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Athena SWAN Submission – Key H ighlights

This document highlights key changes and challenges in the Athena SWAN submission, including the expanded charter, intersectionality, poor male response rates, and statistics on staff and student profiles in STEM fields.

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Athena SWAN Submission – Key H ighlights

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  1. Athena SWAN Submission – Key Highlights Dr. Marie Connolly Head of Equality & Diversity AS Manager

  2. THE EXPANDED CHARTER COVERS • Women (and men where appropriate) in: • Academic roles in STEMM and AHSSBL • Professional and support staff • Trans staff and students • In relation to their: • representation • progression of students into academia • journey through career milestones • working environment for all staff

  3. Key changes • Inclusion of professional and support staff • Inclusion of trans staff and students – Institutional level • Consideration of intersectionality – Institutional • Questions rationalised • Questions added • Four year award (and action plan) • Aggregated, extended word count • Additional 500 words institutions 10,500

  4. Intersectionality • Required at institution level only Intersectionality is a framework for thinking about how various forms of inequalities are interconnected for minority women and other under-represented groups includes issues of sexism, racism, homophobia, transphobia, ableism (thinking of the world solely from the perspective of able-bodied experiences) and class discrimination, amongst others. “Intersectionality means recognising that people’s identities and social positions are shaped by several factors, which create unique experiences and perspectives.”

  5. Submissions 2018/19

  6. Poor Male Response Rates Staff AS Equality & Diversity Survey

  7. Key challenges - DATA

  8. NATIONALITY The proportion of UL staff that is non-Irish is higher than the national average Of those who identify as non-Irish, the range of nationalities within UL is broader than that found in the 2016 census data. (Table 4.9) Success in International Recruitment

  9. Nationalities Figure 4.13 Top-10 non-Irish nationalities at UL compared with nationality census 2016

  10. UL and IU STUDENT PROFILE • UL 49% Female Undergrads • Less than NA 56% • Education 37% Female NA 67% • Lowest proportion of women at Under grad Level is in STEM 40%

  11. UL Staff

  12. % Female Academic & Research Staff by Institution Above the NA in AHSSBL 58% (F) NA 50% Similar in STEMM 40%

  13. UL Stats by Academic Grade compared to National Average

  14. UL compared to national Average

  15. Career Pipeline 40% STEMM Academic core-funded staff are female similar to the national figure of 41%. Within AHSSBL, women are progressing up to Associate Professor level. Leak at Associate Professor level (50:50 at Associate Professor to 1:3 at Professor level). Leakage of men up to Lecturer level in AHSSBL (Action) Women from postgraduate level (53%F) onwards in STEMM.

  16. Key Stats – STEMM PROFESSORS Of the 24 female professors, 18 (75%) are in STEMM only 2 in S&E

  17. Professional Support Staff by Gender • Women represent 67% of total professional/support staff. • 94% are at the entrant Administration grade (79F; 5M) • More women (62%) apply for professional/support roles. • Females represent 35% at Director level, the most senior professional/support position (€114,740 to €144,187), • Females represent 52% at Senior Administrative  Officer (SAO) 1 and SAO2 (€55,884,088 to €102,780), • No females at SAO3 (€88,088 to €116,911)

  18. RESEARCH STAFF

  19. Academic & Research Staff by Discipline Overall academic and research staff by AHSSBL/STEMM and gender, 2015–2018 Higher than average percentage of female academic and research staff in AHSSBL compared to other universities in Ireland (58% vs. 50%) while the representation in STEMM is close to the average (43% vs. 41%) and increased by 2% since 2015. Most of this growth occurred between 2016 and 2017 and was maintained in 2018.

  20. Women in Research – Action • 87% of female researchers are in STEMM • However Men are better represented at senior levels. • Only two (12%) female researchers are senior research fellows (SRF) and are in STEMM. • At levels below SRF in STEMM, female researchers comprise 44% of the total.

  21. Women are more likely to be on fixed-term/specific-purpose contracts % OF Women on Contracts Percentage female academic and research staff by contract type

  22. PROGRESSION Table 5.8 Promotions: LBB to LAB, 2015–2018

  23. Promotions LAB - SL Promotion from LAB to SL saw a deterioration in the female success rate in 2018 (Table 5.10). While similar to the male success rate of 40%, 35% was a disappointing result compared to 53% in 2016 and 58% in 2015(Actions 5.1.18 to 5.1.20).

  24. SL to Assoc Prof Women less successful in 2018 33% - increased applications (12) – 4 Successful

  25. What the stats are telling us • More women than men successful in 2017 (7M; 12F) & 2018 – (9M; 10 Females) – Progression • L to SL 2016 (8F – 13M) – 2018 - 50/50 (8M; 8F) • The number of women at full professorial level shows a 41% increase from 17 (2014) to 24 (2018). • For men, an increase of 34% is noted (38 in 2014; 51 in 2018). • Women’s representation at full Associate Professor level increased by 116% since 2014 (6 to 13) whereas a 24% increase for male associate professors was noted (25 to 31). • The number of women at this level increased (aggregate) from 19% in 2014/15 to 44% in 2015/16, primarily because more women were appointed to the role of Assistant Dean and HoD (see tables 5.6.2 and 5.6.3). This decreased to 37% in 2017/18 (Action 4.2).

  26. Job Evaluation

  27. Successes • Committee Representation • Research Grant for Returning Academic Carers - 45 – 29 STEM • Equal Pay Gap Analysis completed • Electronic WAM Project linking to PDRs commencing • Compulsory Unconscious Bias Training – Promotions Boards • All competency profiles reviewed for gender sensitive language • Full review of the Formal Mentoring Scheme (120 match pairs to date) Minimum 30% gender representation on all panels – 80% of panels have 40% • Research Career Development Framework • Engagement of staff in gender equality • Academic Mid-career development programme (100+) • Dignity & Respect Training (All Staff) • University of Sanctuary – Intersectionality

  28. Successes • Deans Women in S&E Network 4Wise • AS Internal Network • WiSTEM2D J&J Project • National AS Practitioners Network • Returning New Parents Training • Face to Face Unconscious Bias Training to be rolled out • Comprehensive review of all Recruitment Procedures • All Recruitment Advertisement contain a clear AS statement – flexible working etc. • Focus Groups – Academic & Support Staff

  29. 50% of UL’s Faculty Deans are women 41% of Academic Council are women (26F – 37M) 41% of Heads of Department  are women 53% Assistant Deans are women- 8F 67% (4M; 8F) of Executive Committee are women 42% of Management Committee are Females 27F – 38M 34% of Governing Authority are women (10F – 19M) 3 of the 5 GA Sub Committees are chaired by women UNIVERSITY COMMITTEE REPRESENTATION

  30. 128 Actions 47 (P1) 47 (P2) 34 (P3) 4 Year Action Plan – Key Challenges The key challenges DATA RESOURCES BUDGET The key challenges

  31. Commitment to additional resources in E&D • Comprehensive Review of the Promotions Process • Commitment to engagement with the DES on the Job Evaluation Scheme for Support Staff • Comprehensive review of Recruitment & Selection Procedures • 40% gender representation on all boards • Face to Face and on line Compulsory Unconscious Bias Training for All Selection Board members & all staff • Transgender Awareness Training for all Managers, Staff and Students • Further promotion of the UL Formal Mentoring Scheme Key Actions

  32. Further Leadership & Career Development Programmes for Women • EDI Training for All • New Policies & Procedures – Equality & Diversity Policy & Training for all; Disability; Gender Identity & Gender Expression;‘Out of hours’ communications protocol; • Full review of all policies from a language perspective • Training for Managers on effective feedback • The implementation of an Electronic Workload Allocation Model • ePerformance Management • Additional Mother & Baby Room on North Campus Key Actions

  33. Sectoral drivers Athena SWAN Gender Taskforce

  34. Launched by Mary Mitchell O’Connor TD – November 2017 • Oversee a national systems review of the recruitment and promotion policies and practices currently in place in higher education institutions, with a view to identifying good-practice and highlighting areas that need improvement • In line with the HEA Gender Equality Expert Group Report Recommendations Gender Action Plan

  35. Data analysis on present trends, if institutions continue with current practices, it could take more than 20 years to achieve 40% gender balance at professorial level. • Target - 40% of those at full professorial level in our public universities will be women by 2024. • 15 female-only Professorial roles for the next three years • Key initiatives in the Gender Action Plan: • Advertising commitment to equality & flexible working • Compulsory E&D Training including face to face Unconscious Bias Training (interview panels; PDRs Reviewer Training and all staff E&D UB Training) • Compulsory 40% of each gender on interview panels • New Staff Welcoming event/meeting with Head of Schools; HoDs etc. • New Staff Buddy System • Career Development discussion as part of PDRs • Availability of a Mentoring Scheme • Leadership Training • Feedback Training • Search Committee • Supports for staff returning to work • Promotions – Self Nomination Gender Action Plan 2018 - 2020

  36. Benefits of AS in UL • A mechanism for reporting to GA • Provides a framework for tracking changes – setting actions to address issues and reporting on impact. • Provides a focal point to formalise and communicate existing informal good practices and areas of concern • Increases awareness of career progression issues • Demonstrates good working environment to potential job applicants • Encourages increased transparency • Opportunity for departments to work together (men and women) – 250+ • Engages men in the conversation

  37. ATHENA SWAN STRUCTURES IN UL

  38. The key challenges • Data; Data; Data – GAPS • Resources – Staff & Budget • Action Plan – reviewed on quarterly basis – Progress needs resourcing • Crucial to engage Men in the conversation • Excellent Framework for advancing change • Timetabling? • We need to change the mindsets that “its not about fixing the women” its about equal opportunity to advance for all

  39. Questions Thank You for your attention

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