1 / 11

CEGE SWAN ACTION PLAN

CEGE SWAN ACTION PLAN. Tao Cheng (on behalf of Prof. Nick Tyler, HoD. Department of Civil, Environmental & Geomatic Engineering University College London Email: tao.cheng@ucl.ac.uk. Objectives - Students.

phyllis-reilly
Download Presentation

CEGE SWAN ACTION PLAN

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. CEGE SWAN ACTION PLAN TaoCheng (on behalf of Prof. Nick Tyler, HoD Department of Civil, Environmental & Geomatic Engineering University College London Email: tao.cheng@ucl.ac.uk

  2. Objectives - Students • L1. To attract more female postgraduate students aiming at least 10% above UK HE average (ratio of female to male: 35.4% vs 36.3%) and keep their successful completion rate above 80% (now is 70%) – actions are taking right now by DoS for all the MSc courses

  3. Objectives (1) - Students L2. To maintain the number of female undergraduate students at least 20% above UK HE average (ratio of female to male: 39.5% vs 18.%, so already above) – changed made in 2006

  4. Number of male and female staff (academic and research) at each grade – change made in 2003

  5. Objectives (2) - Staff L3. To attract more applications to academic positions from females L4. To have more female postgraduate research students going into academic positions at UCL or elsewhere L5. To support and advance women to higher grades L6. To maintain the supportive and friendly atmosphere in the department

  6. Short term actions: • S1. Improve statistical data gathering and analysis to improve monitoring and decision support • S2. Make positive actions more widely known through the departmental newsletter (for internal issues) and website (outside the department and UCL) • S3. Organise teleconferencing facilities for departmental meetings and seminars • S4. Investigate PG teaching in terms of attractiveness to 21st century students (as we have done already for UG programmes)

  7. Successful Case Tiziana Rossetto was recruited in 2004 as part of a programme to develop a culture change in Civil Engineering, both within the department and beyond. The recruitment process sought applicants with new ideas and no baggage at the start of their career who wanted the freedom to develop their research and teaching beyond the received norms they would have had during their education. This was intended to be interesting to women applicants and indeed out of the 10 appointments on offer, 7 of the appointments were women. The early career mentoringprogramme was provided in part by a senior woman member of staff; however this was not sufficient in Tiziana’s case and this role was effectively picked up by the Head of Department. The mentoring identified the need to apply for specific research funding available from EPSRC which was aimed to find future research leaders. Support in research proposal preparation by senior members of the department resulted in a successful application for one of the prestigious EPSRC Challenging Engineering grants. Following the award of the grant, Tiziana was nominated by the department for the Isambard Kingdom Brunel Prize, leading to her selection to give the Brunel Lecture at the British Association for the Advancement of Science Science Festival in 2008. She was promoted to Reader last October.

More Related