UCL MRC LMCB Athena SWAN November 2012 Progress Silver Action Plan This summarises our progress in 2012 against the Silver Action Plan of 2009. 1. The Department Problem identified Action already taken Person Description of Action Further Action to be taken responsible for action Student data Time-­‐scale Measuring success and when Comment at Nov 2012 Student administration (Ms Ione Karney). Student administration (Ms Ione Karney). Already implemented and ongoing. Ongoing. Data collected and analysed; No action required. Data collected and analysed; No action required. Possible emerging trend towards Check wording of adverts and female recruitment. interview procedure is impartial; Monitor application statistics. Graduate Tutor, in consultation including UCL and MRC (Prof Dan Cutler). Oct 2009 and onwards. Full data collected and analysed; Oct 2010 and onwards. Data collected and analysed; Success of LMCB (female) students in gaining significant positions; Oct 2010 and onwards. UK PG student appointments reflect UK national UG picture (which may have a similar feminisation trend); Oct 2010 and onwards. Staff data Do postdocs become GLs or play other significant roles in science? Are females equally successful? Concern over transition from postdoc to independent researcher. Collect data on next destination of GLs and Staff postdocs and career progression. administration (Ms Ione Karney). Oct 2009 and onwards. Data collected but not yet analysed formally though we are aware of successes. Promotion data not collected consistently. Collect data for UCL and MRC staff. Data collected and analysed. Success of LMCB (female) postdocs in gaining independent or other significant research positions. Oct 2010 and onwards. Monitoring of data. Oct 2010 and onwards. Lack of full data on applicants for MRC studentships. Collect and monitor data. Do students become GLs or play other significant roles in science? Are females equally successful? Access the data held by MRC on next destination and career progression and transfer locally. Staff administration Oct 2009 (Ms Claire onwards. Hebblethwaite) 1 of 7 Considered annually and no action required. Data collected and analysed. UCL MRC LMCB Athena SWAN November 2012 Progress Silver Action Plan Problem identified Description of Action Action already taken Further Action to be taken Recruitment of all staff not monitored consistently. Access data collected by eRecruitment by MRC and UCL (from July 2009). Less females attracted to GL positions. Participation on UCL and MRC Committees by senior staff members. Workload not monitored Fewer female staff at higher grades. Person responsible for action Time-­‐scale Measuring success and when Comment at Nov 2012 Staff administration (Ms Claire Hebblethwaite and Ione Karney) Check that wording of adverts and Director (Prof Mark interview procedure is impartial; Marsh) and Include SWAN logo and, in line administrative with UCL policy, positive action staff, in statement for UCL posts. Monitor consultation and application statistics. including UCL and MRC. Collect and hold data centrally. GLs, Director (Prof Encourage and ensure balance of Mark Marsh) and staff serving on decision-­‐making Staff administration committees. Discuss participation (Ms Ione Karney). as part of career progression at annual appraisal. Develop a workload model, and a Director (Prof Mark framework for collection and Marsh) and monitoring this for GLs. administrative staff (Ms Ione Karney). July 2009 onwards. Full recruitment data available and analysed. Oct 2010 and onwards. Oct 2009 onwards. Full recruitment data available and analysed. % female GLs increases over time, and by 2014. Still difficult to collect data uniformly. This should change if MRC Unit becomes a University Unit in 2013. Data collected and analysed. Oct 2009 onwards. Monitor committees and increase in participation. Oct 2009 onwards. Data collected but not always annual review and action. Oct 2010 onwards. Ensure transparency and fairness. Oct 2011 onwards. Ensure promotion opportunities are discussed at annual appraisals for all staff. Oct 2009 onwards. Success of promotion of female staff. 2014. This had not been possible to set up uniformly though UCL staff submit workload data to their affiliated depts. This should change if MRC Unit becomes a University Unit in 2013. Two female promotions to professor: Yukiko Goda promoted to Professor in 2011 (now left); Alison Lloyd promoted to Professor in 2011; Antonella Riccio promoted to Reader in 2011 (Buzz Baum promoted to Professor in 2011). Director (Prof Mark Marsh) and GLs. 2 of 7 UCL MRC LMCB Athena SWAN November 2012 Progress Silver Action Plan 2. Initiatives to advance and support women Problem identified Action to be taken Raising profile of Athena SWAN principles. Training tailored to females. Person responsible for action Continue to expand and keep Athena SAT and dynamic Athena @ LMCB web webmaster. page and Work-­‐Life Notice board. Hold occasional special events e.g. book club Virginia Valian ‘Why so slow? Advancement of Women. Promote Personal Development Athena SAT. courses (e.g. Springboard) for women Time-­‐scale Measuring success and Comment at Nov 2012 when Ongoing. Raised awareness, and minimal Athena SWAN issues in LMCB. Annual review. From Oct 2009. Attendance on these courses. Oct 2012 and onwards. Loss of females at transition from Encourage adequate training (via postdoc to independent UCL and MRC, e.g. of grant researcher. writing) and experience (e.g. of teaching); Mock interviews. FLS monitor progress during fellowships and recommend tenure. Director and GLs. From Oct 2009. Promotion (of women). Director and GLs. Oct 2009 onwards. For UCL Staff, promotion should be discussed at annual appraisal. For MRC staff, this is streamlined via tenure-­‐track for GLs, and promotion from Career 3 of 7 Aiming for gold in 2012. UCL stopped offering Springboard for several years but will do so again from 2013. Attendance increased on Invitation to participate on chalk-­‐talks relevant courses. Annual of candidate GLs. review. Invitation to speak and chair at LMCB Retreat. All can host external speakers after talk. Experience on supervising UG, MSc and summer students. Postdocs draft own papers. High calibre postdocs offered contract extensions to provide security whilst seeking an independent position. Individuals identified for Two female promotions to Professor; promotion consideration. one to Reader. Oct 2010-­‐2014. Potential candidates for promotion now reviewed by the Executive UCL MRC LMCB Athena SWAN November 2012 Progress Silver Action Plan Problem identified Action to be taken Person responsible for action Time-­‐scale Measuring success and Comment at Nov 2012 when Development Fellows to Investigator Scientist for postdocs. Training opportunities not taken up by all postdocs, despite entitlement to ‘Robert’s Training’ of 10 days balanced portfolio of transferable skills training and career development. Training opportunities not taken up equally by students. Flexible working not always considered as a serious option (survey). Ensure that postdocs are equally encouraged to attend training by regular emailing; Put link to UCL and MRC training sites on LMCB SWAN web page. Highlight training opportunities particularly helpful to career progression of women (e.g networking and mentoring). Monitor take up of training/networking opportunities by lab. for a period. Ensure that all students are encouraged to attend training by regular emailing; Monitor training attended. Put link to UCL Graduate School on LMCB SWAN and Student web pages. Highlight flexible working options for all staff during annual appraisal and on LMCB Athena SWAN web site and Work-­‐Life Balance noticeboard. Approach UCL and MRC to include discussion on flexible working on Committee. High calibre postdocs offered contract extensions to provide security whilst seeking an independent position. For MRC staff, promotion addressed at annual appraisals. Encouragement given but web links not done. GLs and Director; Athena SWAN SAT and webmaster. Oct 2009 onwards. Postdocs indicate that they are encouraged and not prohibited to attend training. Oct 2011. Graduate Tutor; Athena webmaster. Oct 2009 onwards. Students attend more training. Oct 2011. Encouragement given but web links not done. GLs and Director; Athena SWAN SAT and webmaster. Oct 2009 onwards. Staff no longer indicate that they considered flexible working but were discouraged from doing so. Staff no longer indicate that they would be thought of negatively All who formally applied were granted flexible working. Flexible working not yet considered formally at annual appraisal. 4 of 7 UCL MRC LMCB Athena SWAN November 2012 Progress Silver Action Plan Problem identified Support for those returning from maternity/paternity/adoption leave. Accessibility -­‐ not all meetings are held during core hours. LMCB seminar speakers – gender balance. Unavailability of essential instruments can force people to work outside core hours. Action to be taken the annual appraisal forms. Link from LMCB site to UCL pages on flexible working. Information that facilitates the return to work of new parents will be accessible via the Athena SWAN web page, and new parents will be encouraged to link with others in the Department to provide support. Explore whether all evening seminars that use the LMCB can be held, at least occasionally, during core hours. Explore whether student and postdoc events can be held at lunch-­‐times as well as evenings. Collect and monitor % female speakers. Ensure a gender balance in invitations issued. When introducing (female) speakers, highlight notable achievements. Ensure sufficient instrumentation, subject to budget constrains. Monitor bookings and operate flexibility in booking system to accommodate any special requirements Person responsible for action Time-­‐scale Measuring success and Comment at Nov 2012 when if they took up the option of flexible working. Oct 2012. Athena SWAN SAT and webmaster. Oct 2009 onwards. Information more readily available. Informal LMCB parents network in existence. Oct 2010 and onwards. Excellent support (Evidenced in Gold case reports). LMCB Administration to inform external users of any change in policy. Athena SAT to inform Student and Postdoc Committees of any change. LMCB Seminar committee (Drs Alison Lloyd, Buzz Baum, Rob de Bruin). Oct 2009 onwards. Change in times of some activities. Annual review. Continued improvement in events being held in core hours. Ongoing and onwards. Maintain 50% speakers are female. Annual review. Reached 50:50 by 2011. LMCB Equipment Committee (Chair was Yuki Goda, now Franck Pichaud). Oct 2009 and ongoing. Instrument bookings for New equipment purchased each year. use during core hours can be readily made. Annual review. 5 of 7 UCL MRC LMCB Athena SWAN November 2012 Progress Silver Action Plan Problem identified Female Role Models identified. Some good practice is GL-­‐specific rather than LMCB procedure. Action to be taken Web site links to articles; Notice Board page displays e.g. Research timelines for female scientists (changed weekly); Reference books purchased; Invitations to give Seminars. Collection and promotion of LMCB’s own female role models over the years. Training event(s) on ‘Gender Equality’ to facilitate discussion particularly on LMCB procedure, personalities and working styles, subject to budget availability. Person responsible for action Time-­‐scale Measuring success and Comment at Nov 2012 when Athena SAT; LMCB Seminar Committee. Ongoing. To be able to readily identify female scientists in LMCB research fields or who followed similar career paths. Annual review. Web site links expanded, Notice board has examples of female role models, books purchased. Not yet promoting LMCB female scientists. Director and Administrative staff; GLs. 2010. All GLs will have undergone gender equality training; Oct 2010. No longer evidence for GL-­‐specific inhibition of activities deemed important. Annual review. New events initiated or altered timings of existing events. Annual review. GLs are becoming more positive about gender equality (evidenced in Directors letter of endorsement for Gold. Timing of social events that act as networking opportunities. Consideration will be given to holding social events at different times, to maximise participation. Director and GL Meeting. Oct 2010 onwards. Career development. Mentor available who can offer advise on career development tailored to individuals. Career development considered during annual appraisals. For students – Affirm role of their committee to ensure mentoring and career advice are offered in addition to scientific advice. Director and GLs, UCL and MRC Meeting. Oct 2009 onwards. 6 of 7 Evidence for satisfaction with career development opportunities. Annual review. Cake celebratory events are at the discretion of GLS and groups but have naturally moved to earlier time of 4 pm with more notice. Annual appraisals well appreciated by postdocs. Most levels would like mentoring, and some used a trial UCL scheme in Biosciences. UCL MRC LMCB Athena SWAN November 2012 Progress Silver Action Plan 3. Further initiatives Problem identified Networking opportunities for Staff and Students. New events that act as networking opportunities. Action to be taken Explore Networking options with UCL. Monitor uptake (by women). Explore possibilities to increase cross-­‐lab research initiatives at Student, Postdoc and GL level. e.g. series of simple lunches for smaller groups, perhaps with activity focus. Mentoring; Role of mentor by Training in ‘What is a mentor’ for GLs. What can be expected of a all GLs. Explore possibilities of mentor. Mentoring with UCL e.g. recent BioMedical initiative, VITAE or MentorNet. Affirm existing Student Committees main role as Mentoring. Revive and extend mentoring scheme for GLs. Progress Athena SWAN activities. For one year address each item of LMCB business against SWAN perspective. Keep Athena SWAN as regular item at GL meetings. Person responsible for action Time-­‐scale Measuring success and when Comment at Nov 2012 Athena SAT. Director and GLs. From Oct 2009. Networking opportunities taken up by all categories of staff and students. More cross-­‐lab projects initiated. New events initiated. Annual review. Not done. Director and Athena SAT. 2010 onwards. Training of GLs in mentoring of their own lab members. Setting up or joining an independent Mentoring network by a proportion of female staff. 2012. Director, LMCB Administration and Athena SAT. Oct 2009 to Oct 2010. Onwards. Athena SWAN objectives maintained. Future application for Gold SWAN charter. Annual review. GLs encouraged to act as mentors for student committees. Still needs to be set up. UCL developing mentoring software that will assist. Much progress made. Culture changing. Gold application in Nov 2012. 7 of 7