4.26 Support Continue annual Department include sessions on career Increased positive perceptions Department (O) transition of symposium for early career progression and work-life balance, of progression to an academic Gender female researchers and postgraduate targeted at female students, at career as measured by Champion, 4.27 students to students. annual Department symposium for Department survey of female ASWG, DS-AS (O) sustainable early career researchers and postgraduate students ( moving Support from academic postgraduate students (from 2016). from a score of -0.29 to a Admin careers positive score >0.25) Collect data on gender of speakers at Department graduate research Good balance of male and seminars (from October 2016). female presenters at Department graduate research seminars (aiming for 50% female speakers). Organisation and Culture 4.28 Increase Continue to appoint more Recruit postdoctoral researchers Number of women on HoD, Executive (O) representation women to the Department onto Department committees (from Department committees Committee 4.29 of women on Executive Committee. October 2016) increases from 2016 onwards (O) Department (currently only 11% n Executive Address the problem of 4.30 committees committee). ‘committee overload’ among female academics (O) by appointing academic women affiliated to the Department to committees (by October 2017) 4.31 Ensure a fair First workload analysis Implement new annual Female and male academics to HoD, Deputy ‘workload (O) workload for completed in 2015 return’ form as part of annual have transparent and HoDs, female appraisal process (from 2016). comparable workloads. Support from academics Admin
4.26 (O) 4.27 (O) Support transition of female students to sustainable academic careers Continue annual Department symposium for early career researchers and postgraduate students. include sessions on career progression and work-life balance, targeted at female students, at annual Department symposium for early career researchers and postgraduate students (from 2016). Collect data on gender of speakers at Department graduate research seminars (from October 2016). Increased positive perceptions of progression to an academic career as measured by Department survey of female postgraduate students ( moving from a score of -0.29 to a positive score >0.25) Good balance of male and female presenters at Department graduate research seminars (aiming for 50% female speakers). Department Gender Champion, ASWG, DS-AS Support from Admin Organisation and Culture 4.28 (O) 4.29 (O) 4.30 (O) Increase representation of women on Department committees Continue to appoint more women to the Department Executive Committee. Recruit postdoctoral researchers onto Department committees (from October 2016) Address the problem of ‘committee overload’ among female academics by appointing academic women affiliated to the Department to committees (by October 2017) Number of women on Department committees increases from 2016 onwards (currently only 11% n Executive committee). HoD, Executive Committee 4.31 (O) Ensure a fair workload for female academics First workload analysis completed in 2015 Implement new annual ‘workload return’ form as part of annual appraisal process (from 2016). Female and male academics to have transparent and comparable workloads. HoD, Deputy HoDs, Support from Admin