Action
Description of
action
Progress at April
2013
1
Awareness of SAT’s work
1.1
Make all Unit staff
aware of SAT’s
work
Further action
planned
SAT work discussed at SAT work to remain a
monthly Senior Advisory standing item on the
Group since Sep 2011. Senior Advisory Group
agenda. SAT lead to
remind them to discuss
work of SAT and
relevant items in the
Action Plan with their
junior staff in
supervision.
Responsibility Timescale
SAT lead and all
senior staff
Success
Measure
Sep 2011
All staff report
and monthly being aware of
thereafter
SAT’s work in
annual staff
survey.
Email all Unit staff
relevant info about
SAT’s work.
SAT lead and
March 2013
unit administrator and quarterly
thereafter
SAT work included in
Unit’s updated Induction
Pack and circulated to
all staff March 2013
Induction Pack to be
kept up to date and
provided to all new
starters
Unit administrator March 2013
and for all
new starters
thereafter
Agreed webpage
content for the Unit’s
website detailing the
Unit’s Athena SWAN
activities and circulated
to all staff March 2013
Unit website to be
upgraded by July 2013
and to include Athena
webpage.
Unit administrator July 2013
Action
Description of
action
Progress at April
2013
2
Data and Supporting Evidence
2.1
Monitor registration
and attainment of
degrees for students
of PG Taught and
Research courses
within Unit
2.2
2.3
Student data are
collected centrally but
there are discrepancies
with Unit held records.
Previous Action Plan
identified need to set up
robust student data
collection system within
Unit. System for
recording student data
now in place.
Monitor where staff Previous Action Plan
move on to at end of identified need to
post or on leaving
develop exit
Unit
questionnaire to collect
data on leavers.
Leavers’ form now in
place and data for all
leavers since 2009
collated into database.
Monitor promotion
Data on promotion rates
rates of all staff by
by gender collected for
gender
Athena SWAN
submission.
Further action
planned
Responsibility Timescale
Success
Measure
Data to be updated
annually by Unit’s MSc
and PhD administrators,
reviewed by PG
teaching committee and
reported annually to
SAT.
MSc/PhD course
administrators
Postgraduate
teaching
committee.
SAT.
Annual
review of
data in Jan
at Senior
Advisory
Group
Better match
between Unit and
central student
records.
Unit administrator to
continue to collect data
from leavers and collate
annually.
Unit
administrator.
Annual data to
SAT.
Annual
review of
data in Dec
at Senior
Advisory
Group
Unit administrator to
collect and collate staff
promotion data by
gender annually.
Unit
administrator.
Annual data to
SAT.
Annual
review of
data in Sep
at Executive
Committee
to fit with
UCL
promotion
processes
and
timeframes
Better
information on
where staff move
on to in order to
monitor any
gender
discrepancies in
career
progression.
Improve gender
balance in
applications and
success rates for
promotion
Action
Description of
action
Progress at April
2013
3
Postgraduate students
3.1
Encourage
recruitment of
female MSc and
PhD students
Annual reminders to
senior staff to inform
clinical trainees and
researchers about MSc
course
3.2
Enhance
understanding of
female students’
perceptions and
motivations for
post-graduate
study
Previous Action Plan
included “Explore the
possibility of initiating
an event with the wider
Medical School and
female students
exploring myths and
realities of postgraduate study.” After
further d/w Faculty, we
decided to pilot a
smaller event aimed at
trainee psychiatrists
and researchers: “Meet
the Academics” event
held April 2013 to
provide info about PG
study and funding
support. Good gender
balance in recruitment
and completion
emphasised
Further action
planned
Responsibility Timescale
Success
Measure
To liaise with Faculty
Recruitment and
Marketing Group to
raise awareness of
opportunities for MSc
and PhD studies in the
Unit
Event was a success
and well attended. Plan
to run annually
Postgraduate
tutors
Annual
reminders
in Jan
Maintain and/or
improve gender
balance in MSc
and PhD
student
registrations
SAT
MSc and
postgraduate
tutors
All senior staff
Annual
event in
April
Action
Description of
action
Progress at April
2013
Further action
planned
4
Supporting staff with career progression
4.1
Mentoring Scheme
4.2
Make staff aware
of resources
available to help
prepare for
promotion
4.3
Ensure staff are
well-informed
about gender
equality issues and
career progression
Previous Action Plan
included need to
establish a Mentoring
Scheme for staff on
fixed contracts. This is
now in place. Most
senior staff attended
mentoring and gender
sensitivity training
13.2.13. Mentors and
mentees identified and
paired. Mentoring
sessions started.
Disseminated link to
podcasts made by UCL
Equalities Team on
useful pre-promotion
strategies June 2012,
disseminated link to
promotions workshop
video. Links included in
updated staff Induction
Pack disseminated
March 2013
Relevant research and
information on gender
equality and career
progression included in
updated Induction Pack
and disseminated to all
staff March 2013
Responsibility Timescale
Success
Measure
Scheme is at an early
phase but
enthusiastically
received. SAT lead to
monitor progress
through annual updates
from participants on
uptake and satisfaction.
SAT lead.
Mentors and
mentees.
Started Feb
2013.
SAT to
review
feedback
annually in
Feb.
Good uptake
and satisfaction
with scheme.
Relevant and updated
links will be sent to all
staff annually in Sep to
fit with UCL promotion
processes.
Unit
administrator
Annual
(Sep)
disseminati
on of
relevant
information.
Increase
applications for
promotion and
improve gender
balance of
success rates
Induction Pack will be
sent to all new staff.
Any further useful
links/articles to be
circulated to all staff
Unit
administrator
and
SAT lead
March 2013
and as
relevant
thereafter
Increase
applications for
promotion and
improve gender
balance of
success rates
Action
Description of
action
Progress at April
2013
Further action
planned
Responsibility Timescale
Success
Measure
Remind senior staff of
their responsibilities to
ensure all staff under
their supervision have
annual appraisal.
Unit HR
administrator
Annual
reminders
to senior
staff
Organise refresher
appraiser training event
for senior staff
Unit
administrator
By Sep
2013
All staff have an
annual appraisal
and report being
encouraged to
access CPD
activities in
annual staff
survey
Data on completion to
be reported to Senior
Advisory Group
Unit
administrator
May 2013
and
annually
thereafter
Continue to review at
Senior Advisory Group
Director of Unit
SAT lead exploring with
other Departments
more formal systems of
evaluating workload to
ensure gender balance.
Plan to pilot selfassessment system.
Director of Unit
SAT lead
Review
annually at
Oct Senior
Advisory
Group
Review
annually at
Oct Senior
Advisory
Group
4
Supporting staff with career progression (cont)
4.4
Continue to
support all staff
with CPD and
career progression
through annual
appraisal
Staff appraisal system
in place. The Unit aims
to provide annual
appraisals for all staff
(UCL HR policy
requires two yearly).
This was achieved for
96% of staff last year.
5
Culture and departmental organization
5.1
Monitor committee
membership
5.2
Review senior staff
workload for Unit
tasks (committees,
teaching, specific
roles in Unit and at
Faculty level)
Committee
membership reviewed
annually by Director of
Unit and Senior
Advisory Group
Workload reviewed
annually by Director of
Unit and Senior
Advisory Group
Maintain gender
balance on
committees
Maintain gender
balance with
regard to
workload for
Unit/Faculty
activities
Action
Description of
action
Progress at April
2013
Further action
planned
Responsibility Timescale
Success
Measure
Repeat annual staff
survey.
SAT
Survey to
be sent out
annually in
Feb and
review data
annually in
March
High levels of
staff satisfaction
and positive
experience of
specific items in
this Action Plan
Induction Pack will be
sent to all new staff.
Unit
administrator
March 2013
and all new
starters
Remind senior staff to
d/w junior staff in
supervision/appraisal.
Unit Director
and Senior
Advisory Group
Review
annually at
Oct Senior
Advisory
Group
Maintain high
uptake of
parental leave
and flexible
working
5
Culture and departmental organization (cont)
5.3
Review staff
experience of
working in Unit
annually.
6
Parental/carer leave and flexible working
6.1
Ensure all staff are
aware of parental
leave, return to
work and flexible
working policies
First staff survey
completed March 2012.
Second survey
completed March 2013.
HR policies are
available on UCL
website; high uptake of
parental leave and
flexible working in the
Unit already. Links to
policies included in
updated Induction Pack
and webpage and
circulated to all staff.
Report uptake annually