Staff and Departmental Development Unit Athena SWAN The Greek goddess of reason, intelligent activity, mathematics, strength, arts and literature.

What is Athena Swan?  A charter launched in June 2005 which evolved from an Athena Project and the Scientific Women’s Academic Network (SWAN) - to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in higher education and research. There are 3 levels of award, bronze, silver and gold. There are currently 260 institutions and department’s holding awards.

Athena SWAN - Principles Principles  Addressing gender inequalities requires commitment and action from everyone, at all levels of the organisation  Tackling unequal representation of women in science requires changing cultures and attitudes across the organisation  The high loss rate of women in science/medicine is an urgent concern which we need to address.

Why is it important? There is a leaky pipeline because talented female staff are being lost at each stage of the career trajectory.

University overall Number of staff in grade Number

At the University level, the following points are evident: The highest percentages of staff for both male and female staff are in the ‘researcher’ category with ca 50% of women and 35% of men being researchers. 25% of female staff are at the Lecturer level, 15% at Associate Professor and 10% are Professors 1 in 10 female staff is a Professor The %age of female staff falls with increasing grade across the whole range. 18% of male staff are at the Lecturer level, 22% at Associate Professor and 25% are Professors 1 in 4 male staff is a Professor The %age of male staff falls from researcher to lecturer but then increases with grade through AP to Professor. This distribution has not changed significantly over the 3 year period University level Analysis

FACULTY

Academic staff

FACULTY POSITION The University has an overall Bronze Award  All Schools within the Faculty have a Bronze Award  SoM has recently submitted its Silver Award (7 December)  We`re rolling local initiatives out across the Faculty....How?  Working with Heads of School/Faculty Executive  Through E&I Committee  Local ASSG/SATs  Website

FACULTY INITIATIVES In addition to University policies and initiatives: -Additional annual leave -Faculty Flexible Working Arrangements -Academic Development Funding -Exit Interviews -Female Leaders network

FUTURE PLANS - next 6 months -Comprehensive review and full analysis of the gender pay gap followed by an action plan to address the issues -Establish a Clinical Academics Trainees office -Embed AS principles into the wider E and I agenda -Continue the development of the website -Introduction of additional support for women prior to and returning from Maternity leave

Links FMH:

Staff and Departmental Development Unit SoM Student Survey Louise Bryant Leeds Institute Health Sciences with Allan House, Rachael Kelly, Gareth Rogers

Why? To complement Athena SWAN work with staff Awareness of sexism issues and ‘lad culture’ in UK Universities Reports from NUS research ‘Hidden Marks’ and ‘That’s what she said’ Issues specific to students on clinical placements

Survey development HE STEM Culture survey (perceptions of gender balance, equality & sexism) Hidden Marks survey (safety, stalking, sexual harassment & assault) Input from students (MSRC and PG) and staff Online administration

Who responded? GenderWomen = 71% Age years = 73% EthnicityWhite British 65%, Asian/Asian British 14%, Black/Black British 5% Level of studyUndergraduate = 75% Full or Part timeFull time = 94% Home/InternationalHome students = 86% Caring responsibilities None = 90% Number of respondents = 523/2460 Response rate = 21%

What we found: the pretty good % of female agree % of male agree I think the School of Medicine is a great place to study for women (8% unsure) I think the School of Medicine is a great place to study for men 93 (6% unsure) 94 Both female and male students are equally encouraged to take up educational and career development opportunities 8687 Over 92% of female and male students felt safe in the learning environment*

% of female agree % of male agree The School makes it clear that sexist attitudes and behaviour are not acceptable in students 6572 Images that stereotype or sexualise women or men are not acceptable in the School 6669 School staff make it clear through their own behaviour that sexist attitudes and behaviour are not acceptable 7781 “The majority of lecturers are great, but more often than I would like lecturers have made comments that can be classed as sexist and also homophobic” (Female undergraduate) …..the ‘could do much better’

...the depressingly familiar % of female agree % of male agree After studying, the career options open to me will be affected by my gender 4519 My chances of success in my chosen career will be affected by my gender 4521 If I choose to have children this will affect my chances of success in my chosen career 7631 “As a male I feel privileged and know that some things will be easier for me, because I am male…. It’s quite acceptable amongst students for people to imply females will be inferior doctors.” (Male undergraduate)

“Hidden Marks” Whilst you have been a student at Leeds, have you experienced% female% male Physical assault or violence?29 Harassment or inappropriate behaviour of a sexual nature online or via social media? 41 Sexual assault?73 Someone stalking you or communicating with you in ways that seemed obsessive or made you afraid or worried? 127 Have you witnessed other students being the subject of these experiences 148 Less than one third reported these experiences or events

Some worrying reasons for not reporting “Everyone knows showing signs of weakness or being a ‘cause for concern’ could mean you get kicked out of medical school.” “My friends and I discussed what happened, because it made us all feel uncomfortable. However the more dominant people in my group decided that it would be unfair to potentially ruin a friend’s medical career because they made a stupid mistake. Everyone else agreed due to peer pressure” “Medical school is competitive. I am not going to risk my academic performance and get involved in trying to help someone.”

While a student here have you experienced someone… 1.making comments with a sexual overtone that made you feel uncomfortable 2.making noises or comments with sexual overtones 3.asking you questions about your sex life when it was none of their business 4.asking you questions about or commenting on your sexuality/ assumed sexuality 5.touching you when you did not agree to them doing so in a way that made you feel uncomfortable or embarrassed?

Actions… As part of the Athena SWAN Silver submission 1.Improve signposting to existing support for students experiencing bullying/harassment/sexual assault 2.Implement an improved system across the School and NHS partners for the reporting, monitoring and support of students experiencing or witnessing inappropriate or sexist behaviour, sexual harassment or assault. 3.Create and promote guidance for staff and students on zero tolerance of the use of sexist language/images within the learning environment and School sponsored social activities. In addition – take campus safety concerns to LUU and University

Staff and Departmental Development Unit Questions