Helen Best. Assistant Dean Planning and Resources Faculty of Health and Wellbeing (Chair of SHU's Athena Swan Self Assessment Team)

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1 Helen Best Assistant Dean Planning and Resources Faculty of Health and Wellbeing (Chair of SHU's Athena Swan Self Assessment Team)

2 Introduction The current challenges for women developing their careers in the health field Share what might be done to tackle these Explore the interventions CoDH might instigate Firstly, brief overview of Athena SWAN at SHU

3 Sheffield Hallam University - bronze award, 2010 and 2013 Engineering and Maths - bronze Architecture and Planning - bronze Psychology - bronze Biosciences - silver (11 SET departments)

4 SHU objective - silver award by 2016 Will 9 out of 11 SET departments with an award Probably 4-6 awards at silver.

5 Gender balance in health - different to most STEMM areas Female dominant professions Nursing Midwifery Art Therapy Dieticians Orthoptists OT Physiotherapy SLT Psychologists Radiographers Biomedical scientists Chiropodists/Podiatrists Male dominant professions Hearing Aid Dispensers Paramedics Prosthetists/orthotists Approx 50:50 female:male Clinical scientists ODPs

6 Is this balance replicated in your institutions?

7 Ministers, DH

8 Management - DH

9 Current challenges for women developing their careers in the health field caring responsibilities confidence established working practices/ culture

10 caring responsibilities part-time contracts fair access to conferences fair access to staff development funding time to produce high quality publications keeping/catching up with those that don't have carer responsibilities or those that haven't had a career break feels wrong to voice concerns about balancing work and caring responsibilities limitations on personal capacity to self-develop

11 Have you experienced any other challenges?

12 confidence application for jobs (promotion or new) 2011/12 SHU (SET - science,engineering,maths) 66% male and 33% female applicants of these 24% males and 34% females shortlisted of these 29% males and 42% females appointed.

13 confidence application for Professorial appointments more applications from males males who were turned down at the first attempt were more likely to resubmit at a later date than females agreement that the process is fair return from maternity leave or career break offering self up as an expert (eg for media)

14

15

16

17 established working practices/ culture fixed-term contracts (research particularly) long hours culture - 'badge of honour' timing of meetings people hand-picked for committees mentoring tends to support leadership development, not career development

18 appraisal, isn't about career development routes to career development not clear recruitment events - panel gender balance; presentation and interview as standard males tend to dominate science teaching in our health profession curricula eg radiation physics females tend to take on more pastoral academic roles

19 What have we done at SHU to tackle the barriers? 1. Continued improvements to data quality (improve understanding of gender profile) 2. Initiatives to increase the number of female students in Ug and Pg STEMM 3. Increase the number of female staff at all levels 4. Policy and practice

20 1. Continued improvements to data quality (improve understanding of gender profile) Staff recruitment data Maternity return rates Uptake of flexible working and job share Use of fixed term contracts Influence design of next employee opinion survey EIA on selection of staff for REF Committee representation Promotions

21 2. Initiatives to increase the number of female students in Ug and Pg Ensure female representation on publicity materials Support retention of PGR in SET students Encourage female representation at Open Days Raise awareness of AS amongst student body Extension of Graduate Tutor Scheme Work through Alumni

22 3. Increase the number of female staff at all levels HR - review of staff development take up Unconscious bias training Promote Women Professors group Audit criteria for membership of committees ASPIRE mentor programme and enhance mentoring practice Review online E&D training Review EOS to tackle issues related to work life balance Ensure appropriate gender balance at SHU events Engage a Governor as advocate for AS

23 Recent AS bronze award - Good Practice Head hunters are instructed to ensure a diverse pool of applicants for senior posts

24 4. Policy and practice

25 So, what interventions might CoDH instigate? Purpose The Council of Deans of Health will: be the principal source of informed opinion and advice on all matters concerning education and research for Nursing & Health Professions in the UK... work to improve and maintain quality in Nursing & Health Professions education and research, and to exchange information and good practice promote Nursing Midwifery and Allied Health Professions education and research through collaboration with Government Departments, Professional and Statutory Bodies, the Research Councils and other organisations. serve as the first point of reference for the media in this area.

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