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Equality & Diversity in STEM: changing the culture

Explore efforts at The Roslin Institute to enhance gender equity in STEM through Athena SWAN framework, career progression initiatives, and diverse communications strategies. Learn about positive actions, unconscious bias training, and coaching programs for success.

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Equality & Diversity in STEM: changing the culture

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  1. Equality & Diversity in STEM:changing the culture The Roslin Institute Inês Crespo Research Communications Officer @inesscicomm

  2. Outline • Athena SWAN framework • Issues of career progression for women • Efforts at Roslin • E&D communications

  3. Athena SWAN framework • “Recognising advancement of gender equality: representation, progression and success for all.” • UK body that promotes equality in higher education • Increasing data to provide evidence-based suggestions

  4. “For men, having children is a career advantage. For women, it’s a career killer” - Mary Ann Mason (Slate, 2014; Do babies matter, Gender and family in the Ivory tower)

  5. Roslin in 2014 Professor Reader graduate Senior scientist PhD

  6. Roslin commitment “Our strategy is to ensure positive actions in support of female postgraduate students and staff while improving the quality of that support for all.” 2012 2014 2017

  7. Positive action • Introduction of lawful practices or initiatives which assist under-represented or disadvantaged groups • Ensuring everyone has the same opportunities • Large & small changes, events, role models and “image” • NOT positive discrimination

  8. E&D issues?

  9. Issue: small differences matter Gender Equity Project tutorial, Hunter College, NY Schelling (1971), J. Math. Soc.

  10. Gender balance on all major committees • Core hours 10am – 4pm • Grants for carers for attending conferences • Annual promotions information session • Training on site

  11. Issue: invited speakers • Women are more likely to be invited speakers if convener is a woman. * American Society for Microbiology

  12. 50:50 seminar series

  13. Issue: unconscious bias • Science faculty's subtle gender biases favour male students. * Moss-RacusinCA et all, PNAS (2012)

  14. Unconscious bias training Dr. Pete Jones, Shire Professional - http://www.shirepro.co.uk/

  15. Career development seminars e.g. Pathways to Professor

  16. Day-care nursery on campus • Mentoring programme for postdocs • Career development support for professional services and technicians • Mentor and inspire other institutions

  17. Support for carers

  18. Coaching for success

  19. Coaching for success • 90%achieved 100% of their initial objectives • 100% realised how they held themselves back • 89% became aware of their strengths and abilities • 100%found it useful or very useful • 60%achieved promotion within 12-24 months

  20. E&D communications: all genders

  21. E&D comms: science is international

  22. Accessible communications Website Public engagement for the visually impaired h1 h2 h3

  23. Support from the top

  24. Annual staff survey: changes are good for all “Athena SWAN is about recognising the challenges of a career in science and ensuring support to enable scientists to achieve their goals”  - Roslin Academic Staff Survey 2016

  25. Annual staff survey: how are we doing? • In 2016, 76% of academic staff indicated they were encouraged to take up career development opportunities (up from 65% in 2014) • 76% of academics agreed that the Institute provided them with a helpful appraisal • 84% of academics agreed that feedback was honest, balanced and evidence-based

  26. Wrap up: institutional change • Senior management active involvement and recognition • Ensure a considered and balanced recruitment process from start to finish • Grants for returners after extended leave e.g. teaching cover, research support • Network to share ideas and best practice • Funding

  27. Thank you! InêsCrespo ines.crespo@roslin.ed.ac.uk @InesSciComm linkedin.com/in/crespoines

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