Key areas for
assessments
1 The SET baseline and
academic profile
Documentary evidence
Report on outcomes from ASSET survey 2003.
Action and activities
In plan
Positive
Work
Environment PWE Action Plan
initiative introduced in 2004/5
http://www.bris.ac.uk/equalityanddiversity/gender
http://www.bris.ac.uk/pw
(following University-wide survey
/assetsurveyanalysis.doc
e/PWE_action_plan.html
undertaken by Work Foundation in
summer 2003) to improve worklife
Women in SET report – focus group with senior balance, flexible working etc for
female academics from SET departments held in academic staff.
February 2005.
http://www.bris.ac.uk/pwe/
Further PWE survey to
be undertaken in late
Targets: Background and Progress – analysis
2006.
of progress against the target set in 03/04 to
increase the proportion of women at the Senior
Lecturer grade to reflect the proportion of women
Held focus group with female
at the Lecturer grade by 31st July 2008.
academics in SET in February
2005 to explore any barriers that
might impede women’s progression Ongoing monitoring and
Equality and Diversity Annual Report 2004/5
through the hierarchy and identify review of targets.
action that the University might take
Statistics: Staff in SET Faculties (included as to minimise these barriers. Findings
presented in report to ViceAnnex A)
Chancellor’s
Senior
Executive
Team.
Positive Work Environment Survey and
Initiative 2003/4.
http://www.bris.ac.uk/pwe/what_is_PWE.html
UNIVERSITY OF BRISTOL
Self-Assessment Form: Bronze Level
December 2005
Key areas for
assessments
2 Key career transition
points
From post doc
to first lecturer
appointment
Moves between
full and part
time work/going
on and returning
from career
breaks
Into professorial
appointments
Documentary evidence
Action and activities
In plan
Statistics: Students in SET Faculties (included Continuing involvement as a host Introduction of
establishment for the Daphne University-wide
as Annex B).
Jackson Trust.
mentoring scheme for
under-represented
Workshops aimed at Research staff.
groups, including women
Continuing involvement with the in SET.
http://www.bristol.ac.uk/personnel/researchstaff/d
Dorothy Hodgkin Postgraduate
evelopment/
Awards, offering Scholarships to
overseas students wishing to study Establishment of
teaching Career
for a 3 year PhD Research degree.
Dedicated website for Research staff.
Pathways potentially
http://www.bris.ac.uk/studentfinance
http://www.bris.ac.uk/personnel/researchstaff/
broadens career
/overseas_pg/dhpa.html
development
opportunities for women
Promotions statistics – produced termly to
schemes
to
support in SET
enable ongoing monitoring and evaluation, from Various
postgraduate students:
application to outcome.
 Commonwealth
DfiD
Shared
Scholarship
Implementation of
Lecturer to Senior Lecturer targets –
Scheme
academic development
introduced in 2004/5 and subject to continuous
http://www.bris.ac.uk/studentfinance
programme
monitoring and evaluation.
/overseas_pg/dfid.html
underpinning Career
Pathways philosophy for
all academic staff
Research staff targets monitoring – to
 Overseas
Research
increase the proportion of women at Research
Scholarships
Grade 2 to reflect the proportion at Research
Grade 1 in the Faculties of Medicine and http://www.bris.ac.uk/studentfinance Leadership training
programme for
Dentistry and Science.
/overseas_pg/ors.html
managers across the
organisation to include
 University
of
Bristol provision for emergent
Postgraduate
Research leaders; senior
management training;
1
UNIVERSITY OF BRISTOL
Self-Assessment Form: Bronze Level
December 2005
Key areas for
assessments
Documentary evidence
Action and activities
Scholarships
http://www.bris.ac.uk/studentfinance
/overseas_pg/uob_pg_schols.html
In plan
support and training for
Heads of Department;
faculty/departmental
level support/intervention
Academics with Families group
Increase nursery
established in 2005/6 to support
provision through
female academics, particularly in the
inclusion in the
early stages of their career.
NUCLEUS Project
http://www.bristol.ac.uk/personnel/re
http://www.bris.ac.uk/nuc
searchstaff/development/personnel/r
leus/docs/briefnote0505.
esearchstaff/academics_with_famili
pdf
es_doc
Appointment of a
Childcare Voucher scheme reCareers Adviser for all
launched in 2004/5
staff groups.
http://www.bris.ac.uk/personnel/poli
cies/childcare.pdf
Appointment of a
Policies for Carers and Parents
dedicated Careers
summarised and relaunched in
Adviser for
2004/5
Postgraduate students.
http://www.bris.ac.uk/pwe/parents_c
arers.html
Managers encouraged to support
Work Life Balance and Flexible
Working, through workshops and
dissemination of guidance during
2
UNIVERSITY OF BRISTOL
Self-Assessment Form: Bronze Level
December 2005
Key areas for
assessments
Documentary evidence
Action and activities
In plan
2004/5.
http://www.bris.ac.uk/pwe/work_life_
balance.html
Introduced Women Returners’
Scheme in SET Faculties (following
2003
ASSET
survey)
during
academic year 2004/5
http://www.bris.ac.uk/personnel/poli
cies/wreturners.html
Women’s
Research
Group
continues to promote research by
women in the University.
https://www.bris.ac.uk/personnel/sd
ev/Womens_Research_Group.html
Career
Pathways
philosophy
introduced during academic year
2004/5. The University is committed
to making the position of Senior
Lecturer the ‘career grade’ for all
academic staff with the principle of
progression to this level except in
cases of demonstrable failure to
achieve specified developmental
levels of performance.
http://www.bris.ac.uk/personnel/rew
ard/acadpath/
3
UNIVERSITY OF BRISTOL
Self-Assessment Form: Bronze Level
December 2005
Key areas for
assessments
Documentary evidence
Action and activities
In plan
Specific focus on ensuring that
appropriate account is taken of
career breaks and maternity leave in
the promotions process.
Preferential
car
parking
arrangements
for
staff
with
children, taking into account specific
caring
responsibilities
for
a
dependant immediately before, after
or during the working day
http://www.bris.ac.uk/Depts/Bursar/
TransportPlan/carparking.htm
Appointment of a Careers Advisor
for Research staff during 2005/6.
http://www.bristol.ac.uk/personnel/re
searchstaff/careers/
Advancement of Senior Women
Workshop
led
by
Professor
Rosemary Deem held to inform
work of Professional Parity Group in
summer 2005 where senior female
academics talked to more junior
female academics about their career
4
UNIVERSITY OF BRISTOL
Self-Assessment Form: Bronze Level
December 2005
Key areas for
assessments
Documentary evidence
Action and activities
In plan
experiences.
Women in Leadership
session held in 2005/6.
training
http://www.iser.bris.ac.uk/cgibin/sdev/courselist.pl?sect=md#SD1
WIL
5
UNIVERSITY OF BRISTOL
Self-Assessment Form: Bronze Level
December 2005
Key areas for
assessments
Documentary evidence
Action and activities
3 Culture change and Report of meeting held involving Vice Vice Chancellor met with the
gender
balance
in Chancellor and Senior Women’s Network
Senior
Women’s
Network
decision making
(academic and support staff) in April
2005 to provide a forum where the
committees and
senior
women
could
discuss
panels
concerns
in
relation
to
gender
Revised
procedures
on
Appointments
position
of
equality.
At
this
meeting,
the
VC
Committees
responsibility
announced the creation of a
Professional Parity Group to effect
positive change.
Work of the Professional Parity Group
http://www.bris.ac.uk/equalityanddiversity/gender
/profparitygrp.html
In plan
Concept
of
the
Selection/Search
Committee to be reinstigated to ensure the
fair opportunity for all
staff
to
become
members
of
Committees.
Positive action to
encourage more women
Revised
our
academic to volunteer for places
appointments
committee on University
procedures during 2003/4 to Committees.
ensure better gender-balance rather
than merely ensuring minimum
representation.
Established the Professional Parity
Group in April 2005 to research the
experiences of female academics
across the entire University, with
particular
reference
to
the
representation of women in senior
management
positions
in
the
University. Final Report made to
University Council in November
2005.
Development
of
a
gender equality action
plan
to
address
recommendations made
by
the
Professional
Parity Group, which will
include specific actions
to support the University
in
SWAN-related
activity.
Academic Promotions Survey
completed in September 2005 to Action
to
strengthen
6
UNIVERSITY OF BRISTOL
Self-Assessment Form: Bronze Level
December 2005
Key areas for
assessments
Documentary evidence
Action and activities
In plan
assess current organisation climate application
of
the
in terms of male/female professors Workload policy for
and their career experiences.
academic staff
Established
SWAN
Charter
Implementation
Group
in
September 2005, chaired by Pro
Vice Chancellor Professor David Review of Fair and
Clarke, to steer assessment/activity Effective Recruitment
training
course
to
in this area.
ensure
that
gender
http://www.bris.ac.uk/equalityanddive
issues
are
fully
rsity/gender/swanimpgrp
integrated.
Ongoing activity under Positive
Work
Environment
initiative
introduced in 2004/5 to change
culture:

More management training
on flexible working (policy
available to all staff, not just
parents of young children);

Recognition
of
worklife
balance issues for academic
staff;

Improved access to relevant
processes,
policies
and
procedures;

Focus
on
behaviour.
improving
7