University of Bristol
SWAN Charter: Report on the Self-Assessment Process
1.
Background
The invitation for the University of Bristol to sign up to the SWAN Charter was
received at a time of much debate around the representation of women across the
University, and particularly in SET departments.
Following an analysis of the results of the 2003 ASSET survey, and as a first step
towards initiating debate on the experiences of women at the University, it was
decided to meet with senior female academics from the field of science, engineering
and technology to explore any barriers that might impede women’s progression
through the hierarchy and action that the University might take to minimise these
barriers.
A focus group was convened in February 2005 where representatives from three
SET departments (Earth Sciences, Physics and Biological Science) were invited to
discuss the possible barriers to women’s career progression and to identify ways in
which the current situation might improve. A report was then produced by the
Equality and Diversity Manager, which was considered by the Vice-Chancellor’s
Advisory Group.
In April 2005, the Vice-Chancellor met with members of the Senior Women’s Network
(an informal network, comprising both senior female academics and members of
support services from across the University) to provide a forum where the women
could discuss their concerns in relation to gender equality directly with the ViceChancellor. The outcome of these discussions was the introduction of the
Professional Parity Group, chaired by Pro-Chancellor1 Dr Stella Clarke, which aimed
to undertake a review of the career experiences of senior academics across the
University, with particular reference to representation of women in senior
management positions in the University.
It was accepted that in some areas female academics in SET faced different
challenges in terms of career progression than those experienced by women in other
Faculties. When the invitation to join the Charter was received in April 2005, it was
recognised that this would enable the University to acquire formal recognition for
work that was already planned to better support women in SET, as well as providing
a tangible way in which to express our commitment to supporting female scientists.
The Vice-Chancellor’s Advisory Group was asked to formally endorse the principles
of the Charter and the Vice-Chancellor immediately signed up to the Charter through
the letter of commitment.
A Pro-Chancellor is a person external to the University, elected by University Court, to
undertake the duties of the Chancellor in her absence.
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University of Bristol
Report on the assessment process: recognition at Bronze level
December 2005
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2.
SWAN Charter Implementation Group
It was important to form a focused Working Group to progress the SWAN Charter,
with representation from all relevant Faculties. The Pro-Vice Chancellor responsible
for Personnel and Staff Development (who also chairs the University’s Equality and
Diversity Committee) agreed to chair the Group. The Deputy Director of Personnel
Services wrote to the Deans of the SET Faculties (Science, Engineering, and
Medicine and Veterinary Science) inviting them to join the Implementation Group and
to nominate several members of staff at different stages on the career ladder, from
which additional members would be chosen (please see Annex A for membership).
In terms of reporting, it was decided that the Group would officially report to the
Equality and Diversity Committee, which in turn reports to University Senate and
Council.
The first meeting of the SWAN Charter Implementation Group was held on 16 th
September 2005 where it was agreed that the University would submit for recognition
at Bronze level, since some of the practices that had been introduced (such as the
Women Returners’ Scheme) required further monitoring to assess effectiveness 2. It
is anticipated that the Group will develop and progress an Action Plan at
organisational level to support the principles set out in the Charter, and offer support
to those departments or faculties who submit applications for recognition at silver or
gold level.
3.
Activities to Support Women in SET
3.1
Completion of the self-assessment form
The production of a first draft of the self-assessment form was undertaken by the
Deputy Director (Personnel Services) and the Equality and Diversity Manager, since
because of the nature of their roles, they would be best placed to know about the
policies, practice and initiatives that were in operation across the University to
support women in SET. The submission was then considered and formally ratified by
members of the SWAN Charter Implementation Group at the meeting held on 25 th
November 2005.
3.2
Positive Work Environment
When collating a list of current initiatives, it became apparent that, largely under the
Positive Work Environment initiative, most of our general policy was targeted at all
staff, rather than at specific under-represented groups, such as women in SET. It
was recognised that most of the policies that had been developed to promote a more
equitable working environment (covering areas such as access to more flexibility in
the workplace in terms of working patterns, career breaks and maternity leave) would
therefore not only benefit women in SET, but also have a positive impact on all
women across the University.
3.3
Career Pathways and Appointment Procedures
The introduction of Career Pathways for academic staff will have a positive effect on
female representation in SET departments, since a clear career ladder for all
academic members of staff will be introduced. The University is committed to making
Minutes of the meeting available at
http://www.bris.ac.uk/equalityanddiversity/gender/swanimpgrp/swanmins.html
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Report on the assessment process: recognition at Bronze level
December 2005
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the position of Senior Lecturer the ‘career grade’ for all academic staff with the
principle of progression to this level except in cases of demonstrable failure to
achieve specified developmental levels of performance.
Procedures for convening appointment panels have also been revised, and now
include the requirement that all appointment panels are better gender-balanced
rather than merely ensuring minimum representation.
The make-up of the
appointment panels is monitored through Personnel Services.
3.4
Fellowships and Scholarships
Continued involvement with schemes such as the Daphne Jackson Trust and the
Dorothy Hodgkin Fellowship (there is currently one female Dorothy Hodgkin Fellow
in the School of Chemistry) also provides support to women in SET at different
stages in their careers.
Overseas Research Scholarships (ORS) are available to overseas postgraduate
research students of outstanding merit and potential. ORS applications are
monitored by Faculty, and for academic year 02/03 13 out of 46 (28%) male
applicants and 9 out of 21 (43%) female applicants in SET subject fields sucessfully
received this award. The figures for 03/04 were 17 out of 72 (24%) male applicants
and 3 out of 23 (13%) female applicants. In 04/05 14 out of 81 (17%) male
applicants and 7 out of 32 (22%) female applicants were successful. In 05/06 14 out
of 75 male applicants (19%) and 5 out of 35 female applicants (14%) in SET subject
fields successfully received this award.
The Dorothy Hodgkin Postgraduate Award Scheme was introduced in 04/05 and
the University of Bristol was one of the Institutions chosen to pilot the scheme. In
04/05 6 studentships were open to general applications from SET subject fields – 4
were awarded to male students (67%) and 2 to female students (33%). In 05/06 four
Dorothy Hodgkin Postgraduate Awards were open to general applicants from SET
subject fields – 13 applications were received by male students and 3 were
successful (23%); 6 applications were received by female students, and 1 was
successful (17%).
In relation to postgraduates, the University offers Department for International
Development (DfID) Commonwealth Shared Scholarship Schemes. Candidates
who have received a formal offer of admission to a postgraduate course can be
nominated by the Head of Department to be considered for these awards, and
courses in the Faculties of Engineering, Science and Medical and Dentistry are
included. Under this Scheme, the University is asked to consider female applicants
favourably, as well as giving due consideration to the country of origin. This can
cause some tension, and it is anticipated that future enhanced monitoring in this area
will provide additional information on the gender balance that is encouraged by this
Scheme.
University of Bristol UK/EU PG Research Scholarships. These awards are
available to UK/EU students who are assessed as paying “home” fees. In 02/03 the
University awarded 13 males and 10 females the scholarship. In 03/04 the figures
were 13 males and 3 females respectively. In 04/05 10 males and 5 females were
awarded University of Bristol Postgraduate Research Scholarships and in 05/06 8
University of Bristol
Report on the assessment process: recognition at Bronze level
December 2005
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males and 2 females received the award. The University received 14 applications
from male students and 4 from female students. 8 males were awarded scholarships
and 2 females.
The University will continue to monitor applications and success rates of fellowships
and scholarships by gender in these areas, and further analysis will take place at
meetings of the SWAN Charter Implementation Group. The University would also
gather destination data.
3.5
Women Returners’ Scheme
In 2004/5, the Women Returners’ Scheme was introduced in direct response to the
findings of the 2003 ASSET survey. It provides for a period of protected research
time for women in SET departments returning from maternity leave. It was
recognised that this period of protected research time was crucial, particularly in the
areas of SET, as the scientific landscape shifts so quickly. The period is set for a
maximum of six months, during which time the woman will have no teaching or
administrative duties. The success of this Scheme will be analysed over the next
twelve months, and women who have participated will be asked to feed back their
experiences to inform future developments.
3.6
Monitoring and Evaluation
Monitoring systems in relation to staff career progression have also been refined.
This will enable the University to produce improved data on female representation in
SET from the application and shortlisting stage through to outcomes. The data will
be provided and analysed at meetings of the SWAN Charter Implementation Group,
and it is anticipated that this information will also prove useful to those
departments/Faculties that engage in activity to support the Charter principles.
4.
Future Activity
At the focus group held in February with female academics from SET departments,
the following issues were identified:
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Lack of transparency in the way in which some appointments were made
Lack of transparency in relation to teaching loads, and the tendency for
women to take on administrative and pastoral roles
Inadequate female representation on University Committees
The need for increased support for women with children, for example
improved nursery provision
Development of a mentoring scheme based in SET
Timings of research seminars can sometimes prevent women (and men) with
childcare responsibilities from attending
The first meeting of the SWAN Charter Implementation Group identified several
areas that required attention to support the Charter principles:
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Lack of confidence in women when applying for promotion
The need for investment in management and leadership development
The possibility of expanding current on-site nursery provision
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Report on the assessment process: recognition at Bronze level
December 2005
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Ongoing evaluation of the quality of data on the staff profiles within SET
departments produced to inform decisions on action to be undertaken
The SWAN Charter Implementation Group will use this information to develop an
Action Plan before Christmas, which will set out the steps that the University will take
to address the issues identified and to help create a more equitable working culture.
The Plan will also attribute actions to individuals within the University, allocating a
deadline by which the action should be completed, and progress against the Plan will
be reviewed at each meeting of the SWAN Charter Implementation Group, which will
meet on average twice a term.
Departments and Faculties that make future submissions will be expected to draw up
action plans at local levels to demonstrate how they are working towards creating
positive change in their areas. It is envisaged that, if successful in SET departments,
some initiatives (such as the introduction of a mentoring scheme) will then be rolled
out to other areas of the University.
University of Bristol
Report on the assessment process: recognition at Bronze level
December 2005
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ANNEX A
SWAN Charter Implementation Group: Membership
Name
Professor David Clarke
(Chair)
Professor Mark Birkinshaw
Professor Paula Booth
Professor Bill Boyd
Mrs Tracy Brunnock-Cook
Dr Kerstin Eder
Mrs Fiona Ford
Dr Iain Gilchrist
Dr Claire Grierson
Professor Len Hall
Professor Sally Lawson
Mr John Limbert
Professor David Muir Wood
Ms Sarah Musson
Dr Hind Saidani-Scott
Professor Kathy Sykes
Dr Jon Wakerley
Professor Chris Willis
Role
Pro Vice-Chancellor
Professor of Cosmology and Astrophysics
Professor of Physical Biochemistry
Dean of Science
Equality and Diversity Manager
Lecturer in Computer Science
Deputy Director Personnel Services
Head of Experimental Psychology Department
Reader in Biological Sciences
Dean of Medical and Veterinary Sciences
Professor of Physiology
Head of Staff Development
Dean of Engineering
Contract Research Staff Career and
Development Adviser
Lecturer in Mechanical Engineering
Institute for Advanced Studies
Reader in Anatomy
Professor of Organic Chemistry
The SWAN Charter Implementation Group aims to initiate action at
organisational and departmental level and to monitor progress against the
Charter principles.
University of Bristol
Report on the assessment process: recognition at Bronze level
December 2005
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