emphasis on the STEMM associate professor and subject areas. professor 3.3 Undertake a comprehensive Undertake a detailed pay gap HR, HoDs, deans Dec. 2015 June 2016 Pay gap analysis pay gap analysis, ensuring analysis, including reviewing undertaken anonymity. the length of time remain at the top of their grades. 3.4 Examine data relating to in Devise a strategy for fuller HR, HoDs, deans June 2016 Dec. 2016 Detailed analysis available casual labour and CID integration of women on contract with situations. employed in casual labour clearly defined actions contracts or CIDs into structured career paths. Key career transition points: recruitment, induction and review 4.1 Publicise the university’s Include explicit statements on Director HR From Aug. Ongoing University-wide roll-out of membership of AS in job commitment to AS principles in 2015 advertisements and advertisements and on UL’s UL recruitment packages and recruitment packages with webpage. advertisements. AS statements 4.2 Following on from the research Establish working groups Deans EHS and Sept. 2015 April 2016 Increased female applicant undertake by the EU FESTA within EHS and S&E to S&E, HR, ASSC pool. Increased project, set up a working group examine ways of generating representation of females to examine ways to generate more female applicants to in under-represented more female applicants to STEMM, to carry out a review departments. Thorough STEMM departments of recruitment procedures to review undertaken and andeview UL’s recruitment ensure no obstacles exist for improvements procedures to ensure they female applicants, to gather implemented. pose no obstacles to the statistics and analyse data and recruitment and appointment of to make recommendations for female applicants in STEMM. action, where appropriate. 4.3 Gender-proof the language Provide training on the use of HR, deans, Sept. 2015 Review Increased success rate of used in job descriptions. gender-sensitive language to project leaders, annually female applications to deans, HoDs and others who faculty managers, STEMM positions prepare job descriptions. etc.
emphasis on the STEMM subject areas. associate professor and professor 3.3 Undertake a comprehensive pay gap analysis, ensuring anonymity. Undertake a detailed pay gap analysis, including reviewing the length of time remain at the top of their grades. HR, HoDs, deans Dec. 2015 June 2016 Pay gap analysis undertaken 3.4 Examine data relating to in casual labour and CID situations. Devise a strategy for fuller integration of women employed in casual labour contracts or CIDs into structured career paths. HR, HoDs, deans June 2016 Dec. 2016 Detailed analysis available on contract with clearly defined actions Key career transition points: recruitment, induction and review 4.1 Publicise the university’s membership of AS in job advertisements and on UL’s webpage. Include explicit statements on commitment to AS principles in UL recruitment packages and advertisements. Director HR From Aug. 2015 Ongoing University-wide roll-out of advertisements and recruitment packages with AS statements 4.2 Following on from the research undertake by the EU FESTA project, set up a working group to examine ways to generate more female applicants to STEMM departments andeview UL’s recruitment procedures to ensure they pose no obstacles to the recruitment and appointment of female applicants in STEMM. Establish working groups within EHS and S&E to examine ways of generating more female applicants to STEMM, to carry out a review of recruitment procedures to ensure no obstacles exist for female applicants, to gather statistics and analyse data and to make recommendations for action, where appropriate. Deans EHS and S&E, HR, ASSC Sept. 2015 April 2016 Increased female applicant pool. Increased representation of females in under-represented departments. Thorough review undertaken and improvements implemented. 4.3 Gender-proof the language used in job descriptions. Provide training on the use of gender-sensitive language to deans, HoDs and others who prepare job descriptions. HR, deans, project leaders, faculty managers, etc. Sept. 2015 Review annually Increased success rate of female applications to STEMM positions
UL%20AS%20DR%20Final.docx