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Promoting Gender Equality in Education as an Employer

Explore the challenges and rewards of promoting gender equality in education, as well as the actions taken by Queen's University Belfast to recruit, retain, and advance talented women. Contact Denise Price, QUB SWAN Initiative Project Manager, for more information.

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Promoting Gender Equality in Education as an Employer

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  1. Promoting Gender Equality in Education as An EmployerDenise PriceQUB SWAN Initiative Project Manager Equinet Seminar: Gender Equality in Education Prague, Czech Republic May 2016

  2. Queen’s University Belfast

  3. Queen’s Gender Initiative“Out of the Shadows”

  4. Portraits of QUB Females in Great Hall

  5. ECU Athena SWAN • Founded in 2005 by motivated women from 10 UK Higher Education Institutions, including Queen’s University Belfast • Recognised quality mark for gender equality in Higher Education • Based on commitment to a Charter of Principles • Now been extended: • Australia, via Australian Academy of Science • Ireland, via Higher Education Authority.

  6. ECU Athena SWAN in Queen’s

  7. Athena SWAN in Queen’sThe Challenges & Rewards • Challenges: • high workload in preparing each application • viewed as an additional administrative burden by some staff (male and female) • maintaining forward momentum in delivery of Action Plans. • Rewards: • demonstrates QUB commitment to equality and diversity • Improved culture, work-life balance and opportunities for all staff • access to funding

  8. Queen’s SWAN Structures QUB Vice - Chancellor SWAN Steering Group (meetings held every 4-6 weeks) SWAN Champions Group (meetings held every 6 weeks) Equal Opportunities Unit School Self Assessment Teams Led by SWAN Champions Queen’s Gender Initiative

  9. Reflections of those involved in Athena SWAN in Queen’s From Heads of Schools: We were aware of the University’s gender equality procedures. Importantly, the SWAN process helped us review and develop procedures and wholeheartedly embrace positive attitudes in support of staff and students The greatest positive is the focus it gives to a discussion of gender issues within the School. I have been surprised by how deeply entrenched some attitudes are The School is much more open – what is fair for women is fair for all We have developed a method for helping people on maternity leave restart their research on their return and have a better understanding of meeting times

  10. Athena SWAN in Queen’sHas it made a positive difference? From SWAN Champions: Within our School there have been demonstrable changes towards a more balanced gender representation in School representatives (DR, DE roles and academic representatives on SMB) and the resultant effect for senior committees such as SMB, PGR, promotion and recruitment The SWAN initiative has been very positive among the staff in not only highlighting the issues associated with career progression, but also in raising awareness It has provided amazing opportunities to meet a broader spectrum of people than possible in my daily activities It has provided opportunities to meet and discuss career related items with other more senior staff across the university, who have provided much support and positive role models complete transformation in the presence of women at senior and managerial levels in the past two years High awareness of gender-related career progression issue amongst PDRAs and PhDs”

  11. QUB Institutional Action Plan QUB Institutional SWAN Action Plan 2014 – 2017 Mainstreaming the Gender Perspective in Queen’s University Guided by the SWAN Charter Principles QUB Institutional Action Plan Items are: • Strategic Actions; • Leadership Actions; • Monitoring Actions; • Framework Actions; • Activity Actions.

  12. QUB Key Challenges There are many challenges but of particular note are: • Lack of females at senior level; • Gender pay gap amongst the professoriate.

  13. QUB Key Actions to Recruit, Retainand Advance Talented Women • Flexible and part-time working • Provision of comprehensive childcare • Sharing of pastoral care roles • Central maternity leave fund • Provision of teaching-free period • Mentoring programmes • Annual promotion seminar • Targeted numbers of female Honorary Graduates, guest speakers and external examiners • Queen’s Gender Initiative • Accountability for equality and diversity

  14. Invitation to September 2016 Conference at QUB Women and Leadership in a Changing World September 22-23, 2016 Riddel Hall, Queen’s University Belfast http://qub.ac.uk/qgi/SWAN

  15. Contact details Denise PriceQUB SWAN Initiative Project Manager E: d.price@qub.ac.uk T: +44 (0)28 9097 6019

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