Data in and data out / action plan Dr Julia Smith

Overview of process Athena SWAN Bronze and Silver Department award guidance. Clarified which populations were included and what data was required. Sourced data. Handling gaps in the data Reviewed data for trends, areas of concern and aligned these findings to the WMS Action Plan. Measurable action plan Implementing the action plan

Key pointers WMS found useful from AS guidance “It is recognised that good practice benefits both men and women, however SWAN recognition awards recognise what is being done to increase the representation for women at all levels and to support and encourage their career progression. So make sure the application and action plan are gender specific.” “At Bronze department level activities should be planned for the future” “At Silver Department level some activities should already be in place and applications should demonstrate the impact of these activities so far.”

Clarifying the population - WMS Staff categories (male / female): Academic staff at all grades (R&T, T and R) Clinical academic staff at all grades Non-academic staff Technical staff Applicants for vacancies Fixed term and open-ended contracts NB. Honorary staff were not included. Student categories (male : female / offers : enrolled): Under-graduate (FT and PT) Post-graduate (FT and PT) Post-graduate research (FT and PT)

Sourcing data - WMS Refer to Athena SWAN guidance 3 years data needed for a Bronze. WMS sourced 5 years. Sector comparisons, particularly for student data Tabular and graphical Male : female comparisons throughout Time consuming – resource implications WMS found it useful to consider the career progression life cycle.

Athena SWAN guidance on data Provide baseline data which is relevant data under the appropriate headings Evidence of good practice within the department and baseline data for the past 3 years (Bronze). It is important to show the main trends emerging from the data. Departments should focus their activities in areas where the female/male attrition rates are most strikingly different, and where they can make a difference. Reflect on what the data indicates. Highlight and explain positive trends

Data sourced - WMS Applicants Starters and leavers Staff by type Pay Promotions Appraisals Training Use of family friendly working practices Good practice Role models Exit Committee membership Applied : appointed FTC : OE, grade/job title, T&Cs Recommended : successful No. carried out Career development courses, E&D Maternity/paternity/adoption/flexible working Processes and practices Speakers, individual case studies career destinations and reasons (voluntary : involuntary)

Improvements for Data Collection - WMS Liaise with central data collection teams on what data is available and in what format Monitor data Flexible working data Clinical and non clinical posts

Action Plan Categories within Action Plan: New Actions to address recognized needs from Athena SWAN process Modifications to existing processes to address recognized needs Actions required to improve data

Action Plan Development Key component of bid Do not leave to the end Timed, measurable actions stem from: Actual Data (and data collection) Key Issues for Culture Change e.g. increase proportion of senior clinical academics, quiet room for breastfeeding with a fridge Good Practice for Future e.g. early career researcher programme Highlight actions in text as progress through bid and add areas from ‘any other comments’

New Actions to Address Recognized Needs from Athena SWAN process Review how best to promote female representation on School and University Committees Improved Communication of Promotion Process and opportunities and Stringent Examination of Promotion Cases Retention of own students – Academic Career Development Post-doctoral researcher involvement in WMS Explore support for staff leaving for or returning from maternity, adoption and paternity leave Improvement in Publicity, Open Days and Outreach Work for Women in SET Increase Visibility of Women in WMS Support choice of career for Women Doctors Fixed Term Contracts for Female Clinicians

Modifications to Existing Processes to Support Recognized Needs Support/Extended Paternity Leave Improve communication within the School Allocation of teaching / administration duties and Review of Workload Model Review and support academic development in novel ways PULSE Staff Survey Bullying and Harassment – zero tolerance Review of WMS induction process Exit Interviews Improve Equality and Diversity awareness Raising awareness of Early Career Development for female staff and students Minimise gender bias where identified Timing of Group Meetings

Action plan implementation WMS experience: SMART objectives Leads Regular monitoring and review Involvement of a wider group Communication Resource implications Senior academic involvement

Any questions?