faculty board, department and and discussion about AS and items within faculty boards research centre meetings. its principles (which meet 4 times per academic year) 2.5 Raise campus-wide awareness Ongoing events to raise levels Director HR, AS Oct. 2015 Annually Active participation by of gender equality issues and of gender equality. Co-ordinator, STEMM staff at events as embed AS in UL. Work with UL’s ASSC, Corporate presenters, communications function to Affairs co-ordinators and ensure AS activities are audience publicised. Host an annual Women in Deans, Director March Ongoing Successful annual event Science (WIS) symposium. HR, VPR 2016 featuring high-profile female STEMM speaker Monitor to ensure female HoDs, Sept. 2015 Ongoing Higher female intake to representation course directors STEMM subjects Female academics to discuss Corporate Affairs, June 2015 Review in Schedule of events in career progression with ASSC May 2016 place younger women (UG level) 2.6 Review publicity in websites, Where there is an Deans, HoDs and June 2015 Review in Increased female programme literature, etc. to of female course directors May 2016 representation in ensure both genders are students and staff, review in STEMM marketing activities and reflected. processes to ensure females intake are seen as academic role models through the use of the web etc. 2.7 Establish a high-profile annual Establish bursary and President, VPAR, Jan 2016 Review High-profile and increased AS scholarship for Leaving advertise VPR, deans Annually number of female Certificate students to STEMM applicants to STEMM programmes that have low numbers of females. 2.7 Fund a recurring PhD Provision of annual bursary President, VPAR, Jan 2016 Review Identify issues relating to studentship within STEMM. VPR, deans annually female success and
faculty board, department and research centre meetings. and discussion about AS and its principles items within faculty boards (which meet 4 times per academic year) 2.5 Raise campus-wide awareness of gender equality issues and embed AS in UL. Ongoing events to raise levels of gender equality. Work with UL’s communications function to ensure AS activities are publicised. Director HR, AS Co-ordinator, ASSC, Corporate Affairs Oct. 2015 Annually Active participation by STEMM staff at events as presenters, co-ordinators and audience Host an annual Women in Science (WIS) symposium. Deans, Director HR, VPR March 2016 Ongoing Successful annual event featuring high-profile female STEMM speaker Monitor to ensure female representation HoDs, course directors Sept. 2015 Ongoing Higher female intake to STEMM subjects Female academics to discuss career progression with younger women (UG level) Corporate Affairs, ASSC June 2015 Review in May 2016 Schedule of events in place 2.6 Review publicity in websites, programme literature, etc. to ensure both genders are reflected. Where there is an of female students and staff, review processes to ensure females are seen as academic role models through the use of the web etc. Deans, HoDs and course directors in STEMM June 2015 Review in May 2016 Increased female representation in marketing activities and intake 2.7 Establish a high-profile annual AS scholarship for Leaving Certificate students to STEMM programmes that have low numbers of females. Establish bursary and advertise President, VPAR, VPR, deans Jan 2016 Review Annually High-profile and increased number of female applicants to STEMM 2.7 Fund a recurring PhD studentship within STEMM. Provision of annual bursary President, VPAR, VPR, deans Jan 2016 Review annually Identify issues relating to female success and
UL%20AS%20DR%20Final.docx