progression to Management Review (CMR) encouraged to take up existing 3 times more likely to disagree academic process. mentoring training (from early than men ) positions 2017). 4.8 Continue to publicise the Significant number of female Support from (U) work and highlight the Department to run Athena SWAN researchers with a mentor Admin successes of female academic seminars for postgraduate students, (>30% by mid 2018) 4.9 staff in the Department postdoctoral researchers and Proportion of women (U) newsletter and on the academic staff to discuss career researchers progressing to Department web pages, progression and to promote the 4.10 independent Fellowships and including our new Athena Department as an attractive (U) academic positions collated and SWAN web pages. workplace for women at all stages of showing a year on year increase their career (annually from 2016). Department develops a clearer Modify postgraduate and view of the barriers to career postdoctoral survey to include free progression, as perceived by text box in which women can women researchers and describe perceived barriers to career resulting actions introduced by progression in academia (by end mid 2017. 2016). Active postdoctoral committee Improve the induction process for 4.11 embedded in Department postdoctoral researchers by (U) committee structure (by end including information on Support 2016) Department and external initiatives 4.12 women at key and resources that support career (O) career New Department Athena SWAN progression for women (from early transition webpages online in 2016 with 2017). 4.13 points: number of hits and website (O) researcher awareness showing a year on Set up postdoctoral researcher progression to year increase of >10% per committee in association with academic University Office of Postdoctoral positions Affairs (OPdA)(by June 2016). (continued)
4.8 (U) 4.9 (U) 4.10 (U) 4.11 (U) 4.12 (O) 4.13 (O) progression to academic positions Support women at key career transition points: researcher progression to academic positions (continued) Management Review (CMR) process. Continue to publicise the work and highlight the successes of female academic staff in the Department newsletter and on the Department web pages, including our new Athena SWAN web pages. encouraged to take up existing mentoring training (from early 2017). Department to run Athena SWAN seminars for postgraduate students, postdoctoral researchers and academic staff to discuss career progression and to promote the Department as an attractive workplace for women at all stages of their career (annually from 2016). Modify postgraduate and postdoctoral survey to include free text box in which women can describe perceived barriers to career progression in academia (by end 2016). Improve the induction process for postdoctoral researchers by including information on Department and external initiatives and resources that support career progression for women (from early 2017). Set up postdoctoral researcher committee in association with University Office of Postdoctoral Affairs (OPdA)(by June 2016). 3 times more likely to disagree than men ) Significant number of female researchers with a mentor (>30% by mid 2018) Proportion of women researchers progressing to independent Fellowships and academic positions collated and showing a year on year increase Department develops a clearer view of the barriers to career progression, as perceived by women researchers and resulting actions introduced by mid 2017. Active postdoctoral committee embedded in Department committee structure (by end 2016) New Department Athena SWAN webpages online in 2016 with number of hits and website awareness showing a year on year increase of >10% per Support from Admin
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