CHALLENGES: TOP 3 AREAS TO ENHANCE AND DEVELOP
Theme
9. Low female clinical staff
(SA6, SA14, SA18)
Actions/Initiative(s)
Create new open contract post
Reference in
application
GA-9.1
Accountability – Job Role
(current representative)
● WMS Chief Operating Officer
● WMS HR Manager
Time-scales
Post approved by central uni
Create mentorship fellowship
GA-9.2
Fellowship advertised in year 1, filled in year 2
● Dean
● WMS Chief Operating Officer
● WMS HR Manager
● LDC
● WMS Chief Operating Officer
● WMS HR Manager
● RIS
● Dean
● Head of Governance & Quality
● WMS Chief Operating Officer
● WMS HR Manager
● LDC
● WMS Chief Operating Officer
● WMS HR Manager
2016
2017
Create workshop on grant writing
GA-9.3
Pilot event in 2016, annually if successful
Adjust funding expectation by percent effort (based on own
salary compensation?)
GA-9.4
Approved policy change
Increase number of applicants, including female applicants.
● LDC
● WMS Chief Operating Officer
● WMS HR Manager
2016
2017
2018
2019
Ask Provost to consider gender balance in the ref preparation GA-11.1
teams
Name requested from provost in year 1
● WMS Chief Operating Officer
● WMS HR Manager
2016
Have a transparent strategy and allow staff feedback
GA-11.2
Decide and approve open policy and publish in newsletter
and intranet
2016
2017
Not being entered in ref can be
demoralizing.
Goal: aspire to include everyone in the Ref
Identify problematic cases early on. Have annual review of
progress for inclusion in ref.
GA-11.3
SMG to approve goal to include everyone in Ref
GA-11.4
Record of annual meetings
● Communication
● Head of Governance & Quality
● WMS Chief Operating Officer
● WMS HR Manager
● Dean
● WMS Chief Operating Officer
● WMS HR Manager
● Head of Governance & Quality
● WMS Chief Operating Officer
● WMS HR Manager
Find out what is needed in terms of support to achieve the
strategic goals in terms of publications.
GA-11.5
Every meeting must have one strategic recommendation and ● Head of Governance & Quality
candidate has to respond and update
● WMS Chief Operating Officer
● WMS HR Manager
For every female that is eligible but not included in ref,
request from provost the individual be given a chance to
contest the decision.
GA-11.6
Open and clear accountability: commit to having good gender
balance on the panels that look at REF submissions and in the
decision making process and have a code of conduct that is
fair and transparent
Next research head or division head in BMS must be female. GA-10.1
Train candidates if needed. Interim head. If no female
applied, need to re-advertise the post.
10. Low females in positions of
leadership in certain areas (a) and
low number of applicants for senior More widely advertise posts. Re-advertise if no suitable
female candidate has applied.
positions overall (b)
11. Ref bias
(SA2)
GA-10.2
Measurable Outcome
Year 1 – identify candidates / shadowers
Year 2 – shadowing
Year 3 – hiring
● Dean
● Head of Governance & Quality
● WMS Chief Operating Officer
● WMS HR Manager
2016
2017
2016
2017
2018
2019
2017
2018
2016
2017
2018
2016
2017
2016
2017
2018
2019
2016
2017
2018
2019
2016
2017
2018
2019
Progress Log
CHALLENGES: OTHER AREAS TO ENHANCE AND DEVELOP
Walking clubs, Food clubs, Sports clubs, outside gym,
lunchtime classes at GH and UHCW
Accountability – Job Role (current
Time-scales
representative)
● Programme Quality Support Officer
2016
● Postgraduate Student - Health
2017
Education and Student staff liaison
2018
committee
2019
College catch up trial
Communications
2016
2017
2018
2019
First aid and nursing mother’s room evolving into family room GA-12.3
Larger room with better and broader facilities. In
collaboration with Life Sciences
Technical Services Centre Manager
2016
Improve new starter integration
GA-12.4
Buddy scheme
WMS HR Manager
(Graham Partridge)
2016
Unconscious bias training mandatory
GA-13.1
Database on completion
● Dean
● WMS HR Manager
(Graham Partridge)
2016
E&D training mandatory
GA-13.2
Database on completion
2016
New starters to receive AS best practices information
GA-13.3
Updated WMS New Starter Pack
● Dean
● E&D Advisor
● WMS HR Manager
(Graham Partridge)
● Head of Governance & Quality
● WMS HR Manager
Have gender equity in interview panels
GA-13.4
Database of panels
Theme
Actions/Initiative(s)
12. Positive culture – (a) general, (b)
parents and (c) new starters
(SA12, SA17 and other actions)
Social WMS clubs & Wellbeing
Introduce Athena related topics to communicate/discuss at
social events
13. Unconscious bias
(SA8, SA19)
14. Student gender distribution
(SA3, SA5, SA14)
Reference in
application
GA-12.1
GA-12.2
We don’t know what is the job/gender distribution we
GA-14.1
compare our students to and thus benchmarking to external
numbers is difficult. To identify the jobs students aspire to,
find out % research/PhD, if there is a change over the course
of the degree studies.
Analyse MSc degree desirability
GA-14.2
Measurable Outcome
WMS HR Manager
(Graham Partridge)
A survey and its analysis/report by a MB ChB project student ● Professorial Teaching Fellow /
Director of Postgraduate Taught
Programmes
(Olwyn Westwood)
● Undergraduate student, WMS MB
ChB
Explain the MSc data shown in Figure
● Professorial Teaching Fellow /
Director of Postgraduate Taught
Programmes
(Olwyn Westwood)
2016
2017
2018
2019
2016
2017
2018
2019
2016
2017
2016
2017
2018
2019
Progress Log
CHALLENGES: OTHER AREAS TO ENHANCE AND DEVELOP
Theme
Actions/Initiative(s)
Review criteria for open ended contracts given; ensure that
same criteria apply. Since jobs can be taken away, the open
endedness of male contracts can be retracted if criteria are
not fulfilled
19. Workload model
Accountability – Job Role (current
representative)
● WMS Chief Operating Officer
● WMS HR Manager
Time-scales
Review of open contracts
GA-15.2, See GA9.1
Increase in numbers of female clinical staff on open contracts ● LDC
● RIS
● WMS HR Manager
One year (rather than currently 3 months) before end of
contract review possibilities/requirements for future
employment
GA-15.3
See also workshop on funding – external funding makes this
action sustainable.
Redeployment guidance and support provided and linked to
exit questionnaire
GA-16.1
Local WMS leavers checklist enforced at time 3 months
before contract ending
Increase the pool of Assistant Professors
See GA-1’s and GA- Hire at least one Assistant Professor per year over next 4
9.1
years
Develop more grant writing courses, use shadowing
approach more and increasing mentoring activities
See GA-9.3, GA10.1 and GA-1’s
More specific training opportunities provided to WMS staff
and students
Begin monitoring of male/female differences
GA-19.1
Data available
● Head of Governance & Quality
● WMS HR Manager
2016
2017
2018
2019
Develop protocol for rotation of responsibilities
GA-19.2
Protocol available and implementation monitored
● Head of Governance & Quality
● WMS HR Manager
2016
2017
2018
2019
17. Few Professors underwent
career progression at UoW
18. Few department-led training
Measurable Outcome
GA-15.1
15. Larger number of FTC contracts
for (a) academic females and (b)
Develop fellowship program for female clinical staff
female clinical staff
(SA14)
16. Few people have used WMS
specific exit questionnaire
(SA20)
Reference in
application
● LDC
● RIS
● WMS Chief Operating Officer
● WMS HR Manager
● Head of Governance & Quality
● WMS HR Manager
● Dean
● WMS Chief Operating Officer
● WMS HR Manager
(Graham Partridge)
● LDC
● RIS
● WMS HR Manager
2016
2017
2016
2017
2018
2019
2016
2017
2018
2019
2016
2017
2018
2019
2016
2017
2018
2019
2016
2017
2018
2019
Progress Log