4.34 Review the flexible Review standard core working HR, HoD, ASSC Sept. 2015 Ongoing Flexible working practices working/job-sharing policy for hours. reported upon. academics/researchers. Clarify the policy on staff Promote awareness of flexible HR, HoD, ASSC Sept. 2015 Ongoing Information sessions availing of part-time working working options. delivered being able to return to full-time working at a later stage. 4.35 Gather statistics on the timing Undertake a comprehensive Deans, faculty Oct. 2015 Dec. 2015 All faculty meetings held in of faculty and research group review of the timing of managers core time meetings. meetings in depts. 4.36 Champion a working Provide training to HoDs on HR Sept. 2015 Ongoing Improvements in work-life environment that promotes a the adequate implementation balance in future wellness positive work-life balance. of work-life balance taskforce or work-life balance recommendations/WAP. surveys Organisation and culture outreach – 4.37 Ensure that female students Put a plan in place to increase HoDs, Sept. 2015 Ongoing Increased number of have role models in the form of the number of STEMM females course directors female undergraduate female academic who act as role models. students at UL members who serve as HoDs, assistant deans, deans, external examiners and invited seminar speakers. 4.38 Through consultation, identify A number of case studies HoDs, Sept. 2015 Ongoing Increased number of a number of initiatives that will showcasing the achievements professors female undergraduate provide schoolgirls with the of female STEMM staff and students at UL opportunity to see the range of graduates to be developed and A number of case studies successful careers women can utilised on the web, during developed that capture the have by choosing STEMM open days and on visits to range of successful subjects. schools. careers women can have in STEMM.
4.34 Review the flexible working/job-sharing policy for academics/researchers. Review standard core working hours. HR, HoD, ASSC Sept. 2015 Ongoing Flexible working practices reported upon. Clarify the policy on staff availing of part-time working being able to return to full-time working at a later stage. Promote awareness of flexible working options. HR, HoD, ASSC Sept. 2015 Ongoing Information sessions delivered 4.35 Gather statistics on the timing of faculty and research group meetings. Undertake a comprehensive review of the timing of meetings in depts. Deans, faculty managers Oct. 2015 Dec. 2015 All faculty meetings held in core time 4.36 Champion a working environment that promotes a positive work-life balance. Provide training to HoDs on the adequate implementation of work-life balance taskforce recommendations/WAP. HR Sept. 2015 Ongoing Improvements in work-life balance in future wellness or work-life balance surveys Organisation and culture – outreach 4.37 Ensure that female students have role models in the form of female academic members who serve as HoDs, assistant deans, deans, external examiners and invited seminar speakers. Put a plan in place to increase the number of STEMM females who act as role models. HoDs, course directors Sept. 2015 Ongoing Increased number of female undergraduate students at UL 4.38 Through consultation, identify a number of initiatives that will provide schoolgirls with the opportunity to see the range of successful careers women can have by choosing STEMM subjects. A number of case studies showcasing the achievements of female STEMM staff and graduates to be developed and utilised on the web, during open days and on visits to schools. HoDs, professors Sept. 2015 Ongoing Increased number of female undergraduate students at UL A number of case studies developed that capture the range of successful careers women can have in STEMM.
UL%20AS%20DR%20Final.docx