Queen Margaret University Submission. November

Transcription

1 Athena SWAN Bronze university award application The action plan confirms the activities that the University will undertake to address the issues identified in the Bronze Award selfassessment in support of the recruitment, progress and retention of female academics in SET departments at QMU (School of Health Science and Psychology). The implementation of the action plan will be overseen by the Athena SWAN Working Group. The action plan is intended to support and underpin the University s commitment to a culture of fairness, dignity and respect. By ensuring that we encourage our staff to develop and flourish, the action plan will make a significant contribution to the University s strategy and will continue to promote gender equality. As work progresses, the action plan will be revised and added to as part of the ongoing review of activities. The action plan is broken down into the following groupings: No Action Grouping 1 Promotion of Athena SWAN 2 Occupational Segregation 3. Enhancing the recruitment experience 4. Supporting career progression 5. Supporting work-life balance 6. Communication 1

2 Appendix 1 - QUEEN MARGARET UNIVERSITY ATHENA SWAN ACTION PLAN Notes Chair of Athena SWAN Working Group Dean of HS Deans AS Working Group AS Project Co-ordinator HR HR Partner SMT EB APC SMRC E&D Committee PER HRIS SRC Professor Alan Gilloran, Deputy Principal Dr Fiona Coutts, Dean of School of Health Sciences/ Member of AS Working Group Dean of School of Health Sciences and Arts, Social Sciences and Management Athena SWAN working group Lynn Kinloch, HR Partner/AS Project Co-ordinator Dee Denholm, Head of HR/Member of AS Working Group and/or HR team HR Partner responsible for individual area Senior Management Team Executive Board Annual Promotions Committee Senior Management Remuneration Committee Equality and Diversity Committee Performance Enhancement Review Human Resources Information Systems Scottish Resource Centre for Women in SET 2

3 2c Action from section no. Description of action Planned Action Responsibility Success Measure Timescale Future role of working group Ensure Athena SWAN is a standing item on quarterly Executive Board Meetings Chair of Athena SWAN/AS Project Co-ordinator Bi-monthly meetings of Athena SWAN working group. First meeting planned for early in Spring term 2013 and then held on a bimonthly basis. A report on progress against the action plan and activities will be produced quarterly and reported to the Executive Board. The EB will be well informed about AS progress and initiatives Quarterly beginning May Quarterly updates Report published on Athena Quarterly beginning May SWAN webpage and 2013 highlights communicated to staff via QMU Moderator 3

4 Keep updated on any Athena SWAN events or initiatives Continue to participate in Scottish Regional Athena Swan meetings Chair of Athena SWAN/HR//AS Project Co-ordinator HR/AS Project Coordinator Update staff on status of Athena SWAN application for Bronze University status Be a pro-active member of Scottish Regional meetings. April/May 2013 Next meeting planned June 2013 Regular s updates on courses/events from Scottish Resource Centre and the ECU. Cascade as appropriate to Working Party for staff notice boards From January

5 2c & 6b(ii) Embed Athena SWAN across QMU Hold an Athena SWAN awareness event in School of Health Science to share best practice and promote the Athena SWAN Charter. Look to identify a guest speaker from another institution who has experience of the departmental award Dean of HS/HR Dean of HS/Heads of Division and Direct reports QMU to approach colleagues Summer Semester 2013 in Chemistry Department at (date to be confirmed) Edinburgh University for advice on shaping awareness event Increase levels of interest and awareness of Athena SWAN December 2012 ongoing Raise Athena SWAN awareness by cascading information about Athena SWAN departmental award through team Meetings Departmental Web Manager Deans of Schools SET web pages to promote Athena SWAN membership by using AS Logo Deans to cascade quarterly report at their team meetings April 2013 depending on outcome of application From May 2013 Working group members to promote Athena SWAN to their colleagues via team meetings December 2012 ongoing activity Marketing & Communications Athena SWAN membership to be referenced in university publications April 2013 Develop the Athena SWAN webpage to promote awareness of membership and initiatives. Ensure a wide audience by advertising on University website HR/AS Project Coordinator/Marketing & Communications Ensure information on Athena SWAN webpage is readily available and accessible to staff Webpage established - but continue development of web page 5

6 3b (i) Support School of Health Sciences & Psychology Division s application for Athena SWAN silver award (April 2014 submission) Collect data and information to establish School of Health Sciences baseline information for April 2014 submission. Hold focus groups with a selection of staff from School of Health Sciences & Psychology to identify any key issues in respect of flexible working and staff progression. Dean of HS/HR Dean of HS//Health Sciences AS Working group/as C0- ordinator Dean of HS/HR/Scottish Resource Centre Establish a local Athena SWAN working group for School of Health Science & Psychology. Undertake an assessment of what needs to be achieved to qualify or a Silver award and develop initiatives accordingly. Identify aims, participants and outcomes for focus group sessions. Useful feedback gathered to help shape action plan Autumn semester 2013 Autumn semester 2013 Autumn semester 2013 January- March 2014 Occupational Segregation Bi-annual statistics to monitor gender balance of academic staff at QMU. AS Project Coordinator//Equality & Diversity Committee Data is analysed and any issues identified Actions to address the issues are developed and approved BI-annual commencing May 2013 and then December 2013 onwards Evidence of positive impact of actions Chair of AS Working Group/AS Project Co-ordinator Build information into quarterly updates to Executive board May

7 3b Breaking down occupational segregation University to look at ways it can support Scottish Government initiatives to break down gender job bias i.e. Talks to schools, work experience and best practice employment practices. EB/Deans/AS Working Group Develop Academies in Healthcare, Hospitality/Tourism, Food Industries and Cultural Studies. The academies will work in collaboration with external partners, with the objective of encouraging young people into these industries and providing a seamless transition between school, college, university and employment. Academy Co-ordinators due to be appointed Feb- April Academies to be established for August 2013 school year. Look at ways of collating information to allow us to measure success. School Managers/Marketing & Communications/Ac ademy Coordinators Build into department objectives January 2013 activities - ongoing 7

8 3b(iv) 3b(ii) 3(b(ii) Exit Interview Process Create a new online exit interview process and improve quality of information captured in respect of gender and work balance issues HR Partner/Staff Member All leavers to complete the online exit questionnaire to allow QMU to be more proactive in retaining staff Early 2013 Monitor statistics and action as appropriate. HR Partner/Deans of Schools Data is analysed and any issues identified by HR and discussed with appropriate Dean From June 2013 and then on a quarterly basis Deans/HOD/HR Actions to address the issues are developed and approved From June 2013 Staff Contracts Continue to track number of HR//EB women and men being placed on open ended and fixed term contracts to ensure no gender bias. Also review part-time working statistics i.e. how many posts advertised as part time, how many requests from staff seeking part-time work, broken down by gender and reasons for seeking it. Review this against AWAM. Evidence of positive impact of actions Data to be reviewed to ensure no emerging pattern Action to be taken as appropriate Bi-annual check May and December each year Equal Audit Pay Equal Pay Audit planned for February 2013 HR//SMT Information to be available to inform what interventions required February-April

9 4a(i)+ Recruitment & Selection continue to review processes to promote QMU as a respected employer Ensure advert wording is attractive to both male and female candidates i.e. National HE Stem report findings. Awareness of competitor market Promotion of Athena membership and award (if successful) on University web pages and in recruitment literature. HR Partner/HOD HR/EB Principal via QMU Moderator/ HR (to update web pages) Review interview response numbers to ensure no gender bias Check QMU advert wording against other universities Increased level of interest and awareness in Athena SWAN Use of Athena SWAN Logo on all SET literature January ongoing January 2013 bi-monthly review April 2013 Through PER conversations, ensure training needs identified so staff with recruitment responsibilities have appropriate training and development opportunities. This will look to specifically address gender issues. Encourage all PER paperwork to be completed on time Line Manager/HR Partner EB & Senior Management Remuneration Committee/HR Partner/Line Manager Relaunch of Performance Enhancement Review across QMU. Guidance in place and good practice is adhered to across QMU Ensure completed PER as part of the SMR application criteria March 2013 Guidelines to be in place by March 2013 For senior management remuneration review Ensure interview panels have a gender balance and address unconscious bias where appropriate. HR/Chair of Panel Ensure best candidate for the role. January 2013 ongoing 9

10 5a(vi) 4 4b(ii) 4b(ii) 4a(i) Monitor applications An upgraded HRIS will accommodate improved candidate tracking and improve the candidate experience. SMT/HRIS Working Group New system developed with Improved and efficient statistical data Tenders due April Promotions ensure women s careers not disadvantaged by maternity leave or part time working Develop improved guidance for the Academic Promotions Committee and applicants HR/SMR Committee Establish best practice and ensure this is adhered to across QMU 2013 promotion round ongoing activity Preparing staff for promotion New staff mentoring programme Continue to develop mentoring programme Managers required to prepare staff for promotion as identified through the annual PER process. The Centre for Academic Practice and Deans will look to evolve mentorship for new staff particularly those with limited teaching experience. Need to identify mentors and design programme. Develop processes to ensure that Research active staff have access to a named mentor Heads of Division/Line Managers CAP/Deans of School Research & Knowledge Exchange Unit/Deans of School Evidence of staff being supported through the promotion process through feedback and improved PER statistics Following the Senior Management Remuneration cycle 2013 For academic year Ongoing progress update March

11 7 5a(vi) 5a(vii) Networking Continue to develop networking advice/links. Capture information for Silver School of Health Sciences departmental submission Role Models Develop biographies of successful women and men in SET within QMU and position as role models. Academic Workload Allocation Methodology (AWAM) Research & Knowledge Exchange Unit Deans of HS/Head of Divisions Dean of HS/Heads of Divisions/Marketing & Communications AWAM programme to be HR/Heads of monitored 2012/13. Share Divisions best practice for allocation and dissemination of workload models across Schools. Ensure no gender bias especially for part-time staff. Publicise success within SET areas and develop a profiles webpage of SET staff with different experiences and at different stages of their academic career AWAM relaunched February Information available on QMU intranet Staff perceive their workload to be fair and compatible with their academic contract and work-life balance. Ongoing Quarterly from Summer 2013 From Summer 2013 in line with Health Science Division submission Monitor quarterly from June 2013 Flexible Working Encourage any uptake of informal flexible working arrangements to be communicated to HR to allow QMU to capture meaningful statistics regarding this area. Heads of Division/Heads of subject areas/hr Number of staff accessing flexible working arrangements HR to seek feedback from those returning from parental leave Consider other issues around childcare e.g. timing of meetings, networking events etc. Heads of Division/Heads of subject areas/hr Encourage and assist line management to be familyfriendly Ongoing 11

12 6 5a(vi) Childcare Vouchers Further publicise the benefits of the voucher scheme through maternity interviews and literature HR Increased level of interest and take up of voucher scheme For new academic year Academics returning from maternity leave Seek feedback from returning academics to improve on ways we can support them to return to research work following a period of maternity leave. HR/Heads of subject areas Staff feel able to take their desired amount of maternity leave and supported in the management of their return to work As staff return from parental leave - ongoing Consider practicalities of SMT enabling female academics to catch up with subject research before taking up teaching again. Careerbreak Develop a formal policy HR Guidance in place and utilised with good practice across all academic departments For academic year Internal and external Communication Strategies Court Committee Ensure that all internal and external communications reflect the Athena SWAN charter and promote the University s involvement where appropriate Take gender mix and working arrangements into consideration when making future appointments. Review timings of meetings to ensure part-time staff are not disadvantaged from attending. Marketing and Communications Standard set of communication channels for Athena SWAN and promotion of AS through internal and external communications University Secretary Ensure a fair gender split on panels and committees. From April 2013 ongoing activity Court appointment panel 12

13 Staff Survey Capita will provide analysis of data received during December. By January 2013 Priority Champions Staff Survey Interventions and second staff survey Action Plan update Identify priority champions to take forward agreed areas of improvement identified by staff survey and prioritised by SMT /EB Develop and run a further staff survey at the end of 2013 to measure success of interventions and staff expectations Athena SWAN working group to meet to discuss how to collate and record action plan progress to ensure no slippage. Silver Award submission timetable to be agreed. EB/HR/Heads of Division By February 2013 SMT/HR October 2013 AS Working Group Dean of HS/Working Group First meeting planned early 2013 May 2013 ongoing 13

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