Progress and Initiatives in Staff Equality and Diversity
This presentation highlights the progress made and upcoming initiatives in staff equality and diversity at a university. It covers areas such as reviewing targets, faculty working groups, actions taken, planned work, Athena SWAN accreditation plans, and ongoing developments. The work completed includes monitoring staff demographics, unconscious bias training, support programs for underrepresented groups, and policy reviews. The presentation also outlines future measures like expanding training on unconscious bias, communication plans, and developing web pages for diversity content. Athena SWAN accreditation efforts and the importance of advancing the careers of women in STEMM fields are emphasized.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
You are allowed to download the files provided on this website for personal or commercial use, subject to the condition that they are used lawfully. All files are the property of their respective owners.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.
E N D
Presentation Transcript
Staff Equality and Diversity- Progress and next steps Professor Colette Fagan, Deputy Dean Andrew Mullen, Deputy Director of HR
Areas to cover Review of targets and overview of current position (handout) Role of Faculty Working Group (handout) Summary of measures taken Planned work or work in progress Athena SWAN-plans for gaining accreditation Current University-wide developments
Work completed to date Monitoring of staff gender and ethnicity profile at School and Faculty level: Different stages of the recruitment cycle Promotions and promotions application School and Faculty management team profiles. School and Faculty Equality and Diversity Action Plans produced. Policies and procedures review at Faculty and University level Unconscious Bias training for WG members as part of University pilot.
Work completed-continued One year positive action pilot (from October 2015) to support PSS BME job applicants. Targeted support for leadership via training LFHE Aurora programme to encourage women in SL and professional roles to think of themselves as leaders. Stellar HE leadership progamme targeted at BME individuals who aspire to a strategic role: for staff at a middle to senior management level. Academic Promotion key messages guidance produced for Schools to use to ensure clear and consistent advice for all candidates. Faculty promotion documents revised to include more prominent references to E&D.
Work in progress and planned measures Unconscious bias training being rolled out to up to 100 managers, members of promotion committees and frequent recruiters in the Faculty. Contributing to Race Equality Charter Mark action plan Communications plan to be rolled out to improve awareness of the policy framework within which we operate. Faculty and School Equality and Diversity web pages being developed, with links to relevant content on the University web site
Equality Challenge Units Athena SWAN accreditation ECU s Athena SWAN Charter (2005-) to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) in HE. Charter expanded in May 2015 to encompass Non-STEMM (i.e. Faculty of Humanities) Professional and support roles, and for trans staff and students.
Athena SWAN accreditation-continued The application process and requirements launched in May 2015 Two application deadlines per year. The next is April 2016. All Humanities Schools will apply for accreditation: Law to apply in April 2016, other schools planning for November 2016. Self Assessment Team required for each School with diverse membership Subject benchmarking data is supplied by E&D Unit.
Questions/observations? What else could we do to remove barriers to the progression of women and BME academics in the Faculty? What else could we do to improve the representation and progression of BME staff amongst the Faculty s PSS staff?
