3.7 Admission of Monitor degree of variation Ensure that all interviewers involved >80% interviewers completing For E&D training (U) women in % female applications and in postgraduate admissions are Project Implicit or University completion, HoD acceptances to postgraduate made aware of unconscious bias by unconscious bias awareness with support from (continued) courses. e.g. directing them to Harvard training by end 2017 Admin University’s Project Implicit website Ensure the proportion of female and via participation in University postgraduates admitted (2015 training courses. intake 61%) remains in line with national average (54%) 3.8 Student Continue to monitor Improve postgraduate student Actions developed to address Tripos Teaching (O) attainment attainment induction, training and awareness of issues with postgraduate Committee, (currently, no gender Athena SWAN from October 2016 attainment, if required Graduate 3.9 difference observed). Education (O) Continue formal monitoring of Continued high-level Committee, Continue to monitor PhD postgraduate students at key points attainment by women ASWG student attainment undergraduates and 3.10 Analyse time to completion for PhD (currently, women show postgraduates Support from TO (O) students (regular data collection better attainment). implemented by end 2016) 3.11 Collect and analyse data on degree (O) attainment for research Masters students (from February 2017) Staff data to redress the significant under-representation of women in the academic staff group – 3.12 Increase Continue to monitor gender Identify and contact suitable female Higher proportion of female HoD, Executive (O) proportion balance among academic early career academics to encourage applicants (>40%), initially for Committee, of women staff. Current proportion of them to apply for independent two Departmental Research Department 3.13 academics female academics is 25% Research Fellow positions Fellowships and two academic Gender (U) with an additional two (40%) Champion
3.7 (U) Admission of women (continued) Monitor degree of variation in % female applications and acceptances to postgraduate courses. Ensure that all interviewers involved in postgraduate admissions are made aware of unconscious bias by e.g. directing them to Harvard University’s Project Implicit website and via participation in University training courses. >80% interviewers completing Project Implicit or University unconscious bias awareness training by end 2017 Ensure the proportion of female postgraduates admitted (2015 intake 61%) remains in line with national average (54%) For E&D training completion, HoD with support from Admin 3.8 (O) 3.9 (O) 3.10 (O) 3.11 (O) Student attainment Continue to monitor attainment (currently, no gender difference observed). Continue to monitor PhD student attainment (currently, women show better attainment). Improve postgraduate student induction, training and awareness of Athena SWAN from October 2016 Continue formal monitoring of postgraduate students at key points Analyse time to completion for PhD students (regular data collection implemented by end 2016) Collect and analyse data on degree attainment for research Masters students (from February 2017) Actions developed to address issues with postgraduate attainment, if required Continued high-level attainment by women undergraduates and postgraduates Tripos Teaching Committee, Graduate Education Committee, ASWG Support from TO Staff data – to redress the significant under-representation of women in the academic staff group 3.12 (O) 3.13 (U) Increase proportion of women academics Continue to monitor gender balance among academic staff. Current proportion of female academics is 25% with an additional two (40%) Identify and contact suitable female early career academics to encourage them to apply for independent Research Fellow positions Higher proportion of female applicants (>40%), initially for two Departmental Research Fellowships and two academic HoD, Executive Committee, Department Gender Champion
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