UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan This Action Plan summarises ongoing actions as well as new actions for Gold that are SMART (specific, measurable, attainable, realistic and timely). Three areas of activity are highlighted that we consider will make the most difference to the LMCB: (1) the need to reach 50:50 in terms of visible role models in all areas, (2) specific training and support to address key transition attrition -­‐ for career progression to provide necessary opportunities in attracting financial support, leading a research group, teaching, and public engagement, as well as alternate careers, (3) provision of mentors. Problem identified/ Action already taken Further action planned Responsibility inc lead Time-­‐scale Success measure Description of Action officer (bold) 3. THE DEPARTMENT 3.1 Data collected but no reporting route set up. Data analysed triennially. Set up LMCB Equalities Committee (EC) that incorporates Athena SWAN activities, including Athena SAT, and reports to GL Meeting with recommendations. 3.2 -­‐ Adopt UCL’s workload model, and a framework for collection and monitoring. Workload not monitored. 1 of 15 Director (Prof Mark Marsh) to set up. To include Sara Mole, Rob de Bruin (SAT) Ione Karney, Claire Hebblethwaite (Admin) Postdoc rep Student rep Report to GL meeting annually on: Student apps & destinations; Postdocs apps & destinations; GL apps & destinations; Promotions; Participation on LMCB, UCL and MRC committees Director (Prof Mark Marsh) and administrative staff (Clare Hebblethwaite, Ione Karney). Monitor by EC and report annually to GL Meeting. Mar 2013 for set up of EC Mar 2014 for completion of first full reporting cycle with annual dates established thereafter Data analysed on annual cycle and considered a significant and relevant activity by GL meeting. Actions initiated to redress any inequality. 50:50 achieved at all levels. Expansion in time to cover other strategic equality areas for UCL/MRC. Oct 2015 (Once Unit integrated into UCL) Data analysed on annual cycle. Actions initiated to improve fairness. UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan Problem identified/ Description of Action KEY CAREER TRANSITION POINTS KEY ACTION Target loss of females at transition from postdoc to independent researcher Action already taken Further action planned Responsibility Time-­‐scale Success measure 4.1 Provide postdocs opportunities and support in attracting financial support, leading a research group, teaching, and public engagement. Encourage participation in local UCL and MRC career development courses, e.g. management, interviewing, grant writing, etc. or wider (e.g. EMBO). Initiate teaching experiences via student supervision or leading discussion groups. Provide mock interviews, and practice talks for job seminars and meetings (with selection for such participation more transparent). Review grants for fellowships. Director and GLs. Review Oct 2013 and annually, but with nomination of personnel who would benefit at any time Attendance increased on relevant courses. Principles of success shared with UCL Graduate School for wider dispersal. Nomination of postdocs who will benefit from this support. Postdocs obtaining fellowships, independent research posts, positions in industry and lectureships. 4.2 Independent Career Development Award Fellows Invitation to observe and participate in chalk-­‐talks of candidate GLs. 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 extension to contracts to provide security whilst seeking an independent position. Acted as sponsoring dept and advised on applications. Support these towards tenure and promotion by planning career strategy. Positive action in encouraging international Director and UCL Faculty of Life Sciences. GLs. Review Jul 2013 and annually with actions as necessary Fellows achieving tenure and promotion. 4. 2 of 15 UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan 4.3 Problem identified/ Description of Action GL recruitment Action already taken Positive action in encouraging international female colleagues to apply. Further action planned Responsibility Time-­‐scale Success measure female colleagues to apply (only if under-­‐represented). Continue positive action where still under-­‐
represented. Director and GLs. Review Jul 2013 and annually with actions as necessary Reach 50:50 3 of 15 UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan 5. Problem identified/ Action already taken Description of Action CAREER DEVELOPMENT KEY ACTION Provision of mentors 5.1 Set up mentoring scheme 5.2 Appraisals not always considered helpful and a few not completed . Further action planned Responsibility Time-­‐scale Success measure Athena SAT Lead with Director and GLs, with UCL Faculty of Life Sciences. Oct 2013 and review annually Evidence for satisfaction with career development opportunities (via LMCB survey and focus group discussion) . Athena SAT Lead with Director and Senior Administrator Jan 2014 Appraisals at 100% annually. and annually Satisfaction improves in LMCB survey, eventually to no dissatisfaction/very satisfied. UCL has piloted mentoring scheme. New GLs are offered a Senior GL s mentor GLs act as mentors for own lab PhD committees act as mentors Explore most suitable mentoring schemes e.g. Mentoring with UCL BioMedical initiative, VITAE or MentorNet. or set up LMCB initiative. UCL developing mentoring software that will assist. Affirm existing Student Committees main role as Mentoring. Identify training in ‘What is a mentor’. Identify suitable individual mentors for LMCB GLs and postdocs to advise on tailored career development. Match mentors and those wanting mentoring. Appraisals on offer for all Ensure those appraising and now carried out attend provided UCL and annually for almost all MRC training courses. staff. Ensure independent appraisals available to avoid conflict between GL who may want to retain staff whereas staff may wish to 4 of 15 UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan 5.3 Problem identified/ Description of Action Lack of transparent Dept strategy for identifying candidates for promotion, especially UCL staff Action already taken Further action planned Recently set up Executive committee now acts to identify candidates for promotion. progress. Provide LMCB-­‐specific questions. Liaise with UCL and MRC to ensure career development and promotion plan adequately considered in appraisals. For students – Affirm role of their committee to ensure mentoring and career advice are offered in addition to scientific advice. Executive Committee to be Director and Exec more transparent in its activity to identify UCL staff approaching promotion criteria (and since numbers are small, always consider all females). Ensure promotion discussed at annual appraisals for UCL staff. For MRC staff, there is a tenure-­‐track for GLs, and the possibility of contract extensions for Career Development Fellows to Investigator Scientist for postdocs. Support and work with 5 of 15 Responsibility Time-­‐scale Success measure By July 2013 to tie in with UCL promotion rounds in Sept-­‐Nov and annually thereafter Candidates nominated by GL, HOD or Executive promotion committee rather than raising this themselves; Promotion applications submitted; Promotions successful. UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan Problem identified/ Description of Action 5.4 Training opportunities not taken up by all students and postdocs, despite postdoc entitlement to ‘Robert’s training’ of 10 days balanced portfolio of transferable skills training and career development. 5.5 Training via peer group 5.6 P/T workers feel less supported in their career progression: (work more hours than paid for; not encouraged to gain similar experience Action already taken Further action planned candidates to improve promotion applications; including supporting independent fellows transitioning to UCL positions. Continue Link to UCL and MRC encouragement for training sites from LMCB training. web pages. Highlight training opportunities particularly helpful to career progression of women (e.g. networking and mentoring; Personal Development courses (e.g. Springboard) for women). Monitor take-­‐up of training/networking opportunities by members of the LMCB for 1 year. Student and postdoc Continue to support by groups provide tailored suggesting speakers and training events especially topics. including unconventional career paths Provide or suggest specific opportunities according to interests of students and postdocs. -­‐ Liaise with P/T workers to find out what support they need and how this might best be done. Respond accordingly e.g. 6 of 15 Responsibility Time-­‐scale Success measure Graduate Tutor and Athena SWAN SAT Lead, with Director; GLs; and webmaster Jul 2013 and annual review Postdocs and students indicate that they are encouraged and not prohibited to attend training in survey. Postdoc Voice Chair Student Group Chair Oct 2013 and annual review Diverse programme that satisfies needs, as evidenced in survey. Training evaluated and consistently ranked as very good or excellent by target group. Director; Athena SAT Mar 2013 and triennial review P/T workers respond more positively in triennial Survey until reach satisfaction UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan 5.7 Problem identified/ Description of Action to F/T colleagues; not given appropriate authorship; challenges of P/T working not understood) Core staff and research assistants feel less supported Action already taken Further action planned Responsibility Time-­‐scale Success measure Director; Athena SAT, Senior Administrator Mar 2013 and triennial review Core staff and research assistants respond more positively in triennial Survey until reach satisfaction implement pro-­‐rata workload model. -­‐ Liaise with core staff and research assistants to find out what support they need and how this might best be done. 7 of 15 UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan Problem identified/ Description of Action ORGANISATION AND CULTURE KEY ACTION Increase female role models to 50:50 Action already taken Further action planned Responsibility Time-­‐scale Success measure 6.1 LMCB external seminar speakers – gender balance. 50:50 achieved for seminars and at Retreat Monitor Continue to invite more females to ensure balance Review Annually 50:50 maintained. 6.2 Most LMCB Committees currently chaired by male, so most GL Meeting agenda items lead by male. LMCB Committees are predominantly male. Reviewed sporadically Review Annually Chairs are in line with GL gender balance and eventually approaching 50:50. Director Review Annually Committees are in line with GL gender balance and eventually approaching 50:50. PhD supervisors are predominantly male Student/Postdoc recognition of flexibility of research Improved from male:female 32:12 in 2011 to 29:12 in 2012 Student/postdoc evenings “Being a women/parent in science”. (One ran that was very negative, so reran with different and more diverse speakers.) Sit around very large square table which equalises. Reorganise where role not dependant on position so that more females lead. Rotate responsibilities and chairs for experience and gender balance. Rotate responsibilities and chairs for experience and gender balance Improve gender balance on Executive Committee (Professorial) Major review now underway for 2013 LMCB Seminar committee (Drs Alison Lloyd, Buzz Baum, Rob de Bruin). Report to EC. Director Director, Graduate Tutor and GLs Review annually 50:50 reached. Run regular events on topic Postdoc Voice Chair Student Group Chair Biennial event Only positive feedback in Surveys or after individual events. Plan extra seating before meeting starts; Encourage more varied and open Director, Admin Review annually No concerns about physical environment; Participation equal and valued; Only positive 6. 6.3 6.4 6.5 6.6 Improve GL meeting organisation and dynamics: Reviewed sporadically 8 of 15 UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan Problem identified/ Description of Action Action already taken Further action planned Not enough seats and spaces which marginalises those not sitting at table – arrange chairs better. Opinions may be sought rather than encouraging all to speak. Surveys to find out what life is really like in the Dept and what members think on Athena issues opinions. Surveys every 3 years Review questions each survey. 6.8 Raising profile of Athena SWAN principles. Decided to go for Gold in 2012, i.e. aim for the best. Revamped LMCB Web site and reinvigorated Athena pages. Checked content and pictures across whole site reflected 50:50 gender balance with no bias. Reviewed GL meeting agenda items against Athena principles. 6.9 Female Role Models visible. 6.7 Responsibility Time-­‐scale Success measure feedback in Surveys. Continue to expand and keep dynamic Athena @ LMCB web page and Work-­‐
Life Notice board. Hold occasional special events e.g. book club Virginia Valian ‘Why so slow? Advancement of Women’. Web site links to articles; Continue. Notice Board page displays e.g. Research Collection and promotion of timelines for female LMCB’s own female role scientists; Reference models over the years. books purchased. Promote LMCB scientists Director nominated two externally. LMCB female GLs for UCL’s new initiative to Hold ‘Athena role models’ highlight academic role meetings so post-­‐docs and models (one accepted) students can meet, network 9 of 15 Athena SAT Lead Oct 2015 and triennially Director, Athena SAT Lead and webmaster Jan 2013 and quarterly review Athena SAT Lead Athena SAT LMCB Seminar Committee GLs Jan 2013 and annual review Improving attitude and experience with each survey. No longer any difference in views on any gender aspect with fairness embedded in culture. Increased awareness, and minimal Athena SWAN issues in LMCB. Everyone takes a pride in achieving and keeping Gold. To be able to readily identify female scientists in LMCB research fields or who followed similar career paths, as eventually evidenced by increased ease in identifying speakers, supervisors, examiners etc at UCL, in the UK and internationally. UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan Problem identified/ Description of Action 6.10 Some good practice is GL-­‐
specific rather than LMCB procedure. Action already taken Further action planned http://www.ucl.ac.uk/sl
ms/aco/features/rolemo
dels One female GL chosen by UCL to be a clinical case study in REF2014. Training event on ‘Gender Equality’. UCL induction and interview training includes gender equality and get inspired by these. 6.11 Accessibility -­‐ not all meetings are held during core hours. All LMCB seminars are held during core hours. 6.12 Timing of meetings and social events that act as networking opportunities. Meetings almost all within core hours. Celebratory cakes/champagne for papers/grants have moved to within core hours and with more notice. Encourage use of UCL-­‐run web course. Specifically, training on ‘Unconscious bias’. Training at LMCB to facilitate discussion particularly on LMCB procedure, personalities and working styles, subject to funding. Continue to encourage those organising extra seminars/meetings to keep within core hours. Continue to encourage some student and postdoc events to be held in core hours as well as evenings. Hold social events at different times to facilitate wider participation: monthly cocktails, summer picnic, Christmas tea and evening event. 10 of 15 Responsibility Time-­‐scale Success measure Director and Administrative staff; GLs Oct 2014 and annual review All GLs will have undergone more sophisticated gender equality training. No longer evidence for GL-­‐
specific inhibition of activities deemed important. LMCB Administration to inform external users of core hour preference Postdoc Voice and Student Group Review annually Review shows most events are accessible to all or at varied times if not to increase accessibility. Director and GLs Review annually Range of timings for existing or new events is varied so that as many can participate as possible. All celebratory events start within core hours. UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan Problem identified/ Description of Action 6.13 Outreach 6.14 Shortlisting and interviewers gender balanced Action already taken Thesis talk and viva starting to be earlier so following celebration is still within core hours. Excellent for school children and good for adult public and disease-­‐
focused groups. Shortlisting and interviews always by 3 people and both genders. Further action planned Responsibility Time-­‐scale Success measure Continue to ensure outreach to girls. Director for adults via MRC Ian White for schools GL-­‐led for research-­‐
focused events Equalities Committee Review annually Annual events continue for school children (especially girls) and for adults. Review annually Interview panel never all of one gender. Ensure always interviewers of both genders. 11 of 15 UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan Problem identified/ Description of Action FLEXIBILITY AND MANAGING CAREER BREAKS Action already taken Further action planned Responsibility Time-­‐scale Success measure 7.1 Flexible working not always considered as a serious option. -­‐ GLs and Director; Athena SAT Lead and webmaster. Jan 2014 and review annually Staff no longer indicate in Survey that they considered flexible working but were discouraged from doing so. Staff no longer indicate in Survey that they would be thought of negatively if they took up the option of flexible working. 7.2 Support for those returning from maternity/paternity/adopt
ion leave. Approach UCL and MRC to include discussion on flexible working on annual appraisal forms. Link from LMCB site to UCL pages on flexible working. Highlight flexible working options on LMCB web site and Work-­‐Life Balance noticeboard. Keep Information that facilitates the return to work of new parents up to date on Athena SWAN web page, including fellowships that target those returning after career breaks. Athena SAT Lead Director Review annually Students and Staff continue to show appreciation of support in Survey. Continue to monitor bookings and operate flexibility to accommodate any special requirements. Continue. LMCB Equipment Committee (Chair Dr Franck Pichaud). Review quarterly No or fewer problems in access. Director, GLs, SAT Review annually Surveys report appreciation and no problems arising. 7. 7.3 7.4 Senior administrator discusses maternity packages available via UCL or MRC. Flowers are sent from the Dept to mark the arrival. New parents are encouraged to link with others in the Department to provide support network. Unavailability of essential New instrumentation instruments can force purchased to meet people to work outside demand where funds core hours. allow. Acknowledging that staff Flexible working and and students have families compassionate leave and caring responsibilities. never a problem. 12 of 15 UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan Problem identified/ Description of Action Action already taken Further action planned Summer picnic and Christmas event. Children are allowed into the Dept (within safety regulations). New arrivals celebrated. 13 of 15 Responsibility Time-­‐scale Success measure UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan Problem identified/ Action already taken Description of Action BEACON AND EXAMPLE Further action planned Responsibility Time-­‐scale Success measure N.1 Involvement at UCL Summarise our Athena work Athena SAT Lead on the LMCB web site, with pdfs available to download. LMCB Surveys distributed within UCL. Co-­‐chair of 50:50 gender group (RB). Review annually Invitations to consult or support continue to be issued. Our web site is visited regularly. Our Surveys used in other UCL departments. Supported UCL departments are successful in their Athena bids. LMCB females are role models. UCL scientific meetings are increasingly gender balanced. N.2 Involvement in UK UCL Equal Opportunities committee (SM). UCL 50:50 gender group (RB). Talks on gender equality at UCL (SM). Supporting other UCL Depts in their applications for Silver and Gold (SM). Influencing gender balance of speakers and chairs when co-­‐
organising scientific meetings (SM). Talks further afield (SM). Athena Panels (SM). Public engagement with female role models. Congratulated organisers at attended meetings when 50:50 speakers (RB). Supporting MRC Head Office Athena SAT Lead as they develop Athena SWAN in MRC Units (SM). All LMCB Influence gender balance of speakers and chairs when organising scientific meetings. Review annually N.3 Involvement internationally -­‐ Talk enthusiastically about Athena SWAN with international colleagues. Review annually Invitations to consult or support continue to be issued. Surveys adapted and used in other institutes. Ex-­‐LMCB members involved in Athena SWAN in new institutions. LMCB females are role models. UK scientific meetings are increasingly gender balanced. Invitations to consult or support . Ex-­‐LMCB members involved in N 14 of 15 Athena SAT Lead All LMCB UCL MRC LMCB Athena SWAN November 2012 Gold Action Plan N.4 Transferring good practice Ex-­‐LMCB Student and Postdocs already setting up schemes that mirror their good experiences at the LMCB. Influence gender balance of speakers and chairs when co-­‐organising scientific meetings. Welcome invitations to speak on Athena work. Encourage those who leave to recognise opportunities to transfer good practice to other institutions. 15 of 15 Athena SAT Lead All LMCB Athena SWAN in new institutions. LMCB females are role models. International scientific meetings are increasingly gender balanced. Review annually Ex-­‐LMCB members lead or support on Athena initiatives in other Depts or Institutions. Ex-­‐LMCB females are role models.