Faculty of Medical Sciences – Equality and Diversity Action Plan 2013-14
Issue and area for action identified
Actions
Timescales
Accountable
Responsible
Success Measures
Prior to each
professorial
pay rounds
October
2013
Dean
Faculty
Manager
Dean
Faculty
Manager
October
2013
Dean,
Division
Directors
Faculty
manager
Identification of specific
underlying behaviours or
issues which present a
barrier to equal pay
November
2013
Dean
Directors
More women in
developmental and
leadership roles in the
Faculty
1. Improve gender equality
Increase the number of women in
senior roles (proportion of women
who are G9 & 10)
- Review pay banding and
professorial pay levels for equity
and equality disparities
- Define and implement a set of
actions which aim to deliver the
same success rate for male and
female academic promotions
(currently fewer women are
successful than men, and may
receive less support in the process
than men)
- Analyse non clinical professorial
pay in detail to draw out any
underlying factors within the
Faculty which contribute to the pay
gap – and establish a set of
corrective actions
- Review current management,
leadership and enabling roles (both
within the Faculty and external to
it) to identify potential additional
leadership opportunities for both
academic and professional services
Further reduction in non
clinical professorial pay
gap
Improvement in female
academic promotions
success rates
female staff with a view to having a
50:50 balance for men and women
in these roles
- For senior roles recruited using
headhunters, request that 50% of
both the long and short list
candidates are female
- All Divisions and Institutes in FMS
to achieve Athena Swan Silver
Status
- Establish a community of practice
for gender equality across the
Faculty, involving both academic
and professional services men and
women, to ensure that gender
equality policies and procedures
are widely understood and
practiced
2013-14
Dean,
Directors
Increased women apply
for senior positions
Faculty
Manager
Faculty
Manager,
Division
Managers
Division and
Institute
Directors
Directors,
Managers
2013-14
Dean
September
2013
Silver award for all
Institutes and Divisions
Reduction in pay gap
2. Improve BME representation
Improve the representation of BME
staff (although FMS is meeting the
current UCL target we feel we can still
improve)
- Conduct analysis into disparities in
recruitment outcomes for BME
candidates in order to understand
how, precisely, this happens in FMS
November
2013
Faculty
Manager
Faculty
Manager
HR community of practice
to review the outcomes of
the analysis
- The Faculty HR community of
practice to consult with the
University's Race Equality Steering
Group to identify further actions to
be taken at local level
March 2014
Faculty
Manager
Division
Managers
Improved metrics on BME
staff and students (some
metrics to be defined as
part of this process)
- Ensure all new staff undertake online June 2014
E&D training and that continuing
staff undertake refresher training
every 5 years
Faculty
Manager
Division
Managers
Evidence of training to be
reviewed by HR
community of practice
Underlying knowledge
and awareness improved,
should feed into generally
improved KPIs
Increased numbers of
staff who have
participated in training on
these areas
Results in larger pool of
individuals who are
champions of good
practice
3. Improve recruitment practices
Ensure balanced representation
throughout Faculty on all recruitment
panels in terms of gender, ethnicity
- Using the Faculty HR community of
practice, develop a group of people
to participate in recruitment panels,
to ensure good practice
- Identify training opportunities for all
grades which help to raise
awareness of eg unconscious bias
2013-14
Faculty
Manager
HR
community
of practice
2013-14
Faculty
Manager
HR
community
of practice
- Maintain register of qualified panel
members, including relevant training
and encourage them to meet and
share experience
November
2013
Faculty
Manager
Division
Managers