Action
Appendix 1
Description of
action
Action taken already
and outcome at
November 2012
Further action
planned at
November 2012
Progress Log
Responsibility
Timescale Start date
Success
Measure
Baseline Data and Supporting Evidence
1.1
1.2
1.3
Monitor PG student
data by gender and
degree (MD, PhD,
MSc)
Applicants
Offers
Appointments
Attainment
Monitor staff
appointments by
gender
Applicants
Offers
Appointments
Monitoring of students is
in place for MSc, PhD and
MD students through MSc
course tutors and mentors
and in PhD and MD
Thesis Committees and
PG tutors.
Continue current
Annual review of Postgraduate
practice and report data by the AS Tutors and MSc
to Academic Staff team
Convenors
Meetings annually.
Review of appointments,
majority to fixed term
research posts where we
have more females than
males in post.
Continue to
Annually review
monitor gender
of data by the
ratios for
AS team
applications, offers
and appointments,
ensure all
recruitment
materials advertise
equal opportunities
values
Monitor staff
departures
University staff leaving
Introduce an exit
form adopted, returned by questionnaire
Departmental Manager
within Department
Annual
Departmental
Annual
Manager in liaison
with the University
Athena Swan coordinator and HR
6 monthly review Departmental
by the AS team Manager
Ongoing
January
2013
Continued
balance of
females to males
at offer,
appointment and
attainment
May 2013
Increased
number of
women
appointed to
Senior positions
May 2013
Better
understanding of
leavers and next
destinations
Action
Description of
action
Action taken already
and outcome at
November 2012
Further action
planned at
November 2012
Progress Log
1.4
Promotion
applications and
success,
including decision to
appoint to any level
above the minimum
starting salary for the
scale
Key attrition points:
(1) moving from
research to
academic grades;
(2) females moving
above lecturer grade
Attrition points identified
from review of data
Reintroduction of
annual
appraisal/review
and mentoring to
identify and
support staff
applying for
promotion
(1) Petition
university to
reintroduce early
career
development
support for
researchers
(2) Links to 1.4
mentoring staff for
promotion
1.5
1.6
Key attrition points
identified from review of
data
Develop systems for Need for formal reporting
monitoring and
identified from review of
review including
data
reporting template
forms
Timescale
Start date
Annual review of HoD &
data y the AS
Deputy HoD
team
Annual
May 2013, Greater success
after next
rate for all staff
annual
round of
promotions
Annual review of Departmental AS
data by AS team team, HoD and
University Athena
Swan Working
Party
Annual
May 2014
Early career
development
support in place
and staff being
monitored,
females moving
into senior
grades
Annual
May 2013
Accurate data
recording
Discuss with staff Annual
responsible for
maintaining
departmental data,
to develop
templates
Responsibility
Departmental AS
team
Success
Measure
Action
Description of
action
Action taken already
and outcome at
November 2012
Further action
planned at
November 2012
Progress Log
Responsibility
Timescale
Start date
Success
Measure
Next destination survey
in operation for PGT.
Request access
to student
satisfaction
survey and/or
introduce exit
questionnaire
Annual review
by AS team
MSc Convenor,
and PGR
Supervisors
Annual
August
2013, at
end of
current
MSc
course
Career
destinations:
females
continue a
career in
science.
PG Students
1.7
Exit questionnaire
for both PGT and
PGR students
Do students feel
they had been
supported in career
planning?
University student
satisfaction survey
applicable to both PGT
and PGR.
All students
enjoying their
PG experience
at Leicester
Key Career Transition Points, Appointments and Promotions
1.8
Develop a clear
understanding of
the promotion
factors that would
enable Research
Associates to
achieve Lecturer
roles and transfer
from research to
the academic
pathway,
Support for female
academic
promotions beyond
lecturer
Attrition points identified
from review of data (see
1.5)
Petition university
to reintroduce
early career
development
support for
researchers (as
per 1.5)
Introduction of
staff appraisal /
mentoring,
Ensure all staff
are aware of the
requirements for
promotion, and
support them in
working towards
required goals
Annual review
by AS team
Departmental AS
team, HoD and
University Athena
Swan Working
Party
Annual
May 2014
As 1.5
Early career
development
support in place
and staff being
monitored,
females moving
into senior
grades
Action
Description of
action
Action taken already
and outcome at
November 2012
Career Advice and Support
Further action
planned at
November 2012
Progress Log
Responsibility
Timescale
Start date
Success
Measure
1.9
Career planning as
part of
appraisal/personal
development
meetings
Annual appraisal in place
for clinical staff,
managed jointly by the
University and NHS.
Appraisals conducted on
an ad hoc basis for all
other staff, when
requested but not
uniform
Annual appraisal
and personal
development
meetings with
feedback
Annual review
by AS team
HoD and Deputy
HoD
Annual
May 2013
1.10
Mentoring
Mentors for staff on
probation only
Mentorship
programme
opened up to all
staff
Annual review
by AS team
HoD, Deputy HoD
and Departmental
Manager
Ongoing
November
2013
Annual
appraisals in
place,
Repeat staff
student survey.
Develop a clear
statement of
career
development
support under
existing
University and
departmental
policy
Repeat staff
student survey
in summer 2013
Mentoring
considered an
essential role
and included in
appraisal
discussion
Action
Description of
action
Action taken already
and outcome at
November 2012
Departmental culture and organisation
Further action
planned at
November 2012
Progress Log
Responsibility
Timescale
Start date
Success
Measure
1.11
Monitor work roles
for individual
academics and
managers and
develop plan to
even out any
inequalities found
Departmental review of
teaching (2010) and
research (2011)
Allocation of
mentors to
develop individual
career plans (as
1.9)
Annual review
by AS team,
with support
from HoD,
Deputy HoD
and
Departmental
manager
HoD,
Deputy HoD &
Dept Manager
Annual
Spring
2014
1.12
Develop an
integrated induction
plan for new
members of the
Department
Currently in place but
focused on safety
JA reviewing
provision
Annual review
by AS team,
with support
from
Departmental
manager
JA, who sits on
the safety
committee & Dept
Manager
Ongoing
April 2013
Repeat of
questionnaire
demonstrates
improved staff
satisfaction.
Evidence of
equality in work
load from
annual review
Flexible
Induction
implementation
including range
of information &
opportunities for
training &
development
1.13
Develop and
expand the Athena
Swan departmental
website as a focus
for increased
awareness of
equality and
opportunity
Webpage and dedicated
email address set up as
by AS action team in
developing this Bronze
application
Update
webpages to
include Bronze
submission &
supporting data,
information on
mentoring and
support, and
opportunities for
promotion
Annual review
by AS team,
with support
from HoD,
Deputy HoD
and
Departmental
manager
JN (IT manager)
& AS team
Ongoing
December
2012
Future staff
student surveys
indicate full
appreciation of
opportunities
Action
Description of
action
1.14
Develop a culture
where staff feel that
long working hours
are not expected
for promotion
1.15
Workload model:
Gender balance of
workload
Action taken already
and outcome at
November 2012
Long hours culture
recognised by staff
student survey
Currently, no concerns
over workload
distribution by gender,
following review in 2010
e.g., pastoral care
shared equally between
male and female staff
members
Key:
HoD: Head of Department
AS team: Athena Swan self assessment team
Further action
planned at
November 2012
Allocation of
mentors to
encourage
working smart not
long (see 1.9)
Discuss with staff
at full
Departmental
meetings (held 2x
each year)
Monitor Workload
model by gender
Progress Log
Responsibility
Timescale
Start date
Success
Measure
Annual review
by AS team,
with support
from HoD,
Deputy HoD
and
Departmental
manager
JN (IT manager)
& AS team
Ongoing
April 2014
Future staff
/student surveys
indicate
appreciation of
culture where
staff feel they
can work flexibly
to achieve work
life balance
Annual review
by AS team,
with support
from HoD,
Deputy HoD
and
Departmental
manager
Deputy HoD
Annual
Spring
2015
Workload is
distributed
equitably