researchers and academics E&D training 100% completion 4.2 rate for all Department staff Ensure that all staff involved on (U) involved in recruitment (reach For E&D training recruitment selection panels are target by end 2016 and maintain completion, HoD aware of unconscious bias and have 100% rate, currently 91% with support from completed the University Equality & Academic staff completion rate). Admin Diversity training. 4.3 The Head of Department will only (U) approve grant applications from academic staff who have completed this training. 4.4 Attract women All potential job candidates Include information on Increased (by at least 5%) ASWG, DS-AS (U) to apply for are made aware of the Department’s family friendly proportion of women applying Support from academic and Department’s family friendly working arrangements and for research and academic Admin research posts working arrangements and commitment to principles of Athena positions (currently 49% and commitment to principles of SWAN in letters inviting applicants 25% respectively). Athena SWAN. This to interview from January 2016. information is currently made available when positions are advertised. Regularly update the above 4.5 information on the Department (U) website (from January 2016). 4.6 Support Continue to encourage Provide female postdoctoral Increased positive perceptions Executive (U) women at key female postdoctoral researchers with a network of of progression to an academic Committee, career researchers to discuss career mentors to provide advice and career as measured by Department transition progression with senior support on career development. A Department survey of female Gender 4.7 points: academic colleagues as part departmental mentoring scheme will postdoctoral researchers (2013 Champion (U) researcher of the University’s Career be established and academic staff survey results showed were
4.2 (U) 4.3 (U) researchers and academics Ensure that all staff involved on recruitment selection panels are aware of unconscious bias and have completed the University Equality & Diversity training. The Head of Department will only approve grant applications from academic staff who have completed this training. E&D training 100% completion rate for all Department staff involved in recruitment (reach target by end 2016 and maintain 100% rate, currently 91% Academic staff completion rate). For E&D training completion, HoD with support from Admin 4.4 (U) 4.5 (U) Attract women to apply for academic and research posts All potential job candidates are made aware of the Department’s family friendly working arrangements and commitment to principles of Athena SWAN. This information is currently made available when positions are advertised. Include information on Department’s family friendly working arrangements and commitment to principles of Athena SWAN in letters inviting applicants to interview from January 2016. Regularly update the above information on the Department website (from January 2016). Increased (by at least 5%) proportion of women applying for research and academic positions (currently 49% and 25% respectively). ASWG, DS-AS Support from Admin 4.6 (U) 4.7 (U) Support women at key career transition points: researcher Continue to encourage female postdoctoral researchers to discuss career progression with senior academic colleagues as part of the University’s Career Provide female postdoctoral researchers with a network of mentors to provide advice and support on career development. A departmental mentoring scheme will be established and academic staff Increased positive perceptions of progression to an academic career as measured by Department survey of female postdoctoral researchers (2013 survey results showed were Executive Committee, Department Gender Champion
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