UNIVERSITY OF WARWICK
Equality and Diversity Network
Notes of the Network Meeting held on 16 May 2011
Present:
Mrs K Hughes (Chair)
Mrs S Beaufoy, Dr S Burrows, Ms S Byrne, Mrs G Copeland, Mrs F
Friel, Dr S Hart, Mrs B Jones, Mr R Moffatt, Mrs C Quinney, Dr N
Rabbani, Prof A Rodger, Mrs J Taylor, Ms M Wenham, Dr C WilkieStubbs
Apologies:
Dr C Constable, Mrs M Cullen, Mrs R Freeman, Mrs G Harris, Mrs M
Heredia-Fernandez, Prof E Hines, Dr B Kiernan, Miss E King, Rev’d
Dr A Kirk, Prof H Marland, Mrs A Preston, Mrs D Weber.
1. Notes of last meeting
RESOLVED:
Notes of the meeting of the Equality and Diversity Network held on 24
January 2011 be approved.
2. Matters Arising
REPORTED:
a) Equality and Diversity Adviser
Mrs Sandra Beaufoy has been appointed as the Equality and Diversity
Adviser and will commence in post on 1st July 2011. The role will sit within
the Warwick Medical School HR Team but will have a University wide remit.
b) Dignity at Work Contact Officers
HR held a session on 18th February 2011 for all Dignity at Work Contact
Officers. At the session the role of the Dignity at Work Contact Officer was
discussed; it was decided that termly meetings should be held for all of the
Officers; additional monthly support meetings for the Officers to arrange
themselves; additional training regarding the role of the Dignity at Work
Contact Officer, including an update on the Equality Act will be arranged; the
Officers said they were happy with their numbers but felt they were not fully
utilised; the Officers suggested a time limit should be set for their use. The
new Equality and Diversity Adviser will take overall responsibly for the Dignity
at Work Contact Officers.
c) Managing Reasonable Adjustments in Higher Education
Despina Weber presented this document to the Equality and Diversity
Committee who suggested that a presentation to Senior Officers would be
required involving Dan Persaud too.
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d) Change Management Training
There has been a very good take up of the Change Management Training;
sessions are still available through LDC.
3. Athena Swan
The EDN meeting focussed upon Athena Swan, lessons learned and how
elements of the initiative could be translatable to all areas of the University.
Prof Alison Rodger gave a presentation entitled ‘The Athena SWAN Charter
Warwick’s Journey to Date’ and then with EDN broke out into a number of
small groups to discuss the following:
 Promotion: academic versus support staff-what are the differences?
 What is career progression?
 What are the consequences of posts being graded (rather than the
person) for support staff and for academics?
 Why do women ‘leak’ out of academia?
 What can we do about it?
 How can we support fixed term contract researchers?
 Work life balance? What is it?
The responses from EDN were:
 Rather than having female role models, the University could have
male ones who behave in a way which encourages women to
progress in their careers.
 Women seem to take on the pastoral role with students rather than
men so this takes their time away from academic work.
 University should find more funding for bridging between fixed term
contracts to encourage women to stay.
 Feedback on unsuccessful applications for posts should be structured
to allow the applicant to see where the development is needed.
 At the start of a person’s career their future aspirations should be
gained in order that they can be successful in the promotional route
and given the necessary support.
 Staff on Fellowships should have adequate time to attend more
training sessions, which has proved difficult when there are pressures
of work in grant funded posts.
 Annual review should be adopted by all Departments, some
Departments are disengaged so that development can be structured
around the needs of staff.
 Each Department should have a staff development plan.
 There should be more feedback from Departments when new policies
are introduced as these can be adapted by HR.
 There should be more rotation of staff across the University.
 More academic staff should be encouraged to engage with Equality
and Diversity issues, the EDN is poorly represented by academics.
 Within the EU funders now ask for the gender split in Universities so
this could be the hook to look more closely at our gender split.
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4. Standing Item - terms of reference of the Equality and Diversity Network
The Equality and Diversity Network provides a forum for all members of staff
and Students Union representatives to discuss issues relating to equal
opportunities and diversity.
5. Items for the Equality and Diversity Committee
Please note the Athena Swan discussion points
6. Any other business
7. Date of next meeting
TBC.
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