in outreach Department will continue to Continued high-level of activities encourage staff at all levels to outreach activity as measured interact with schools and the through annual workload public in order to increase returns (from 2016). awareness of scientific research. Flexibility and Managing Career Breaks 4.37 Support staff Department to explore the Decision on funding for HoD, Executive (O) during and possibility of providing equal provision and staff cover during Committee, after maternity provision to all staff employed on maternity leave by early 2017 4.38 leave limited term contracts with regards (O) Department develops a clearer Support from to their maternity leave. view of what drives researchers’ Admin 4.39 Department to investigate allocation career decisions following a (O) of funds for temporary replacement period of maternity leave research staff to cover maternity Increase maternity return rate leave. for researchers to >80% (from (O) Department to keep records of the 67% currently). reasons for researchers’ career decisions following a period of maternity leave. Department to monitor individual terms and conditions on grants funding an individual’s salary and how these affect the career choices made by women after periods of maternity leave.
in outreach activities Department will continue to encourage staff at all levels to interact with schools and the public in order to increase awareness of scientific research. Continued high-level of outreach activity as measured through annual workload returns (from 2016). Flexibility and Managing Career Breaks 4.37 (O) 4.38 (O) 4.39 (O) (O) Support staff during and after maternity leave Department to explore the possibility of providing equal provision to all staff employed on limited term contracts with regards to their maternity leave. Department to investigate allocation of funds for temporary replacement research staff to cover maternity leave. Department to keep records of the reasons for researchers’ career decisions following a period of maternity leave. Department to monitor individual terms and conditions on grants funding an individual’s salary and how these affect the career choices made by women after periods of maternity leave. Decision on funding for provision and staff cover during maternity leave by early 2017 Department develops a clearer view of what drives researchers’ career decisions following a period of maternity leave Increase maternity return rate for researchers to >80% (from 67% currently). HoD, Executive Committee, Support from Admin
cambridge_pathology_bronze_resubmission_nov_2015_print.docx