3 Seniority of female All departments to have a October 2013 Anthony HoDs At one female academic staff Deputy HoD and to Finkelstein Deputy HoD by encourage women to take up September 2015. these positions as a transition At least one female to a Headship. HoD by 2016. 4 Low numbers of Examine applicant ethnicity June 2014 Anthony FM/Dean Increase percentage black members of data and consult the Race Finkelstein applications from academic staff. Equality Steering Group. black applicants (aim: 10%) Increase percentage appointments of black applicants (aim: 10%) 5 Attainment gap Promote participation in November 2013 Anthony Communications Reduction from 6% between white and UCL’s Transitions Finkelstein for period 2007-2010, BME students Programme. Tutors to (minimum) 2% for period 2013-2016. 6 Attracting females to Review language used in job January 2014 Anthony Communications Increase of female apply for academic advertisements present Finkelstein Manager/external shortlisted – positions. Engineering as marketing advisors candidates (aim: Civil Engineering 50%) by 2020 suggested as an example of Increase of female good practice; others to be appointments (aim: identified outside UCL/sector. 50%) by 2020 Headhunters no longer required by 2018 due to Engineering attracting sufficient numbers of applications from suitably qualified female candidates.
3 Seniority of female academic staff All departments to have a Deputy HoD and to encourage women to take up these positions as a transition to a Headship. October 2013 Anthony Finkelstein HoDs At one female Deputy HoD by September 2015. At least one female HoD by 2016. 4 Low numbers of black members of academic staff. Examine applicant ethnicity data and consult the Race Equality Steering Group. June 2014 Anthony Finkelstein FM/Dean Increase percentage applications from black applicants (aim: 10%) Increase percentage appointments of black applicants (aim: 10%) 5 Attainment gap between white and BME students Promote participation in UCL’s Transitions Programme. November 2013 Anthony Finkelstein Communications Tutors Reduction from 6% for period 2007-2010, to (minimum) 2% for period 2013-2016. 6 Attracting females to apply for academic positions. Review language used in job advertisements – present Engineering as Civil Engineering suggested as an example of good practice; others to be identified outside UCL/sector. January 2014 Anthony Finkelstein Communications Manager/external marketing advisors Increase of female shortlisted candidates (aim: 50%) by 2020 Increase of female appointments (aim: 50%) by 2020 Headhunters no longer required by 2018 due to Engineering attracting sufficient numbers of applications from suitably qualified female candidates.
engineering_action_plan.docx