relating to caring responsibilities (such as caring for an elderly or family member with a disability). 4.11 Extend the facility for interim Extend the availability of Deans, HoDs, HR May 2015 Jan. 2018 Interim reviews available reviews to all academic interim reviews to all to all promotions from promotions over a three-year promotions LBTB to Associate time frame. Professor. 4.12 Encourage all applicants who Put a process in place that HR 2015 Review Successful applications have been successful in encourages successful annually openly available seeking progression across the progression applicants to make merit bar to share their their applications available to portfolios/applications openly. others. 4.13 Implement a research for Finalise the development of EC, HR April 2015 Sept. 2015 Returners leave policy in returning academic carers. the research grant for returning place and female staff in academic carers policy, which STEMM availing of the will support staff in opportunity to use it their independent research careers on return from extended leave (20 weeks or more) for reasons connected to caring. Supporting and advancing women’s careers career development – 4.14 Implement annual career 2 further programmes offered HR, deans Jan. 2016 Dec. 2017 Increased uptake of the development programmes for in 2016 and 2017 programmes by STEMM mid-career female females academic/research staff in STEMM. 4.15 Run two further in Eight STEMM and four HoDs, HR Jan. 2016 Annually Increase in number of Leadership programmes. females to undertake females applying for Sponsor 12 female participants the programme annually promotion and succeeding
relating to caring responsibilities (such as caring for an elderly or family member with a disability). 4.11 Extend the facility for interim reviews to all academic promotions over a three-year time frame. Extend the availability of interim reviews to all promotions Deans, HoDs, HR May 2015 Jan. 2018 Interim reviews available to all promotions from LBTB to Associate Professor. 4.12 Encourage all applicants who have been successful in seeking progression across the merit bar to share their portfolios/applications openly. Put a process in place that encourages successful progression applicants to make their applications available to others. HR 2015 Review annually Successful applications openly available 4.13 Implement a research for returning academic carers. Finalise the development of the research grant for returning academic carers policy, which will support staff in their independent research careers on return from extended leave (20 weeks or more) for reasons connected to caring. EC, HR April 2015 Sept. 2015 Returners leave policy in place and female staff in STEMM availing of the opportunity to use it Supporting and advancing women’s careers – career development 4.14 Implement annual career development programmes for mid-career female academic/research staff in STEMM. 2 further programmes offered in 2016 and 2017 HR, deans Jan. 2016 Dec. 2017 Increased uptake of the programmes by STEMM females 4.15 Run two further in Leadership programmes. Sponsor 12 female participants Eight STEMM and four females to undertake the programme annually HoDs, HR Jan. 2016 Annually Increase in number of females applying for promotion and succeeding