(n=2)!of!those!who!had!been!on!maternity!leave!recently,!agreed!they!would!have!used!breastMfeeding!facilities!on!campus!(AP#28).!

AP#28!Identify!spaces/rooms!for!breastMfeeding!and/or!expressing!breast!milk,!across!the!School's!main!campus!buildings.###!

#

!55!

(iv) Maternity!return!rate!!Provide!data!and!comment!on!the!maternity!return!rate!in!the!department.!Data!of!staff!whose!contracts!are!not!renewed!while!on!maternity!leave!should!be!included!in!the!section!along!with!commentary.!

In!2013M17!100%!of!RT!(n=5)!and!MPA/TECH!(n=2)!staff!who!took!maternity!leave!returned!to!work!in!SLS,!one!(RT)!returned!on!a!partMtime!basis!(Table!26).!!There!were!no!staff!whose!contracts!were!not!renewed!while!on!maternity!leave.!!!

Year#Maternity#Leave#Started# Job#Family# Grade/Role# Returned?#

2013X14# No!maternity!leave!commenced!in!this!year!

2014X15#Academic! Grade!7!Lecturer! Yes!Academic! Grade!8!Lecturer! Yes!

Professional!&!Support! Grade!5!Technician! Yes!

2015X16# Academic!Grade!7!Lecturer! Yes!Grade!8!Lecturer! Yes!

2016X17#Academic! Grade!7!Lecturer! Yes!

Professional!&!Support! Grade!7!Development!Manager! Yes!

Table#26:#Maternity#return#rates,#by#grade#and#job#category#for#the#period#2013X2017.#

SILVER#APPLICATIONS#ONLY#Provide!data!and!comment!on!the!proportion!of!staff!remaining!in!post!six,!12!and!18!months!after!return!from!maternity!leave.!

#(v) Paternity,!shared!parental,!adoption,!and!parental!leave!uptake!

Provide!data!and!comment!on!the!uptake!of!these!types!of!leave!by!gender!and!grade.!Comment!on!what!the!department!does!to!promote!and!encourage!takeMup!of!paternity!leave!and!shared!parental!leave.!

The!SLS!adheres!to!University!policy!on!paternity,!sharedMparental,!adoption,!and!parental!leave!and!includes!a!link!from!its!SharePoint!site!to!the!HR!site!where!the!relevant!policy!is!delineated.!Three!male!members!of!staff,!all!Lecturers!on!teachingMonly!contracts,!took!paternity!leave!(Table!27).!!One!female!took!adoption!leave.!!Two!members!of!staff!(Female!RT,!grade!8!and!male!PSS!Grade!4)!took!ordinary!parental!leave!in!2013!and!2017.!!This!allows!parents!up!to!4!weeks’!unpaid!leave/year!until!the!child!is!18!and!allows!parental!flexibility!for!additional!childcare!cover.!!!

! !

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Year#Leave#Taken# Gender# Job#Family# Grade# Leave#Type#

2013X14# Female! Academic! 8! Unpaid!Parental!

2014X15#Male! Academic! 8! Paternity!

Male! Academic! 9! Paternity!

2015X16# n/a! n/a! n/a! n/a!

2016X17#

Female! Professional!&!Support! 7! Adoption!

Male! Academic! 8! Paternity!

Male! Professional!&!Support! 4! Unpaid!Parental!

Table#27:#Paternity#and#parental#leave#uptake,#by#grade#and#job#family#for#the#period#2013X2017.#

!

(vi) Flexible!working!!Provide!information!on!the!flexible!working!arrangements!available.!!!

Flexible!working!requests!(for!partMtime!working,!annualised/staggered/compressed!hours,!homeMworking,!jobMsharing,!termMtime!working!and!flexible!retirement)!can!be!made!by!application!for!a!formal!change!to!working!hours!and!patterns.!!SLS!also!allows!informal!flexible!working!which!is!arranged!locally!with!line!managers!on!an!ad#hoc!basis.##Staff!can!request!shortMterm,!nonMpermanent!flexible!working!options!such!as!'Work!from!Home'!days!and!'Flexible!Leave'!via!the!HR!selfMservice!system,!without!a!change!to!contract.!!There!is!one!instance!of!jobMsharing!within!SLS!in!the!past!5!years,!both!female!RT!(grade!7,!0.5!FTE)!for!2!years.!!Only!one!member!of!RT!staff!applied!for!flexible!working!in!the!reporting!period!(in!2013M14).!!This!successful!application!was!made!by!a!female!Lecturer!(Grade!7,!0.6!FTE).!!No!requests!for!flexible!working!were!made!by!RT!staff!in!2014M17!or!MPA/TECH!in!2013M17.!!When!staff!were!asked!if!they!feel!they!have!the!opportunity!to!work!flexibly,!57.5%!strongly!agreed/agreed!(Table!28).!!However,!women!were!more!likely!than!men!to!disagree.!

Job#Category#Strongly#Agree/Agree# Strongly#Disagree/Disagree#

Male! Female! Male! Female!

Research#&#Teaching# 61.1%! 52.0%! 11.1%! 20.0%!

MPA#/#Technical# 80.0%! 51.9%! 0.0%! 26.0%!

Table#28:#Responses#to#“I#have#the#opportunity#to#work#flexibly,#if#required”#in#the#SLS#AS#staff#survey.##

To!maximise!opportunities!for!staff!to!work!flexibly!on!an!informal!basis,!and!feel!supported!to!apply!for!formal!flexible!working,!SLS!will!develop!clear!in/formal!flexible!working!guidance!which!will!be!publicised!by!Newsletter,!at!School!Council!and!at!an!Away!Day!(AP#29).!

AP#29#School!will!develop!clear!informal!flexible!working!guidance!taking!into!account!staff!workMlife!balance!needs.#

#

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(vii) Transition!from!partMtime!back!to!fullMtime!work!after!career!breaks!Outline!what!policy!and!practice!exists!to!support!and!enable!staff!who!work!partMtime!after!a!career!break!to!transition!back!to!fullMtime!roles.!

Within!SLS,!there!have!been!no!requests!to!transition!from!partMtime!to!fullMtime!work!after!a!career!break!during!the!reporting!period,!however!at!least!two!female!RT!staff!have!successfully!transitioned!from!partM!to!fullMtime!work!after!career!breaks.!!Staff!can!request!transition!from!partM!to!fullMtime;!the!School!would!support!any!request!within!budget!constraints.!!SLS!would!have!open!and!transparent!conversations!about!this!process!with!the!staff!member!who!requested!the!transition,!as!well!as!their!line!manager,!to!define!the!support!required!for!a!successful!transition!process!and!the!transition!would!operate!for!a!mutually!agreed!trial!period!before!being!consolidated!by!a!formal!contract!change.!

5.6. Organisation#and#culture#(i) Culture!

Demonstrate!how!the!department!actively!considers!gender!equality!and!inclusivity.!Provide!details!of!how!the!Athena!SWAN!Charter!principles!have!been,!and!will!continue!to!be,!embedded!into!the!culture!and!workings!of!the!department.!!!

SLS!actively!considers!gender!equality!and!inclusivity!in!its!committee!structure!(Section!5.6!(iii)),!in!promotional!materials!(especially!those!disseminated!to!its!current!and!future!students),!through!staff!mentoring!(Section!5.1!(iii))!and!development!processes!(Section!5.3!(i)),!in!its!outward!facing!image!(e.g.!website)!and!its!role!models!(Section!5.6!(vii)).!!The!SAT!has!been!striving,!in!cooperation!with!the!wider!School,!to!embed!the!AS!charter!principles!into!the!culture!and!workings!of!SLS.!!Highlights!of!this!effort!include!an!increased!social!events!calendar!(AP!),!introduction!of!School!core!hours!(AP!)!and!Away!Days!(AP!),!a!gender!balance!for!seminar!speakers!(AP!6),!a!90Mminute!limit!to!meetings!(AP!),!the!bringing!together!of!a!geographically!diverse!staff!community!through!the!SAT.!!

AS!is!a!standing!item!at!School!Management!Committee!meetings!and!is!disseminated!to!the!wider!School!at!Council.!!To!further!embed!AS,!the!new!Social,!Health!and!Wellbeing!(SHW)!subgroup!will!devise!a!program!of!health!and!wellbeing!opportunities!that!are!inclusive!(e.g.!scheduled!during!core!hours!and!not!alcoholMrelated)!and!open!to!all!SLS!staff!(AP!30).!

AP#30!The!new!Social,!Health!and!Wellbeing!subgroup!will!devise!a!program!of!health!and!wellbeing!opportunities!open!to!all!SLS!staff.#!

In!the!staff!survey!within!RT!staff!77.8%!of!male,!44%!of!female,!and!within!MPA/TECH!staff!100%!of!male,!70.4%!of!female!respondents!agreed/strongly!agreed!that!SLS!is!welcoming!and!supportive!of!all!genders!(Figure!30).!!In!the!Student!Survey!the!picture!is!

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more!positive:!95.2%!of!male,!89.9%!of!female!respondents!agreed/strongly!agreed!that!SLS!is!welcoming!and!supportive!of!all!genders!(Figure!30).!!!

!

Figure#30:#Responses#to#the#statement#“the#School#is#welcoming#and#supportive#of#all#genders”#in#both#the#SLS#AS#Staff#and#UG#Student#Surveys.#

• 67.1%!of!male,!63.5%!of!female!respondents!agreed/strongly!agreed!that!SLS!makes!it!clear!that!unsupportive!language!and!behaviour!are!not!acceptable!(Figure!31);!

• 71.4%!of!male,!94.9%!of!female!respondents!agreed/strongly!agreed!that!SLS!is!a!great!place!for!women!to!study!(Figure!32);!and!!

• 43.5%!of!male,!52.4%!of!female!respondents!agreed/strongly!agreed!that!SLS!is!a!great!place!for!transgender!people!to!study!(Figure!32).!

#

!

Figure#31:#Responses#to#the#statement#“the#School#makes#it#clear#that#unsupportive#language#and#behaviour#are#not#acceptable”#in#both#the#SLS#AS#Staff#and#UG#Student#Surveys.#

#

!59!

! !

Figure#32:#Responses#to#the#statement#“the#School#is#a#great#place#for#women”#(left)#and#“transgender”#(right)#“people#to#study”#in#the#Student#Survey.#

!

(ii) HR!policies!!Describe!how!the!department!monitors!the!consistency!in!application!of!HR!policies!for!equality,!dignity!at!work,!bullying,!harassment,!grievance!and!disciplinary!processes.!Describe!actions!taken!to!address!any!identified!differences!between!policy!and!practice.!Comment!on!how!the!department!ensures!staff!with!management!responsibilities!are!kept!informed!and!updated!on!HR!polices.!

SLS!adheres!to!UniversityMwide!HR!policies!on!equality,!dignity!at!work,!bullying,!harassment,!grievance!and!disciplinary!processes!and!takes!any!matter!relating!to!these!very!seriously.!!SLS!monitors!its!consistency!in!application!of!HR!policies!as!part!of!monthly!meetings!between!its!Operations!Group!and!colleagues!from!College!HR!at!which!any!changes!and/or!additions!to!HR!policies!are!discussed.!!Any!necessary!changes!in!practices!are!identified,!implemented!and!disseminated!to!those!with!management!responsibilities!at!School!Management!Committee!and!to!other!target!staff!groups!via!School!Council,!Newsletter,!direct!emails!or!SharePoint!site,!depending!on!the!change!and!timescale!in!question.!

The!staff!survey!revealed!that!50%!of!female!RT!staff!were!not!confident!that!their!line!manager!would!deal!effectively!with!complaints!about!harassment,!bullying!or!offensive!behaviour!(Table!29).!!

Job#Category#Yes# No#


Research#and#Teaching#staff## 94.4%! 50.0%! 5.6%! 50.0%!

MPA#and#Technical#staff# 100.0%! 85.2%! 0.0%! 14.8%!

Table#29:#Responses#to#“I#am#confident#that#my#line#manager/supervisor#would#deal#effectively#with#any#complaints#about#harassment,#bullying#or#offensive#behaviour”#in#the#SLS#AS#staff#survey.#

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The!SAT!and!School!Management!Committee!were!extremely!concerned!about!this!worrying!result,!so!we!have!strengthened!our!response!to!this!issue!and!developed!a!threeMpronged!approach!to!address!it:!

1. “Where!do!you!draw!the!line”!training:!20%!of!School!staff!(including!37.5%!of!new!line!managers)!participated!in!a!harassment!and!bullying!prevention!workshop!collaboratively!developed!by!UCL!and!the!Universities!of!Cambridge,!Manchester!and!Oxford!and!coMdelivered!by!Fiona!McClement!from!UCL!and!the!Head!of!School!(AP!).!!The!session!focused!on!the!gendered!aspect!of!bullying!and!harassment!and!was!framed!around!responses!to!the!staff!survey!to!ensure!they!were!addressed.!!This!is!the!first!time!this!workshop!has!been!delivered!at!the!request!of!a!Head!of!School!to!respond!to!AS!survey!results!at!University!of!Glasgow!and!is!a!Beacon!Activity.!The!training!will!now!be!implemented!inMhouse!with!support!from!UCL!and!we!will!ensure!that!all!line!managers!have!received!the!training!by!2019!and!all!staff!by!2020!(AP!31).!

2. ReMrun!of!'Full!Stop':!a!UniversityMwide!poster!campaign!raising!awareness!of!microMaggressions!that!people!face,!which!constitute!bullying!and!harassment!but!often!go!unMchecked,!to!make!it!clear!that!SLS!takes!this!kind!of!behaviour!seriously!and!can!help!put!it!to!a!'Full!Stop'!(AP!32).!!!

3. Dedicate!a!session!within!a!School!Council!Meeting!to!the!Respect!Advisors!Network!and!how!SLS!can!support!people!who!feel!bullied!or!harassed:!to!raise!awareness!of!the!routes!to!support!via!impartial!Respect!Advisors!and!line!manager!responsibilities!under!the!Dignity!at!Work!and!Study!Policy!(AP#33).!!Respect!Advisors!Network!provides!support!and!guidance!to!staff!and!students!through!an!informal!process!that!is!complementary!to!existing!University!support!structures.!!This!is!a!voluntary!network!were!staff!are!trained!to!offer!confidential,!impartial,!oneMtoMone!advice!and!support!to!people!affected!by!harassment!or!bullying.!!Related!materials!will!be!uploaded!to!SLS!SharePoint.!!

We!anticipate!that!this!will!improve!School!culture!and!the!experience!of!female!RT!staff.!!To!make!sure!our!interventions!have!led!to!a!sustained!and!meaningful!change!in!culture,!we!will!reMevaluate!this!in!the!next!staff!survey!(AP!34).!

AP#31!Hold!further!harassment!and!bullying!prevention!workshops.!#

AP#32!ReMrun!of!the!FULL!STOP!campaign!and!a!reminder!to!staff!of!the!appropriate!channels!to!follow!if!unsupportive!language/behaviour!is!experienced!and/or!witnessed.!!

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AP!33!Dedicate!a!session!within!a!School!Council!Meeting!to!Respect!Advisors!Network!and!how!the!School!can!support!people!who!feel!bullied!or!harassed.!#

AP#34!ReMevaluate!staff!perception!of!School!culture,!in!particular!views!on!how!harassment!and!bullying!would!be!dealt!with!by!School!line!managers!in!next!staff!survey.#!

!(iii) Representation!of!men!and!women!on!committees!!

Provide!data!for!all!department!committees!broken!down!by!gender!and!staff!type.!Identify!the!most!influential!committees.!Explain!how!potential!committee!members!are!identified!and!comment!on!any!consideration!given!to!gender!equality!in!the!selection!of!representatives!and!what!the!department!is!doing!to!address!any!gender!imbalances.!Comment!on!how!the!issue!of!‘committee!overload’!is!addressed!where!there!are!small!numbers!of!women!or!men.!

SLS!is!supported!by!a!tiered!system!of!committees!(Figure#2,!Table!30)!that!is!transparent!in!its!output!and!approach.!!The!most!influential!School!committees!are!the!Operations!Group!(66.6%!female),!Management!Committee!(46.6%!female),!Learning!&!Teaching!Committee!(50.0%!female),!Assessment!&!Feedback!Committee!(36.4%!female)!and!AS!SAT!(82.6%!female).!!OneMfifth!of!School!committees!significantly!lack!gender!balance.!!The!other!three!committees!are!the!Safety!Committee!(18.2%!female),!Educational!Research!Group!(81.8%!female)!and!Work!Placement!Committee!(18.2%!female)!the!gender!imbalance!of!which!arises!as!a!consequence!of!the!gender!of!role!holders!automatically!required!to!sit!on!the!relevant!committee!and!as!the!result!of!gender!imbalance!amongst!senior!staff,!particularly!at!Grade!10!(Figure!14)!(AP!6,!AP#13,!AP#15).!!

Mechanisms!through!which!School!committees!are!populated!vary:!some!are!via!open!invitation!(e.g.!AS!SAT),!others!through!nominations!by!subject!leads!(e.g.!Board!of!Studies)!and!others!are!automatic!based!on!role!(e.g.!Degree!Group!committees).!!Opportunities!to!volunteer!or!be!nominated!for!a!School!committee!are!disseminated!to!all!staff!via!emails,!SLS!SharePoint!and!Newsletter.!!Staff!are!appointed!by!taking!into!account!their!relevant!experience!and!current!workload!(including!potential!overburdening),!committee!succession!planning,!provision!of!roles!for!early!career!staff,!gender!equality!in!membership!and!career!development.!

6!staff!members!sit!on!more!than!10!committees.!!In!order!to!ensure!that!they!are!not!overburdened!by!this!work!at!the!expense!of!their!teaching,!scholarship!and!research,!we!will!include!a!review!of!this!by!gender!as!part!of!our!WLM!Action!(AP!36,!AP!37).!

(iv) Participation!on!influential!external!committees!!How!are!staff!encouraged!to!participate!in!other!influential!external!committees!

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and!what!procedures!are!in!place!to!encourage!women!(or!men!if!they!are!underrepresented)!to!participate!in!these!committees?!!

PDR!and!promotion!review!recognise!participation!on!influential!committees!as!a!measure!of!esteem!and!therefore!there!is!the!expectation!that!this!will!indirectly!encourage!staff!to!participate.!!However,!compared!with!50%!male!RT!respondents,!only!20%!male!MPA/TECH,!and!24%!and!25.9%!(RT!&!MPA/TECH!respectively)!of!female!respondents!to!the!Staff!Survey!agreed/strongly!agreed!that!they!were!"encouraged!and!given!equal!opportunities!to!represent!SLS!externally!and/or!internally!(e.g.!on!committees!or!boards,!as!chair!or!speaker!at!conferences)".!!To!increase!participation!of!staff!on!influential!external!committees,!SLS!actively!encourages!colleagues!to!disseminate!any!relevant!opportunities!via!the!SLS!SharePoint!site,!Newsletter!and!University!forum,!Yammer.!!A!database!of!external!committee!membership!will!be!maintained!by!School!administration!so!gender!balance!can!be!reviewed!and!eligible!staff!will!be!encouraged!to!apply!for!external!committees!as!they!arise,!by!new!line!managers,!making!sure!that!women,!and!male!MPA/TECH!staff,!are!encouraged!to!apply!(AP!35).!

AP#35#Encourage!SLS!staff!to!disseminate!opportunities!for!participation!on!influential!external!committees.#!

!

!

!

Committee'Total'

members'Number'males'

Number'females'

%'females'

%'academic'

%'P&S' Comments'

SLS!Management!Committee! 19! 10! 9! 47.4! 78.9! 21.1! !

Operations!Group! 7! 3! 4! 57.1! 57.1! 42.9! !Teaching!Management!Group! 9! 6! 2! 22.2! 100.0! 0.0! !Learning!&!Teaching!Committee! 21! 11! 10! 47.6! 80.0! 20.0! !

Research!&!Postgraduate!Committee! 14! 7! 7! 50.0! 78.6! 21.4! !

Internationalisation!Committee! 8! 4! 4! 50.0! 75.0! 25.0! !Safety!Committee! 11! 7! 5! 45.5! 36.4! 63.6! !

Athena!Swan!Committee! 23! 6! 17! 73.9! 60.9! 39.1! !Education!Research!Committee! 12! 2! 10! 83.3! 91.7! 8.3! !Board!of!Studies! 11! 5! 6! 54.5! 81.8! 18.2! !

Assessment,!Quality!&!Feedback!Committee! 13! 6! 7! 53.9! 84.6! 15.4! !

Work!Placement!Committee! 13! 11! 2! 15.4! 92.3! 7.7! !

Learning!Technology!Committee! 10! 4! 6! 60.0! 90.0! 10.0! !Board!of!Examiners! !! !! !! !! !! !! **!

Good!Cause!Board! 7! 4! 3! 42.9! 85.7! 14.3! !

Progress!Committee! 8! 4! 4! 50.0! 87.5! 12.5! !Degree!Group!A!Committee! 11! 6! 5! 45.0! 81.8! 18.2! ***!

Degree!Group!B!Committee! 9! 6! 3! 33.3! 89.0! 11.0! ***!Degree!Group!C!Committee! 10! 6! 4! 40.0! 80.0! 20.0! ***!

Degree!Group!D!Committee! 9! 5! 4! 44.4! 89.0! 11.0! ***!Level!1!Coordinating!Committee! 12! 7! 5! 41.7! 91.7! 8.3! !Level!2!Coordinating!Committee! 9! 5! 4! 44.4! 88.9! 11.1! !

Staff!Student!Liaison!Committees! !! !! !! !! !! !! ****!Science!Taught!Programmes!Committee! 6! 2! 4! 66.7! 83.3! 16.7! !

Clinical!Anatomy!Skills!X!Joint!Management!Committee! 10! 5! 5! 50.0! 30.0! 70.0! !

Total'' 262' 132' 130' ' ' ' '

Table'30:'Composition'by'gender'of'the'majority'of'SLS'committees.''Asterisks'in'comments'column'indicate'that'key'roles'(not'individuals)'are'identified'in'the'relevant'committee'structure'document'and'**'all'teaching'staff'are'invited;'***'other'interested'staff'are'invited;'****'all'relevant'students/'student'representatives'are'invited.'

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(v) Workload!model!!Describe!any!workload!allocation!model!in!place!and!what!it!includes.!Comment!on!ways!in!which!the!model!is!monitored!for!gender!bias!and!whether!it!is!taken!into!account!at!appraisal/development!review!and!in!promotion!criteria.!Comment!on!the!rotation!of!responsibilities!and!if!staff!consider!the!model!to!be!transparent!and!fair.!!!

The!University!introduced!a!new!online!workload!model!(WLM)!in!2017!which!applies!a!common!University!framework,!allowing!for!CollegeJlevel!variances!to!support!subject!distinctions.!!Its!main!purpose!is!to!provide!transparent!workload!information!and!deliver!fair!and!equitable!workloads.!!The!system!covers!the!full!range!of!teaching,!clinical,!administration!and!research!responsibilities,!including!outreach,!mentoring!and!AS!activity.!!It!flags!circumstances!to!take!account!of!when!allocating!and!reviewing!workload!including!periods!of!maternity/sharedJparental/adoption!and!other!leave!and!reasonable!adjustments!for!disability.!!An!equality!impact!assessment!has!been!conducted!for!the!WLM!system!and!the!output!of!WLM!will!be!reviewed!annually!when!the!new!system!is!fully!rolled!out!(academic!year!2018J19).!!This!will!be!reviewed!by!the!University!Equality!and!Diversity!Strategy!Committee.!!WLM!data!will!then!be!accessed!as!part!of!PDR.!

Feedback!from!the!staff!survey!suggested!that!staff!do!not!find!the!WLM!transparent,!nor!that!it!takes!into!account!all!their!activities.!!To!improve!transparency!and!accuracy!of!the!WLM!data,!we!will!support!staff!to!review!their!duties!and!allocation!within!the!WLM!(AP!36).!!This!will!be!undertaken!in!conjunction!with!their!line!manager!and!the!Head!of!School!Administration!to!ensure!that!all!relevant!activities!are!captured!and!taken!into!account.!!

Anecdotal!comments!from!the!HE!sector!suggest!that!women!are!often!overburdened!with!large!administrative!tasks!at!the!expense!of!their!research!or!scholarship.!!We!will!evaluate!output!from!the!WLM!by!gender!to!ensure!that!workload!is!allocated!equitably!across!male!and!female!staff!(AP!37).!

AP#36#School!will!support!staff!to!review!their!duties!and!allocation!within!the!WLM.#!

AP!37!Evaluate!output!from!the!WLM!by!gender!to!ensure!that!workload!is!allocated!equitably!across!male!and!female!staff.!!

#

(vi) Timing!of!departmental!meetings!and!social!gatherings!!Describe!the!consideration!given!to!those!with!caring!responsibilities!and!partJtime!staff!around!the!timing!of!departmental!meetings!and!social!gatherings.!

The!days!on!which!School!meetings!take!place!are!rotated!and!dates!of!standing!committee!meetings!are!announced!well!in!advance!or!organised!via!doodle!polls.!!

!65!

Despite!this,!the!staff!survey!showed!that!only!42.3%!of!female!(RT=60%,!MPA/TECH=25.9%)!and!34.8%!of!male!(RT=33.3%,!MPA/TECH=40%)!respondents!agreed/strongly!agreed!that!the!timing!of!School!meetings!and!gatherings!takes!into!consideration!those!with!caring!responsibilities.!!Positively,!though,!82.7%!of!female!(RT=84%,!MPA/TECH=81.5%)!and!98.7%!of!male!(RT=94.4%,!MPA/TECH=100%)!respondents!felt!that!all!or!most!meetings!take!place!within!core!hours.!!It!is!clear!therefore!that!staff!feel!as!though!meetings!take!place!within!core!hours!but!that!the!timings!of!meetings!and!gatherings!were!not!seen!as!family/carerJfriendly.!

In!response!to!this,!SLS!recently!recognised!the!concept!of!‘core!hours’!(10amJ4pm)!within!which!the!majority!of!School!meetings!should!be!scheduled!(AP!).!!We!will!also!ensure!that!meetings!do!not!overrun,!so!that!colleagues!do!not!have!to!leave!prior!to!the!end!and!thus!miss!out!on!important!business!(AP!).!!And!the,!School!Council!meeting!is!scheduled!so!that!networking!refreshments!are!provided!afterwards!and!during!core!hours.!!Social!gatherings,!including!monthly!School!coffee!mornings,!have!been!scheduled!for!10am.!!Staff!surveyed!agreed!that!workJrelated!social!activities!were!appropriate!for!both!men!and!women,!with!no!one!disagreeing/strongly!disagreeing!(Figure#33).!

! !

(a)! (b)!

Figure#33:#Responses#from#(a)#academic#(b)#MPA#and#technical#staff#to#the#statement#“work#related#social#activities#such#as#staff#parties,#team#building#or#networking#events#within#the#School#are#appropriate#for#both#men#and#women”.##Data#from#Staff#Survey.!

!!!

!66!

! !(a)! (b)!

Figure#34:#Number#of#(a)#academic#(b)#MPA#and#technical#staff#who#would#attend#an#annual#away#day.##Data#from#the#Staff#Survey.#

When!asked,!85.3%!of!School!staff!indicated!they!would!participate!in!an!annual!School!Away!Day!(Figure#34).!!In!response!to!this,!all!School!staff!were!invited!to!the!first!School!Away!Day!(6!September!2016,!10amJ4pm,!AP!);!73.1%!(77.4%!of!RT,!68.4%!of!MPA/TECH)!of!School!staff!attended!(67.7%!female).!!Assigned!seating!was!used!to!mix!staff!from!different!roles!and!job!families.!!This!allowed!staff!to!get!to!know!each!other,!or!indeed!meet!for!the!first!time,!and!increased!sharing!of!best!practice!across!the!whole!School.!!Barriers!to!communication!were!broken!down!with!a!wellJreceived!teamJbuilding!exercise.!!Staff!then!heard!presentations!from!key!colleagues!and!feedback!on!aspects!of!School!operation!was!sought!from!breakJout!groups.!!The!first!Teaching!Away!Day!took!place!on!13!June!2017!(AP!);!81.5%!of!School!academic!staff!attended!(65.9%!female)!and!the!first!MPA!Away!Day!took!place!on!24!August!2017!(AP!);!43.5%!of!School!MPA!staff!attended!(100%!female)!J!subsequent!Away!Days!will!be!held!during!termJtime!to!maximise!staff!attendance.!!We!will!continue!to!run!these!events!to!cultivate!strong!working!relationships!between!and!within!academic!and!professional!and!support!staff!(AP#38).!!!

AP#38!Continue!to!run!School!Away!Days!to!strengthen!cohesive!working!culture!amongst!staff!from!different!job!families/functions.!!

#

(vii) Visibility!of!role!models!Describe!how!the!institution!builds!gender!equality!into!organisation!of!events.!Comment!on!the!gender!balance!of!speakers!and!chairpersons!in!seminars,!workshops!and!other!relevant!activities.!Comment!on!publicity!materials,!including!the!department’s!website!and!images!used.!

The!Staff!Survey!found!that!53.5%!of!RT!(male=72.2%,!female=!40.0%)!and!62.5%!of!MPA/TECH!(male=60.0%,!female=63.0%)!staff!agree/strongly!agree!that!SLS!uses!all!genders!as!visible!role!models!across!a!range!of!areas!(including!staff!inductions,!on!

!67!

committees,!in!management!roles,!as!speakers!and!at!recruitment!events).!!To!address!this,!we!will!develop!a!video!comprising!vignettes!on!School!role!models!which!will!be!accessible!on!the!SLS!website!(AP!39).!

AP#39#Develop!a!role!model!video!for!inclusion!on!the!SLS!website.#!

The!School!website!has!recently!been!redesigned!and!a!wide!range!of!images!used!to!publicise!SLS.!!We!encourage!staff!to!submit!news!items!and!images!involving!staff!and!students!for!publicity!purposes.!!SLS!has!reJstarted!a!series!of!Educational!&!Scholarship!and!Research!seminars,!which!did!not!run!in!the!last!academic!session.!!As!well!as!gender!balance!amongst!the!staff!responsible!for!organising!and!chairing!these!sessions,!the!group!have!devised!an!action!to!ensure!a!genderJbalanced!speaker!list!for!the!next!session!(AP!6).!!All!staff!are!encouraged!to!attend!and!participate!in!these!seminars!and!the!times!will!vary!to!allow!all!staff!this!opportunity.!

(viii) Outreach!activities!!Provide!data!on!the!staff!and!students!from!the!department!involved!in!outreach!and!engagement!activities!by!gender!and!grade.!How!is!staff!and!student!contribution!to!outreach!and!engagement!activities!formally!recognised?!Comment!on!the!participant!uptake!of!these!activities!by!gender.!!!

SLS!is!active!in!outreach.!!Many!staff!are!STEM!Ambassadors!and!participate!in!a!wide!range!of!activities,!as!individual!schedules!allow,!to!support!local!schools,!Science!Festivals!and!community!projects.!!Outreach!is!recognised!in!promotion!criteria,!the!PDR!process!and!in!the!WLM.!

Outreach!activities!are!promoted!to!students!as!a!means!to!attaining!work!experience!or!key!graduate!attributes.!!Some!activities!undertaken!by!students!outwith!University!studies!can!be!included!in!their!academic!transcripts.!!This!allows!recognition!and!validation!of!the!outreach!activity.!!Our!final!year!undergraduates!can!undertake!Outreach!projects!that!involve!formulation!of!researchJbased!questions!linked!to!an!event!that!either!takes!place!within!a!School!(e.g.!Eco!School!or!Science!Club,!or!assessing!the!impact!of!subjectJrelated!teaching!in!a!class)!or!within!another!organisation!(e.g.!Glasgow!Science!Centre,!Glasgow!City!Council!or!Edinburgh!Zoo).!!These!projects!are!supervised!by!staff!also!engaged!in!Outreach,!including!the!Dean!of!Public!Engagement!and!a!Public!Engagement!Officer!from!a!cognate!Research!Institute.!!In!2016J17,!5.3%!of!434!final!year!students!(78.3%!female)!undertook!an!outreach!project.!!Only!16.8%!(83.3%!of!whom!are!female)!of!(penultimate!year)!respondents!to!the!Student!Survey!participated!in!outreach!activities!(Figure!35).!!The!dissemination!of!outreach!opportunities!to!our!students!will!be!increased!using!male!role!models!to!encourage!a!gender!balance!in!uptake!(AP!40).!!!

!

!68!

AP#40#Dissemination!of!outreach!opportunities!to!our!student!population!will!be!increased!via!the!SLS!Moodle!hub!career!block;!male!role!models!will!be!used!to!increase!male!engagement.#!

!

!

Figure#35:#Number#of#students#who#undertake#outreach#and/or#public#engagement#activities.##Data#from#the#Student#Survey#2017.#

Staff!are!encouraged!to!participate!in!outreach.!!57.3%!(67.4%!female)!of!respondents!to!the!Staff!Survey!undertake!outreach,!knowledge!exchange!and/or!impact!activities!(Table!31)!but!only!4%!of!RT!(n=1)!and!14.8%!of!MPA/TECH!(n=4)!staff!agree!that!outreach!activities!are!given!consideration!in!their!overall!workload!(Figure!37)!(AP!41).!!Recent!revision!of!criteria!for!academic!promotion!of!staff!on!the!LTS!career!track!to!include!outreach!activities!addresses!this!point!and!allows!formal!recognition!of!outreach.!!We!will!highlight!this!during!our!promotion!workshops!(AP#14)!and!ensure!that!it!is!recorded!for!staff!in!the!WLM!(AP!36).!!Prior!to!the!launch!of!PDR,!staff!will!be!reminded!that!participation!in!UG!Open!Days!constitutes!a!vital!element!of!SLS!outreach!and!that!it!is!especially!vital!that!male!staff!participate!as!positive!male!role!models!in!a!sector!biased!towards!females!at!UG!level!(Table!8).!!

AP#41#The!WLM!will!formally!recognise!outreach!and!engagement!activities,!including!participation!in!UG!Open!Days.#!

!

Job#Category#Yes# No#


Research#and#Teaching#staff# 77.8%! 84%! 22.2%! 16%!

MPA#and#Technical#staff# 0%! 29.6%! 100%! 70.4%!

Table#31:#Percentages#of#SLS#staff#who#undertake#some#form#of#outreach#activity#(data#from#the#Staff#Survey).#

!69!

!

Figure#36:#Number#of#respondents#to#the#Staff#Survey#who#undertake#any#activity#relating#to#outreach,#knowledge#exchange#and/or#impact.#

!

Figure#37:#Views#expressed#by#respondents#to#the#Staff#Survey#who#undertake#any#activity#relating#to#outreach,#knowledge#exchange#and/or#impact#in#response#to#the#statement#“outreach#activities#are#given#consideration#in#my#overall#workload”.#

!

Word#count#6479#

!70!


6. CASE#STUDIES:#IMPACT#ON#INDIVIDUALS#Recommended#word#count:#Silver#1000#words#

Two!individuals!working!in!the!department!should!describe!how!the!department’s!activities!have!benefitted!them.!!

The!subject!of!one!of!these!case!studies!should!be!a!member!of!the!selfJassessment!team.!

The!second!case!study!should!be!related!to!someone!else!in!the!department.!More!information!on!case!studies!is!available!in!the!awards!handbook.!

7. FURTHER#INFORMATION#Recommended#word#count:#500#words##|##Silver:#500#words#

Please!comment!here!on!any!other!elements!that!are!relevant!to!the!application.!

!

!

!

!

!

!Table&32:&Staff&Survey:&Levels&of&agreement&by&gender.&&Questions&omitted&(shaded&in&darker&blue)&sought&responses&other&than&disagree/neutral/agree&and&are&summarised&in&Table&33.&

!

!

Table&33:&Staff&Survey:&questions&that&sought&responses&other&than&disagree/neutral/agree&and&are&omitted&from&Table&32.&

!

!

!

Question)Female) Male) Other)

Disagree) Neutral) Agree) Disagree) Neutral) Agree) Disagree) Neutral) Agree)

10) Do!you!have!significant!caring!responsibilities!for!ill,!disabled!or!

elderly!adult(s)?!73! 3! 3! 20! 0! 1! 3! !! !!

11) Do!you!have!significant!caring!responsibilities!for!a!child/children!

aged!under!18?!75! 1! 3! 21! !! !! 3! !! !!

12) Do!you!have!a!child/children!in!the!University!Nursery?! 79! !! !! 21! !! !! 3! !! !!

13) Did!you!apply!for!a!place!in!the!University!Nursery!but!were!

unsuccessful?!77! !! 2! 21! !! !! 3! !! !!

14) My!caring!responsibilities!are!hindering!my!academic!progression! 37! 39! 3! 11! 9! 1! 2! 1! !!

16) The!School!is!a!great!place!in!which!to!study! 0! 2! 77! 0! 1! 20! 1! 1! 1!

17) The!School!is!a!great!place!for!women!to!study!in! !! 4! 75! !! 6! 15! !! 2! 1!

18) The!School!is!a!great!place!for!transgender!people!to!study!in! 2! 37! 40! !! 10! 11! 1! 1! 1!

19) The!School!is!welcoming!to!and!supportive!of!all!genders! 1! 7! 71! 1! 0! 20! 1! !! 2!

20)

The!School!makes!it!clear!that!unsupportive!language!and!

behaviour!are!not!acceptable!(eg!condescending!or!intimidating!

language,!ridicule,!overly!familiar!behaviour,!jokes/banter!that!

stereotype!specific!genders!or!focus!on!their!appearance,!

inappropriate!images!etc)!

5! 21! 53! 2! 5! 14! 1! 1! 1!

21) There!are!suitable!social!spaces!for!students!to!meet!informally!

within!the!School!22! 12! 45! 2! 5! 14! 1! !! 2!

23.1) CourseOrelated!social!activities!within!the!School!are!appropriate!

for!both!men!and!women!2! 5! 72! 1! 3! 17! !! 1! 2!

23.2)CourseOrelated!social!activities!within!the!School!are!scheduled!

where!possible!to!allow!those!with!caring!responsibilities!to!

attend!

9! 39! 31! 1! 10! 10! !! 3! !!

24) The!Student!Advisory!Service!(ie!meetings!and!other!contact!with!

your!Adviser!of!Studies)!meets!my!needs!14! 15! 50! 3! 5! 13! 1! !! 2!

25) Do!you!undertake!any!activity!relating!to!outreach/public!

engagement?!64! !! 15! 18! !! 3! 3! !! !!

28)Students!are!made!aware!of!and!encouraged!to!apply!for!awards!

and!distinctions!related!to!their!academic!work!(eg!science!

writing!competitions,!scholarships,!bursaries!etc)!

22! 11! 46! 4! 3! 14! 2! !! 1!

29)There!has!been!useful!support!from!staff!in!the!School!at!key!

transition!points!in!my!studies!(eg!temporary!withdrawal!from!

studies,!longOterm!sick!leave,!maternity!leave!etc)!

7! 38! 34! !! 13! 8! 1! 1! 1!

!

Question)Female) Male) Other)

Disagree) Neutral) Agree) Disagree) Neutral) Agree) Disagree) Neutral) Agree)

30)I!have!access!to!opportunities!for!career!and!academic!development!(such!as!careers!events!and!fairs,!conferences,!employability!training)!

6! 6! 67! 2! 1! 18! !! 1! 2!

31) I!am!aware!of!the!Glasgow!Graduate!Attributes! 32! !! 47! 10! !! 11! 1! !! 2!

32) I!am!actively!encouraged!to!take!up!career!development!opportunities! 8! 23! 48! 2! 5! 14! !! !! 3!

33) There!is!gender!balance!on!School!StaffIStudent!Liaison!committees! 9! 31! 39! !! 13! 8! !! 2! 1!

34)I!am!encouraged!and!given!equal!opportunities!to!represent!the!School!externally!and/or!internally!(eg!on!committees!or!boards,!as!chair!or!speaker!at!conferences,!public!outreach)!

10! 28! 41! 4! 5! 12! 2! !! 1!

35) Students!who!study!partItime!are!offered!the!same!career!development!opportunities!as!those!who!study!fullItime! 2! 62! 15! 1! 16! 4! !! 3! !!

37) I!understand!the!reasons!for!taking!action!on!gender!equality!within!the!School! 1! !! 78! 2! !! 19! !! !! 3!

38) I!understand!why!positive!action!may!be!required!to!promote!gender!equality! 1! !! 78! 2! !! 19! !! !! 3!

39) During!my!time!in!the!School,!I!have!experienced!a!situation(s)!where!I!have!felt!uncomfortable!because!of!my!gender! 71! !! 8! 19! !! 2! 1! !! 2!

40)The!School!uses!all!genders!as!visible!role!models!(eg!as!lecturers,!course!coordinators,!on!committees,!in!management!roles,!at!Open!Days)!

2! 5! 72! 1! 6! 14! 2! !! 1!

41) I!am!confident!that!School!staff!are!up!to!date!with!University/School!policies! 7! !! 72! 1! !! 20! 1! !! 2!

42) I!am!confident!that!School!staff!would!deal!effectively!with!any!complaints!about!harassment,!bullying!or!offensive!behaviour! 4! !! 75! 2! !! 19! 2! !! 1!

!

!

!

!

!

!

Question) Choices)

2) What!year!of!study!are!you!currently!in?!Level!3! Level!4!(currently!on!work!placement)!

Level!4! Level!5!(Msci)!

3) Indicate!your!career!choice!after!graduation!from!your!current!degree:!

Another!undergraduate!degree!(eg!MBChB)! Masters!course!

PGCE! PhD!

Career!related!to!degree!subject! Career!unrelated!to!degree!subject!

Undecided! !!

4) Are!you!studying!full!or!part!time?! Full!time! Part!time!

5) How!are!your!fees!paid?!

SAAS! Other!UK!government!funding!body!

EU! Other!overseas!funding!body!

SelfQfunded! Funded!by!family!member!(s)!

Other! !!

6) How!are!your!dayQtoQday!living!expenses!funded?!

SAAS! Other!UK!government!funding!body!

EU! Other!overseas!funding!body!

SelfQfunded! Funded!by!family!member!(s)!

Other! !!

7) Do!you!undertake!paid!employment!in!order!to!support!your!studies?! Yes! No!

8) If!the!answer!to!question!7!was!"yes",!do!you!work…!

termQtime:!<5!hours/week! termQtime:!6Q10!hours/week!

termQtime:!11Q15!hours/week! termQtime:!15Q20!hours/week!

termQtime:!>!20!hours/week! !!

9) If!the!answer!to!question!7!was!"yes",!do!you!work…!

vacationQtime:!<!5!hours/week! vacationQtime:6Q10!hours/week!

vacationQtime:!11Q15!hours/week! vacationQtime:!15Q20!hours/week!

vacationQtime:!>!20!hours/week! !!

15) Any!specific!comments!you!wish!to!add!relating!to!any!one!or!more!of!the!issues!raised!in!this!section?! !! !!

22) Where!on!campus!do!you!mostly!informally!meet!with!other!Life!Science!students?! !! !!

26) If!the!answer!to!the!previous!question!is!"yes",!please!briefly!describe!the!nature!of!this!engagement! !! !!

!

Question) Choices)

27)Any!specific!comments!you!wish!to!add!relating!to!any!one!or!more!of!the!issues!raised!in!this!section?!Any!suggestions!for!how!the!School!can!improve!in!this!general!area?!

!! !!


!! !!


!! !!

Table)34:)The)Student)Survey.))In)the)top)panel)the)numbers)of)responses)are)included.))In)the)bottom)panel)the)responses)are)not)provided)since)they)are)nonAnumerical.))But)the)data)are)explored)in)the)application.)!

!

!79!

8. ACTION)PLAN)The!action!plan!should!present!prioritised!actions!to!address!the!issues!identified!in!this!application.!

Please!present!the!action!plan!in!the!form!of!a!table.!For!each!action!define!an!appropriate!success/outcome!measure,!identify!the!person/position(s)!responsible!for!the!action,!and!timescales!for!completion.!!

The!plan!should!cover!current!initiatives!and!your!aspirations!for!the!next!four!years.!Actions,!and!their!measures!of!success,!should!be!Specific,!Measurable,!Achievable,!Relevant!and!TimeDbound!(SMART).!

See!the!awards!handbook!for!an!example!template!for!an!action!plan.!!!

!

!80!

Action!point!Not!

started!Underway!

Planned!action! Action!already!taken!&!outcome!at!Nov.!2017!!

Further!action!planned!at!Nov.!2017!

Success/outcome!measure! Responsibility! Start! End!

Section!2:!Description!of!the!Department!

AP!1! Create!new!social!spaces!for!staff.!

Architectural!plans!finalised!for!refurbishment!of!part!of!an!existing!University!building.!

Creation!of!a!social!‘hub’!for!all!SLS!staff.!Will!also!be!used!for!staff!coffee!mornings!&!other!social!events.!

Use!of!staff!social!spaces!will!be!measured!via!booking!system!&!informally.!In!next!Staff!Survey!increase!from!31%!to!≥!60%!who!agree/strongly!agree!there!are!suitable!social!spaces!in!SLS.!

Head!of!School! 10.16! 05.20!

Section!4:!A!Picture!of!the!Department!

AP!2!

Advertise!the!possibility!of!partXtime!PGT!study!more!prominently.!

!

SLS!course!catalogues!&!online!material!will!be!reviewed!by!SAT,!including!the!PG!student!members,!&!modified!to!increase!prominence!of!partXtime!PGT!study!&!attractiveness!of!PGT!to!females.!PGT!survey!to!be!conducted!in!Jan!2019.!

In!PGT!survey!undertaken!in!Jan!2019,!≥!80%!of!School!PGT!students!aware!of!possibility!of!partXtime!PGT!study.!!

AC/DC!subgroup! 12.17! 01.19!

AP!3!

In!next!SLS!AS!UG!Student!Survey,!include!questions!that!explore!UG!aspirations!after!UG!degree.!

!

Inclusion!of!question!within!next!Student!Survey!asking!all!genders!about!obstacles!in!seeking!PG!degree!opportunities.!

Identification!of!barriers!to!PGT!study!&!devise!a!course!of!action!based!on!these!concerns/barriers.!Increase!in!PGT!applications!from!females!to!>45%!to!bring!it!in!line!with!male!applications!(45%).!

CPD!subgroup! 01.18! 01.19!

!81!

Action!point!Not!

started!Underway!




AP!4!

We!will!record!and!analyse!reasons!for!PGT!nonXcompletion,!especially!among!female!students.!

!

Establish!platform!to!understand!fluctuating!trends!across!(especially!female)!PGT!completion!rates.!!Current!lack!of!data!does!not!allow!us!to!draw!any!conclusions!&!provide!driven!changes!to!address!this.!Creation!of!recording!system!(questionnaire)!that!records!reasons!students!are!not!completing!PGT!studies.!This!will!be!given!to!students!who!are!not!going!on!to!complete!their!degree.!

90%!of!all!male!and!female!students!not!remaining!on!PGT!courses!complete!questionnaire.!Analysed!data!demonstrate!clear!reasons!that,!particularly!female,!students!leave!&!actions!are!devised!to!address!this.!

MAD!subgroup! 01.18! 01.20!

AP!5!

Improve!completion!rates!of!exit!questionnaire!amongst!leavers!to!ensure!we!collect!robust!and!representative!data.!

Currently!School!does!not!formally!record!reasons!for!staff!departure.!

We!will!examine!gaps!in!knowledge!from!current!University!exit!questionnaire!&!provide!information!to!line!managers!that!includes!a!useful!guide!to!leavers!to!support!the!transition.!

≥!70%!of!staff!leavers!complete!improved!exit!questionnaire.! MAD!subgroup! 12.17! 12.19!

Section!5:!Supporting!and!Advancing!Women’s!Careers!Key!Career!Transition!Points!

!82!

Action!point!Not!

started!Underway!




AP!6!

Invite!more!senior!female!academics!to!participate!in!SLS!seminar!series!to!support!a!gender!balance!in!our!programme!and!promote!an!awareness!of!the!School!as!a!positive!working!environment!and!a!potential!future!workplace.!

!

Invite!grade!9!&!10!women!to!speak!at!SLS!events!(Education!&!Scholarship,!Research!seminars,!Teaching!Away!Day).!Have!SLS!female!staff!at!lower!grades!act!as!hosts!to!highlight!positive!SLS!working!environment!&!provide!networking!opportunities.!

LongXterm!increase!in!female!applications!(either!via!promotion!or!to!vacated!or!new!post)!to!grade!9!(from!30%!to!≥!50%)!&!to!grade!10!(from!14%!to!≥!50%).!


AP!7!

Ensure!all!staff!complete!mandatory!Equality!&!Diversity!and!Unconscious!Bias!Training;!check!completion!via!PDR.!

Online!Equality!&!Diversity!training!has!been!made!mandatory!for!all!University!staff!&!completion!is!recorded!centrally!on!HR!system.!91%!of!School!staff!have!completed!the!training!as!of!November!2017.!

University!online!PDR!system!automatically!records!completion!of!Learning!&!Development!courses.!Completion!of!Unconscious!Bias!Training!will!be!mandatory!for!SLS!staff!&!importance!of!completion!will!be!highlighted!at!School!Council!&!via!Newsletter.!

100%!completion!of!Equality!&!Diversity!Training;!50%!completion!of!Unconscious!Bias!Training!in!year!1!of!Action!Plan,!progressing!to!100%!by!year!2.!

AC/DC!subgroup;!

PDR!reviewers!07.17! 11.19!

AP!8!Ensure!appropriate!gender!balance!on!appointing!panels.!

!

Current!HR!panel!composition!rules!will!be!distributed!to!Chairs!in!advance!of!panel!selection.!Link!on!SharePoint!will!point!to!upXtoXdate!rules.!SLS!admin!will!record!panel!membership.!

Attainment!of!required!gender!balance!on!SLS!interview!panels.!At!least!1!member!of!each!gender!on!every!panel!&!≥!40%!representation!of!men/women.!

AC/DC!subgroup;!

School!admin!12.17! 10.18!

!83!

Action!point!Not!

started!Underway!




AP!9!

Encourage!early!career!staff!to!complete!University!HR!Recruitment!&!Selection!Training.!

!

Dissemination!via!SharePoint,!SLS!Newsletter!&!Yammer!of!University!HR!Recruitment!&!Selection!Training;!highlighting!need!for!early!career!staff!to!participate.!

Increase!in!number!of!early!career!staff!undertaking!Recruitment!&!Selection!training,!with!5!females!undertaking!the!training!within!year!1!&!an!increase!to!10!in!year!2!of!Action!Plan.!

AC/DC!subgroup;!

School!admin!02.18! 11.19!

AP!10!

Include!early!career!staff!on!interview!panels.!In!order!to!increase!female!%!on!panels!and!provide!ECR!females!with!interview!panel!experience.!

!

Include!early!career!staff!on!interview!panels!in!order!to!increase!female!%!on!panels!&!provide!with!interview!panel!experience.!

Increase!in!number!of!early!career!staff!participating!in!interview!panels.!Target!is!≥!1!early!career!staff!member!per!panel.!

CPD!subgroup;!Head!of!School! 05.18! 05.19!

AP#11!

Evaluate!impact!of!new!induction!checklist!for!all!new!staff.!

Checklists!for!MPA,!TECH!&!RT!staff!now!available!on!SLS!SharePoint!under!induction!information.!

Checklists!will!be!maintained!by!SLS!admin!in!line!with!SLS!&!HR!policies.!

In!next!Staff!Survey!increase!from!48%!to!≥!80%!new!academic!staff!who!agree/strongly!agree!SLS!induction!process!meets!needs.!

School!admin;!MAD!subgroup! 09.16! 05.18!

AP!12!

All!new!staff!will!receive!online!staff!handbook!and!a!checklist!including!'10!people!to!meet!in!your!first!month'.!

First!draft!available!on!SLS!SharePoint!under!induction!information,!together!with!Equality!&!Diversity!information.!

Continually!update!documents!on!SharePoint.!Design!of!'10!people!to!meet!in!your!first!month'.!Rewording!of!question!about!induction!in!Staff!Survey!to!capture!how!SLS!induction!is!viewed!&!how!successful!new!staff!have!felt!the!handbook!is.!

!84!

Action!point!Not!

started!Underway!




AP#13!Create#new#social#spaces#for#staff.!

MCD!was!set!up!&!utilised!in!midX2016!&!is!an!optXout!group!for!all!staff.!MCD!has!been!highlighted!to!staff!at!School!Council!meetings!&!via!SLS!media!outlets.!

Continuing!announcements!from!SLS!in!Newsletter!&!via!SharePoint!to!target!grades!6X8!&!encourage!them!to!participate!in!MCD.!Reminder!provided!to!PDR!reviewers!to!inform!staff!of!MCD!group.!Matching!of!staff!to!a!mentor.!

Formal!monitoring!of!staff!uptake!of!MCD!by!recording!number!&!grades!of!staff!using!it.!Success!=!60%!of!grades!6X8.!Question!in!next!Staff!Survey!to!ask!MCD!“users”!for!views!on!its!success.!Success!=!70%!positive!evaluation.!


AP!14! Hold!annual!promotion!workshops.!

Staff!have!been!surveyed!about!encouragement!&!support!during!promotion!process,!&!clarity!of!process!criteria.!86.7%!of!staff!said!they!would!attend!a!promotions!workshop!(90.4%!female,!73.3%!male).!College!working!group!has!been!formed!looking!at!sharing!best!practice!across!College!(SLS!SAT!CoXChairs!on!working!group).!

Creation!&!implementation!of!annual!promotion!workshop!advertised!&!promoted!to!all!staff.!

Workshop!evaluation!will!record!≥!80%!satisfaction!with!event.!Increase!in!positive!response!to!survey!questions!on!(i)!understanding!promotion!criteria!to!≥!80%!female!(up!from!34.6%)!&!≥!80%!male!(up!from!43.5%);!(ii)!feeling!supported!to!apply!to!≥!80%!female!(up!from!34.6%)!&!≥!80%!male!(up!from!39.1%).!

CPD!subgroup;!SLS!MCD!group!

01.17! 09.18!

!85!

Action!point!Not!

started!Underway!




AP!15!

Include!a!designated!section!within!promotions!workshop!to!address!issue!of!female!progression!at!higher!grades!to!address!perceptions!in!survey!that!not!all!staff!will!be!treated!fairly!regardless!of!gender;!at!the!workshop!disseminate!promotion!results!by!gender,!highlighting!successful!female!applicants.!

In!July!2017,!SLS!staff!were!made!aware!of!SLS!staff!promotions!success!via!emails.!This!was!broken!down!by!gender!to!make!clear!any!gender!imbalance.!

Dissemination!of!successful!promotions!by!gender!via!SLS!outlets!(emails,!SharePoint!&!Yammer).!Inclusion!of!dedicated!section!in!promotions!workshop!to!address!staff!concerns!about!promotion!criteria!&!outcomes!and!highlight!successful!female!applicants!at!the!workshop.!

In!next!Staff!Survey!increase!from!50%!to!≥!80%!of!female!staff!who!indicate!they!feel!fairly!treated!regarding!promotion.!!

AC/DC!subgroup;!

CPD!subgroup!07.17! 05.18!

Section!5:!Supporting!and!Advancing!Women’s!Careers!Career!Development!

AP!16!

Locally!record!who!has!undergone!PDR!reviewer!training;!advertise!training!and!strongly!encourage!reviewers!who!have!not!yet!done!so,!to!complete!the!it.!

In!advance!of!2016/17!PDR!review!cycle,!reviewers!met!to!discuss!any!changes!to!the!process,!including!the!new!PDR!checklist.!

New!line!managers!will!be!trained!in!how!to!conduct!PDR!with!guidance!on!what!should!be!discussed!(checklist).!Training!undertaken!by!School!line!managers!will!be!recorded!locally,!those!who!have!not!undertaken!it!will!have!to!justify!nonXcompletion!to!Head!of!School.!

In!next!Staff!Survey!increase!from!50.6%!to!≥!80%!of!staff!who!agree/strongly!agree!that!their!reviewer/line!manager!is!properly!trained.!

SLS!admin;!CPD!subgroup!

05.17! 05.18!

!86!

Action!point!Not!

started!Underway!




AP!17!

Via!the!new!School!line!managerial!structure,!ensure!that!career!development!needs!are!identified!at!PDR!and!facilitated!by!appropriate!line!manager.!

Since!Staff!Survey,!School!has!increased!number!of!PDR!reviewers,!promoting!increased!level!of!engagement!from!reviewers!&!lessened!reviewer!loads.!Proportion!of!female!reviewers!has!also!increased.!!!

SAT!&!School!management!have!devised!new!School!line!managerial!structure!which!will!be!introduced!on!1!December!2017:!6!Deputy!Heads!of!Learning!&!Teaching!have!been!established,!each!with!full!line!managerial!responsibility!(including!acting!as!PDR!reviewer)!so!that!career!development!needs!can!be!identified!at!PDR!&!facilitated.!

In!the!next!Staff!Survey!a!decrease!to!<!20%!of!all!staff!(was!72%!female!&!male)!who!do!not!feel!that!PDR!recognises!&!develops!their!skills,!&!a!decrease!to!<!20%!of!all!staff!(was!64%!female!&!72%!male)!who!do!not!feel!that!PDR!helps!with!career!progression.!

Line!Managers;!

CPD!subgroup!09.17! 05.20!

AP!18!

Monitor!PDR!reviewer!training!and!assess!effectiveness!of!locallyX!and!UniversityXdriven!changes!to!PDR!via!Staff!Survey.!

!

Uptake!of!School!PDR!reviewer!training!will!be!promoted!&!monitored!by!Head!of!School.!PDR!reviewers!will!be!line!managers!(from!December!2017)!&!will!therefore!be!best!placed!to!guide!&!create!opportunities!for!reviewee!development!needs.!Staff!will!be!asked!about!new!line!management!structure!&!PDR!process!&!effectiveness!in!next!Staff!Survey.!

In!next!Staff!Survey!increase!from!12%!to!≥!80%!of!staff!who!agree/strongly!agree!that!PDR!recognises!&!develops!their!skills!&!helps!career!progression.!!

MAD!subgroup;!Head!of!School;!!

PDR!reviewers!

12.17! 05.18!

!87!

Action!point!Not!

started!Underway!




AP!19!

Run!focus!group!to!inform!the!MCD!Group!about!Professional!and!Support!staff!career!development!needs.!!

MCD!Group!has!been!established!to!support!academic!staff!career!development!&!progression.!!

Run!focus!group!to!determine!support!required!for!Professional!&!Support!staff!at!key!transitional!points!in!their!career.!Identify!mechanisms!within!MCD!Group!for!providing!support!outlined.!

Outcome!from!focus!group!will!be!discussed!with!Head!of!School!&!SAT.!MCD!Group!remit!will!expand!to!better!meet!the!needs!of!Professional!&!Support!staff.!In!next!Staff!Survey!increase!from!40.5%!(44.4%!female!&!20%!male)!to!≥!70%!staff!who!agree/strongly!agree!staff!feel!supported!at!key!transitional!periods!in!their!career.!


AP!20!

Raise!awareness!of!the!Glasgow!Graduate!Attributes!by!including!them!in!the!new!Employability!Skills!Training!portfolio.!

SLS!is!developing!an!Employability!Skills!Training!portfolio!for!delivery!to!all!our!UGs.!Newly!redesigned!2nd!Year!UG!courses!now!have!the!Glasgow!Graduate!Attributes!embedded.!

Include!in!Employability!Skills!Training!portfolio!awareness!of!Glasgow!Graduate!Attributes!matrix!so!students!are!better!able!to!capture!this!dimension!of!their!career!development.!

In!next!Student!Survey!increase!from!58%!to!≥!70%!who!are!aware!of!Glasgow!Graduate!Attributes!with!no!significant!differences!by!gender..!

SLS!Employability!Skills!Training!

group;!!CPD!subgroup!

04.16! 01.19!

AP!21!

Make!University!Student!Carer!Policy!and!implementation!more!transparent!to!staff!&!students;!liaise!with!SLS!student!reps!to!explore!need!for!annual!policy!renegotiation.!

An!AS!Student!Network!has!been!created!comprising!18!undergraduate!&!2!postgraduate!students.!

Dissemination!of!Student!Carers!Policy!to!students!via!Advisers!of!Studies!first!meeting!&!Moodle!Hub!with!guide/cheat!sheet!on!how!to!use!policy.!Publicise!to!student!parents!new!family!study!lounge!in!University!library!(launched!Sep!2017).!Liaise!with!AS!Student!Network!to!create!platform!for!open!discussions!about!policy!&!its!development.!

In!next!Student!Survey!target!is!≥!60%!awareness!of!Student!Carers!Policy!amongst!male!&!female!students.!AS!Student!Network!will!create!a!platform!to!discuss!with!students!the!Carers!Policy.!In!year!1!of!the!Action!Plan!this!will!include!some!targeted!questions!in!the!Student!Survey,!in!Year!2!a!focus!group!will!be!run!to!speak!to!student!carers!directly.!!

CBFW!subgroup! 01.18! 01.19!

!88!

Action!point!Not!

started!Underway!




AP#22!

Ensure!that!training!equips!line!managers!with!skills!and!knowledge!to!support!staff!taking!maternity/sharedXparental!and!adoption!leave.!

Document!has!been!circulated!to!staff!by!Head!of!School!which!clarifies!School's!new!Line!Management!&!Teaching!Management!Policy.!Will!be!effective!from!1!December!2017.!

Ensure!line!managers!are!up!to!date!with!policies,!this!will!be!done!with!a!line!manager!training!session!early!in!2018.!Opportunities!for!refresher!training!will!be!provided!yearly.!All!staff!will!be!directed!to!current!HR!policies!in!a!'handy!guide'!available!on!SharePoint.!SLS!admin!will!create!a!document!with!timelines!of!staff!leaving!and!returning!so!that!preX!and!postXleave!meetings!are!held!within!appropriate!time!window.!

In!next!Staff!Survey!target!is!≥!80%!of!maternity/sharedXparental!and!adoption!leave!returners!satisfied!with!line!manager!implementation!of!policy.!Increase!to!100%!(from!66.6%!RT,!100%!MPA/TECH)!respondents!who!feel!prepared!to!return!to!work!after!maternity/sharedXparental!and!adoption!leave.!!

CBFW!subgroup;!!SLS!admin!

01.18! 05.20!

AP!23!

Create!direct!link!from!School!SharePoint!site!to!University!Maternity!Leave!Policy!Toolkit!and!Adoption!Leave!Policy.!

!

Creation!of!tab!on!SharePoint!with!links!to!HR!sites!on!leave!procedures.!Publicise!the!link!to!relevant!policies!via!Newsletter,!Away!Day!&!at!School!Council!meetings.!

Inclusion!in!next!Staff!Survey!of!a!question!asking!staff!about!effectiveness!of!information!provided!by!School!re:!Maternity!Leave!Policy!Toolkit.!Target!is!≥!70%!of!all!responses!positive.!!

CBFW!subgroup;!!SLS!admin!

staff!

01.18! 05.18!

!89!

Action!point!Not!

started!Underway!




AP!24!

Increase!awareness!of!and!use!of!KIT!days!while!on!maternity/sharedXparental/adoption!leave.!

A!CBFW!team!has!been!identified!who!will!email!staff!on!maternity/paternity/!adoption!leave!to!encourage!use!of!KIT!days,!particularly!when!close!to!returning!from!leave.!

Discussion!with!line!manager!before!leave!about!benefits!of!using!KIT!days!and!whether!parent!wants!to!be!contacted!about!this!by!the!School!whilst!on!leave.!CBFW!representatives!will!remind!staff!who!have!chosen!to!be!contacted!about!KIT!days!during!leave!of!the!option!of!taking!KIT!days,!providing!exemplars.!KIT!day!use!will!be!formally!recorded!by!SLS.!!

In!next!Staff!Survey!increase!from!23%!to!≥!80%!staff!who!are!aware!of!KIT!days.!Over!a!4Xyear!period,!an!increase!in!number!of!KIT!days!taken!by!staff!on!leave.!

CBFW!Subgroup! 06.17! 05.18!

AP!25!

Generate!an!"all!you!need!to!know!on!returning!to!work"!booklet!for!staff!returning!from!maternity,!adoption!and!sharedXparental!Leave.!

Members!of!Gender!Equality!Committee!(GEC)!have!discussed!need!to!pool!resources!to!produce!booklet!providing!detail!on!what!returners!need!to!know!before!returning!to!work.!A!team!within!the!CBFW!subgroup!has!been!identified!to!take!this!forward.!

Working!group!will!be!established!to!produce!booklet!from!combined!effort!&!sharing!of!best!practice!across!College!SATs.!Line!managers!will!receive!hard!copy!of!booklet!&!will!distribute!&!discuss!relevant!contents!when!notified!that!staff!member!will!be!taking!maternity/sharedXparental/adoption!leave.!

100%!of!maternity!/paternity!/adoption!returners!over!next!4!years!reporting!use!&!helpfulness!of!booklet!when!surveyed!upon!return.!Increase!to!100%!(from!66.6%!of!RT,!100%!of!MPA/TECH)!staff!who!feel!prepared!for!return!to!work!after!maternity!or!adoption!leave.!

GEC!working!group;!!CBFW!

subgroup!

02.17! 05.19!

!90!

Action!point!Not!

started!Underway!




AP!26!

Career!break!returners!will!be!provided!with!information!on!funding!available!prior!to!their!leave.!!

Information!about!funding!for!those!returning!to!work!from!career!break!was!publicised!in!an!email!from!Head!of!College!and!amplified!in!School!Newsletter!(Oct!2017).!

Information!about!funding!for!those!returning!to!work!from!career!break!will!be!provided!at!start!of!leave!by!line!manager!who!will!also!provide!support!for!funding!application.!!

In!next!Staff!Survey!decrease!from!80.9%!(RT)!&!82.1%!(MPA/TECH)!to!≤!30%!of!staff!who!know!about!this!source!of!funding.!

CBFW!subgroup! 10.17! 05.18!

AP!27!Establish!a!SLS!focus!group!on!need!for!ad!hoc!onXsite!childcare.!

Members!of!CBFW!subgroup!met!to!discuss!establishing!focus!group!for!childcare.!Questions!currently!being!generated!to!gauge!opinion.!

Focus!group!members!will!include!reps!from!across!school.!Outcomes!will!be!fed!to!the!Head!of!School!&!AS!SAT!to!help!establish!feasibility.!

Focus!group!will!run!with!a!target!of!input!from!>60%!SLS!staff.!Outcome!of!focus!group!will!be!provided!to!Head!of!School!&!SAT!&!will!inform!future!AS!Action!Plan.!Within!next!Staff!Survey!we!will!ask!whether!respondents!would!use!ad!hoc!childcare!&!ask!staff!to!comment!on!frequency!&!when!it!would!be!necessary!(e.g!Open!Day!on!a!Saturday).!!

CBFW!Subgroup! 09.17! 05.18!

AP!28!

Identify!spaces/rooms!for!breastXfeeding!and/or!expressing!breast!milk,!across!the!School's!main!campus!buildings.!

Discussions!have!taken!place!between!SHW!subgroup,!University!Estates!&!Buildings,!Health!&!Safety!to!identify!rooms!that!can!be!used!or!could!be!modified.!

Identifying!rooms!suitable!for!breastXfeeding/expressing!&!storage!of!milk.!Seeking!necessary!approval!for!use!of!these!rooms.!Rooms!to!be!locally!bookable.!

Identification!of!≥!2!rooms!suitable!for!breastXfeeding!&/or!expressing!breast!milk!within!SLS!buildings.!Long!timescale!reflects!need!to!modify!rooms.!!

SHW!subgroup! 08.17! 01.19!

!91!

Action!point!Not!

started!Underway!




AP!29!

School!will!develop!clear!informal!flexible!working!guidance!taking!into!account!staff!workXlife!balance!needs.!

SAT!CBFW!subgroup!has!met!with!Head!of!School!&!SLS!Management!Group!where!a!working!document!was!presented!by!Head!of!Administration.!Minor!edits!were!needed!to!produce!a!clear,!informative!&!positive!document.!

Working!document!will!be!presented!to!SLS!Management!Group!in!early!December!2017!by!one!of!SAT!CoXChairs.!After!SLS!Management!Group!has!signed!off!on!document,!it!will!be!launched!at!next!School!Council!meeting!(MidXDecember!2017).!Will!be!available!on!SharePoint!&!guidance!to!line!managers!will!be!made!clear.!

Success!will!be!measured!in!next!Staff!Survey!with!≥!80%!of!respondents!being!fully!aware!of!new!flexible!working!guidance.!

School!Management!Committee;!

CBFW!subgroup!

10.17! 09.18!

Section!5:!Supporting!and!Advancing!Women’s!Careers!Organisation!and!Culture!

AP!30!

The!new!Social,!Health!and!Wellbeing!subgroup!will!devise!a!program!of!health!and!wellbeing!opportunities!open!to!all!SLS!staff.!

Discussions!have!taken!place!&!a!program!is!underway.!Established!monthly!lunchXtime!walking!group.!Planned!metafit,!craft!sessions!and!bakeXoffs!being!arranged.!

SHW!subgroup!will!liaise!with!colleagues!in!e.g.!Sports!&!Recreation,!School!of!Art!to!develop!program!of!health!&!wellbeing!opportunities.!Staff!will!be!actively!encouraged!to!participate!in!regular!events!publicised!via!SharePoint!&!Newsletter.!SLS!will!actively!promote!selfXcare.!

Success!is!≥!40%!of!SLS!staff!participating!in!≥!1!event.!Success!&!views!will!be!gauged!via!targeted!questions!in!Staff!Survey!on!whether!programme!has!improved!staff!wellbeing!and!social!inclusion.!!

SHW!subgroup! 09.17! 05.20!

!92!

Action!point!Not!

started!Underway!




AP!31!

Hold#further#harassment#and#bullying#prevention#workshops.!

Following!successful!delivery!of!“Where!Do!You!Draw!The!Line”!–!prevention!of!harassment!&!bullying!workshop!(Nov!2017),!the!University!is!committed!to!developing!its!own!workshop!that!will!be!rolled!out!to!all!units.!

All!SLS!staff!will!be!required!to!participate!in!a!prevention!of!harassment!&!bullying!workshop.!Compliance!and!awareness!will!be!part!of!the!annual!PDR!process!and!will!be!added!to!the!PDR!checklist.!

100%!of!staff!will!participate!in!a!prevention!of!harassment!&!bullying!workshop.!!

Head!of!School;!Line!Managers!

10.18! 05.20!

AP!32!

ReArun#of#the#FULL#STOP#campaign#and#a#reminder#to#staff#of#the#appropriate#channels#to#follow#if#unsupportive#language/behaviour#is#experienced#and/or#witnessed.!!

!

Reminder!to!staff!of!FULL!STOP!campaign,!via!SharePoint,!Newsletter!&!Yammer.!Let!staff!know!that!unsupportive!language!&!behaviour!will!not!be!accepted!&!that!staff!must!report!any!incidence.!Procedures!will!be!provided!to!all!staff!&!made!accessible!via!SharePoint.!

In!next!Staff!Survey!increase!from!68%!to!≥!80%!of!respondents!who!strongly!agree/agree!that!School!makes!it!clear!that!unsupportive!language!&!behaviour!are!not!acceptable.!


!93!

Action!point!Not!

started!Underway!




AP!33!

Dedicate!a!session!within!a!School!Council!Meeting!to!Respect!Advisors!Network!and!how!the!School!can!support!people!who!feel!bullied!or!harassed.!

School!will!highlight!Respect!Advisors!Network!at!a!dedicated!session!of!a!School!Council!Meeting.!Respect!Advisors!Network!provides!support!&!guidance!to!staff!&!students!through!an!informal!process!that!is!complementary!to!existing!University!support!structures.!

The!University!does!not!currently!have!Respect!Advisers!in!College!of!MVLS.!School!recognises!need!for!this!network!&!wants!to!support!staff!in!becoming!a!volunteer!Respect!Adviser.!School!will!dedicate!a!session!within!a!School!Council!Meeting!to!providing!information!to!staff!about!this!Network!&!also!encouraging!staff!to!either!use!or!support!this!Network.!Role!of!line!managers!will!also!be!clearly!highlighted!to!staff,!that!they!are!trained!&!prepared!to!deal!with!harassment!or!bullying!complaints!effectively.!

In!next!Staff!Survey!there!will!be!a!decrease!in!number!of!respondents!who!do!not!feel!confident!that!their!line!manager!would!deal!effectively!with!complaints!about!bullying!or!harassment!to!<10%!(previous!results!were!31.4%!female,!4.5%!male).!

Head!of!School;!!

Line!Managers!01.18! 05.18!

AP!34!

ReXevaluate!staff!perception!of!School!culture,!in!particular!views!on!how!harassment!and!bullying!would!be!dealt!with!by!School!line!managers!in!next!staff!survey.!

20%!of!School!staff!participated!in!a!prevention!of!harassment!&!bullying!workshop!(Nov!2017).!

Inclusion!of!a!new!question!in!the!Staff!Survey!asking!colleagues!whether!they!feel!there!has!been!a!significant!and!positive!change!in!School!culture,!especially!regarding!the!prevention!of!harassment!and!bullying.!

Target!is!≥!75%!of!respondents!agree/strongly!agree!that!there!has!been!a!significant!and!positive!change!in!School!culture,!especially!regarding!the!prevention!of!harassment!and!bullying.!!


!94!

Action!point!Not!

started!Underway!




AP!35!

Encourage#SLS#staff#to#disseminate#opportunities#for#participation#on#influential#external#committees.!

Email!(November!2017)!was!sent!to!all!School!staff!reminding!them!that!participation!on!influential!committees!is!a!measure!of!esteem!within!promotion!criteria!&!that!in!Staff!Survey!only!25%!of!female!respondents!agreed!they!were!given!equal!opportunities!to!represent!SLS!externally!or!internally.!Email!clearly!stated!that!SLS!actively!encourages!colleagues!to!disseminate!relevant!opportunities!for!influential!committee!membership!via!SLS!SharePoint,!Newsletter!&!Yammer.!

Staff!will!be!encouraged!via!SharePoint,!Newsletter!&!Yammer!to!disseminate!opportunities!for!participation!on!influential!external!committees.!Use!of!School!Council!meetings!as!open!platform!for!staff!to!disseminate!opportunities!to!colleagues.!

In!next!Staff!Survey!increase!from!32%!to!≥!70%!respondents!who!are!encouraged!&!given!equal!opportunities!to!represent!the!School!externally!&/or!internally!(e.g.!on!committees!or!boards,!as!chair!or!speaker!at!conferences).!SLS!admin!will!maintain!database!of!staff!participation!so!gender!balance!can!be!monitored.!!

CPD!subgroup;!SLS!admin! 05.17! 05.20!

!95!

Action!point!Not!

started!Underway!




AP!36!

School!will!support!staff!to!review!their!duties!and!allocation!within!the!WLM.!

A!new!workload!model!has!recently!been!implemented!across!the!University.!Staff!have!been!provided!with!data!collated!centrally!that!are!supposed!to!reflect!their!workload.!Head!of!SLS!Admin!has!asked!staff!to!alert!her!to!issues!with!the!data!as!&!when!they!arise.!

New!line!manger!system!will!allow!staff!to!have!effective!&!constructive!discussions!with!line!manager!about!their!roles!&!duties!and!how!these!are!reflected!in!the!WLM.!WLM!data!will!be!scrutinised!by!line!managers!&!staff,!&!amendments!to!data!will!be!discussed!in!order!to!better!reflect!true!workload.!Head!of!School!Admin!will!work!with!College!HR!to!ensure!significant!additional!categories!of!data!are!automatically!captured!in!future!WLM!rounds.!

Target!is!≥!70%!Staff!Survey!respondents!satisfied!that!WLM!captures!workload!reliably.!Previous!Staff!Survey!results!showed!53.5%!female!and!60.7%!male!were!not!satisfied!that!the!workload!model!took!into!account!all!of!their!activities.!


!96!

Action!point!Not!

started!Underway!




AP!37!

Evaluate!output!from!the!WLM!by!gender!to!ensure!that!workload!is!allocated!equitably!across!male!and!female!staff.!

Discussions!have!taken!place!during!MAD!subgroup!meetings!but!a!formal!plan!has!yet!to!be!finalised!given!the!longXterm!goal!of!this!AP!(May!2020).!MAD!subgroup!Chair!has!made!a!proposal!to!Head!of!SLS!Admin!that!once!WLM!is!officially!up!&!running!gender!balance!will!be!a!high!priority!when!allocating!workload!across!all!SLS!staff.!

Workload!as!reported!by!WLM!relative!to!gender!will!be!monitored!by!Head!of!SLS!Admin!&!MAD!to!identify!if!there!is!a!gender!imbalance!&!if!so!this!will!be!corrected!by!a!formal!plan!in!discussion!with!the!Head!of!School.!This!plan!will!be!clearly!provided!to!staff!via!School!Council!&!other!School!media!outlets.!

Successful!discussion,!monitoring!&!feedback!to!all!staff!about!the!processes!&!outcomes.!In!Staff!Survey!decrease!from!61.3%!to!≤!20%!of!respondents!who!disagree!that!that!workload!allocation!is!transparent!&!from!56.1%!to!≤!20%!that!it!does!not!take!into!account!all!staff!activities.!!

Head!of!SLS!Admin;!!Head!of!School;!!

MAD!subgroup!

11.17! 05.20!

AP!38!

!Continue!to!run!School!Away!Days!to!strengthen!cohesive!working!culture!amongst!staff!from!different!job!families/functions.!

SLS!is!had!1st!Teaching!Away!Day!(June!2017),!where!Research!Institute!members!who!teach!on!SLS!courses!were!also!invited!&!attended.!Regular!Away!Days!will!be!built!into!the!annual!calendar!of!School!meetings!&!events!to!provide!a!platform!for!staff!from!different!job!families/functions!to!build!better!relationships.!!

School!will!hold!≥!2!Away!Day!events!per!annum.!Away!Days!will!include!agenda!items!that!are!directly!related!to!our!AS!Action!Plan.!!

Target!is!≥!70%!SLS!staff!attending!at!least!one!Away!Day!per!annum.!Questionnaire!will!be!distributed!at!end!of!Away!Day!asking!about!success!of!event!&!providing!opportunity!to!comment!on!items!discussed.!Target!is!≥!70%!positive!feedback!about!usefulness!of!event!&!perceptions!of!it!as!a!good!forum!for!building!knowledge!of!colleagues’!roles!&!enhancing!working!relationships.!

Head!of!School;!

SLS!admin;!AC/DC!

subgroup!

09.16! 05.20!

!97!

Action!point!Not!

started!Underway!




AP!39!Develop!a!role!model!video!for!inclusion!on!the!SLS!website.!

!

School!will!develop!video!loop!comprising!short!vignettes!in!which!diverse!staff!briefly!describe!themselves!in!a!way!that!may!be!inspirational!to!others.!Video!will!feature!on!SLS!website!&!will!be!publicised!via!Twitter.!

Increase!from!53.5%!(RT)!&!62.5%!MPA/TECH!to!≥!80.0%!of!Staff!Survey!respondents!indicating!that!they!strongly!agree!/!agree!that!the!School!uses!all!genders!as!visible!role!models!across!a!range!of!areas.!!

SAT;!SLS!admin!

07.18! 05.20!

AP!40!

Dissemination#of#outreach#opportunities#to#our#student#population#will#be#increased#via#the#SLS#Moodle#hub#career#block;#male#role#models#will#be#used#to#increase#male#engagement.!

Opportunities!for!students!to!get!involved!in!outreach!&!public!engagement!are!currently!advertised!to!final!year!students!who!may!undertake!outreach!projects!as!part!of!their!course.!

Information!will!be!disseminated!to!all!SLS!students!via!Moodle!Hub!&!uptake!will!be!monitored!via!next!Student!Survey.!Students!who!have!previously!engaged!in!outreach!will!be!asked!to!provide!a!short!overview!of!their!experiences!&!skills!gained!via!a!short!film.!Gender!parity!will!be!ensured!&!these!films!will!be!made!available!to!students!via!the!Moodle!Hub.!

In!Student!Survey!increase!from!17%!to!≥!40%!of!students!who!engage!with!outreach!activities.!Production!of!4!videos!(2!male!&!2!female)!to!show!students!the!opportunities!available.!Recording!of!how!many!views!these!videos!get!&!(by!gender)!will!be!monitored!via!hits!on!the!Moodle!Hub.!

SLS!admin;!CPD!subgroup!

09.16! 01.19!

!98!

Action!point!Not!

started!Underway!




AP!41!

The#WLM#will#formally#recognise#outreach#and#engagement#activities,#including#participation#in#UG#Open#Days.!

!

The!AC/DC!subgroup!will!liaise!with!School!Management!Committee!to!formulate!a!plan!as!to!how!outreach!&!engagement!activities!will!be!recognised!within!the!WLM.!

Formulation!of!how!these!achievements!can!be!recognised!within!WLM.!Feedback!to!staff!on!how!this!is!being!done!via!School!Council!Meetings,!SharePoint,!Newsletter!&!Yammer.!In!the!2020!Staff!Survey,!an!increase!from!11.9%!(17.2%!female,!0%!male)!to!>60%!of!staff!who!strongly!agree/agree!that!the!WLM!takes!into!account!outreach!activities.!


!

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