through independent research positions to be filled in 2016 recruitment fellows/group leaders. Identify, contact and recruit female (current average 25%) Support from early career research group leaders 3.14 who have won independent To redress low proportion of (U) Fellowships and research grant women academics, the funding. Increased proportion of women department introduced in 3.15 academics in the Department to 2014 funding of two Identify, contact and encourage (U) >35% by end 2018 independent Research Fellow applications from suitable internal positions per annum. and external female candidates for senior academic positions. 3.16 Retention of Continue to monitor gender Implement (by December 2016) Collection and analysis of data ASWG, DS-AS (O) women balance among research mechanism for collection of data on to assess impact of Department Support from researchers staff. Current proportion of gender of researchers named on bridging funding on retention of Admin women researchers is 45.9%. grants or in receipt of bridging female researchers. funding Exit survey results analysed 3.17 Modify (by October 2016) the staff annually and a clearer (O) exit interview to collect data on understanding of the reasons reasons for leaving and next why women leave research destination positions in the Department developed by early 2018 . 4. SUPPORTING AND ADVANCING WOMEN’S CAREERS Key Career Transition Points 4.1 Ensure Continue to record and The Department will ensure that all Improved gender representation ASWG, DS-AS (O) equality of monitor recruitment data for selection panels have gender on selection panels from 2016 Support from opportunity in research and academic staff representation. onwards. Admin recruitment of
3.14 (U) 3.15 (U) through recruitment independent research fellows/group leaders. To redress low proportion of women academics, the department introduced in 2014 funding of two independent Research Fellow positions per annum. Identify, contact and recruit female early career research group leaders who have won independent Fellowships and research grant funding. Identify, contact and encourage applications from suitable internal and external female candidates for senior academic positions. positions to be filled in 2016 (current average 25%) Increased proportion of women academics in the Department to >35% by end 2018 Support from 3.16 (O) 3.17 (O) Retention of women researchers Continue to monitor gender balance among research staff. Current proportion of women researchers is 45.9%. Implement (by December 2016) mechanism for collection of data on gender of researchers named on grants or in receipt of bridging funding Modify (by October 2016) the staff exit interview to collect data on reasons for leaving and next destination Collection and analysis of data to assess impact of Department bridging funding on retention of female researchers. Exit survey results analysed annually and a clearer understanding of the reasons why women leave research positions in the Department developed by early 2018 . ASWG, DS-AS Support from Admin 4. SUPPORTING AND ADVANCING WOMEN’S CAREERS Key Career Transition Points 4.1 (O) Ensure equality of opportunity in recruitment of Continue to record and monitor recruitment data for research and academic staff The Department will ensure that all selection panels have gender representation. Improved gender representation on selection panels from 2016 onwards. ASWG, DS-AS Support from Admin