Athena SWAN Open Session 28 March 2013 Presentation

advertisement
Heriot Watt University
Athena SWAN
Open Session
28 March 2013
Presentation outline





Overview of Athena SWAN
HWU Approach
Athena SWAN Survey
Action Plan
Questions & Discussion
Athena SWAN - Why
 “It is the right thing to do.”
 RCUK expect those in receipt of Research
Council funding to provide evidence of
participation in schemes such as Athena
SWAN
Athena SWAN – Principles
 To address gender inequalities requires
commitment and action from everyone, at all
levels of the organisation
 To tackle the unequal representation of
women in science requires changing cultures
and attitudes across the organisation
Athena SWAN – Principles
 The absence of diversity at management and
policy-making levels has broad implications
which the organisation will examine
 The high loss rate of women in science is an
urgent concern which the organisation will
address
Athena SWAN
Bronze Award Application
Apr 2013
Mar 2013
Feb 2013
Jan 2013
Dec 2012
Step 1:
Initiative
mapping
Identify data
requirements
Allocate work
packages
Step 2:
Identify priority
issues – what
does the data
tells us?
Map issues to
existing
initiatives &
identify gaps
Step 3:
File notification
of intent to
submit
Headline
findings
Develop
prioritised
initiatives
Draft Action
Plan
Step 4:
Create final
draft of Award
Submission
and Action
Plan
University
Executive
sign off
Step 5:
SUBMIT
Athena SWAN SelfAssessment Team
 Drawn from across the University
 Membership from Research Associate to Professorial
level and from Professional Services
 Includes representatives from Senior Management
 Charged with producing the Submission and then
implementation of the Action Plan
Athena SWAN Survey
Profiling Headline info
 54% return rate from target staff group
 Highest return from lectures (21%) and professors
(20%)
 EPS highest School return (25%) and then SML
(20%) – shows the need to ensure we embed the
Athena Principles
 89% from the Edinburgh Campus – but returns
across all campuses
 56% responses from men – overall c75% of our
academic staff are male could be a buy-in issue
Athena SWAN Survey
Profiling Headline info
 Age range of respondents largely mirrors HWU
 As with recent HWU Census more respondents
classified themselves as having a disability than
central records show (just under 14% of respondents)
 Also mirroring the HWU Census a high proportion
identified caring responsibilities outwith work - 49%
Athena SWAN Survey
Perception
 Only 27% of men and 19% of women agreed that
the progression of female academics is a HWU
priority
 61% men and 56% women agreed that HWU
encourages a supportive working environment
 63% men and 75% women agreed that HWU
accommodates flexibility in the how individuals
work.
 Issues raised around effective communication
with academic staff
Athena SWAN Survey
Perception
 53% men and 50% of women felt valued as
part of HWU
 58% men and 43% women felt valued as part
of their School
 74% men and 67% women felt valued as part
of their Department
Understanding of Athena
SWAN
 41% men and 46% women aware of Athena
 Mixed picture of who benefits from Athena – 16%
men and 11% women agreed it was only about
women
 61% men and 55% women knew HWU had been
involved in Athena before
 74% men and 66% women agreed Athena as
positive
 35% men and 40% women agreed Athena would
benefit them
Suggested activities and
male/female likely uptake
Activity
Men
Women
Mentoring
Coaching
Leadership initiatives
Gender based networking
Gender equality symposiums
60%
54%
66%
13%
33%
69%
61%
69%
47%
43%
Career transition
Virtual networking
Promotions workshops
Career and personal development workshops
27%
32%
63%
52%
56%
54%
66%
79%
HWU Governance workshops
41%
39%
Capacity building for committees/boards workshops
50%
47%
Work-life balance Workshops
29%
30%
Conclusions for the SAT
 Mixed picture between men and women core
work required on:
o Perception issues with HWU prioritising of academic career
progression
o Communication with academic staff
o Women feeling valued within their Department
o Some differences in the kind of activities that men and
women would like to take part in
o Need to be consistent in demonstrating the benefit of Athena
SWAN
Questions/Discussion
Download
Related flashcards
Create Flashcards