UCL MRC LMCB Athena SWAN 2009 Action Plan
LMCB Athena SWAN Action Plan 2009
1. The Department
Problem identified
Action to be taken
Person responsible
for action
Time-scale
Measuring success and
when
Student data
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.
Student
administration (Ms
Ione Karney).
Student
administration (Ms
Ione Karney).
Already
implemented
and ongoing.
Ongoing.
Possible emerging trend towards
females.
Check wording of adverts and
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
feminization trend); Oct
2010 and onwards.
Collect data on next destination of
postdocs and career progression.
GLs and Staff
administration (Ms
Ione Karney).
Oct 2009 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.
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Data collected and
analysed. Success of
LMCB (female) postdocs in
gaining independent or
other significant research
positions. Oct 2010 and
onwards.
UCL MRC LMCB Athena SWAN 2009 Action Plan
Promotion data not collected
consistently.
Collect data for UCL and MRC
staff.
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.
Check that wording of adverts and
interview procedure is impartial;
Include SWAN logo and, in line
with UCL policy, positive action
statement for UCL posts. Monitor
application statistics.
Collect and hold data centrally.
Encourage and ensure balance of
staff serving on decision-making
committees. Discuss participation
as part of career progression at
annual appraisal.
Develop a workload model, and a
framework for collection and
monitoring this for GLs.
Participation on UCL and MRC
Committees by senior staff
members.
Workload not monitored
Less females at staff higher
grades.
Ensure promotion opportunities are
discussed at annual appraisals for
UCL staff.
Staff administration
(Ms Claire
Hebblethwaite)
Staff administration
(Ms Claire
Hebblethwaite and
Ione Karney)
Director (Prof Mark
Marsh) and
administrative staff,
in consultation and
including UCL and
MRC.
GLs, Director (Prof
Mark Marsh) and
Staff administration
(Ms Ione Karney).
Oct 2009
onwards.
Monitoring of data. Oct
2010 and onwards.
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.
Oct 2009
onwards.
Monitor committees and
increase in participation.
Oct 2009 onwards.
Director (Prof Mark
Marsh) and
administrative staff
(Ms Ione Karney).
Director (Prof Mark
Marsh) and GLs.
Oct 2010
onwards.
Ensure transparency and
fairness. Oct 2011
onwards.
Oct 2009
onwards.
Success of promotion of
female staff. 2014.
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UCL MRC LMCB Athena SWAN 2009 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.
Loss of females at transition from
postdoc to independent researcher.
Promotion (of women).
Person
responsible for
action
Athena SAT and
webmaster.
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.
Promote Personal Development
Athena SAT.
courses (e.g. Springboard) for
women
Encourage adequate training (via
Director and GLs.
UCL and MRC, e.g. of grant
writing) and experience (e.g. of
teaching); Mock interviews.
FLS monitor progress during
fellowships and recommend
tenure.
For UCL Staff, promotion should Director and GLs.
be discussed at annual appraisal.
For MRC staff, this is streamlined
via tenure-track for GLs, and
promotion from Career
Development Fellows to
Investigative Scientist for
postdocs.
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Time-scale
Measuring success and
when
Ongoing.
Raised awareness, and
minimal Athena SWAN
issues in LMCB. Annual
review.
From Oct 2009. Attendance on these
courses. Oct 2012 and
onwards.
From Oct 2009. Attendance increased on
relevant courses. Annual
review.
Oct 2009
onwards.
Individuals identified for
promotion consideration.
Oct 2010-2014.
UCL MRC LMCB Athena SWAN 2009 Action Plan
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 students are equally
encouraged to attend training by
regular emailing; Monitor training
attended. Put link to UCL
Graduate School on LMCB
SWAN and Student web pages.
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.
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
the annual appraisal forms. Link
from LMCB site to UCL pages on
flexible working.
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
if they took up the option
of flexible working. Oct
2012.
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UCL MRC LMCB Athena SWAN 2009 Action Plan
Support for those returning from
maternity/paternity/adoption leave.
Accessibility - not all meetings are
held during core hours.
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.
LMCB seminar speakers – gender
balance.
Collect and monitor % female
speakers. Ensure a gender
balance in invitations issued.
When introducing (female)
speakers, highlight notable
achievements.
Unavailability of essential
Ensure sufficient instrumentation,
instruments can force people to work subject to budget constrains.
outside core hours.
Monitor bookings and operate
flexibility in booking system to
accommodate any special
requirements
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Athena SWAN
SAT and
webmaster.
Oct 2009
onwards.
Information more readily
available. Informal
LMCB parents network in
existence. Oct 2010 and
onwards.
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.
Ongoing and
onwards.
Maintain 50% speakers
are female. Annual
review.
LMCB Equipment
Committee (Chair
Dr Yuki Goda).
Oct 2009 and
ongoing.
Instrument bookings for
use during core hours can
be readily made. Annual
review.
UCL MRC LMCB Athena SWAN 2009 Action Plan
Female Role Models identified.
Some good practice is GL-specific
rather than LMCB procedure.
Timing of social events that act as
networking opportunities.
Career development.
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.
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.
Director and
Administrative
staff; GLs.
2010.
Consideration will be given to
holding social events at different
times, to maximise participation.
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 GL
Meeting.
Oct 2010
onwards.
Director and GLs,
UCL and MRC
Meeting.
Oct 2009
onwards.
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.
Evidence for satisfaction
with career development
opportunities. Annual
review.
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UCL MRC LMCB Athena SWAN 2009 Action Plan
3. Further initiatives
Problem identified
Networking opportunities for Staff
and Students.
New events that act as networking
opportunities.
Mentoring; Role of mentor by GLs.
What can be expected of a mentor.
Progress Athena SWAN activities.
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.
Training in ‘What is a mentor’ for
all GLs. Explore possibilities of
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.
For one year address each item of
LMCB business against SWAN
perspective. Keep Athena SWAN
as regular item at GL meetings.
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Person
responsible for
action
Athena SAT.
Director and GLs.
Time-scale
Measuring success and
when
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.
From Oct 2009. Networking opportunities
taken up by all categories
of staff and students.
More cross-lab projects
initiated. New events
initiated. Annual review.