May 2013
Athena SWAN Award Success
Athena SWAN event:
We are pleased to announce that UCL has been successful in renewing
its University bronze award. UCL departments also achieved SWAN
awards with Computer Science and Medical Physics both receiving
bronze, and the MRC lab for Molecular Cell Biology renewing their
silver award.
We will be running an Athena SWAN event
on the 7th of May. This will be especially
relevant for all those intending to apply in
November or the following April. Sarah
Guise will be discussing what Athena SWAN
assessment panels will be looking for
following her recent experience of being on
a judging panel, Harriet Jones will cover
information on qualitative and quantitative
data for SWAN applications, and there will
be group work for sharing best practice,
ideas and concerns. Lunch will be provided
and will take place in 244 in the Roberts
Building from 12 – 2pm. Please contact
Harriet Jones if you are interested in
attending.
Six departments submitted their Athena SWAN applications at the end
of April – the Institute of Women’s Health, Mental Health Sciences
Unit, the Division of Medicine, the Institute of Neurology, the Institute
of Ophthalmology and Psychology and Language Sciences. We hope to
hear the results of these submissions in September.
The standard for achieving SWAN awards appears to be becoming
increasingly competitive. In the November award round, 30% of
applicants failed nationally, and that figure does not include those who
applied for silver and were awarded bronze.
For all other results from the November 2012 award round, please see
the SWAN website
Policy Updates
On recommendation from UCL's Human Resources Policy Committee
(HRPC), Council recently endorsed some changes to policy. These
additions will be implemented with immediate effect. SATs could make
sure that these changes are being successfully implemented at a
Departmental level. These changes include:
Women are to comprise at least 25% of all UCL recruitment panels,
including those for senior promotions. In practice, this means that
there must be at least one women on all UCL panels and more than
one in larger panels. The composition of recruitment panels will be
monitored and reported to Deans, who will be expected to ensure
compliance with this new policy. A database has been created to
include all senior women who have received recruitment training who
could be asked to sit on recruitment panels. These women will only be
suggested to sit on panels for a maximum of 3 times a year
Faculty and departments are strongly encouraged to operate a ‘core
business in core hours’ model for key meetings. Core hours are
between 10.00 – 12.00 and 14.00 – 16.00. This will ensure the
maximum number of people can attend these key meetings, ensuring
widespread dissemination of critical information and avoiding
unintended exclusion of some staff. The aim of this is to ensure that
staff with caring responsibilities or busy lives outside of work aren’t
excluded from decision making processes in the department.
Remember to ask what time slots would suit everyone, for example
using a doodle poll. Review the timing of meetings annually –
especially when committee membership changes.
Contact
Harriet.jones@ucl.ac.uk
Tel: 02076798220
Join our networks
Tips and ideas:
Careers events: The Institute of
Ophthalmology and the Division of
Medicine have both run events for early
career researchers; the aim of these
events is to get researchers thinking about
their future career, and provide
information and advice. If you’re
interested in running a similar event,
please contact Clare Futter or Ines Pineda
Torra for more information.
Graphs: It is helpful for assessment panels
if you include a graph illustrating the
progression within your Department from
undergraduate level right up to professor.
If you would like a template and example
for this graph, please contact Harriet
Reading: Curt Rice’s ‘6 steps to gender
equality’. This includes some useful
information about women in STEMM along
with some ideas for actions and initiatives.
Follow us
50:50 Gender Equality Group
Lesbian, Gay, Bisexual & Trans Equality
Group
Internal: 48220
Race Equality Group
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