1. Athena SWAN Gender Equality Quantitative Survey Results

2. Overview Total respondents 964 (46% of total staff) Academic 428 (46%)
STEMM 369 (34% of respondents)
Academic (46%)
Research 148 (33%)
Support Services 388 (56%)

3. Overview
81% Permanent / 19% Temporary
85% Full-time / 15% Part-time
61% with caring responsibilities
(52% male & 45% female respondents)
3% respondents joint appointment

4. Gender Distribution of Survey Respondents
Female
Male
Total
Respondents to survey
653
311
964
Response rate by gender %
68%
32%
100%

5. 1. Workplace Culture & Management
Equal Participation

6. Staff are treated equally irrespective of their gender
52% of respondents (366 F & 111 M) Strongly Disagree or Disagree
17% of respondents (118 F & 36 M) Neither Disagree/Agree
31% of respondents (137 F & 147 M) Strongly Agree or Agree
Female
Male
Total
Respondents
621
294
915

7. Overall, meetings, seminars and other events are scheduled to commence and end at reasonable times within the working day to maximise your ability to attend
24% of respondents (156 F & 60 M) Strongly Disagree or Disagree
16% of respondents (101 F & 45 M) Neither Disagree/Agree
60% of respondents (364 F & 189 M) Strongly Agree or Agree
Female
Male
Total
Respondents
621
294
915

8. Staff who work part-time are offered the same opportunities as those who work full-time
42% of respondents (264 F & 117 M) Strongly Disagree or Disagree
34% of respondents (220 F & 92 M) Neither Disagree/Agree
24% of respondents (135 F & 80 M) Strongly Agree or Agree
Female
Male
Total
Respondents
619
289
908

9. Staff who have flexible working arrangements are offered the same opportunities as those who do not
31% of respondents (206 F & 76 M) Strongly Disagree or Disagree
39% of respondents (242 F & 108 M) Neither Disagree/Agree
30% of respondents (169 F & 106 M) Strongly Agree or Agree
Female
Male
Total
Respondents
617
290
907

10. 2. Workplace Culture & Management
Inclusivity

11. The ethos of the University is one that supports equality of opportunity
58% of respondents (384 F & 133 M) Strongly Disagree or Disagree
17% of respondents (106 F & 42 M) Neither Disagree/Agree
25% of respondents (119 F & 109 M) Strongly Agree or Agree
Female
Male
Total
Respondents
609
284
893

12. Sexist language and behaviour are considered unacceptable in my workplace
17% of respondents (113 F & 36 M) Strongly Disagree or Disagree
16% of respondents (110 F & 29 M) Neither Disagree/Agree
68% of respondents (385 F & 219 M) Strongly Agree or Agree
Female
Male
Total
Respondents
608
284
892

13. Inappropriate images that stereotype men or women are not acceptable in my workplace
8% of respondents (55 F & 13 M) Strongly Disagree or Disagree
16% of respondents (116 F & 28 M) Neither Disagree/Agree
76% of respondents (435 F & 242 M) Strongly Agree or Agree
Female
Male
Total
Respondents
606
283
889

14. Social activities are welcoming to both men and women (e. g
Social activities are welcoming to both men and women (e.g. parties, team building)
12% of respondents 83 F & 25 M) Strongly Disgree or Disagree
18% of respondents (126 F & 35 M) Neither Disagree/Agree
70% of respondents (395 F & 222 M) Strongly Agree or Agree
Female
Male
Total
Respondents
604
282
886

15. I am confident that my Head of School/ Unit would appropriately manage any complaints about gender based harassment, bullying, or offensive behaviour
23% of respondents (153 F & 54 M) Strongly Disagree or Disagree
16% of respondents (120 F & 23 M) Neither Disagree/Agree
61% of respondents (335 F & 206 M) Strongly Agree or Agree
Female
Male
Total
Respondents
608
283
891

16. 3. Information and Awareness

17. I am aware of equality and leave policies
88% of respondents are aware of equality and leave policies or know where to find such information
Yes No
No – I know where to find such information
Total
Female
357 73
176
606
Male
145 36
103
284

18. I am aware of changes in legislation or policy that might affect me in relation to equality (e.g. parental leave, equality legislation).
Roughly 50% of all respondents are aware of changes in legislation or policy
Yes No
Total
Female
304
300
604
Male
130
153
283

19. I have undertaken equality and diversity training at this University
Yes No
Total
Female 49
556
605
Male 19
265
284
% of respondents 8%
92%
100%

20. 4. Leadership and Management Commitment

21. My Head of School/Unit would generally be supportive of requests for flexible working
17% of respondents (116 F & 38 M) Strongly Disagree or Disagree
25% of respondents (162 F & 59 M) Neither Disagree/Agree
55% of respondents (328 F & 184 M) Strongly Agree or Agree
Female
Male
Total
Respondents
606
281
887

22. My Head of School/Unit would generally be supportive of the need to balance my work with caring responsibilities, through ad hoc flexibility
17% of respondents (113 F & 38 M) Strongly Disagree or Disagree
28% of respondents (182 F & 65 M) Neither Disagree/Agree
55% of respondents (310 F & 179 M) Strongly Agree or Agree
Female
Male
Total
Respondents
605
282
887

23. 5. Maternity & Adoption Leave

24. Maternity & Adoption leave
92 female respondents availed of maternity leave in last 3 years
78 reported no special arrangement put in place to facilitate re-engagement with research and/or other professional activities

25. 6. Flexible Working

26. Flexible working - Formal scheme
116 staff (102 F & 14 M) requested flexible working under a formal scheme
82% (84 F & 11 M) had request approved
9% (6 F & 4 M) had request declined
9% (11 F) have leave partially approved

27. Up-take of formal leave schemes
Part-time Working
Parental Leave
Carer’s Leave
Career Break
Paternity Leave
Unpaid Leave of Absence
Shorter Working Year Scheme
Other
Female 20 50 3 5 2 44 11
Male 1 7

28. Flexible Working – Informal
193 staff (130 F & 63 M) requested an informal arrangement in last 3 years
67% (91 F & 39 M) had request approved
12% (12 F & 11 M) had request declined

29. Reasons for seeking Flexible Working
Childcare
Caring responsibilities for family members who were unwell, elderly or disabled
Other
Female 72 29 32
Male 34 15 11

30. Access to the university crèche The opportunity to work flexibly
How satisfactory are (or have been) the following institutional factors in helping your continued participation, performance/progression in the workplace?
Very Satisfactory
Satisfactory
Unsatisfactory
Not applicable
The university’s equal opportunities policy and associated HR procedures
Female
27 (5%)
193 (33%)
221 (38%)
142 (24%)
Male
24 (9%)
86 (31%)
87 (31%)
80 (29%)
Access to the university crèche
11 (2%)
41 (7%)
66 (11%)
462 (80%)
9 (3%)
30 (11%)
37 (13%)
200 (73%)
The opportunity to work flexibly
50 (9%)
219 (37%)
122 (21%)
194 (33%)
34 (12%)
105 (38%)
40 (14%)
99 (36%)

31. 7. Social Responsibility & Gender Equality

32. Women and men are equally visible in leadership roles in my workplace
67% of respondents (425 F & 152 M) Strongly Disagree or Disagree
8% of respondents (47 F & 27 M) Neither Disagree/Agree
25% of respondents (115 F & 98 M) Strongly Agree or Agree
Female
Male
Total
Respondents
587
278
865

33. Female
Male
Total
Respondents
585
276
861

34. Managers in my workplace understand the need to engage with issues relating to gender equality
39% of respondents (260 F & 75 M) Strongly Disagree or Disagree
25% of respondents (156 F & 64 M) Neither Disagree/Agree
36% of respondents (169 F & 137 M) Strongly Agree or Agree
Female
Male
Total
Respondents
585
276
861

35. I think positive action is required to promote gender equality
12% of respondents (38 F & 62 M) Strongly Disagree or Disagree
15% of respondents (87 F & 46 M) Neither Disagree/Agree
73% of respondents (456 F & 168 M) Strongly Agree or Agree
What is Positive Action?
Under equality legislation employers can take steps with a view to ensuring full equality in practice between employees on all of the nine discriminatory grounds. It differs from Positive Discrimination which is unlawful.
For example, setting up a mentoring scheme or network for a specific group that is under-represented counts as positive action.
Female
Male
Total
Respondents
581
276
857

36. My university takes positive action to encourage women to apply for posts in areas where they are under-represented
54.5% of respondents (364 F & 104 M) Strongly Disagree or Disagree
34.5% of respondents (178 F & 118 M) Neither Disagree/Agree
11% of respondents (42 F & 54 M) Strongly Agree or Agree
Female
Male
Total
Respondents
584
276
860

37. Overall, from a gender equality point of view, I think that this is a good place to work
51% of respondents (327 F & 115 M) Strongly Disagree or Disagree
23% of respondents (139 F & 59 M) Neither Disagree/Agree
26% of respondents (119 F & 103 M) Strongly Agree or Agree
Female
Male
Total
Respondents
585
277
862

38. 8. Career Development & Support

39. I am encouraged to take up career development opportunities
36% of respondents (233 F & 74 M) Strongly Disagree or Disagree
20% of respondents (118 F & 59 M) Neither Disagree/Agree
44% of respondents (232 F & 143 M) Strongly Agree or Agree
Female
Male
Total
Respondents
583
276
859

40. I am aware of the range of training and development opportunities available within the University
15% of respondents (90 F & 35 M) Strongly Disagree or Disagree
12% of respondents (71 F & 37 M) Neither Disagree/Agree
73% of respondents (420 F & 203 M) Strongly Agree or Agree
Female
Male
Total
Respondents
581
275
856

41. I think my workload is fair compared to my peers
37% of respondents (213 F & 108 M) Strongly Disagree or Disagree
20% of respondents (127 F & 46 M) Neither Disagree/Agree
43% of respondents (244 F & 122 M) Strongly Agree or Agree
Female
Male
Total
Respondents
584
276
860

42. 9. Support and Encouragement

43. My workplace provides me with:
Strongly Disagree
Disagree
Neither Disagree/Agree
Agree
Strongly Agree
Useful mentoring opportunities (as mentor or mentee)
Female
131 (24%)
196 (35%)
125 (22%)
89 (16%)
16 (3%)
Male
46 (17%)
72 (27%)
54 (20%)
82 (31%)
14 (5%)
Useful networking opportunities
85 (15%)
162 (29%)
122 (22%)
168 (30%)
21 (4%)
26 (10%)
55 (21%)
55 (20%)
111 (42%)
20 (7%)
A helpful development performance appraisal
115 (21%)
130 (23%)
137 (25%)
11 (2%)
65 (24%)
66 (25%)
71 (27%)
10 (4%)
Opportunities for personal development
79 (14%)
126 (23%)
114 (21%)
214 (38%)
23 (4%)
31 (12%)
41 (15%)
117 (44%)
23 (9%)
Opportunities for leadership and management development
116 (21%)
176 (32%)
13 (2%)
40 (15%)
58 (22%)
45 (17%)
101 (38%)§

44. Men and women are given equal opportunities to become involved in internal activities
26% of respondents (166 F & 48 M) Strongly Disagree or Disagree
22% of respondents (142 F & 36 M) Neither Disagree/Agree
52% of respondents (249 F & 182 M) Strongly Agree or Agree
Female
Male
Total
Respondents
557
266
823

45. I am encouraged to become involved in external activities such as conferences, workshops, meetings
26% of respondents (158 F & 55 M) Strongly Disagree or Disagree
22% of respondents (139 F & 47 M) Neither Disagree/Agree
52% of respondents (262 F & 165 M) Strongly Agree or Agree
Female
Male
Total
Respondents
559
267
826