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DepartmentofBiochemistry,UniversityofCambridge
AthenaSWANBronzeApplication
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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AthenaSWANBronzeApplication,2017:Biochemistry
ApplicationInformation
NameofInstitution: UniversityofCambridge
Department Biochemistry
FocusofDepartment STEMM
DateofApplication November2017
AwardLevel Bronze
InstitutionAthenaSWANAward April2014,Bronze
ContactforApplication DrDeeScadden
Email adjs100@cam.ac.uk
Telephone 01223333671
DepartmentalWebsiteAddress www.bioc.cam.ac.uk
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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TableofContentsandWordCount
Section Page WordCount
1. LetterofEndorsementfromtheHoD 6 574
2. DescriptionoftheDepartment 8 403
3. TheSelf-AssessmentProcess 12 927
4. APictureoftheDepartment 17 1,896
5. SupportingandAdvancingWomen’sCareers 28 6,193
6. FurtherInformation 60 N/A
7. ActionPlan 61 N/A
TotalWordCount 9,993
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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GlossaryofTerms
BME BlackandMinorityEthnic
DA DepartmentalAdministrator
DRD DepartmentResearchDay
E&D Equality&Diversity
EDC Equality&DiversityCommittee
F Female
HESA HigherEducationStatisticsAgency
HoD HeadofDepartment
HR HumanResources
M Male
MFC MyFamilyCare
NS NaturalSciences
PDRA Post-doctoralResearchAssociate
PDTA Post-doctoralTeachingAssociate
PhD DoctorofPhilosophy
PI PrincipalInvestigator
PNTS PreferNottoSay
PPD PersonalandProfessionalDevelopment
RA ResearchAssistant
RC ResearchCommittee
RCS ReturningCarersScheme
REF ResearchExcellenceFramework
RGH ResearchGroupHead
SAP SeniorAcademicPromotion
SAT Self-AssessmentTeam
SBS SchoolofBiologicalSciences
SRA SeniorResearchAssociate
SRD StaffReviewandDevelopment
SRF SeniorResearchFellow
ToR TermsofReference
UB UnconsciousBias
UL UniversityLecturer
USL UniversitySeniorLecturer
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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1. Letterofendorsementfromtheheadofdepartment
Recommendedwordcount:Bronze:500words|Silver:500words
Anaccompanyingletterofendorsementfromtheheadofdepartmentshouldbeincluded.Iftheheadofdepartmentissoontobesucceeded,orhasrecentlytakenupthepost,applicantsshouldincludeanadditionalshortstatementfromtheincominghead.
Note:Pleaseinserttheendorsementletterimmediatelyafterthiscoverpage.
Gerard I. Evan, Ph.D., FRS, FMedSci, Head of Department Sir William Dunn Professor of Biochemistry
Department of Biochemistry 80 Tennis Court Road, Cambridge CB2 1GA, UK Tel: +44(0)1223 765944 Fax : +44(0)1223 766002 E-mail: gie20@cam.ac.uk PA Fiona Goodman E-mail: giesec@bioc.cam.ac.uk
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www.cambridgecancercentre.org.uk
RuthGilligan,EqualityChartersManager,EqualityChallengeUnit,7thFloor,QueensHouse,55/56Lincoln’s Inn Fields,LondonWC2A3LJDearRuth,Iwritetoyouinenthusiasticsupportofmydepartment’sapplicationtorenewits AthenaSwannBronzeAward.Whilethereremainsmuchtodo,Inonethelessbelievethatwehavecomealongwaysinceourlastsubmission.OurEqualityandDiversity(E&D)Committee,ofwhichIhavealwaysbeenamember,isnowafirmlyestablished and essential component of our Departmental landscape. It meets monthly, isrepresented at the highest levels of Departmental organization and management, and has adevelopedapro-active,highprofile,enthusiasticand“cando”demeanourthatimpactsallstaffandstudentsandallaspectsofourteaching,researchandadministration.Raisingawarenessofinequality–overtandcovert–wasourfirstpriority.Weestablishedagreatlyimproved communication strategy, setting up a dedicated site on the both the Department’sintranetandtheUniversity’son-linegatewayandimplementingformalmechanismsforfeedbackfromstaffandstudents.Wealsoranourowninternalstaffsurveytoidentifywhereinequalitiesexistorareperceived.Thissurvey,whichwewillre-runregularly,hasprovedaninvaluableguidein focusing our continued efforts and guided establishment of probationary progression andmentoringprogrammesforallnewstaffandexitinterviewsforallstaffthatleave.Wehavealsoinitiatedaspecificrecruitmentprogrammetoencourageindependentresearchfellowstojoinourdepartment,thatgoeshandinhandwithapolicytoactivelyencouragefemaleandBMEapplicants.Wealsoengagedinamajortrainingpush,makingcompletionoftheUniversity’son-lineE&Dcoursemandatorybeforeanystaffmembercanplayanyroleinrecruitment,personnelevaluationorserveon any Departmental committee. Compliance is now at 93% and rising. Full compliance inunconsciousbiastrainingisournexttarget.WeinstitutedadedicatedbiannualE&DseminarseriesthatprovideinspiringexamplesofwomenandBMEindividualssucceedinginacademicresearch,teachingandleadership,togetherwithacomplementaryprogrammetonamemeetingroomsandlecturetheatresafterpositiverolemodels.In termsofpracticalchanges forourstaff,wehave implementedanewstatutoryprobationaryprogressionandmentoringprogrammethat,forthefirsttime,providesconcreteadviceoncareerprogressionandsuccessforallofournewfacultyrecruits.Thesementoringcommitteescomprisethreemembersofexisting faculty,chosenbythementoree,whothenmeetat regular,definedintervalsduringthe5-yearprobationaryperiodtoprovideadvice,guidanceandencouragement.Theprobationarymentoringcommitteesaremirroredinourgreatlyimprovedsupportforgraduate
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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students through the implementationofgraduatethesispanels that, likewise,providesupport,advice and (if necessary) representation on behalf of the student aswell as arbitration in theunlikelyeventofdiscord.Arewewherewewanttobe?Theansweris“no.”Butareweheadingintherightdirection?Iamsatisfiedthattheansweris“yes.”Some30%ofourfacultyareduetoretireoverthenext10yearssowehaveanunprecedentedopportunitytocorrectthehistoricgenderandminorityimbalance.Meanwhile,progressisineluctable,butslow:hence,ourre-applicationforBronzeatthistime.Myownpersonalcommitmenttofairness,inclusivityandtheeradicationofbiasanddiscriminationremainsabsolutelyunwaveringandIamimmenselyproudofthehugeeffortsmadebybothourE&DCommitteeandeverysinglememberofourdepartmentalfamily.I confirm that the information presented in our application is an honest, accurate and truerepresentationoftheDepartment.Sincerely,
GerardI.Evan
Wordcount:574
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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2. DescriptionoftheDepartment
Recommendedwordcount:Bronze:500words|Silver:500words
Pleaseprovideabriefdescriptionofthedepartmentincludinganyrelevantcontextualinformation.Presentdataonthetotalnumberofacademicstaff,professionalandsupportstaffandstudentsbygender.
The Department of Biochemistry is one of the largest departments within the University ofCambridge, with research being led by over 40 independent Principal Investigators (PIs), whoinclude both permanent University staff as well as Research Fellows. There are currently 137graduatestudentsand66third/fourth-yearundergraduatestudentsaffiliatedwithBiochemistry.TheDepartmentofBiochemistryisoneofninedepartmentsandfivemajorresearchinstitutesthatcomprisetheSchoolofBiologicalSciences(SBS).TheDepartmentislargelyaccommodatedwithinthe Sanger and Hopkins Biochemistry Buildings, which are on Tennis Court Road in CentralCambridge(Figure.1).
Figure.1:
ResearchinourDepartmentfocusesonthefundamentalprocessesofbiologicalsystems,withanemphasisonunderstandingat themolecular level. TheDepartment alsoplays a key role in anextensiveundergraduateteachingprogramme,contributingtocourses inboth theMedicalandVeterinarySciencesandtheNaturalSciences(NS).Inaddition,theDepartmentoffersbothPhDandMastersgraduatetrainingprogrammes.
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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TheHeadofDepartment(HoD),ProfessorGerardEvan,isdirectlysupportedbytheDeputyHoDsforResearch,Teaching,andPostgraduates,aswellastheDepartmentalAdministrator(DA);themost senior non-academic staff member (Figure.2). Together they oversee the research andteaching in the Department, ensuring the workload allocation to individuals is equitable. ThePrincipal Assistant and Administrative Officer additionally facilitate the smooth running of theDepartmentbyoverseeingtheprovisionofadministrativeandtechnicalsupport.
Figure.2:
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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The total number ofAcademic/Research/Academic-related/Assistant staff in theDepartment isoutlinedbelow(Figure.3).Whilethereisarecognizedgenderimbalancewithinacademicstaff,lowstaff turnovermakes this issuedifficult to resolvequickly.Nevertheless,weanticipate that theDepartmental landscape has the potential to change significantly within 5-10 years due toretirementof17academicstaff(2F/15M)by2027(seeSection4.2(i)).
Figure.3:
StaffgroupswithintheDepartment,bygender
StaffGroup Females/Total
AcademicStaffPermanent/fixedterm–Professors,Readers,USLs,ULs. 6/34
ResearchStaff
(Researchers)
SeniorResearchFellows(SRF)
Fixedterm,independentlyfundedPIs.
5/8
73/133• SeniorResearchAssociates(SRA),
• ResearchAssociates(PDRA)
• ResearchAssistantsTypicallyfixedterm,fundedfromagrantawardedtoaPI.
68/125
Academic-related
StaffSenioradministrativeroles. 5/13
Professionaland
SupportStaff
(‘AssistantStaff’)
Clerical,Library,andSecretarialStaff,GeneralandAncillaryStaff,TechnicalandRelatedStaff.
50/86
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Whilst the Department is relatively large, there is considerable social interaction within theDepartment. Moreover, data from the 2016 SBS staff survey, where 77% of Biochemistryparticipated,showsanaverage‘engagementindex’(anindicatoroffivekeyscoresandconsideredameasure of a generally positive/harmoniousworking environment), for Biochemistry of 66%(68%F/67%M), which is consistent with the Department being a friendly place to work(SBS(average):70%).SBSsurveydataalsoshowedthat67%ofpeoplebelievethatthe‘Departmentvaluesindividualdifferences(e.g.cultureandbackground)’(SBS(average):70%).Culturaldiversitywithin Biochemistry is highlighted on themap displayed on our Departmental website, whichindicatesthecountriesrepresentedwithinourDepartment(Figure.4).
Figure.4:
Wordcount:402
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3. TheSelf-AssessmentProcess
Recommendedwordcount:Bronze:1000words|Silver:1000words
Describetheself-assessmentprocess.Thisshouldinclude:
i. Adescriptionoftheself-assessmentteam
Weunderstandtheimportanceofdiversity,andmembershipoftheDepartmentofBiochemistry’sSelf-Assessment Team (SAT), known as the Equality& Diversity Committee (EDC), reflects thediversity in our Department. Members include men/women of varying ages, roles, familycircumstances, and staff groups, including theHoDandDA (Figure.5A/B). The teamcomprisesindividualswhotookpartinthe2014application,alongwithnewmemberswhowereappointedinaccordancewiththetermsofreference(ToR)fortheEDC.MembersofourSATareunitedinourcommitmenttoequalityandfairnessintheworkplace.
ThepreviouschairoftheEDC,ProfessorKathrynLilley,steppeddowninApril2016attheendofherterm,andthecurrentchairisDrDeeScadden.
Figure.5A:
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Figure5B:AdescriptionoftheSelf-AssessmentTeam
Membersoftheteaminvolvedinthe2014AthenaSWANapplicationarehighlightedinblue
Member(M/F)
(DateofjoiningDept)StaffGroup RoleandRelevantExperience
DebbieCanham(F)
(2017)Academic-Related
AdministrativeOfficer.Worked20yearsinamale-dominatedenvironment;strivedtoachieveequalityforallstaffregardlessofgender/background.
AdrianaDote(F)
(2016)Assistantstaff
HR,secretarytotheSAT.Experienceofworkingontemporary,permanentandfixed-termcontractsintheUniversity.
GerardEvan(M)(2009)
Academic(Professor)
HoD;Previously,NapierResearchProfessoratUCLandaDistinguishedProfessoratUCSF.
SandraFulton(F)(1994)
Academic-Related(Part-time)
AssistantDirectorofTeaching,previouslypost-docandCollegeTeachingOfficer.Experienceofbalancingworkandfamily.
MairiKilkenny(F)(2010) Researcher
SRA;participatesinteachingandoutreachactivities,committedtoencouragingyoungpeopleintoSTEMMsubjectsandsupportingdiversity.
TrevorLittlewood(M)(2010)
ResearcherSRA;involvedinteaching(includingundergraduatelecturemodules)andoutreachactivities.
StephanieLow(F)
(2012)Assistantstaff
Providesadministrativesupportto
researchers/academicstaff.Experienceoffull-time,part-time,permanent/temporarycontracts.
SarahLummis(F)(1998)
Academic(Professor)
WiSETirep,ChairPostgraduateCommittee,parentoftwouniversity-agedgirls.Experienceofchallengesbalancingacademicsciencecareerwithfamily/lifeissues.
JuanMata(M)(2007) Academic
SeniorLecturer.Partofadualcareerfamilywithtwoteenagechildren.
SteveMurfitt(M)
(2003)Assistantstaff
SeniorResearchTechnician;progressedfromjuniorteachinglaboratorytechnicianwithintheDepartment.Mentorforapprenticetechnicians.
DeeScadden(F)
(1993)Academic(USL)
ChairofSAT,parentoftwoyoungboys.Hasexperienceofbalancingteaching/researchwithfamilylife.
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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ii. Anaccountoftheself-assessmentprocess
The EDC meets monthly. The task of the Committee is two-fold; to implement and monitorinitiativessetout in the2014application,andto continuallyassesswhat improvementscanbemadeinourDepartmenttoensureagoodworkingenvironmentforallmembers.
WehaveusedavarietyofmechanismstosolicitfeedbackfromDepartmentmembersregardingE&Dissuesandachievements,asfollows:
A. Department members were invited to give their views in two anonymous staff surveys:Biochemistrystaffsurvey(2015;281responses(51%F/47%M/2%PNTS(prefernottosay))),andSBSstaffsurvey(2016;77%ofBiochemistrystaffparticipated).
B. TheEDCfacilitatedtwoDepartmental‘ConsultativeEvents’(March2017),whereDepartmentmemberswereinvitedtogivefeedbackaboutimprovements/changestheyhaveseen/wouldliketoseeintheDepartment(Figure.6).Theseeventswerewellattended(94F:62M),andledtovariousinitiativesimplementedbytheEDC.Moreover,theseeventsraisedawarenessabouttheactivities/objectivesoftheEDCwithintheDepartment.
Figure.6:
NickSmith(M)
(2015)AcademicRelated
DA;headofallnon-academicservicesintheDepartment.ExHRDirector.
YiLeiTan(F)
(2014)GraduateStudent
PhDstudent,PostgraduateCommitteemember.Committedtopromotingthewell-beingofpostgraduatestudents.
ChristineThulborn(F)(1995)
Assistantstaff
Teaching,ExaminationsandPostgraduate
Administrator;advisesontheneedsofundergraduate/postgraduatestudents.
QianWu(F)
(2007) Researcher
Post-docCommitteeMember,parenttooneyoungchild.Encouragesandhelpsyoungresearchersmanagefamilyduties/childcarewhileconductingeffectiveresearch.
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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DepartmentmembersareinvitedtoprovidefeedbackviatheforumontheonlineDepartmentalE&DMoodlesite,whichwasrecentlyestablishedbytheEDC.AllDepartmentmembershaveaccessto thisMoodle site, which contains information about activities and achievements within theDepartment,aswellaslinkstoUniversity-wideE&Dinitiatives(Figure.7).
Figure.7:
C. Focus groups and consultative committees are also used to obtain feedback on specificinitiatives. E.g. ConsultativeCommittees are used to obtain feedback from undergraduatestudentrepresentatives.DepartmentalcommitteeshavebeenstructuredtoenablefeedbacktobeobtainedfromallstaffgroupswithinBiochemistry.
TheEDChastakenstepstoraiseawarenesswithintheDepartmentaboutE&Dissues.Aspartofthisinitiative,theEDCinvitedtwohigh-profilewomentogiveseminarsinBiochemistry,withanopen invitation across the SBS. Femi Otitoju (Challenge Consultancy) thus spoke about‘Understanding Unconscious Bias (UB)’, and Professor Michelle Ryan (University of Exeter)presentedherworkon‘UnderstandingHowContextShapesWomen’sAmbition’.Theseseminarswereattendedby120staff(~50%F/50%M).BothseminarselicitedmuchdiscussionaboutE&D,andlessonslearntweresubsequentlyusedtoinformchangesinourDepartment.
‘TherecentseminaronUBrevealedhowpervasivesuchbiascanbe.Itcertainlyrevealedtometheculturalbiasthatweareallsubjectto.’
MaleSRF
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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iii. Plansforthefutureoftheself-assessmentteam
TheEDCwill focusonongoingE&D initiativeswithin theDepartment,aswellasevaluatingourprogress on the Action Points outlined. We will continue to collect and analyse all relevantDepartmentaldatatoidentifyanypotentialbiasesorotherissues,andwillusethesedatatoinformnew initiatives.Wewill thusmaintain themomentumthatwillenableus to implement furtherpositivechangesintheDepartment.
WhilstthecurrentEDCcomprisesanenthusiasticgroupofpeoplecommittedtoinstillingpositivechangeinourDepartment,membershipwillbereviewedregularlytoensurethatallDepartmentmembershavetheopportunitytoparticipate,andthatallstaffgroupscontinuetoberepresented.This is important to get ‘buy-in’ fromall sectorsof theDepartment, and to firmlyembedE&DinitiativesinourDepartmentalculture.AppointmentofstafftotheEDCwillbeinaccordancewithitsToR.
ThechairoftheEDCreportsregularlytoPIsviatermlymeetings,andattheannualretreatforseniorstaff,therebyeffectivelydisseminatingE&DinformationwithintheDepartment.EDCmembersalsoliaise with and participate in other Departmental committees, thereby ensuring effectiveintegrationofE&DinitiativesintheDepartment.Goingforward,wewillensurethereisanEDCmemberonkeydecision-makingcommittees in theDepartment,whosespecific responsibilitiesincludeservingasanadvocateforE&Dissues.
Action.2 –We will ensure that there is a member of the EDC on key decision-makingcommittees within the Department (e.g. Management, Strategy), whose specificresponsibilitiesincludeservingasanadvocateforE&Dissues.
TheE&DMoodlesitewehavedevelopedwillcontinuetobeusedforcommunicatingE&Dinitiatives(e.g.information,training)fromtheDepartmentorwiderUniversity,andforprovidingupdatesontheongoingworkandDepartmentalachievements.
WewillensurethatEDCmembersarerecognisedfortheirservicetotheDepartment.ContributionsbyacademicstafftoDepartmentalcommitteesarerecordedintheworkloadallocationsdatabase(seebelow(5.6(v))),andcontributionofotherstaffarerecognizedby individual line-managers.Such recognition is important for academic staff when applying for promotion, and forassistant/academic-related staff who are eligible for contribution increments/payments andpromotion.
Wordcount:927
Action.1–ToensurethatallmembersoftheDepartmenthavetheopportunitytoparticipatein the EDC, and tomaintain a balancedmembership.Wewill thus ensure that our E&DinitiativesareembeddedintotheDepartmentalculture.
Action.3–WewillanalysetheengagementofmembersoftheDepartmentwiththeE&DMoodlesiteusingwebsiteanalytics,whichwillrevealitseffectiveness.Ifrequired,initiativeswillbeimplementedtoencouragemorestafftoengagewiththeMoodlesite.
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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4. APictureoftheDepartment
Recommendedwordcount:Bronze:2000words|Silver:2000words
4.1 StudentData
Ifcoursesinthecategoriesbelowdonotexist,pleaseentern/a.
i. Numbersofmenandwomenonaccessorfoundationcourses
N/A
ii. Numbersofundergraduatestudentsbygender
Full- andpart-timebyprogramme.Providedataon courseapplications,offers, andacceptancerates,anddegreeattainmentbygender.
Biochemistrycontributestoundergraduateteachingwithinthe‘NaturalSciences’(NS)programme,alargeframeworkwithinwhichmostsciencesubjectsaretaughtatCambridge.TheNSprogrammeoffersawiderangeofphysical/biologicalsciencesubjects,andinvolves16Universitydepartments.UndergraduatesatCambridgeareadmittedbyoneof31autonomouscolleges;departmentshavenocontroloverentrytoaspecificcourse.
Approximately650 full-timestudentsareadmittedtophysical/biologicalNSeachyear (average39%F) (Figure.8). The gender bias observed results from the predominance of male studentsadmittedtocoursesinphysicalNS.
Figure.8:
1144 263 236 1292 297 262 1231 295 260 1222 285 253
1716 418 383 1878 434 398 1805 424 392 1800 425 391
0%
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Applications
Offers
Admissions
Applications
Offers
Admissions
Applications
Offers
Admissions
Applications
Offers
Admissions
2013-2014 2014-2015 2015-2016 Average
Applications,offersandadmissionsforNSintheUniversityofCambridge
Male
Female
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Biochemistry is one of few Departments that offers both three- and four-year courses,whereadmissiontothethird/fourthyearsismanagedbytheDepartment,andbasedpurelyonacademicperformance(informationregardinggenderisremoved).Anumberofstudentselecttodoonlythethree-year Biochemistry course, thereby obtaining a BA(Hons), then embark on postgraduatestudies(e.g.PhD/MPhil).However,destinationroutesvaryconsiderably.Aproportionofstudentswillgoontotakethefourth-yearBiochemistrycourse,whichhasasubstantialresearchcomponentandleadstoaMasterofNaturalScienceDegree(MSci).Studentsoftenchoosetodothisextrayeartogainadditionallaboratoryexperiencepriortoundertakingfurtherpostgraduatestudies.
Since2014,theproportionoffemalestudentsadmittedtothird-yearandfourth-yearBiochemistrywereonaverage41%and43%,respectively,althoughthereisconsiderablevariationfromyear-to-year(Figure.9).Althoughthisis~12%lowerthanseennationallyforBiochemistryundergraduates(54%F;HESA:2014/15),theapparentgenderbiasislargelyduetotheunusuallyhighproportionofmalestudentsadmittedto third-yearBiochemistryin2015-16 (10F/30M).Nevertheless,wewillcontinuetomonitorthesedatacarefullytoverifythatthisanomalyaccountsfortheapparentbias.
Figure.9:
Numberofstudentstakingthirdandfourth-yearBiochemistry
We will take steps to ensure that the third/fourth-year Biochemistry courses are promotedeffectivelyforallstudents.Thesecoursesarecurrentlypromotedatabriefingevening,aswellasvia printed and online promotionalmaterial. The briefing evening provides an opportunity forprospective students to meet academic staff and current Biochemistry students. However,relativelyfewfemaleacademicstaffhaveattendedthiseventoverthepastfewyears,possiblyduetothetiming(5-6pm)clashingwithfamilyresponsibilities.Thetimeslotofthebriefingeventwillthereforebealteredtoincreasethepotentialnumberoffemaleacademicstaffabletoparticipate,therebyprovidinggoodrolemodelsforundergraduates.
Action.4 – The time slot of the briefing event held for prospective third/fourth-yearBiochemistrystudentswillbechangedto increasethepotentialnumberof femaleacademicstaffavailableasrolemodels.
16
7 1011 11
13
13 2114 15
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2014-15 2015-16 2016-17 2017-18 Average
(B)Fourth-year Biochemistry
Female Male
17
10
19 19 16
23
30
18 22 23
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2014-15 2015-16 2016-17 2017-18 Average
(A)Third-yearBiochemistry
Female Male
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Since2013,theproportionoffemale/malestudentsattaininga1st/2(i)inthird-yearBiochemistry,which is typically the requirement to progress to postgraduate study, are similar (average99%F/95%M;Figure.10(A,B)).
Figure.10:
Further analyses of these data showed 28%F/36%M students achieved a 1st-class in third-yearBiochemistry (Figure.11(A,B)). However, the apparent discrepancy in the overall proportion offemales/malesgetting firstscanbeaccounted forbytheunusualbias in the2015/16academicyear,wheretherewere30M/10Fthird-yearstudents(Figure.9(A)),andwhere43%ofthosemalestudents achieved a first (13/30M), compared to 10% of the female students (1/10F)(Figure.11(A,B)).Such‘blips’inthedataarelikelytooccuroccasionallyforrelativelysmalldatasets.If thedata fromthe2015/16yearareomitted, theaveragenumberof firsts for females/malestakingthird-yearBiochemistryareequal(34%).Nevertheless,wewillcontinuetomonitorthesedatatoensurethereisnoinherentbias.
Figure.11:
19 17 10 19 19
1 1
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2013/14 2014/15 2015/16 2016/17 Average
(A)ProportionofFemalestudentsachieving
a1st/2(i)inthird-yearBiochemistry
Firstsand2(i) Othergrades
20 2130 17 20
1 2 1 1
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(B)ProportionofMalestudentsachievinga
1st/2(i)inthird-yearBiochemistry
Firstsand2(i) Othergrades
6 5
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(B)ProportionofMalestudentsachievinga
1stinthird-yearBiochemistry
Firsts Othergrades
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Since2013,theproportionoffemale/malestudentsachievinga1st/2(i)infourth-yearbiochemistrywassimilar(average96%F/100%M)(Figure.12(A)/(B)).
Figure.12:
Furtheranalysesof thesedatashowed26%F/40%Mstudentsachieveda1st-class in fourth-yearBiochemistry(Figure.13(A,B)).Whiletheseresultssuggestalowerproportionoffemalestudentsobtainedfirsts, thesedataareskewedbytheunusualbiasseen in the2016/17academicyear,whichfollowedonfromthatseenin2015/16forthird-yearBiochemistry(Figures.9,11).Again,ifthedatafromthatyearareomitted,theaverageproportionoffemale/malesachievingafirstaresimilar(34%F/35%M).Nevertheless,wewillcontinuetoobservethesedatawithduediligence.
Figure.13:
‘100%ofundergraduaterespondentsinBiochemistryrepliedthattheyfeltpartoftheacademiccommunityincollegeanduniversity.’
NationalStudentSurvey,2016
11 15 69 10
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(A)ProportionofFemalestudents
achievinga1st/2(i)infourth-year
Biochemistry
Firstsand2(i) Othergrades
15 12 13 20 15
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achievinga1st/2(i)infourth-year
Biochemistry
Firstsand2(i) Othergrades
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a1stinfourth-yearBiochemistry
Firsts Othergrades
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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iii. Numbersofmenandwomenonpostgraduatetaughtdegrees
Full-andpart-time.Providedataoncourseapplication,offersandacceptanceratesanddegreecompletionratesbygender.
N/A
iv. Numbersofmenandwomenonpostgraduateresearchdegrees
Full-andpart-time.Providedataoncourseapplication,offers,acceptanceanddegreecompletionratesbygender.
The postgraduate population in Biochemistry is highly international, and admission extremelycompetitive.FundingsourcestypicallyincludeResearchCouncils,accreditedresearchcharities(e.g.WellcomeTrust),andinternationalfunding.Allcandidatesareinterviewedbyacademicstaffpriortoadmission.
Over the past four academic years, 45%F/55%M (average) students applied for postgraduatestudies(Figure.14).Incontrast,40%F/60%M(average)studentswereadmittedaspostgraduatestudents, which is lower than the national average for postgraduate students in Biochemistry(50%F/50%M,HESA:2014/15).However,theapparentimbalancecanlargelybeattributedtotherelativelyhighproportionofmalestudentsadmittedin2015-2016(69%M).Nevertheless,wewillcontinuetoevaluatethesedatacarefully.
Figure.14:
Sincethe2013/14academicyear,onaverage94%ofpostgraduatestudents in theDepartmentstudied foraPhD,with theremainderstudying foranMPhil.As therearerelatively fewMPhilstudents,datarelatedtopostgraduatestudents(i.e.PhD/MPhil)havebeencombined.OfthetotalpopulationofpostgraduatestudentsinBiochemistry,theproportionoffemales/malesweresimilar(average49%F/51%M)(Figure.15).Overthepastfouryears,1FPhDstudentwaspart-time,whiletheremainderofstudentswerefull-time.
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Figure.15:
Biochemistry has excellent completion rates for postgraduate students, with at least 86% ofstudents completing their degreeswithin four-years. The number of students completing theirpostgraduate degree each year, which approximately correlates with the number of studentsadmitted four-years previously, are shown (Figure.16). On average, an equal number offemale/malescompletedpostgraduatedegreesinBiochemistry.
Figure.16:
v. Progressionpipelinebetweenundergraduateandpostgraduatestudentlevels
Identify and comment on any issues in the pipeline between undergraduate and postgraduatedegrees.From2014-17,onaverage~42%ofthird/fourth-yearstudents,and49%ofpostgraduatestudentsinBiochemistrywerefemale(Figure.9andFigure.15,respectively).Anincreaseintheproportionof female students is thus seen when looking at the progression from undergraduate topostgraduatestudentsinBiochemistry.
Toensurethatthegenderbalanceamongstgraduatestudentsismaintained,wewillcontinuetoraise awareness among undergraduate students of opportunities for postgraduate studies andbeyond.
Action.5 – We will continue to raise awareness among undergraduate students aboutopportunities for postgraduate studies and beyond. Information will be provided viadedicated seminars, supervision groups, and by providing good female role models inBiochemistry.
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
-22-
4.2 Academicandresearchstaffdata
i. Academicstaffbygrade,contractfunctionandgender:research-only,teaching
andresearchorteaching-only
Lookatthecareerpipelineandcommentonandexplainanydifferencesbetweenmenandwomen.Identifyanygenderissuesinthepipelineatparticulargrades/jobtype/academiccontracttype.
OneUSLinBiochemistryhasateaching-onlyrole.Allotheracademicstaffarebothteaching-andresearch-active.Allresearchstaff(‘researchers’)inBiochemistryhaveresearch-onlyroles,althoughopportunitiestocontributetoDepartmentalteachingareoffered.Threeacademicstaffarepart-time (0F/3M), and additionally hold positions elsewhere. There are 18 part-time researchers(14F/4M).Flexible-workingarrangementsarewelcomedwithinBiochemistrysoastoprovideaninclusiveworkingenvironment.
Onaverage,theproportionoffemale/maleresearchersinBiochemistryoverthepast3yearsissimilar(54%F:46%M)(Figure.17).ThisissubstantiallybetterthantheUniversityandSBSaverages(25% and 27%, respectively), and similar to the national average (50%F; HESA:2014/15). TheequalityseeninrecruitmentofresearcherstotheDepartmentreflectsthefactthatPIsinvolvedinrecruitmentarerequiredtoundertaketraininginE&DandUB(seebelow).Figure.17:
Despitehavingsimilarnumbersoffemale/maleresearchersinBiochemistry,thereisasignificantgenderimbalancewithinacademicstaff,whichapproximatesthatobservedacrosstheUniversity(Figure.17). Moreover, the proportion of female/male academic staff, excluding professors,(average 23%F/77%M), is similar to that seen nationally in other Bioscience Institutions(25%F/75%M;HESA:2014/15).Incontrast,theproportionoffemaleprofessorsinourDepartment(11%F)issubstantiallylowerthanseennationally(average19%;HESA:2014/15).Thisfigurehasdecreasedfrom14%in2013,duetooneretirement.Overall,theproportionoffemaleacademicstaffinBiochemistryisrelativelylow(20%F).
Changing thegenderbalancewithin academic staff is a long-termprocess. The lownumberoffemaleUL/USLscurrentlyintheDepartment(3F)meansthatrelativelyfewwomenwillreachmore
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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seniorpositionsviapromotion.WhilerecruitmentofmorefemaleULswillhelprectifythisissue,therehavebeennorecruitmentopportunitiessince2012.However,duringthenext5-10yearstherewillbeasubstantialnumberofretirementsinBiochemistrythatwillprovideopportunitiestoredressthegenderbalanceamongacademicstaff(Figure.18).Eightacademicstaffareexpectedtoretireby2022(1F/7M),andafurther9by2027(1F/8M).
Figure.18:
We will implement strategies to increase the number of females applying for UL vacancies inBiochemistry:
(i) A sentence will be included in all advertisements for academic vacancies, stating“Applicationsfromwomenandethnicminoritiesareparticularlywelcome.”SuchwordingwillalsobeusedwhenrecruitingforotherpositionsinBiochemistry.
(ii) Wewillbeproactiveinidentifyingpotentialapplicantsfromdiversebackgrounds,wherebothgenderandethnicityareconsidered.Forexample,wewillidentifygoodcandidatesfromconferenceprogrammes(e.g.RoyalSocietyResearchFellowConferences),viaspecificresearchnetworks(e.g.RNASociety),andbytargetingconferencespeakersviapersonalintroduction,etc.
(iii) If there is gender bias within the initial applicant shortlist, we will encourage furtherapplicationstoachieveamoreappropriategenderbalance.
ByincreasingthenumberoffemaleULs,thegenderbalanceofmoresenioracademicstaffhasthepotentialtoimprovethroughpromotion.Moreover,wewillensurethatrecruitmentprocessesforendowedchairsareequitableforfemales/males.Byimplementingtheseinitiatives,weanticipatethatthegenderbalanceinBiochemistrywillbeimproved.WewillalsoexpandthescopeofouractivitytoincludeBMEapplicants.
Action.6–Wewillimplementinitiativesthataimtoincreasethenumberoffemaleapplicantsforacademicstaffvacancies,whichinvolvestheinclusionofwordinginjobadvertisementsthatencouragesapplicationsfromwomen,andtoactivelyidentifypotentialcandidates.
ProjectedretirementsofAcademicstaffin
Biochemistry
Year Female/Totalnumber
2017 0/2
2018 0/1
2019 1/1
2020 0/1
2022 0/3
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2026 1/5
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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ii. Academicandresearchstaffbygradeonfixed-term,open-ended/permanent
andzero-hourcontractsbygender
Commentontheproportionsofmenandwomenonthesecontracts.Commentonwhatisbeingdonetoensurecontinuityofemploymentandtoaddressanyotherissues,includingredeploymentschemes.
AllacademicstaffwithinBiochemistryareonpermanentcontracts(Figure.19). Incontrast,overthepastfour-years,anaverageof38%(26F/27M)researcherswereonfixed-termcontracts,and62%(47F/38M)onpermanent/open-endedcontracts.Overall,nogenderbiaswasobserved.
Figure.19:
Researchers are typically employed on grants awarded to PIs. At the completion of the grant,fundingmaybesoughttoenablethecontinuationoftheproject,withthepossibilityoffurtheremployment.Three-monthsbeforegrant-fundingends,thePIcompletesadocumentregardingthefutureoftheproject,andtheresearchersubsequentlymeetswiththePI/DepartmentalHRteamto discuss their employment. In instanceswhere grants are not renewed, researchersmay beredeployedtoanotherrole,orredundancyisoffered.
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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iii. Academicleaversbygradeandgenderandfull/part-timestatus
Commentonthereasonsacademicstaffleavethedepartment,anydifferencesbygenderandthemechanismsforcollectingthisdata.
Turnoveramongacademicstaff isgenerallyvery low, typicallyduetoretirement (Figure.20). Incontrast, there is higher turnover amongst other staff groups within Biochemistry. Amongresearchers/assistantstaff,turnoverlargelyresultsfromlimitsoftenureduetogrant-funding,andstaffmovingtootheropportunities.Overall,thereisnogenderbiasinturnover(8%F/9%M).
Figure.20:
Since2014,weimplementedanewinitiativewherebystaffhavean‘exit-interview’,whichenablesus tomonitorwhystaff leaveBiochemistry. In turn, thisallowsus tobettersupport the futurecareersofourstaff.During2015/2016,81%ofstaffleavinghadanexitinterview(88%F/74%M),andtheirdestinationsweredetermined(Figure.21).Thesedatashowedthatonaverage,ahigherproportionoffemalesthanmaleswereemployedinpermanent(37%F/23%M)ratherthanshort-term(19%F/25%M)employmentafterleavingBiochemistry.
Figure.21:
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Ofthestaff leavingtotakeupnewemploymentin2015/2016,theproportionoffemales/malesmovingtolargerroles/opportunitieswascomparable(42%F/38%M)(Figure.22).
Figure.22:
Wordcount:1,896
Action.7–WewillcontinuetointerviewstaffleavingBiochemistrytohelpidentifyanygenderbiasesaroundreasonsforleaving,andtounderstandhowwecanhelpinenhancingthefuturecareersofourstaff.
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
-27-
5. SupportingandAdvancingWomen’sCareers
Recommendedwordcount:Bronze:6000words|Silver:6500words
5.1 Keycareertransitionpoints:academicstaff
i. Recruitment
Break down databygender and grade forapplications to academic posts including shortlistedcandidates,offerandacceptancerates.Commentonhowthedepartment’srecruitmentprocessesensurethatwomen(andmenwherethereisanunderrepresentationinnumbers)areencouragedtoapply.ThemostrecentLectureshipsavailableinBiochemistrywerein2012/13.Inthisinstance,althoughthere was an imbalance of female/male applicants, there was no gender bias in the shortlist(Figure.23).Twomalelecturerswereappointed.
Figure.23:
In2017theDepartmentrecruitedanewHerchelSmithProfessorinBiochemistry.While17%ofapplicantswerefemale,nonewereshortlisted(Figure.24).Stepswillbetakentoaddressthisissuenexttimewerecruitforthisposition.
Figure.24:
LectureshipappointmentsinBiochemistry(2012/13)
2012-13 Applied Short-listed Offered Accepted
Female 36 8 0 0
Male 73 9 2 2
AppointmentoftheHerchelSmithProfessorshipinBiochemistry(2017)
2017 Applied Short-listed Offered Accepted
Female 7 0 0
Male 34 5 1 1
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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From2014-2016,~140PDRAswereappointedtoBiochemistry.Whenrecruitingforthesepositions,therewereanaverageof40%F/59%Mapplicants,and1%PNTS (Figure.25).Onaverage,53%ofPDRAsappointedwerefemale,whichindicatesthatfemaleapplicantsweremoresuccessful.
Figure.25:
SeniorResearchFellows(SRFs),whoarefixed-term,independently-fundedPIsintheDepartment(appointed toGrade 9), are selected by a rigorous procedure. Calls for applications aremadebiannuallythroughavarietyofmedia.Applicationsareassessed,andshortlistedcandidatesinvitedtogiveaDepartmentalseminar.TheManagementCommitteesubsequentlychoosesapplicantstosupport, taking into account the research proposal, presentation, and research fit withinDepartmentalstrategy.SuccessfulapplicantsarementoredbyaseniormemberoftheDepartmenttodeveloptheirFellowshipapplication.Ofthe8SRFscurrentlyinBiochemistry(62.5%F/37.5%M),the3mostrecentappointeeswerewomen.
Action.8–WewillaimtomaintainthegenderbalanceamongstSRFs,andwewillactivelypromote,encourageandfacilitatetheestablishmentofresearchcareersforSRFs.Thiswillbeachievedthroughmentoring,andbytheprovisionoftrainingopportunitiestoenhancetransferableskills.
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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ii. Induction
Describetheinductionandsupportprovidedtoallnewacademicstaffatalllevels.Commentontheuptakeofthisandhowitseffectivenessisreviewed.There is a two-stage University-level induction comprising an online course designed to helpunderstand how the University operates and what it’s like to work here, and a Welcome toCambridgeevent,hostedbyPersonalandProfessionalDevelopment(PPD).TheinclusionofastallfromtheUniversityE&Dofficeiskeyforprovidingrelevantinformation.
Biochemistryalsohasalocalinductionprocessundertakenbyallnewstaff(100%uptake).ThenewstaffmembermeetswithamemberoftheDepartmentalHRteam,whoprovideskeyinformationrequiredtoworkeffectivelyinBiochemistry.Thisincludesanoverviewof theDepartment/staffnetworks,andotherkeyinformation(e.g.safety,contracts,training,E&Detc.).InformationaboutUniversity facilities/Development Courses available in thewiderUniversity is also included. Aninduction checklist is used to ensure this process is complete. New staff are subsequentlyintroducedtocolleagues,workingpracticesandworkingspacebytheirline-manager.
SBSsurveydata(2016)showedthat66%ofstaffwerepositivethatthelocalinductiongavethemtheinformationandknowledgetheyneededtodotheirjobeffectively(19%increasefrom2013).Similarly, 68% of staff (73%F/65%M) said their central University induction gave them usefulinformationabouthowtheUniversityoperates(10%increasefrom2013).Oftheremainingstaff,~25%hadnoopinionontheeffectivenessofeithertheDepartment/Universityinductionprocess,consistent with the fact that only a proportion of the staff surveyed were new starters.Nevertheless,wewillcontinuetomonitortheeffectivenessofbothinductionprocesses.
iii. Promotion
Providedataonstaffapplyingforpromotionandcommentonapplicationsandsuccessratesbygender,gradeandfull-andpart-timestatus.Commentonhowstaffareencouragedandsupportedthroughtheprocess.TheUniversityrunsaSeniorAcademicPromotions(SAP)exerciseforacademicstaff,andaSeniorResearcherPromotions (SRP)exercise forresearchers.Theseschemesareadvertisedtoeligiblestaffviaemail,andthose interestedare invitedtoattendUniversity-wideinformationsessions.Eligible candidates in a strong position forpromotionare identifiedby theHoD/otherPIs, andsupport isprovidedduringtheapplicationprocess (e.g.adviceregardingcontentofapplicationetc.).
‘SeniorAcademicstaffwereverysupportivewhenIembarkedontheSAPexercise,whichmadearealdifference.’
FemaleAcademic
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
-30-
Asthenumberofacademicstaff(particularlyfemales) intheDepartmentisrelativelysmall,thenumberapplyingforSAPisaccordinglylow(Figure.26).Notethatdataisnotshownbygradeasthesmall amountofdatawouldenable the identificationof individuals.Over thepast 3 years, anaverageof33%offemaleand11%ofmaleacademicstaffhaveappliedforpromotion.Therewereno femaleapplicants in2015.Since2014,anaverageof25%Fand40%MapplicantshavebeensuccessfulintheirbidforSAP.
Figure.26:
WhiletheoverallproportionoffemaleapplicantsachievingsuccessintheSAPexerciseis lowerthan for males in Biochemistry, there is considerable variation in success from year-to-year.Nevertheless,theDepartmenthasintroducedvariousinitiativestosupportfemaleacademicstaff,including mentoring for all newly appointed academics (male/female). Mentoring for femaleacademic staff/SRFs by more senior academic staff is also established. We will continue toencourage female academic staff to engage in the SAP when appropriate, and will supportapplicationsthroughmentoring.ParticipationintheUniversitySAPCVSchemeisalsoencouraged(linksonE&DMoodle).ThisschemebringstogetherstaffthinkingofapplyingforpromotionwithmoresenioracademicswhohaveextensiveexperienceoftheSAPprocedures,therebyprovidinganopportunitytohavetheirCV/promotionpaperworkreviewedbeforesubmission.
Action.9–Wewill continue to actively encourageacademic staff to apply for SAPwhenappropriate,andtobeproactiveinprovidingsupportstaffduringtheapplicationprocess.Wewillsustainanddevelopfurthermentoringofjunioracademicstafftofacilitatecareerprogression.
Action.10 – To improve the awareness and uptake of opportunities that support staffembarkingontheSAPprocedure, includingmentoringbymoresenioracademicstaffandparticipationintheUniversitySAPCVscheme.
Action.11–WewillencouragestafftobecomementorsintheUniversitySAPCVscheme.
AcademicStaffapplyingforSAP
Year Female Male
2014 Applications 2 2
Successes 0 1
2015 Applications - 1
Successes - 0
2016 Applications 2 7
Successes 1 3
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
-31-
iv. DepartmentsubmissionstotheResearchExcellenceFramework(REF)
Providedataonthestaff,bygender,submittedtoREFversusthosethatwereeligible.Comparethisto the data for the Research Assessment Exercise 2008. Comment on any gender imbalancesidentified.
OfthestaffeligibleforsubmissiontoRAE2008,85%F/91%Mstaff(11F/32M)weresubmitted.Whilethesedatasuggestaslightgenderbias,thiscanbeattributedtotherelativelylownumberoffemalestaff.
OfthestaffinBiochemistryeligibleforsubmissiontoREF2014,92%F(12of13Feligible)and95%M(37of39Meligible)weresubmitted(Figure.27).Whilethesedatasuggestaverysmallbias,thisisduetotherelativelysmallnumberofeligible females.Staffomitted fromthesubmissionweretypicallyearlycareerSRFs/SRAs.
Figure.27:
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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5.3 Careerdevelopment:academicstaff
i. Training
Describethetrainingavailabletostaffatalllevelsinthedepartment.Providedetailsofuptakebygenderandhowexistingstaffarekeptuptodatewithtraining.Howisitseffectivenessmonitoredanddevelopedinresponsetolevelsofuptakeandevaluation?
Our Department is proactive in promoting University-wide training opportunities (e.g. by PPDoffice),aswellasprovidinglocaltraining,bothofwhichareaccessibletoallstaff.TheDepartmentprovidesinformationtostaffregardingavailablecoursesviaatermlybooklet,emailandposters,andE&DMoodlesite.SBSsurvey(2016)showed78%ofBiochemistrystaffknowwheretofindinformationabouttraining/developmentopportunities(SBS(average):81%),and62%ofstaffweresatisfied with the training and development opportunities they receive for their current job(increased9%from2013,andequivalenttoSBS).
AllDepartmentmembersareencouragedtocompletetheUniversity-wide“EqualityandDiversityEssentialsOnline”course(availablesince2014).Toensurethatthistrainingwasalsoaccessibletostaffwhomaynotengageinonlinematerials,wehosteda face-to-facetrainingsession (2016),facilitatedbytheUniversityE&Dteam.ThistrainingsessionwasalsomadeavailableacrosstheSBS,and 19 (14F/5M) assistant staff from Biochemistry/PDN/Pathology/Pharmacology attended.Positivefeedbackfromattendeesconfirmedthatthisstyleoftrainingwassuccessful.93%ofstaffinBiochemistryhavenowundertakentheE&Dtraining.
WehaverecentlypromotedanotherUniversity-wideonlineE&Dtrainingmodule:“UnderstandingUnconsciousorImplicitBiasOnlineTraining”.Whilecompletionofthiscourseismandatoryforallstaff in the Department involved in recruitment, all staff are encouraged to undertake thisimportanttrainingmodule.Wewillcontinuetomonitorstaffengagement.
Action.12–AllstaffwillbeencouragedtoengageinappropriateE&Dtraining,includingtheonlinemoduleonUB.Wewillensurethatstaffinvolvedinrecruitmenthavecompletedthistrainingmodule.
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
-33-
ii. Appraisal/developmentreview
Describe current appraisal/development review schemes for staff at all levels, includingpostdoctoral researchers and provide data on uptake by gender. Provide details of anyappraisal/reviewtrainingofferedandtheuptakeofthis,aswellasstafffeedbackabouttheprocess.
‘TheappraisalmeetingwasanexcellentopportunitytodiscussmycareerprogressionwiththeHeadofDepartment.’
FemaleAcademic
Biochemistry undertakes biannual Staff Review and Development (SRD) cycles based on theUniversity’s recommended processes. The latest cycle was during January-April, 2017. Inpreparationfor theSRDprocess,emailreminders/notificationsweresent tostaff,andthePPD-team provided training for reviewees/reviewers. Training sessions were attended by 151Department members (57%F/43%M), which corresponded to 58% of potentialreviewees/reviewers. The SRD process was subsequently initiated, and documentation forreviewers/revieweesmanagedusingtheSRDonlinesystem.
Onaverage,55%ofallBiochemistrystaffunderwentreviewduringtheSRDprocess(Figure.28).Moreover,theproportionofacademicstaff/researchersundergoingreviewincreased12%from2014.Nevertheless,stepswillbetakentoimproveengagementwiththeSRDprocess.
Figure.28:
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
-34-
We subsequently determined the proportion of females/maleswithin each staff categorywhocompletedtheirreview(Figure.29).
Figure.29:
On average, 60%F/52%M staff were reviewed.While the proportion of female academic staffundergoingreview(83%F)wasgreater than formaleacademicstaff (44%M), thisstaffgroup isrelativelysmall.However,thegenderbiasobservedforresearchersismoresignificant(67%F/51%M)as this staff group is relatively large (73F/60M). In contrast, theproportionof female/maleassistant staff undergoing reviewwere similar (50%F/55%M). Overall, a higher proportion ofwomenthanmeninBiochemistrywerereviewed(60%F/52%M).
SBSsurveydatashowedstaffgenerallyhaveapoorperceptionofthevalueofSRDreviews.In2016,33%ofBiochemistrystaffsaidtheyhadfoundtheirlastSRDmeetinguseful(SBS(average):44%),and 41% of staff said they received regular and constructive feedback on their performance(SBS(average):46%). Moreover, the percentage of staff who said they had the opportunity todiscusstheirdevelopmentneedsregularlywas42%(SBS(average):52%).AsthesedataprecededtherecentSRDtrainingandreviewprocess,wewillsetupfocusgroupstodeterminewhetherthereisanychangeintheperceptionofhowusefulthisexercisewas.
Wewillencouragestafftoundergoappraisalregularly,whichwillensuretheprocessisembeddedmorefirmlyinthecultureoftheDepartment.
Action.13–FocusgroupswillbeestablishedtogetfeedbackontheSRDprocesstoassesstheeffectivenessof theprocess. Staffwill beencouraged toundergoappraisal regularly,whichwillembedtheprocessmorefirmlyinthecultureoftheDepartment.
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DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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iii. Supportgiventoacademicstaffforcareerprogression
Commentandreflectonsupportgiventoacademicstaff,especiallypostdoctoralresearchers,toassistintheircareerprogression.ULsareinitiallyappointedforafive-yearprobationaryterm,afterwhichadvancementtotenureiscontingent on demonstrating outstanding performance in Research, Teaching, andService/Administration. During the past 10 years, all new academic staff in Biochemistry havesuccessfullyprogressedthroughtheprobationaryperiod.
NewmeasureswereintroducedinBiochemistryin2013tobettersupportprobationaryacademicstaff; two male ULs have so far benefited. A Mentoring Committee comprising three facultymembers meets with the probationary UL minimally once/year, and provides strategicguidance/advice.EachprobationaryacademiciscriticallyevaluatedbytheirMentoringCommitteeattheendofyearfour(e.g.assessmentofpublications/grants/teachingetc.)toassessprogressandlikelihoodof successful transition throughprobation at theendof year five (University FacultyAppointmentsCommittee).
‘The‘light-touch’mentoringprovidedbymymentoringcommitteeandone-to-onemeetingsprovidedmewiththenecessarytoolstosucceedasa
lecturer.’
MaleProbationaryUL
To enable new academic staff to establish their research programme most effectively,undergraduateteaching/administrativeresponsibilitiesareinitiallyminimal,thenincreasetoafullteaching/administrationload(e.g.lectures,examining,committeemembershipetc.)inyearthree.Newacademicstaffhaveateachingmentor,andundertakerelevanttraining.
TheDepartmentprovidesmanyopportunitiesforresearcherstoenhancecareerprogression:
• PDRAsinBiochemistryareencouragedtoparticipateinthementoringschemeofferedbyTheOffice of Postdoctoral Affairs. However, there is also a strong culture for mentoring inBiochemistry. We will continue to advertise the mentoring opportunities available, andencouragePDRAstoparticipate.
• The Department offers mock interview panels for PDRAs applying for academicpositions/fellowships, which enables applicants to build confidence through practice, andreceive constructive feedbackon theirperformance. Staff aremadeawareof thisprovisionthroughtheirPI/otheracademicstaff.
• PDRAs can apply to be Post-Doctoral Teaching Associates (PDTAs) in Biochemistry, andsuccessful applicants areprovidedwith thenecessary training/support toundertake variousteachingroles.During2016/17academicyear,10/17PDTAs(59%)werefemale.
‘Thisrolehasbeenhugelyrewardingandenjoyable.TheskillsIhaveacquiredasaPDTAwillbeextremelyvaluablewhenapplyingforacademic
positions.’
FemalePDTA
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• TheDepartmentholds anannual ‘DepartmentalResearchDay (DRD)’, towhichall staff areinvited for a series of research talks. The average attendance for 2014-2017 was 240/year(~50%F/50%M). In 2017, a new initiative was implemented where SRFs/SRAs presentedresearch rather than academic staff, thus enabling the development of transferable skills.Moreover, selection of speakers from a larger pool enabled a good gender balance to beachieved(45%F/55%M),incontrasttopreviousyears(Figure.30).
Figure.30:
‘SpeakingattheDRDwasanexcellentandtimelyopportunitytoraisemyprofilewithintheDepartmentwhenapplyingforResearchFellowships.’
FemaleSRF
Positivefeedbackfromresearchers/academicstaffregardingthenewformatoftalksattheDRDledtotheestablishmentofamonthlyDepartmentalseminarseriesinBiochemistry,involvingtalksfromPDRAs/final-yearpostgraduatestudents.
Action.14 – A seminar series will be developed to provide opportunities for post-doctoral/postgraduatestudentstosharetheirworkanddeveloppresentationskills.Wewillensurethegenderbalanceofspeakersisunbiased.
OurDepartmentpublicisesUniversity-widetrainingopportunities(e.g.courses/workshopsviaPPDprogramme,orcareer/CVadvicefromUniversityCareersService)onourE&DMoodlesite,andbyencouragingstaffparticipationviaemail.
TheSBSsurveyshowsthat37%ofBiochemistrystaffthinktherearesufficientopportunitiesforcareer progression at the University (SBS(average):38%). This has increased 10% from 2013,suggestingtheUniversityisworkingtowardsimprovementsinthisarea.WewillcontinuetooffertrainingandsupportforallstaffinBiochemistrytoenablecareerprogressionwherepossible,andmonitoritsimpact(e.g.exitinterviews).
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iv. Supportgiventostudents(atanylevel)foracademiccareerprogression
Commentandreflectonsupportgiventostudentsatanyleveltoenablethemtomakeinformeddecisionsabouttheircareer(includingthetransitiontoasustainableacademiccareer).
Third/fourth-year undergraduate students participate in weekly supervision groups within theDepartment,eachofwhichtypicallyinvolves~7academicstaff/SRFs/PDTAs.Considerableeffortismadetoensurethatfemalestaffareincludedineachgroupasrolemodelsforundergraduates.Supervisiongroupsprovideconsiderableopportunityforacademicstafftosupportundergraduatestudentswithinformation/adviceaboutcareerprogression.AdviceisalsosoughtfromPIs/PDRAswithinlabshostingundergraduateresearchprojects.
StudentsareencouragedtoaccesstheUniversityCareersService,andthird-yearundergraduateshaveadedicatedseminarfromtheCareersstaff.TrainingisalsoprovidedbytheDepartmenton‘applyingforaPhD’,andin2016/2017twoformerstudents(1F/1M)spokeabouttheirexperiencesapplying for PhD positions. Colleges also play a key role in providing career advice forundergraduate/postgraduatestudents.
All postgraduate students in Biochemistry are required to participate in a range of activitiesdesignedtoenhancetheir transferableskills, includingasecond-yearpostercompetitionandathird-year symposium. There is considerable interaction between postgraduate students andacademicstaffintheDepartment,whoserveasrolemodelsandmentors.
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v. Supportofferedtothoseapplyingforresearchgrantapplications
Commentandreflectonsupportgiventostaffwhoapplyforfundingandwhatsupportisofferedtothosewhoareunsuccessful.
We have recently established a ‘Research Committee’ (RC) in Biochemistry, which providesfeedbackongrantapplicationsproposedbyDepartmentmembers.Thisresourcehasbeenusedbyanumberofacademicstaff,andisparticularlyusefulformorejuniorfaculty.TheRCadditionallyidentifiessuitablegrantopportunities,withafocusonearlycareerresearchers.Considerablepeersupportforreviewinggrantproposalsisalsoavailable.
‘TheRCwasextremelyhelpful,givingusefulsuggestionsattheplanningstage,andconstructivecommentsatthewritingstage.Ifeelthey
significantlyincreasedmyprobabilityofsuccess’
FemaleAcademic
Action.15–WewillcontinuetoencourageacademicstaffandSRFstosubmittheirproposedgrantapplicationstotheRCforfeedback.
Since 2014, the Department has also set up a confidential online-database of successful grantapplications,accessiblebyacademicstaff/SRFs.Eligiblestaffcantherebygaininsightsintowhatworks,howbest to frameandphraseanapplicationand, in theend, improveouralreadyhighsuccess rates. The database has been especially useful for junior academic staff with limitedexperienceofgrantwriting.
Action.16–ToencourageacademicstaffandSRFstouploadsuccessfulgrantapplicationstotheonlinegrantsdatabase,andtomakeuseofthedatabaseasappropriate.
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Untilrecently,recordskeptconcerninggrantapplications/successeslargelyfocusedonsuccessfulapplications.Withtheappointmentin2016ofaResearchFacilitatortoBiochemistry,additionaldatahasbeencapturedthathasenabledustoevaluateoursuccessratesforgrantapplications.Ofthe80grantapplicationsmadeduring2016-17,29%weremadebyfemalesand71%bymalestaff(23F/57M)(Figure.31(A));consistentwiththeproportionoffemale/malestaffeligibletosubmitgrant applications (26%F/74%M). Of the grant applications submitted, 17% of applications byfemale staff and28%of applicationsbymale staffwere successful (i.e. 4F/16M;Figure.31(B)).Nevertheless, the average value of grants awarded were similar (£436,588/grant(F),£413,466/grant(M)).
Figure.31:
Grantapplicationratesandsuccesses,bygender(2016-2017)
Whilethesedatacouldsuggestagenderbiasinsuccessrates,wearemindfulthatthedataisfromasingleyearandthenumberofapplicantsisrelativelysmall,thereforemaynotberepresentativeofsuccessratesoveralongerperiod.Wewillcontinuetoevaluategrantsuccessestodeterminewhetherthisisanareaforconcern.
Action.17–WewillcontinuetocaptureinformationregardinggrantapplicationssubmittedbyBiochemistrystaff,andwillevaluatethesuccessrate,bygender.
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5.5 Flexibleworkingandmanagingcareerbreaks
Note:Presentprofessionalandsupportstaffandacademicstaffdataseparately
i. Coverandsupportformaternityandadoptionleave:beforeleave
Explainwhatsupportthedepartmentofferstostaffbeforetheygoonmaternityandadoptionleave.
By fosteringa supportiveenvironmentwhere staff feel comfortablediscussing their needs, theDepartmentendeavourstomakethisapositiveperiodoftransition.
TwomeetingsarearrangedbetweenthestaffmemberandamemberoftheDepartmentalHRteamtodiscussriskassessments,maternity-coverarrangements,andsupportavailable.Formaternityleave,thesemeetingsareheldatthepointwherepregnancyisdeclared,andfollowingsubmissionoftheMatB1MaternityCertificate.Allstafftakingmaternityleavesince2014(9Fassistantstaff/26Fresearchers)haveengagedinthesemeetings(Figure.32).TheDepartmentalsosupportsstaffwithpaidtimeoffforantenatalappointments/classes,andtoobtainacarparkingpermitifrequired.Additionalsupportisofferedbyline-managers/mentors.Figure.32:
ii. Coverandsupportformaternityandadoptionleave:duringleave
Explainwhatsupportthedepartmentofferstostaffduringmaternityandadoptionleave.
Our Department promotes the best-practice policies outlined by the University HR divisionregardingmaternityleave.Forexample,staffareentitledtousetenpaid“keepingintouchdays”tostayincontactwiththeircolleagues.
Duringleave,staffcontinuetobesupportedbytheirline-manager/mentorsinBiochemistry.Whereappropriate,coverisorganizedforstaffonleave.e.g.assistantstaffpostsmaybecoveredbyatemporaryappointment.Forgrant-fundedresearchers, theDepartmentwill informthesponsoraboutthematernityleave,andmakethenecessaryarrangements.
Staffmemberswhoareduetogoon,orcurrentlytakingmaternityleave,areentitledtoaccessallusualsupportnetworksavailablewithintheDepartment/University.Biochemistrystaffaremadeawareoftheseprovisionsduringthemeetingsheldpriortoleave.
‘TheDepartmentwasverysupportivewhenmymaternityleavestartedthree-monthsearly.Duringmybaby’sextendedstayinhospital,itwasnice
tobeabletokeepintouchbyattendingtheoccasionallabmeeting/seminar.’
FemaleSRA
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iii. Coverandsupportformaternityandadoptionleave:returningtowork
Explainwhatsupportthedepartmentofferstostaffonreturnfrommaternityoradoptionleave.Commentonanyfundingprovidedtosupportreturningstaff.
OurDepartmentisextremelysupportiveofstaffreturningfrommaternity/adoptionleave,and
providessupportinvariousways:
• Staffcanuseaccruedleavetodefertheirreturn,ortoreturntoworkpart-timewhilstbeingpaidfull-timeintheinitialstages.
• A dedicated room in each Biochemistry building is available for nursing mothers, andrefrigerators are provided for milk storage. These facilities have been used by staff fromBiochemistryandneighbouringDepartments.
• TheDepartmentprovides informationtostaffabout theUniversity’sChildcareOfficeand itsservices(e.g.childcare,parentalleave).
• Staffwithcaringresponsibilitiesarepreferentiallyallocatedcarparkingspaces.
• Ourintranet/E&DMoodleisusedtopromoteUniversityinitiativesthathavebeenimplementedtosupportfamilies(e.g.‘SPACE’network(‘SupportingParentsandCarers@Cambridge’)and‘My Family Care (MFC)’ (provides emergency child/adult/eldercare at short notice)).Departmentmembershavebeenencouraged to registerwithMFC, andmadeawareof theentitlementtofreesessionsduring2017.
‘ThebackupsupportprovidedbyMFCprovidesreassurancethatisvitaltohelpbalanceacademiccommitmentswithfamilylife.’
FemaleAcademic
Action.18 –Wewill develop a ‘family-friendly’ section on our website/Moodle site thatcontainsinformationspecificallyrelevanttostaffwithcaringresponsibilities.Wewillincludepersonalstoriesthatreflectonbalancingaresearchcareerwithfamilylife,withtheaimoffosteringinteractionsbetweenstaffthatwillfacilitatetheachievementofagoodwork-lifebalance.
• TheUniversityoffersa‘ReturningCarersScheme’(RCS)foracademicstaff,whichoffersfunds
toassistreturningcarersinbuildinguptheirresearchprofilesandotheracademicactivityaftera period away fromwork. Information about the RCS is communicated to eligible staff viaemail/intranet/Moodle.
‘TheRCSwasinvaluabletomyfirststepsasanindependentresearcherbyenablingattendanceataninternationalconference/researchsupport.Asapart-timescientistandfull-timemother,achievingthesameprogress
independentlywouldhavetakenyears.’
FemaleSRF
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SincetheRCSwaslaunchedin2013/14,17awardshavebeenmadetoBiochemistrystaff(average71%successrate(Figure.33)).Withtheexceptionofoneawardin2016/17,allsuccessfulapplicantswerefemale.Theseawardshavehadapositiveimpactonthetransitionbacktoworkfollowingleave, andhaveenabled staff toengage in activities important for careerprogression.WewillcontinuetopromotethisschemetostaffinBiochemistry.
Figure.33:
iv. Maternityreturnrate
Providedataandcommentonthematernityreturnrateinthedepartment.Dataofstaffwhosecontractsarenotrenewedwhileonmaternityleaveshouldbeincludedinthesectionalongwithcommentary.
From 2014-2017, 27 staff members (6 assistant staff, 21 researchers) took maternity leave(Figure.34).Ofthese,16(59%)returnedtowork,10(37%)arecurrentlystillonleave,and1(4%)didnotreturnfrommaternityleave.Ofthe‘returners’,tworesearcherssubsequentlyleftwithin3months,andanothertwowithin6-9monthsoftheirreturnfrommaternityleave,duetothegrantunderpinningtheircontractending.Figure.34:
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v. Paternity,sharedparental,adoption,andparentalleaveuptake
Providedataandcommentontheuptakeofthesetypesofleavebygenderandgrade.Commentonwhatthedepartmentdoestopromoteandencouragetake-upofpaternityleaveandsharedparentalleave.
SevenmembersofBiochemistry (4 assistant staff/3 researchers)have formally takenpaternityleaveduring2014-2017(Figure.35).Noacademic/academic-relatedstaffhaveappliedforpaternityleave.Wewillcontinuetoimprovecommunicationsinthedepartmentaboutpoliciesregardingpaternityleave.
Figure.35:
vi. Flexibleworking
Provideinformationontheflexibleworkingarrangementsavailable.BiochemistrysubscribestoUniversity’spoliciestoaccommodatestaffwhoasktoworkflexibly(e.g.part-time,flexi-time)toachieveabetterwork/lifebalance.Moreover,SBSsurveydatashowedthat90%ofstaffinBiochemistryweresatisfiedwiththeprocessandtheoutcomeoftheirrequesttoworkflexibly(SBS(average):82%).
Although theUniversitypolicyenables staff to formally request flexible-workingarrangements,very fewstaff inBiochemistryhavemadeanapplicationvia theUniversityscheme.Incontrast,numerous staff have formally undertaken flexible-working in accordance with Departmentalprocedures.Sucharrangementshavetypicallybeenmadetoenableflexibilityoverarelativelyshorttimeperiod(e.g.forchildcarearrangements).Forassistantstaff,arrangementsaremadewithline-manager/DA. For researchers, PIs are responsible for agreeing flexible-working. Academic stafftypically work flexibly, in keeping with the varied nature of the work. However, the inherentflexibilityoftheserolesmayresultinincreasedexpectationsandunregulatedworkloadsthatcanleadtoapoorwork/lifebalance.
Biochemistrythereforesupportsflexible-workingarrangements,eitheragreedformallywithintheDepartment(short-termrequirements),orthroughformalapplicationstotheUniversityscheme(longer-term flexible-working arrangements).We will continuemonitor the uptake of flexible-workingtoensurestaffmaintainagoodwork/lifebalance.
Action.19 – We will continue to improve communication of return to work policies formaternity/paternity/adoptionleave,andwillcontinuetopromotetheRCSviaemail,intranetandE&DMoodleSite.
Action.20–Wewillencouragestafftomakeformalarrangementsforflexible-working,andwewillcontinuetoevaluatetheuptakeofflexible-workingforallstaffgroupsintheDepartment.
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vii. Transitionfrompart-timebacktofull-timeworkaftercareerbreaks
Outlinewhatpolicyandpracticeexiststosupportandenablestaffwhoworkpart-timeafteracareerbreaktotransitionbacktofull-timeroles.
The University has implemented a scheme by which members of staff returning frommaternity/adoptionleavecanrequesttoreturntoworkonagraduatedbasis.TheDepartmentfullysupportsthisinitiative,whichismanagedflexiblythroughmeetingsbetweenthestaffmemberandline-manager.Moreover,Departmentalpolicyenablestheuseofaccumulatedleavetoeasethetransitionbacktoworkfollowingmaternityleave.
‘Iusedaccruedleavetoreturnfrommaternityleavepart-time,whilebeingpaidfull-time.Thiswasreallybeneficialtoeasemebackintothe
workingenvironment.’
FemaleAssistantstaff
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5.6 Organisationandculturei. Culture
Demonstratehowthedepartmentactivelyconsidersgenderequalityandinclusivity.ProvidedetailsofhowtheAthenaSWANCharterprincipleshavebeen,andwillcontinuetobe,embeddedintothecultureandworkingsofthedepartment.
WehaveworkedhardtoensuregenderequalityandinclusivityareconsideredacrossallaspectsoflifeintheDepartmentforstaff,studentsandvisitors.
VarioussocialactivitiesinBiochemistryprovideopportunitiestofostergoodrelationshipsbetweenstaff, which results in a friendly and inclusive environment. Activities include the annualDepartmentalgardenparty,whichisafamily-friendlyeventattendedbyanaverage150staff/year(2013-2016)(Figure.36).OtherDepartmentaleventssuchasmonthly‘Happyhours’organizedbyPDRAs, and the annual pantomime organized by third-year undergraduates, also provideopportunities forDepartmentmembers to socialize in an informal setting. Thereare also cakesales/othercharityfundraisingevents,andvariousculturalcelebrations,thatnurtureacommunityfeelingandbringDepartmentmemberstogether(Figure.37).
Figure.36:
Figure.37:
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Significant achievementsbyDepartmentalmembers (e.g. awards,high-profilepublications) arepublicizedviathewebsite,email,andondigitalinformationscreenslocatedineachBiochemistrybuilding.CelebratingsuccessesofourcolleaguescontributestoestablishingapositiveandvibrantatmosphereintheDepartment.Wethusintendtoimplementanewinitiativecalledthe‘DoneIt’Wall, where a dedicated wall in each building will be available for all staff to informally postachievementsaboutthemselves/otherstaffmembersusingpost-itnotes.Suchanapproachhasbeen used very successfully in Cambridge University Information Services (Figure.38). Weanticipate that the informalityof the ‘Done It’Wallwillmake it accessible to all staff, therebycontributing to a feeling of inclusivity in our Department. Information added to the wall willsubsequentlybecapturedanddisplayedonourwebsite.
Figure.38:
A key issue frequently raised in the Department concerns effective communication, which ishamperedbytheDepartmentbeingonasplit-site.SBSsurveyshowedonly33%ofDepartmentmemberssaid therewas ‘goodcommunicationbetweenthedifferentpartsofmyDepartment’(SBS(average):48%).
CommunicationintheDepartmentwillbeimprovedinvariousways,including:streamliningemails,useofintranet,installingadditionaldigitalinformationscreensincommonareastohighlightkeyhappeningsintheDepartment/widerUniversity,etc.Tofacilitatethisinitiative,wehaverecentlyemployedacommunicationsspecialist(October2017).
Action.21–Wewillestablisha‘DoneIt’wallintheSanger/HopkinsBiochemistrybuildingsthatwillbeusedtocelebratesuccessesofstaffintheDepartment.
Action.22– By streamliningemail communications, improving intranet engagement, and byproviding additional digital information screens in common areas, we will improvecommunicationintheDepartment.
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Following staff feedback, catering and facilities in communal areas in the Department wereimprovedduringthepastthree-yearsbytheadditionofcomfortableseating,betterqualityfood,andvendingmachines.SBSsurvey(2016)showedthat69%ofstaff inBiochemistryaresatisfiedwith their working environment (7% increase from 2013). Nevertheless, a disparity still existsbetweencateringfacilitiesavailableinourtwobuildings,whichresultsinfeelingsofinequityintheDepartment.Wewillcontinuetoimproveourfacilitiestoprovideequivalentstandardsforallstaff.Weaimtoprovideapleasantspaceforstafftoutilizeduringbreaks,andbetteramenitiesforstaffworkingatunsociablehours.
Action.23–WewillcontinuetoimprovecateringfacilitiesintheDepartment,soallstaffaresupportedduringbothnormalandunsociableworkinghours.
Overall,theSBSsurvey(2016)showedthat86%ofstaffinBiochemistrywereproudtoworkfortheUniversity,and67%said‘workinginBiochemistrymakesthemwanttodothebestworktheycan’(SBS(average):74%).
ii. HRpolicies
DescribehowthedepartmentmonitorstheconsistencyinapplicationofHRpoliciesforequality,dignityatwork,bullying,harassment,grievanceanddisciplinaryprocesses.Describeactionstakentoaddressanyidentifieddifferencesbetweenpolicyandpractice.CommentonhowthedepartmentensuresstaffwithmanagementresponsibilitiesarekeptinformedandupdatedonHRpolices.
TheEDCusesstafffeedback(e.g.focusgroups,surveys)tomonitorissuesofequalityanddignityatwork,whilethebroaderapplicationofHRpoliciesismonitoredbytheDA/HRAdministrator,whoalsoadvisemanagementstaffoftheirresponsibilitiesandbestpractice.
WithsupportfromtheCentralHRTeam,wewillimplementDignity@Worktrainingsessionsthatwillbemandatoryforallstafftoensuretheyareinformedaboutrelevantpolicies.Insodoingwewill support and sustain a positive working environment for all staff, free from any form ofunacceptablebehaviour.
Action.24–Wewill implementDignity@Worktraining forall staff in theDepartment,whichaimstosupportandsustainapositiveworkingenvironmentforallstaff,freefromanyformofunacceptablebehaviour.
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iii. Representationofmenandwomenoncommittees
Providedata foralldepartmentcommitteesbrokendownbygenderandstaff type.Identify themost influential committees. Explain how potential committee members are identified andcommentonanyconsiderationgiventogenderequalityintheselectionofrepresentativesandwhatthe department is doing toaddress any gender imbalances. Comment on how the issue of‘committeeoverload’isaddressedwheretherearesmallnumbersofwomenormen.
We strive to achieve a balance where we have good female representation on Departmentalcommittees, but without unduly burdening the relatively few female academic staff inBiochemistry. Committee Chairs are typically an academic/academic-related staff member, inaccordancewithToR.Whenavacancyarisesonacommittee,apotentialnewmemberisidentified,andinvitedtojoinbytheChair.Dueconsiderationisgiventogenderbalancewhenconsideringcommitteemembership.Theannualworkloaddatabaseisusedtorecordcommitteemembership,thusensuringequity.
Themembership profile of various Departmental Committees in Biochemistry, over the past 3years,isshownbelow(Figure.39).Dataisomittedforparticularyearswherethecommitteewasnotinexistence(Strategy,Research).Inaddition,amoredetailedviewofthecurrentmembershipoftheseCommitteesisshown,bystaffgroup/gender(Figure.40).
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Figure.39:
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Figure.40:
The proportion of female staff currently on key decision-making committees(Management/Finance/Strategy/Resources), which typically involve only academic/academic-relatedstaff, isonaverage35%(Figures.39,40).RepresentationofwomenontheManagementCommittee (30%F)has increased19% since2014.Wewill continue tomonitormembershipofcommittees, particularly those comprising only academic/academic-related staff where thenumberofavailablefemalesissmaller,toensurefemalerepresentationismaintained.
Incontrast,othercommitteesincludeassistantstaffinadditiontoacademic/academic-relatedstaff(e.g.IT,E&D).Asthereisarelativelylargepooloffemaleassistantstaff(58%F),theproportionoffemalescurrentlyonthesecommitteesiscorrespondinglyhigher(Figures.39,40);e.g.IT(42%F),
RepresentationoncommitteesinBiochemistryin2017,bygenderandstaffgroup
Mostinfluentialcommitteesareshadedinyellow.
Committee Membership Female Total%Fon
committee
Management Academic/Academic-related 3 10 30
FinanceAcademic/Academic-related 2
10 30Researchers 1
StrategyAcademic/Academic-related 3
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ResourcesAcademic/Academic-related 3
9 44Assistant 1
Research Academic/Academic-related 3 10 30
RGHAcademic/Academic-related 8
43 26Researchers 3
E&D
Academic/Academic-related 4
15 67Researchers 2
Assistant 3
Students 1
IT
Academic/Academic-related 2
12 42Researchers 2
Assistant 1
TeachingAcademic/Academic-related 5
16 38Researchers 1
Postgraduate
Academic/Academic-related 2
11 36Assistant 1
Students 1
CateringAcademic/Academic-related 1
7 71Assistantstaff 4
Technicalstaff
Academic/Academic-related 1
25 64Researchers 3
Assistant 12
Safety
Academic/Academic-related 1
17 35Researchers 1Assistant 4
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E&D(67%)).However,astheprimarydriverforpositivechangerelatingtoE&Dissues,membershipoftheEDCwillbereviewedtoensureagenderbalanceisachievedthatreflectsthefactthatbothmenandwomenintheDepartmentarecommittedtothisobjective.
The Catering and Technical Staff Committees, which comprise largely assistant staff, have acorrespondinglyhigherproportionoffemalemembers(e.g.Catering(71%F)).
Action.25 – We will ensure representation on key decision-making committees in theDepartmentmaximizesgenderbalanceasfaraspossible.
iv. Participationoninfluentialexternalcommittees
How are staff encouraged to participate in other influential external committees and whatproceduresareinplacetoencouragewomen(ormeniftheyareunderrepresented)toparticipateinthesecommittees?
ItisadvantageousfortheDepartmentthatacademicstaffengagewithexternalcommittees,andthat this contribution gains appropriate recognition. Moreover, membership of externalcommitteescanprovideusefulinsightsthatareusefulforthedevelopmentandcareerprogressionofotherstaff.Wherestaffundertakesignificantrolesofthiskind,thisisconsideredwhenallocatingDepartmentalresponsibilities.Informationregardingmembershipofexternalcommitteesisthusrequestedannuallyfromacademicstaff,andthesedataareincludedontheworkloadallocationdatabase.
Action.26–Wewillcontinuetocaptureinformationregardingacademicstaffmembershiponinfluentialexternalcommittees,andwillencouragetheparticipationofmoreacademicstaff. Significant contributions toexternal committeeswill be consideredwhenallocatingDepartmentalresponsibilities.
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v. Workloadmodel
Describeanyworkloadallocationmodelinplaceandwhatitincludes.Commentonwaysinwhichthe model is monitored for gender bias and whether it is taken into account atappraisal/development review and in promotion criteria. Comment on the rotation ofresponsibilitiesandifstaffconsiderthemodeltobetransparentandfair.
Theworkloadallocationforteachingandadministrativedutiesofacademicstaffareadministeredseparately.TeachingisallocatedbytheDeputyHoDforTeaching,inconsultationwiththeTeachingCommitteeandHoD.Theteachingworkloadallocationdatabase,whichalsoincludesrolessuchascourseorganisers/examiners,isavailableonlineandreviewedannually.
TheadministrativeworkloadforindividualsisallocatedbytheHoD/DA,andincludescommitteemembership/additional responsibilities (e.g. Radiation Protection Supervisors, REF/other panelmemberships). Manyjobsarerotatedevery3-5years.Adatabasedetailingworkloadallocationhasbeenestablished,whichservesasakeydriverinallocatingresponsibilities,andalsoforensuringfemaleacademicstaffarenotoverburdened just to chaseunrealistic representativeratios.TheworkloadofindividualsisconsideredwithinSRDandSAPexercises.
Action.27–ToincreaseDepartment-levelacknowledgementofadministrativedutiesperformedbyacademicstaff.
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vi. Timingofdepartmentalmeetingsandsocialgatherings
Describetheconsiderationgiventothosewithcaringresponsibilitiesandpart-timestaffaroundthetimingofdepartmentalmeetingsandsocialgatherings.
Asdiscussedabove,theDepartmentreadilyaccommodatesflexible-working,andisfamily-friendlyinitsadministration.Aspartofitscommitmenttothisinitiative,wewillformalizeDepartmentalprocedurestoensurethatstaffworkingflexiblyarenotdisadvantagedbytheirworkpatterns.Wewill thus aim to scheduleessentialDepartmentalmeetings/eventsbetween corehours (10am–4pm)toenablemaximumattendance/Departmentalparticipation.
Refreshmentbreaks in theDepartmentprovideopportunity forstaff tocometogethersocially,whichpromotesinteractionbetweenresearchgroupsandotherstaff.InresponsetoanactioninourpreviousSWANapplication,thetimingofbreaksintheSangerbuildinghasbeenextendedtomakethesemoreaccessibletoallstaff.WewillnowaimtoprovideequivalentflexibilityintheHopkinsbuildingsoallstaffwillbenefit.
Action.29–Wewill extend the timing of refreshment breaks in theHopkins building tomaximizeinteractionsbetweenstaff.
‘Aschildcareresponsibilitieshavethepotentialtoimpactonthestart/endoftheday,schedulingmeetingsduringcorehourshasenabledeffective
participation/contributionwithintheDepartment.’
FemaleAcademic
Action.28 – We will ensure that essential Departmental meetings are held within coreworkinghours(10am-4pm)toenablestaffworkingflexiblytoattend.
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vii. Visibilityofrolemodels
Describehowtheinstitutionbuildsgenderequalityintoorganisationofevents.Commentonthegenderbalanceofspeakersandchairpersonsinseminars,workshopsandotherrelevantactivities.Commentonpublicitymaterials,includingthedepartment’swebsiteandimagesused.
Asmentionedabove, theE&D seminarshosted inBiochemistryemphasised the importanceoffemalerolemodelsforshapingfemaleambition.AsaDepartment,wehavetakenstepstoensurethatgoodrolemodelsareprovidedforstudents/staff.
Third/fourth-year undergraduate students participate in weekly supervision groups withinBiochemistry(see5.3(iv)),andconsiderableeffortismadetoensurethatfemalestaffareincludedin each group as good rolemodels. Since 2014, on average 32% of staff participating in eachsupervisiongroupwere female. This relativelyhighproportionof femaleswasachievedby theinclusionofSRFs/PDTAs,alongwithacademicstaff(18%F).
WerecognizetheimportancethatvisitorstotheDepartmentplayinprovidinggoodrolemodels,particularlythosepresentingseminarsabouttheirscientificfindingsandcareers.
Inadditiontomanyadhocseminars,theDepartmenthostsaweeklyresearchseminarseriesthatis attendedbyacademic staff/researchers, aswell asbyundergraduate students.During2014-2017,onaverage29%ofspeakerspresentingwerefemale(Figure.41).
Figure.41:
Toensurethattheseseminarsprovidegoodfemalerolemodels,wewilltakestepstoensurethatthegenderbalanceofspeakersisimproved,withthegoalofachievinggenderequality.Academicstaffwill beencouraged to suggest a largernumberofpotential speakers fromwhich the finalselectionismade.
SignificantimprovementstothegenderbalanceofspeakersattheDRDhavealreadybeenmade(Figure.31).Wewill also aim to achievea goodgenderbalanceat other regularDepartmentalevents(e.g.RGHretreat,postgraduatesymposiaetc.).
Action.30–Wewillcontinuetoensurethatfemalestaffareincludedineveryundergraduatesupervisiongrouptoprovidegoodfemalerolemodelsforundergraduatestudents.
Action.31–Wewillensurethatthegenderbalanceofspeakerspresentingtheweeklyseminars,and at other key events in Biochemistry, is improved. This goal will be communicated toacademicstaffsoalargernumberofgoodfemalespeakersaresuggested.
69
4 6
1715
14 15
0%
20%
40%
60%
80%
100%
2014-15 2015-16 2016-17 Average
SpeakersatDepartmentalSeminarSeries
Male
Female
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Wehavetakensteps toensurethat theDepartmentalenvironment is inspirational foraspiringfemalescientists.PhotographsofcurrentacademicstaffandasummaryoftheirresearchinterestsarecontinuallydisplayedondigitalinformationscreensineachBiochemistrybuilding.PhotographsofwomenwhohaveplayedimportantrolesinBiochemistryarealsoprominent.Moreover,keyroomsintheDepartmenthavebeenrenamedtocommemoratethreedistinguishedwomenwhomadesignificantcontributionstoourDepartment(Figure.42)–the‘HaynesRoom’,the‘ProfessorJeanThomasLectureTheatre’,andthe‘MarjoryStephensonRoom’.
Figure.42:
TheDepartmentalwebsiteandpublicitymaterialsincludesphotosdemonstratingdiversityintheDepartment,therebyprovidinggoodrolemodels.e.g. ourwebsiteincludesimagesofadiversecross-sectionoftheDepartmentparticipatinginteaching/outreachactivities(Figure.43).Feedbackfrom students/Departmental visitors confirmed theeffectivenessofourwebsite athighlightingdiversity.
Figure.43:
Action.32–Wewill continue to ensure that images on theDepartmentalwebsite showingmembersofourDepartmentinvolvedinarangeofactivitiesdemonstratediversity.
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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viii. Outreachactivities
Providedataonthestaffandstudentsfromthedepartmentinvolvedinoutreachandengagementactivitiesbygenderandgrade.Howisstaffandstudentcontributiontooutreachandengagementactivitiesformallyrecognised?Commentontheparticipantuptakeoftheseactivitiesbygender.
Biochemistryhasdemonstrateda commitment to thewider community throughoutreach, andstaff/students at all levelshaveparticipated in a varietyofoutreachactivitiesonbehalf of theDepartment.
OnemajoroutreacheventatwhichtheDepartmentprovidesactivitiesistheannualCambridgeScience Festival, which draws many children/adults from all backgrounds. From 2013-16, 150Department members (postgraduate students, academic/assistant/research staff) haveparticipatedinscienceweek(64%F/36%M)(Figure.44).
Figure.44:
‘VolunteeringattheDepartment'ssciencedaywasafantasticexperience.Ilearnedsomuchaboutourdiversity–theresearchandthepeoplewho
workhere.’
FemalePDRA
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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In addition to science week, over 230 diverse outreach activities (e.g. school activities,undergraduateinterns,etc.)werecarriedoutduring2013-16byacademicstaff/researchersfromBiochemistry(average42%F/58%M)(Figures.45,46).
Figure.45:
Figure.46:
Examplesofoutreachactivities:
TheDepartmentiscommittedtosupportingtheparticipationofstaff inoutreachactivitiesthatengagethepublicwithscience.Thisisparticularlyimportantforschool-agepupils,whereoutreachactivitieshavethepotentialtoenthuseandmotivatechildrentopursuefurtherstudiesinscience.Engagementbyfemalescientistsinoutreachactivitiesisespeciallyimportantforprovidinggoodfemalerolemodels.However,recordingofoutreachactivitiesandrecognitionforstaffparticipatingissomewhaterratic in theDepartmentdue to therelianceonself-reporting.Wewill thereforeimprovethemechanismsforrecordingoutreachactivities,andforimprovingtherecognitiongivenforoutreachwork(e.g.viaSRD,SAP).
Tobettersupportoutreachactivities,wewillappointaleadwhoisresponsibleforco-ordinatingoutreachactivities,andfordeveloping/maintainingadatabasedetailingavailableresources.WewilladditionallyimprovethesocialmediapresenceoftheDepartment(e.g.Twitter,Facebook),andthiswillbeusedtohighlightoutreachactivities,alongwithraisingawarenessaboutE&Dissuesandcelebratingresearchexcellence.
45 47 40
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49 51 47
7856
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20%
40%
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80%
100%
2013 2014 2015 2016 Average
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Male
Female
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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Wordcount:6,193
Action.33–Wewillimprovethemechanismsforrecordingoutreachactivities,andwillincreasetherecognitiongivenforoutreachwork.
Action.34–Toappointaleadtotakeresponsibilityforco-ordinatingoutreachactivitiesintheDepartment,andtodevelopadatabasedetailingavailableresources.
Action.35–Wewillimprovethesocialmediapresence(e.g.Twitter,Facebook)oftheDepartmenttopromoteandrecognizeoutreach,alongwithraisingawarenessaboutE&Dissuesandtocelebrateresearchexcellence.
DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017
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7. FurtherInformation
N/A
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8. ActionPlan–DepartmentofBiochemistry,2017
Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones
(HOW) Timeframe(WHEN)Personresponsible(WHO)
Successcriteriaandoutcome
Action.1
Page15
ToensurethatallmembersoftheDepartmenthavetheopportunitytoparticipateintheEDC,andtomaintainabalancedmembership.WewillthusensurethatourE&DinitiativesareembeddedintotheDepartmentalculture.
TheDepartmentincludesdiversegroupsofstaffwithdifferentworkingenvironmentsandpractice.TheEDCshouldberepresentativeofallgroups,andhaveanappropriategenderbalance.
• WewillreviewCommitteemembershipannually
• WewillappointnewmembersinaccordancewithTermsofReferenceforEDC
• WewilladdressthegenderbalanceofEDC(currently67%F)
• WewillraiseawarenessofE&DsuccessesandissuesintheDepartment.
• Annually,fromJanuary2018.
ChairofEDC(DeeScadden)
SupportedbyDA(NickSmith),HoD(GerardEvan).
• ThegenderbalancewithintheEDCisrepresentativeofstaffgroupsinDepartment.By2020,minimum7%increaseinmalestaffonEDC.
• MaintainrepresentationofallstaffgroupsonEDC(annualreview).
Action.2
Page15
WewillensurethatthereisamemberoftheEDConkeydecision-makingcommitteeswithintheDepartment(e.g.Management,Strategy),whosespecificresponsibilitiesincludeservingasanadvocateforE&Dissues.
E&DissuesshouldbeconsideredonotherDepartmentalcommittees,especiallythosewithdecision-makingpowers.ThiswillenableimplementationofE&DinitiativesinDepartment,thusembeddingthemintoDepartmentalculture.
• WewillsuggestrepresentativesfromtheEDCwhowillsitoninfluentialDepartmentalcommittees,andwhohavethebriefforoverseeingE&Dissues.OurHoDwillsubsequentlyconfirmthisappointment.
• ByFebruary2018;reviewedannually.
HoD(GerardEvan)
SupportedbyEDC,whowillrequestrepresentatives.
• E&Drepresentativeondecision-makingcommitteesby2018.
• Contributionwillberecognisedinworkloadallocationdatabase(by2018).
• Minimum5%increaseby2020intheSBSsurveywithrespecttoquestionsrelatedtoE&D.
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe(WHEN)
Personresponsible(WHO)
Successcriteriaandoutcome
Action.3
Page15
WewillanalysetheengagementofmembersoftheDepartmentwiththeE&DMoodlesiteusingwebsiteanalytics,whichwillrevealitseffectiveness.Ifrequired,initiativeswillbeimplementedtoencouragemorestafftoengagewiththeMoodlesite(e.g.campaignusingdigitalinformationboards).
ItisessentialtodeterminethattheMoodleE&Dsiteisaccessibleandofbenefittoallgroupsofstaff.WewillencouragestafftoaccessE&Dinformationinthemostappropriatewayforthem.
• WewillusewebsiteanalyticstoanalyseuseofE&DMoodlesite(i.e.frequencyofaccess,staffgroupsaccessingetc.),andthesedatawillbereportedtotheEDC.
• WewillencourageDepartmentmemberstoengagewiththeE&DMoodlesite.Thiswillbeachievedbyprovidinginformationviaemail,digitalinformationboards.
• Quarterly–tocommencebyendof2017.
DeeScadden • Minimum30%ofDepartment(allstaffgroups)usingE&DMoodlesitebyJan2020.
Action.4
Page17
Thetimeslotofthebriefingeventheldforprospectivethird/fourth-yearBiochemistrystudentswillbechangedtoincreasethepotentialnumberoffemaleacademicstaffavailableasrolemodels.
Thereisaconcernthattheattendanceoffemaleacademicstaffatthisbriefingsessionislimitedduetocaringresponsibilities.Thismayaffectfemalestudents’perceptionofthesubject.
• Wewillmonitortheattendanceoffemaleacademicstaffatbriefingsessions.
• Wewillmonitorapplicationstothird-yearBiochemistryfromfemalestudents.
• Annually SandraFulton
SupportedbyChristineThulborn
• 25%ofstaffparticipatingtobefemaleby2019.
Action.5
Page21
Wewillcontinuetoraiseawarenessamongundergraduatestudentsaboutopportunitiesforpostgraduatestudiesandbeyond.Informationwillbeprovidedviadedicatedseminars,supervisiongroups,andbyprovidinggoodfemalerolemodelsinBiochemistry.
Thereisconcernthatsomefemalestudentsmaynotseepostgraduatestudiesandfurtherscientificcareersasachievablegoals.
• Wewillinensurestudentsareawareofopportunitiesforpostgraduatestudiesandbeyond(e.g.viaseminars,supervisiongroups,emails,andbyprovidinggoodrolemodels).
• Wewillmonitorthedestinationofourundergraduatestudents.Thisinformationwillbecapturedviadiscussionsthatwilltakeplaceatanendofyearlunchmeeting,orbyemail.
• Thiswilltaketimetofilterthroughsowhiledatacanbecollectedannually,longerwillbeneededtoseeaneffect.
SandraFulton
SupportedbyChristineThulbornandSarahLummis
• Determiningdestinationofminimum50%ofstudentsbyendof2018/19academicyear.
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe
(WHEN)
Personresponsible(WHO)
Successcriteriaandoutcome
Action.6
Page23
Wewillimplementinitiativesthataimtoincreasethenumberoffemaleapplicantsforacademicstaffvacancies,whichinvolvestheinclusionofwordinginjobadvertisementsthatencouragesapplicationsfromwomen,andtoactivelyidentifypotentialcandidates.
Studieshaveshowndistinctdifferencesinhowfemales/malesperceivesuitabilityforapplyingforacademicstaffvacancies.
Ourdatashowsthatweattractarelativelylowproportionoffemaleapplicantsforacademicposts.
• WewillincreasethepooloffemaleapplicantsforULvacancies.
• Thiswillbeachievedbyensuringadvertisementsencouragefemalestoapply,andbyestablishinga‘searchcommittee’toactivelyidentifysuitableapplicants(e.g.fromconferenceprogrammes,specificresearchnetworksetc.);wewillsubsequentlyapproachpotentialcandidatesandencouragethemtoapply.Wewillalsorecruitfemaleapplicantsbypersonalcommunicationatscientificmeetings.
• Wewillensuredetailsofacademicvacanciesarecommunicatedtoallstaff.
• By2020asstaffvacanciesarise.
DA(NickSmith)
SupportedbyHoD(GerardEvan)
• 10%increaseinfemaleapplicantsforallfutureULvacancies(by2020).
Action.7
Page26
WewillcontinuetointerviewstaffleavingBiochemistrytohelpidentifyanygenderbiasesaroundthereasonsforleaving,andtounderstandhowwecanhelpinenhancingthefuturecareersofourstaff.
GainanunderstandingofwhypeopleleavetheDepartment.
Gatherdataonfuturecareerdestinationstomonitoranygenderorotherbiases.
• WewillincreasethenumberofstaffmembersundertakinganexitinterviewwhenleavingtheDepartment(currently81%ofstaff;88%F/74%M).
• Thiswillbeachievedbyensuringexitinterviewsareplannedwithinsuitabletimescales,andbyhighlightingthebenefitstostaff.
• 2019
DA(NickSmith)
• 4%increaseinexitinterviewsby2019(i.e.increasefrom81%to85%).
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe(WHEN)
Personresponsible(WHO)
Successcriteriaandoutcome
Action.8
Page28
WewillaimtomaintainthegenderbalanceamongstSRFs,andwewillactivelypromote,encourageandfacilitatetheestablishmentofresearchcareersforSRFs.Thiswillbeachievedthroughmentoring,andbytheprovisionoftrainingopportunitiestoenhancetransferableskills.
GenderequalityamongstSRFsreflectsfairrecruitmentprocedures,andprovidesgoodrolemodelsforresearchers
SRFshavearelativelylimitedtimetoestablishthemselvesintheirresearchcareers,andwewillsupporttheirprogression.
• WewillmonitorthecareerprogressionofSRFsviaexitinterviews.
• Wewillcontinuetoprovidementoringbymoresenioracademicstaff.
• WewillmaintaintrainingopportunitiesforSRFs,includingteaching(e.g.lectures,smallgroupteachingetc.),committeememberships,transferableskills.
• Withimmediateeffect
HoD(GerardEvan)
SupportedbyDA(NickSmith)
• 90%ofcurrent/newSRFswillhaveexitinterviewsatthecompletionoftheirfellowshiptomonitorcareerprogressionby2020.
Action.9
Page30
WewillcontinuetoactivelyencourageacademicstafftoapplyforSAPwhenappropriate,andtobeproactiveinprovidingsupportacademicstaffduringtheapplicationprocess.Wewillsustainanddevelopfurthermentoringofjunioracademicstafftofacilitatecareerprogression.
ApplicationforSAPtypicallyinvolvesacademicstaffmembersputtingthemselvesforwardforpromotion.However,werecognisethatwomenarelesslikelythanmentoputthemselvesforwardforpromotion,thuspotentiallydelayingtheircareerprogression.
• TheHoDandapanelofsenioracademicstaffwillactivelyidentifyacademicstaffmemberseligibleforSAP,andencouragethemtoapply.
• TheHoDwillcontinuetoprovidesupport/feedbacktoapplicants.
• Wewillcontinuetoprovidementoringforjunioracademicstaff.
• Panelofacademicstaffwillbeestablishedby2019SAPexercise.
• Feedbackonapplicationswillbeprovidedtoacademicstaffapplyingfor2019SAP.
HoD(GerardEvan)
• Paneltomeetannually.
• 100%ofpotentialapplicantsforSAPtomeetwithHoD.
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe(WHEN)
Personresponsible(WHO)
Successcriteriaandoutcome
Action.10
Page30
ToimprovetheawarenessanduptakeofopportunitiesthatsupportstaffembarkingontheSAPprocedure,includingmentoringbymoresenioracademicstaffandparticipationintheUniversitySAPCVscheme.
Notallacademicstaffareawarethatthisschemeisavailable.
WillhelpaddressthedisparityinsuccessratesbetweenfemaleandmaleapplicantsinBiochemistry
• WewillencourageapplicantsapplyingforSAPtoengagewithUniversityCVschemetogetfeedbackforSAPapplications.
• Bymid2018,inpreparationforSAP2019.
DA(NickSmith)
SupportedbyHoD(GerardEvan)
• 100%ofcurrentacademicstaffawareofinitiativebySAP2019.
Action.11
Page30
WewillencouragestafftobecomementorsintheUniversitySAPCVscheme.
ExperiencedstaffmemberswillbeabletosupplygoodandrelevantadviceregardingpreparationofCVs
• Wewillcaptureandmonitorhowmanystaffbecomementors
• Bymid2018,inpreparationforSAP2019andregularlymonitoredthereafter
HoD(GerardEvan)
SupportedbyPersonnel
• 10%ofacademicstafftocontributetoSAPCVschemeby2020.
Action.12
Page32
AllstaffwillbeencouragedtoengageinappropriateE&Dtraining,includingtheonlinemoduleonunconsciousbias.Wewillensurethatstaffinvolvedinrecruitmenthavecompletedthistrainingmodule.
Topromoteacongenialworkplaceethos,whereallmembersarevalued.
E&Dtrainingisessentialformembersofstaffactivelyinvolvedinrecruitmenttoensureallappointmentsaremadefairlyandwithoutdiscrimination.
• WewillencouragenewandexistingstafftoengageinonlineE&DandUBtraining.ThiswillbepromotedduringthestaffinductionprocessandthroughDepartmentwidecommunications(e.g.email,Moodle).Wewillrecordcompliancecentrally.
• Wewillholdannualface-to-facetrainingsessionsforstaffmemberswhodonotuseonlineresources.
• Wewillmonitoruptakeoftraining,andwillenforcetrainingforallstaffinvolvedinselectioncommittees.
• OngoingforE&Dtraining.FromJune2017forUBtraining.
• Face-to-facetrainingsessiontobeheldinannually(fromDec2016)
• Staffexpectedtore-trainevery4years.
• Biannualmonitoringofdataforallstaff.
AdministrativeOfficer(DebbieCanham)
SupportedbyHoD(GerardEvan)
• 100%completion(E&D,UB)formembersofselectionpanelsby2018.
• Maintain>90%uptakeofE&Dtrainingforallstaff(annualreview).
• 50%ofallstaffundertakenonlineUBtrainingbyDec2018.
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ActionPlannedaction/objective(WHAT)
Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe(WHEN)
Personresponsible(WHO)
Successcriteriaandoutcome
Action.13
Page34
FocusgroupswillbeestablishedtogetfeedbackontheSRDprocesstoassesstheeffectivenessoftheprocess.Staffwillbeencouragedtoundergoappraisalregularly,whichwillembedtheprocessmorefirmlyinthecultureoftheDepartment.
Surveydatahasshownthat,ingeneral,staffhaveapoorperceptionofthevalueofstaffreviews,withalowuptakeontotheschemeacrossmanystaffgroups.UnderstandingwhythisisthecasewillallowtheDepartmenttomodifytheprocesstomakeitmoreeffective.
• Wewillsetupfocusgroupsthatarerepresentativeofallstaff,andmeetingswillbeheldpriortothenextroundofappraisalstodiscussthemeritsofthescheme.
• Participationintheschemewillbeencouragedviatrainingsessionsdesignedtohighlightthemeritsoftheprocess,bothforthereviewerandthereviewee.
• Focusgrouptomeet3rdquarter2018,priortothenextreviewcycle1stquarter2019.
• Trainingsessionstobeheldpriortothereviewcycle.
DA(NickSmith)
SupportedbyHoD(GerardEvan)
• Findingsfromfocusgroupwillbeusedtoinformthenextreviewcycle(i.e.2019).
• Uptakeofthestaffappraisalprocesswillbemonitoredacrossallstaffgroups.15%increaseinstaffundertakingSRDin2019.
• Minimum5%increaseinstaffsurveyscorerelatingto‘receivingregularandconstructivefeedbackonperformance’(by2020).
• Minimum5%increaseinstaffsurveyscorerelatingtostaffsayingtheyhavethe‘opportunitytodiscussdevelopmentneedsregularly’(by2020).
Action.14
Page36
Aseminarserieswillbedevelopedtoprovideopportunitiesforpost-doctoralandpostgraduatestudentstosharetheirworkanddeveloppresentationskills.Wewillensurethegenderbalanceofspeakersisunbiased.
PositivefeedbackfromattendeesoftheJanuary2017DepartmentDay,whereresearchersratherthanacademicstaffwereinvitedtogivethetalks,highlightedhowvaluablethisinitiativewasforresearchers.
• Wewillintroduceamonthlypost-doctoralandpost-graduateseminarseries,andlunchwillbeprovided.WewillselecttalksfromPDRAsandfinalyearpostgraduatestudentsthatensureagoodgenderbalance.
• Wewillestablishanannualpost-graduatesymposium,whichwillconsistofshortresearchpresentations,acareerstalk,andaposternetworkingsession.
• MonthlyseminarseriestocommenceinOctober2017.
• Yearlypost-graduatesymposiumtocommenceinSeptember2018.
• Seminarseries–DeeScaddenandJuanMata
• SymposiumorganiserandSarahLummisSupportedbyChristineThulborn
• Speakerswillbechosentoachievegenderbalance–average50%F/50%Mannually.
• Numberofstaff/studentsattendingwillberecorded,bygender.5%increaseinparticipationannually.
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones
(HOW) Timeframe(WHEN)Personresponsible(WHO)
Successcriteriaandoutcome
Action.15
Page38
WewillcontinuetoencourageacademicstaffandSRFstosubmittheirproposedgrantapplicationstotheResearchCommittee(RC)forfeedback.
Adequategrantfundingisessentialforresearch.Fundingisextremelycompetitiveandislargelydependentonthequalityoftheapplication.Forjunioracademicstaffwithlittleexperienceofpreparingagrantproposal,thiscanbedaunting,andtheadviceofmoreseniorsuccessfulgrantholdersisinvaluable.Toincreasesuccessofgrantapplicationsfromallapplicants.
• WewillensurethatinformationabouttheRCiscommunicatedtoalleligiblestaff(viaemail,RGHmeetings,intranet).
• EligiblestaffwillbeencouragedtomakeuseoftheRCforadviceonpotentialgrantapplications.
Immediately–bytheendof2017alleligiblestaffinformed
HoD(GerardEvan)
• NumberofgrantapplicationssubmittedtoRCmonitored(gender,staffgroup).Minimum15%ofapplicationsby2019.
• SuccessofallgrantapplicationssubmittedtoRCwillbeassessedandrecorded.
Action.16
Page38
ToencourageacademicstaffandSRFstouploadsuccessfulgrantapplicationstotheonlinegrantsdatabase,andtomakeuseofthedatabaseasappropriate.
Grantfundingishighlycompetitive.Grantawardingbodiesrequiredifferentstylesofapplications,anditisextremelyusefultobeabletoviewsuccessfulapplications.
• Wewillencouragestafftomakeuseoftheonlinedatabasedetailinggrantsuccesses.
• Wewillurgeacademicstaff/SRFstosubmitsuccessfulgrantapplicationstotheonlinedatabase.ThiswillbefacilitatedbytheResearchFacilitator(PaulaBibby).
• InformationaboutonlinegrantsdatabasewillbecommunicatedtoPIsbyearly2018.
• Successfulgrantapplicationswillbeuploadedasavailable,andnotlessthanquarterly.
DA(NickSmith)
SupportedbyResearchFacilitator(PaulaBibby)
• 50%increaseinsubmissionratetoonlinedatabaseby2018
• 100%ofeligiblestaffmadeawareofdatabaseby2018.
Action.17
Page39
WewillcontinuetocaptureinformationregardinggrantapplicationssubmittedbyBiochemistrystaff,andwillevaluatethesuccessrate,bygender.
Grantsarethemajorsourceofincomeforresearch.Wewillusethisinformationtodeterminethesuccessratesofvariousgroupsofstafftoidentifypotentialissuesthatmayaffectsuccessrate.
• Wewillrecordinformationaboutgrantapplicationsandsuccesses,bygender.ThisinformationwillbecommunicatedtotheEDCquarterly.
• Wasinitiatedin2016.Grantsinformationwillberecordedatleastquarterly.
ResearchFacilitator(PaulaBibby)
• Totalnumber/successfulgrantapplicationswillberecorded.
• Minimum80%ofinformationcapturedby2019.
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones
(HOW) Timeframe(WHEN)Personresponsible(WHO)
Successcriteriaandoutcome
Action.18
Page41
Wewilldevelopa‘family-friendly’sectiononourwebsite/Moodlesitethatcontainsinformationspecificallyrelevanttostaffwithcaringresponsibilities.Wewillincludepersonalstoriesthatreflectonbalancingaresearchcareerwithfamilylife,withtheaimoffosteringinteractionsbetweenstaffthatwillfacilitatetheachievementofagoodwork-lifebalance.
SBSsurveydatashows61%ofBiochemistrystaffachievetherightbalancebetweenhomeandworklife,and39%ofstaffaresatisfiedwiththesupporttheUniversityofferstohelpbalanceworkandhomelife.Byprovidingresourcesthatsupportstaffmemberswithcaringresponsibilities,wewillaimtoimprovethework-lifebalanceofourstaffmembers.
• Afamily-friendlypagewillbesetupontheintranetandE&DMoodlesite.
• Wewillregularlyupdatethepagetoincludeinformationrelevanttostaffmemberswithcaringresponsibilities.
• Wewillapproachrelevantstaffmemberstoprovidepersonalstories
• Wewillensurethatweprovidepositiveandattainablerolemodelsforallstaffmembers(M/F).
• Interactionsbetweenstaffwillbeincreased,whichwillprovideasupportiveenvironmentintheDepartment.
• Implementwebpagebyearly2018.
• Populatewithstoriesandinformation–resourcesfromcentralchildcareoffice(e.g.regardingchildcare)andE&Doffice(e.g.MyFamilyCare):bymid2018.
• Engagewithstafftoprovidepersonalstories–bymid2018.
• Reviewmaterialregularlyquarterly.
DeeScadden
SupportedbyStephLow
• Provisionoffamily-friendlywebpageby2018.
• Achieverepresentationonpagebymembersofdifferentstaffgroups
• Torenewmaterialonwebpageatleastannually.
• 10%increaseinscoresinSBSsurveyrelevanttowork-lifebalanceby2020.
• Focusgroupswillbeusedtoassesseffectivenessandstaffsatisfaction–annuallyfrom2018.
Action.19
Page43
Wewillcontinuetoimprovecommunicationofreturntoworkpoliciesformaternity,paternityandadoptionleave,andwillcontinuetopromotetheReturnCarersScheme(RCS)viaemail,intranetandE&DMoodleSite.
InformationaboutreturntoworkpoliciesandtheRCSwillhelpeasethetransitionofstaffmembersbackintoworkafteraperiodofleave.Insodoing,staffwillbenefitfrominitiativesthatcontributetoachievingagoodworklifebalance,andformaximizingcareerprogression.
• Staffgoingonleavewillbeinformedaboutreturntoworkpolicies–thesewillbediscussedinmeetingstakingplacebeforeleavehascommenced(andfollowedupbyemail).
• Staffreturningfromleavewillbeinvitedtoa“returntowork”meetingwithDAtodiscussallsupportavailable.
• WewillaimtoincreaseawarenessoftheRCS(e.g.viaemail,website,E&DMoodle).Wewillevaluateapplicationandsuccessrates.
• Allstaffwillbeprovidedwithinformationregardingreturntoworkpoliciesformaternity,paternityandadoptionleavebyMarch2018.
• WewillcontinuetoinviteeligiblestafftoapplytoRCS(biannually).
• Returntoworkmeetings–by2018.
AdministrativeOfficer(DebbieCanham)
SupportedbyPersonnel
• 10%increaseinstaffsurveydatarelatingtowork-lifebalance–by2019.
• Minimum75%ofeligiblestaffwillbeawareofreturntoworkpoliciesandtheRCSby2019.TobeassessedinSRD,focusgroupsandsurveys.
• Maintain/improvethehighsuccessrateforstaffapplyingtoRCS.
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ActionPlannedaction/objective(WHAT)
Rationale(WHY) Keyoutputsandmilestones(HOW)
Timeframe(WHEN)
Personresponsible(WHO)
Successcriteriaandoutcome
Action.20
Page43
Wewillencouragestafftomakeformalarrangementsforflexible-working,andwewillcontinuetoevaluatetheuptakeofflexible-workingforallstaffgroupsintheDepartment.
Biochemistrysupportsflexible-workingarrangements,eitheragreedformallywithinBiochemistry(short-term)orviatheUniversityschemelonger-termarrangements.Fewstaffhavemadeformalarrangementsforflexible-workingviatheUniversityscheme,butnumerousstaffworkflexiblyviaDepartmentalscheme.Importanttoensureallstaffareawareofoptionsforflexible-working.Theinherentflexibilityofworkpatternsforresearch/academicstaffmayresultinincreasedexpectationsandunregulatedworkloads.
• Wewillensurethatallstaffhavetherelevantinformationregardingalloptionsforflexible-working(e.g.part-time,flexitimeetc.).Communicationswillbeviaemail,face-to-facemeetings(e.g.SRD,line-manager).
• AmemberofHRstaffinBiochemistrywillsetupadatabasetoevaluatetheuptakeofflexible-workingforallstaffgroupsintheDepartment(usingeithertheUniversityschemeorDepartmentalprocedure).
• FromOctober2017,wewillincreaseawarenessaboutflexible-workingforallstaffgroups(e.g.byemail,website)
• InformationtobedisseminatedinRGHmeetings(termly)
• StafftobemadeawareduringSRD,2019
DA(NickSmith)
SupportedbyPersonnel
• SRDprocesswillbeusedtoprovidefeedbackonflexible-working(nextSRDexercise2019).
• MaintainSBSsurveyresultsthatshowstaffsaythey‘haveachoiceindecidinghowIdomywork’(87%in2016).
Action.21
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Wewillestablisha‘DoneIt’wallintheSanger/HopkinsBiochemistrybuildingsthatwillbeusedtocelebratesuccessesofstaffintheDepartment.
Itisimportanttocelebrateachievementsofallstafftoestablishpositiveworkingenvironment.
Byprovidinginformal‘Doneit’wallitwillbeaccessibletoallstaffgroups
• Wewillsetupa‘DoneIt’wallinacommonareainboththeSangerandHopkinsbuildings.
• Wewillencourageallstafftoaddachievements/successestothe‘DoneItwallusingpost-itnotes,whichwillbeavailableatalocationadjacenttothewall.
• Bycelebratingsuccessesofallmembersofstaff,thisinitiativewillcontributetomakingtheenvironmentpositiveforallstaffgroups.
• TobeimplementedbyMarch2018
DeeScadden
SupportedbyJuanMataandStephLow
• Recordnumberofnotesaddedmonthly,bystaffgroupandgender.
• Obtainfeedbackfromstaffonvalueofinitiative(annually).
• Minimum5%increaseinresponsesonstaffsurveythatrelateto(a)‘engagement’,(b)‘senseofcommunity’,(c)‘feelingthatmyDepartmentvaluesme’(by2020).
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe(WHEN)
Personresponsible(WHO)
Successcriteriaandoutcome
Action.22
Page46
Bystreamliningemailcommunications,improvingintranetengagement,andbyprovidingadditionaldigitalinformationscreensincommonareas,communicationintheDepartmentwillbeimproved.Digital/onlineinitiativeswillbefacilitatedbythecommunicationsspecialist.
DepartmentalfeedbackandstaffsurveyindicatesthatcommunicationispoorinourDepartment(e.g.surveydatashowedonly33%ofstafffelttherewasgoodcommunicationinDepartment).ThisleadstofeelingsofinequityinDepartment,andpeoplefeelingisolated.
• Wewillaimtoimprovecommunicationby:
(a) Streamliningemails(i.e.sendemailstodefinedemailgroupsratherthanwholeDepartment)
(b) Improvinguseofintranet,whichiscurrentlyunderutilised–wewillsetupacampaigntomakestaffawareofinformationavailableonintranet(e.g.usingdigitalinformationscreens,postersetc.).
(c) Increasingthenumberofdigitalinformationscreens–andindividualscreenswillbeusedtoconveyspecificinformation(e.g.publicinformation,roombookings,requestsforDepartmentalengagementetc.)
(d) Takingadvicefromcommunicationspecialist.
• Definedemailgroupsby2018
• Increaseengagementofstaffwithintranet;by2018
• Increaseuseofdigitalscreens-June2018
• Getimmediateinputfromspecialist.
Communicationsspecialist(RhysGrant)
SupportedbyStephLowandNickSmith
• Minimum10%increaseinresponsesinstaffsurveyrelatedto‘howgoodcommunicationisbetweendifferentpartsofmyDepartment’,by2020.
• Minimum5%increaseinstaffsurveydatathatsays‘IfeelinformedaboutwhatishappeningintheDepartment’(by2020).
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones
(HOW)Timeframe(WHEN)
Personresponsible(WHO)
Successcriteriaandoutcome
Action.23
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WewillcontinuetoimprovecateringfacilitiesintheDepartment,soallstaffaresupportedduringbothnormalandunsociableworkinghours.
WhilewehavepreviouslyimprovedcateringfacilitiesintheDepartmentbytheadditionofvendingmachines,betterfoodandcomfortableseating,theprovisionofrefreshmentsintheHopkinsBuildingisnotthesameasintheSanger–largelyduetolimitedkitchenfacilities/space.
Werecognisethatfeelingsofwellbeingandcommunityareimprovedbyhavingagoodworkingenvironment.
• WewillimprovetherangeoffoodofferedduringrefreshmentbreaksintheHopkinsBuilding.
• WewilldeterminewhetheradditionalseatingcanbeaccommodatedintheHopkinsbuildingtoenableagreaternumberofstafftotakerefreshmentbreakssimultaneouslyusingcommunalspaces.
• Improvecateringfacilities–endof2018
DA(NickSmith) Minimum5%improvementinSBSstaffsurveyabout(a)‘senseofcommunity’,(b)‘satisfactioninworkingenvironment,by2020.
Minimum5%increaseinSBSstaffsurveyquestionthatsays‘IfeelthatmyDepartmentvaluesme’(by2020).
Action.24Page47
WewillimplementDignity@WorktrainingforallstaffintheDepartment,whichaimstosupportandsustainapositiveworkingenvironmentforallstaff,freefromanyformofunacceptablebehaviour.
2016SBSsurveyshowedahighproportionofstaffsaidtheywouldfeelunabletoreportbullyingorharassmentwithoutworryingthatitwouldimpactnegativelyonthem.Dignity@Worktrainingwillensurewecreateapositiveworkingenvironmentfreefromunacceptablebehaviour.
• WewillengagewithUniversityPPDTeamtoimplementDignity@Worktraining.
• WewillpromoteDignity@Worktrainingtoallstaffviaemail,intranetandE&DMoodlesite.
• Wewillprovidebiannualface-to-facetrainingsessionsforallstaffgroups.
• ImplementtrainingbyMarch2018.
• PromotetrainingbyMarch2018.
• Monitoruptakeoftrainingbyallstaffgroups–biannually.
AdministrativeOfficer(DebbieCanham)
SupportedbyDA
• 10%decreaseinsurveyscoresrelatedtobullying,harassment,concernsofreporting,by2020.
• 40%ofstafftohaveundergoneDignity@worktrainingbyDec2018.
• 60%ofstaffundergonetrainingbymid2019.
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones
(HOW) Timeframe(WHEN)Personresponsible(WHO)
Successcriteriaandoutcome
Action.25
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Wewillensurerepresentationonkeydecision-makingcommitteesintheDepartmentmaximizesgenderbalanceasfaraspossible.
Itisimportantthatthereisgoodrepresentationoffemalestaffonkeydecision-makingcommittees(e.g.Management,Strategy),therebyhelpingtoachievegenderequalityintheDepartment.Conversely,wedonotwishtoundulyburdentherelativelyfewfemaleacademicstaffmembers.
• Wewillmaintainorincreasefemalerepresentationonkeydecision-makingcommittees.
• Wewillmonitorcommitteemembershipannuallyusingtheworkloadallocationdatabasetoensurefemalestaffarenotoverburdened.
• Ongoinginitiative,reviewedannually.
HoD(GerardEvan)
SupportedbyDA
• MaintainorincreasefemalerepresentationonManagement,Finance,Research,Strategycommittees(i.e.≥30%femalemembers).Reviewedannually.
• Workloadallocationmodelwilldemonstratethatcommitteemembershipbyfemale/maleacademicstaffisequitable–by2018.
Action.26
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Wewillcontinuetocaptureinformationregardingacademicstaffmembershiponinfluentialexternalcommittees,andwillencouragetheparticipationofmoreacademicstaff.SignificantcontributionstoexternalcommitteeswillbeconsideredwhenallocatingDepartmentalresponsibilities.
ItisadvantageousfortheDepartmenttohaverepresentativesoninfluentialexternalcommitteestoprovideusefulinsightsforthedevelopmentandcareerprogressionofotherstaff.
• Wewillencouragestafftoprovideup-to-dateinformationaboutexternalcommitteemembership.
• Wewillkeepinformationregardingexternalcommitteemembershipup-to-dateonworkloadallocationdatabase.
• Wewillencouragestafftoengageonexternalcommittees–communicatedatRGHmeetings,staffretreat,email.
• WewillrecognisecontributionduringSRDandSAP.
• Byendof2018:toensureup-to-dateinformationaboutexternalcommitteemembershipincludedonworkloadallocationdatabase.Reviewbiannually.
• By2019:RecognisecontributiontoexternalcommitteesinSRD/SAP
• From2018:toregularlyencouragestafftoparticipateinexternalcommittees.
DA(NickSmith)
SupportedbyHoD(GerardEvan)
• 80%ofstafftorecordexternalcommitteemembership–byend2018.
• Workloadallocationdatabasewilldetailup-to-dateexternalcommitteemembership–byend2018.
• 100%ofreviewersinSRDtohaveaccesstoworkloadallocationdatabasethatdetailsexternalcommitteemembership(in2019SRDprocess).
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe
(WHEN)
Personresponsible(WHO)
Successcriteriaandoutcome
Action.27
Page52
ToincreaseDepartment-levelacknowledgementofadministrativedutiesperformedbyacademicstaff.
Currently,althoughdataiscollectedonworkloadallocationdatabase,thisisnotpublished.Wewillthereforeaimtoimprovetherecognitionofadministrativecontributionsbyacademicstaffbymakingthisinformationavailableonintranet.
• Wewillmaintaintheworkloadallocationdatabasedetailingadministrativeduties,andmakeitavailabletoallmembersofstaff(viaintranet).
• Databaseup-to-dateandavailablewithinsixmonths
DA(NickSmith) • Ensureworkloadallocationdatabaseisup-to-date,andpublishontheintranet–2018.
Action.28
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WewillensurethatessentialDepartmentalmeetingsareheldwithincoreworkinghours(10am-4pm)toenablestaffworkingflexiblytoattend.
Ensurethatstaffwithcaringresponsibilitiescanparticipatefullyindepartmentallife
• WewillimprovetheopportunitiesforallstafftoattendessentialDepartmentalmeetingsbyschedulingmeetingsduringcorehours.
• Wherepossible,wewilluseDoodlepollstogatherinformationregardingavailabilityofstaffmembers.
• WewillpublicisethepolicyamongallDepartmentalmemberswhoareinchargeoforganisingmeetingstoensurecompliance.
• Policytobeimplementedwithin3months
AdministrativeOfficer(DebbieCanham)
Supportedbyallacademicstaff,academic-relatedstaffandassistantstaffinchargeoforganisingmeetings
• 75%ofessentialmeetingswithincorehoursby2018.
• 5%increaseonstaffsurveyofstaffbeing‘abletostriketherightbalancebetweenworkandhomelife’(by2020).
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe
(WHEN)
Personresponsible(WHO)
Successcriteriaandoutcome
Action.29
Page53
WewillextendthetimingofrefreshmentbreaksintheHopkinsbuildingtomaximizeinteractionsbetweenstaff.
RefreshmentbreaksintheDepartmentprovideopportunityforstafftocometogethersocially,whichpromotesinteractionbetweenresearchgroupsandotherstaff.
• Wewillextendthetimesrefreshments(i.e.tea,coffee,food)areavailableinHopkinsBuilding–tomatchtheextendedtimesnowofferedinSangerbuilding.Thiswillbedependentonstaffinglevels.
• Byendof2018,dependingonstafflevels
DA(NickSmith) • Toextendthelengthofathirdofrefreshmentbreaksbyatleast50%(i.e.morningcoffeeextendedfrom60minto90min).Byendof2018.
Action.30
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Wewillcontinuetoensurethatfemalestaffareincludedineveryundergraduatesupervisiongrouptoprovidegoodfemalerolemodelsforundergraduatestudents.
Ensurethatundergraduatestudentsmeetandinteractwithfemalerolemodels
• Wewillliaisewithteachingcommitteeandacademicstaffmemberresponsibleforallocationofsupervisiongroupstoensurethecontinuedinclusionoffemalemembersofstaffineveryundergraduatesupervisiongroup.
• Policytobeappliedimmediately
Academicstaffmemberinchargeoforganisingsupervisiongroups(HelenMott)
• Minimum30%Fstaff(Academicstaff/SRF/SRA)ineachundergraduatesupervisiongroup.
• Toobtainpositivefeedbackfromundergraduatestudentsinformally/viasurveys(annually–starting2017/18academicyear).
Action.31
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Wewillensurethatthegenderbalanceofspeakerspresentingtheweeklyseminars,andatotherkeyeventsinBiochemistry,isimproved.Thisgoalwillbecommunicatedtoacademicstaffsoalargernumberofgoodfemalespeakersaresuggested.
Werecognisetheneedforvisibilityofinspiringrolemodelsforcurrentundergraduates,postgraduatesandearlycareersresearchers.
• Wewillcommunicatethisgoaltoacademicstafftoensurethatalargernumberofgoodfemalespeakersareputforward(e.g.viaRGHmeeting,academicstaffretreat,DRD,email).
• Thegenderbalancewillbereviewedwhenselectingspeakersforeachseminarseries,withthegoalofachievinggenderequalityacrossallseminarsheldintheDepartment.
• TeaClubSeminars:
2017:29%F2018:35%F2020:50%F
• DepartmentResearchDay:ongoinginitiative
DeeScadden
Supportedbyseminarorganisers(e.g.MarcdelaRoche,SimoneWeyand)
• WewillcontinuetomonitorthegenderbalanceacrossallseminarserieswithintheDepartment,withtheaimofachievinggenderequalityoverthenext3years.
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsand
milestones(HOW) Timeframe(WHEN)Personresponsible(WHO)
Successcriteriaandoutcome
Action.32
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WewillcontinuetoensurethatimagesontheDepartmentalwebsiteshowingmembersofourDepartmentinvolvedinarangeofactivitiesdemonstratediversity.
WearekeentoshowthattheDepartmentisadiverseandinclusiveplacetowork.Thevisibilityofrolemodels(genderandcultural)isanintegralpartofthisprocess.
• WewillensurethatimagesontheDepartmentalwebsitewillberegularlyreviewedandupdated.
• Wewillincreaseourpresenceonsocialmedia(SM)platformsasanadditionalwaytodemonstratediversityinourDepartment(seeAction.35).
• WealreadydisplayimageshighlightingE&Donourwebsite,andthiswillbeanongoinginitiative.Reviewedannually.
StephLow
Supportedbycommunicationsspecialist(RhysGrant)
• TheimagesdisplayedontheDepartmentwebsiteandSMdemonstratediversity.Reviewedannually.
• Minimumof50%ofimageswillbechangedannually(from2018).
Action.33
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Wewillimprovethemechanismsforrecordingoutreachactivities,andwillincreasetherecognitiongivenforoutreachwork.
WerecognisetheimportanceofoutreachactivitiesandwillencouragemembersoftheDepartmenttocontribute.Anintegratedapproachtosupporting,recordingandacknowledgingoutreachactivitieswillstreamlinethisprocessandhighlighthowwecanbettersupportoutreach.
• Wewillimprovethecaptureofinformationaboutoutreachactivities(viaemail,survey,webformsetc.).
• WewillrecogniseoutreachcontributionsaspartoftheSRDprocess.
• 2018:informationwillbedisseminatedregardinghowtoreportoutreachactivities(e.g.atRGHmeeting)
• 2018:Captureoutreachactivities-quarterly
• 2018:createannualoutreachsurvey
Communicationsspecialist(RhysGrant)
• Recordnumberofstaff/studentstakingpartinoutreachactivities,bygender.10%increaseininformationrecordedby2019.
• 10%increaseinoutreachactivitiesby2019.
• 5%increaseinfemaleparticipationby2019.
• Increaseawarenessofhowtheywillberecognized.Assessusingstaffsurveys(biannually).
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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones
(HOW) Timeframe(WHEN)Personresponsible(WHO)
Successcriteriaandoutcome
Action.34
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Toappointaleadtotakeresponsibilityforco-ordinatingoutreachactivitiesintheDepartment,andtodevelopadatabasedetailingavailableresources.
Co-ordinatingoutreachwillhelpustohelpresearcherstodelivermoreeffectiveoutreachprogramsbyprovidingacentralisedandaccessiblerepositoryofoutreachresources.Itwillalsoallowustodeterminewhetherwearetargetingadiverserangeofschoolsbothintermsofcultureandgender.
• Wewillappointaleadtooversee,collateandpromoteoutreachactivitiesbytheDepartment.
• Theleadforoutreachwillinitiatedevelopmentoftheoutreachresourcesdatabase(tocomplementthedatabasedetailingoutreachactivitiesbyDepartmentmembers).
• In2018aleadforoutreachwillbeappointed
• Outreachresourcesdatabaseestablishedbyendof2018.
DA(NickSmith)
SupportedbyHoD(GeradEvan)
• Leadappointed–by2018.
• OutreachresourcesdatabaseestablishedandaccessiblebyDec2018.
• Staffsurveyswillbeusedtoassesstheutilityoftheoutreachdatabase(biannlually).
Action.35
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Wewillimprovethesocialmediapresence(e.g.Twitter,Facebook)oftheDepartmenttopromoteandrecognizeoutreach,alongwithraisingawarenessaboutE&Dissuesandtocelebrateresearchexcellence.
Inordertoimpactyoungpeople,theDepartmentneedstomakesureithasastrongsocialmedia(SM)presence.WecurrentlyhaveaTwitterfeed,andwouldliketoexpandthistoanofficialFacebookandInstagramprofile.LinkstothesewouldbeaccessiblefromtheDepartmentwebpage.TheseSMoutletscanbeusedtohighlightandacknowledgeoutreachandresearchexcellence,andtopromoteE&DwithintheDepartment.
• WewillencourageresearcherstoinformtheDepartmentofoutreachworkandresearchhighlights,sothisinformationcanbedisseminatedviaSM.
• WewillensureourSMpostsrepresentandhighlightthediversitywithintheDepartment.
• SMrecognitionofoutreachactivitiescanbeginimmediatelyonourTwitterfeed.
• 2018:ImplementFacebookandInstagramprofiles.DevelopanintegratedapproachtorepresentingdiversityandhighlightingoutreachacrossallSMplatforms(e.g.Hootesuite®).
Communicationsspecialist(RhysGrant)
• OurTwitteraccountcurrentlyhas47followers(Sept2017).Minimumof100%increaseinfollowersbyend2019.300%increaseby2020.
• MonitorincreaseinfollowersandretweetsasthesocialmediaprofileoftheDepartmentgrows(quarterly).
• Similarly,whenFacebookandInstagramprofilesarecreated,thenumberoffollowersandresponsescanbemonitoredasindicatorsofsuccess(monitorquarterly).
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