athena swan silver department award application · 2019-03-07 · athena swan committee equality...
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CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 1
Athena SWAN Silver department award application
Name of university: King’s College London
Department: Palliative Care, Policy and Rehabilitation
Date of application: April 2014
Date of university Bronze and/or Silver Athena SWAN award: King’s College London was awarded an Athena SWAN bronze award in December 2013
Contact for application: Dr Katherine Sleeman and/ or Dr Lesley Henson
Email: [email protected] and/ or [email protected]
Telephone: 020 7848 5689/ 5507
Departmental website address: www.csi.kcl.ac.uk
Athena SWAN Silver Department awards recognise that in addition to university-wide policies the department is working to promote gender equality and to address challenges particular to the discipline.
Not all institutions use the term ‘department’ and there are many equivalent academic groupings with different names, sizes and compositions. The definition of a ‘department’ for SWAN purposes can be found on the Athena SWAN website. If in doubt, contact the Athena SWAN Officer well in advance to check eligibility.
It is essential that the contact person for the application is based in the department.
Sections to be included
At the end of each section state the number of words used. Click here for additional guidance on completing the template.
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 2
1. Letter of endorsement from the head of department: maximum 500 words
An accompanying letter of endorsement from the head of department should explain how the
SWAN action plan and activities in the department contribute to the overall department
strategy and academic mission.
The letter is an opportunity for the head of department to confirm their support for the
application and to endorse and commend any women and STEMM activities that have made a
significant contribution to the achievement of the departmental mission.
School of Medicine at Guy’s, King’s College
and St Thomas’
Hospitals
Department of
Palliative Care, Policy
& Rehabilitation
Professor Irene Higginson OBE
BMedSci BMBS FFPHM PhD FRCP
Head of Department
Professor Lynne Turner-Stokes
DM FRCP
Herbert Dunhill
Chair of Rehabilitation
Cicely Saunders Institute
Bessemer Road
Denmark Hill
London SE5 9PJ
Tel: +44 (0)20 7848 5516
Fax: +44 (0)20 7848 5517
www.kcl.ac.uk/palliative
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 3
Athena SWAN Committee
Equality Challenge Unit
Queen's House
55/56 Lincoln's Inn Fields
London
WC2A 3LJ
30th April 2014
Dear Athena SWAN Committee, Re: Head of Division Letter of Support I am delighted to write in support of our Athena SWAN Silver Award application.
I am acutely aware of the issues faced by women in academia, especially STEMM subjects. Most universities and medical schools have a history of male leadership, and throughout my career I have often been the only woman on committees. For example, when appointed to the London School of Hygiene and Tropical Medicine, I was the only female Clinical Senior Lecturer or above. King’s College London and King’s Health Partners, our Academic Health Science Centre, was little different. Therefore, I was delighted when our department became its own Division within the School of Medicine in 2013. As a result, we now have a seat at the management table. But there is certainly further progress needed in terms of gender equality both inside and outside our Division. We are eager to contribute to the plans for change, and to deliver these.
A principle of palliative care is that patients and families are treated holistically. We have extended this philosophy to our staff, to recognise the varied needs of individuals across our Division. From its conception in 1997, our department has championed women in academia; we now employ 41 staff, 34 are women, including two professors. We are proud of our track record in recruitment, retention and progression of women. This is in contrast to academic palliative medicine as a whole, where men outnumber women throughout Europe. Although we are proud of our achievements, the Athena SWAN application process has identified a wealth of areas for us to improve.
In recent years our Division has grown rapidly. The Athena SWAN process has shown us that much of this growth occurred by employing relatively junior women on fixed term contracts. Our action plan therefore includes new systems for supporting career development. This is an area I feel strongly about, having spent much of my early career on fixed term contracts (and two months with no contract at all). We plan to increase awareness about maternity leave rights and flexible working.
School of Medicine at Guy’s, King’s College
and St Thomas’
Hospitals
Department of
Palliative Care, Policy
& Rehabilitation
Professor Irene Higginson OBE
BMedSci BMBS FFPHM PhD FRCP
Head of Department
Professor Lynne Turner-Stokes
DM FRCP
Herbert Dunhill
Chair of Rehabilitation
Cicely Saunders Institute
Bessemer Road
Denmark Hill
London SE5 9PJ
Tel: +44 (0)20 7848 5516
Fax: +44 (0)20 7848 5517
www.kcl.ac.uk/palliative
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 4
Promotion in research and academia is challenging across the UK. Although, we are pleased to have developed many senior researchers recently, going forward we need to do more to ensure that women are equally supported and encouraged in the promotion process. Our mission is to pioneer the very best in palliative care and rehabilitation by integrating cutting-edge research, skilled multi-professional care, and innovation in engagement, education and training. Improving equality and support for all of our staff will, I believe, bolster our overall success, and lead to improved patient care. Athena SWAN is now fully embedded within our Division. We have found the self-assessment process illuminating, challenging and extremely valuable. We are excited about implementing and monitoring the interventions outlined in our action plan, for which I personally take responsibility, with the goal of assuring equality within our Division.
Yours sincerely,
Irene J Higginson (word count 495)
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 5
2. The self-assessment process: maximum 1000 words
Describe the self-assessment process. This should include:
A description of the self assessment team: members’ roles (both within the department and as
part of the team) and their experiences of work-life balance.
The Division of Palliative Care, Policy and Rehabilitation has been a member of Kings College
London’s (KCL) Athena SWAN (AS) self-assessment team (SAT) since 2011, and its own SAT was
established in December 2013. Consisting of nine members, our SAT incorporates staff across a
range of seniority, and includes people with experience of working less than full-time (LTFT) and
flexibly.
Eight members of our SAT have academic or research positions. One SAT member has a
professional service role, as we collectively agreed that many of our AS initiatives should be
extended to professional services staff who play an essential role in our Division’s overall success.
The SAT is co-chaired by Katherine Sleeman and Lesley Henson.
Dr Katherine Sleeman (Clinical Lecturer and SAT co-chair) joined the Division in 2010 as an
NIHR-funded Clinical Lecturer. Her work is split between clinical training (50%) and academic
work (50%). Katherine has two young children (aged one and four on appointment), and
works four days per week. Katherine’s husband works full time, often overseas. Katherine
recently fulfilled a life-time ambition by appearing on BBC Radio 4’s Women’s hour.
Dr Lesley Henson (Cicely Saunders International PhD Clinical Training Fellow and SAT co-
chair) joined the Division in 2012 as a Clinical PhD Fellow. As well as being co-chair, Lesley is
our PhD student link. Prior to joining the Division Lesley worked with the palliative care team
at Mulago Hospital, Kampala, Uganda.
Ms Sian Best (Institute Business Manager) joined the Division as an administrator in 2005 and
has since been twice promoted. Sian has three children (aged four, ten and 11 on
appointment) and has worked flexibly for periods of time.
Dr Katherine Bristowe (Research Associate) joined the Division as a Research Assistant in
2010, and is now a Research Associate. Katherine set up the Post-doc support group, and is our
Post-doc link. Katherine’s husband works full time. Katherine is a keen sports woman and
holds a blue belt in kick boxing.
Miss Joanna Davies (Research Assistant) joined the Division in 2012 as Executive Assistant to
Professor Irene Higginson. In 2013 Joanna made the transition from a professional services
role to Research Assistant. Joanna lives with her partner in a dual career household on a
narrow-boat.
Dr Catherine Evans (Clinical Lecturer) joined the Division in January 2010 as a Research Fellow.
Catherine was appointed to an NIHR Clinical Lecturer position in 2011, and shares her time
between KCL and Sussex Community NHS Trust (50:50). Catherine has worked less than full
time for periods, and currently works flexibly with one day per week from home. Catherine
lives in a dual career household, and has three children aged five, 14 and 16 years.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 6
Dr Richard Harding (Reader) joined the Division as a PhD student in 1998. He is now a Reader,
and leads a programme of global health research. During his time in the department he has
adopted two children who are now four and six years old. Since September 2012 Richard has
worked flexibly two days per week from home. Richard lives in a dual career household.
Professor Irene Higginson (Head of Division and Director of the Cicely Saunders Institute) has
been Professor and Head of Department since 1996, and founded the Cicely Saunders
Institute. Irene undertakes research, education and clinical care, and in addition is a published
poet.
Dr Jonathan Koffman (Senior Lecturer) joined the Division in 1998 as a Research Fellow. Since
then he has completed a PhD and progressed to the position of Senior Lecturer. He is course
director for the inter-professional MSc in Palliative Care. Jonathan has three children aged
seven, 14 and 17. He is part of a dual career household, and is a keen amateur cyclist.
a) an account of the self assessment process: details of the self assessment team meetings,
including any consultation with staff or individuals outside of the university, and how these
have fed into the submission.
AND
b) Plans for the future of the self assessment team, such as how often the team will continue to
meet, any reporting mechanisms and in particular how the self assessment team intends to
monitor implementation of the action plan.
We are one of 12 Divisions within the School of Medicine (SOM), which in turn is one of nine
academic Schools that together form KCL. Our self-assessment process therefore works at three
levels: College, School, and Division. KCL gained an Athena SWAN Bronze award in 2008 (renewed
in 2013), and we attend College-level AS Champions meetings every two months. At School level,
we attend the SOM AS SAT, which was established in July 2012 and meets four times per year.
Attendance at both School and College AS meetings ensures feedback and dissemination of AS
initiatives from all levels of the College structure. The recent appointment of Ms Jo Lawton, KCL AS
Project Manager, has streamlined and facilitated this process.
The SOM’s AS SAT has been successful in implementing both AS College initiatives and developing
those more specific to the SOM. However, the size and heterogeneity of the SOM has created
challenges. In 2013 the Divisions within the SOM agreed that it would be more meaningful to
evaluate and address gender and other equality issues at a Divisional level, whilst continuing to
also draw on School and College support.
Our Divisional AS SAT meets monthly. All AS information, including meeting agendas and minutes,
are saved on the Division’s server in a shared AS designated folder, accessible by all members of
staff. AS meetings are chaired by Katherine Sleeman and/ or Lesley Henson, with the responsibility
of minute taking shared amongst the group. Attendance at SAT meetings has been 75% since its
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 7
inception. Our SAT feeds back to the rest of the Division at monthly Executive Group and
Departmental meetings, and via an AS notice board in our communal kitchen.
One of the first decisions our SAT made was to repeat a Good Practice in Employment Survey,
since there was a poor response rate from our Division to the 2013 SOM survey. Having identified
career progression for Early Career Researchers (ECR) and Lecturers as an important theme of this
application, we decided to focus on this group in our survey. We received 18 responses (of total 25
researchers / Lecturers), which are detailed in this application. In addition, the SAT has reviewed
examples of good practice from other Divisions within the SOM as well as from other Universities
that hold a silver AS award, e.g. Warwick. This has been fruitful in suggesting ideas around how to
support staff, e.g. the Women in Science lecture series.
Our AS SAT will continue to meet monthly to monitor the effects of initiatives developed, and
there will be an annual review and revision of the action plan.
(Words 1044 excluding question)
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 8
3. A picture of the department: maximum 2000 words
a) Provide a pen-picture of the department to set the context for the application, outlining in
particular any significant and relevant features.
The Division of Palliative Care, Policy and Rehabilitation is based in the Cicely Saunders Institute
(CSI), part of the Denmark Hill campus of KCL. Our building is named after Dame Cicely Saunders,
an inspirational woman, who trained in medicine at KCL, and is recognised internationally as the
founder of the modern hospice movement. We are the world’s only purpose-built institute for
palliative care and bring together under one roof researchers and academics, an open-access
Macmillan patient and family information and support centre, a clinical team, students, small
outpatient clinics, and teaching and conference facilities.
Our mission is to pioneer the very best in palliative care and rehabilitation by integrating:
Cutting-edge research to discover, test and apply new treatments that build knowledge,
Skilled multi-professional care for life and living, death and dying through top-quality
evidence-based clinical care and support to patients and carers, and,
Innovation in engagement, education and training that changes and embeds policy and
practice locally, nationally and globally, engages patients and the public, and inspires and
equips tomorrow's leaders.
Our research activity is built on four programmes to address current and future clinical, public
health and methodological challenges (Figure 1).
Figure 1: Palliative Care Research in the Division of Palliative Care, Policy and Rehabilitation
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 9
The Department of Palliative Care, Policy and Rehabilitation was established in 1996, and
promoted to its own Division within the SOM in 2013. From the outset, we have championed
gender equality, with strong representation of women, including two female Professors. We have
aimed to create a working environment where women can thrive, and we currently (2014) employ
41 KCL staff: 34 women and seven men. In addition to KCL staff, our King’s College Hospital NHS
Trust clinical team includes 15 women and two men, and there are two women in our Macmillan
Support Centre.
Division of Palliative Care, Policy and Rehabilitation's 2013 Away Day (photo includes clinical staff from
Guy's and St Thomas' NHS Trust)
A principle of palliative care is to treat patients and families holistically, and we aim to extend this
philosophy to our staff. We recognise the varied needs of individuals across the Division, for
example those with clinical commitments, caring responsibilities, and those who live a long
distance away. As a result we have generated an environment where working flexibly (both
formally and as an informal arrangement) is common.
To facilitate flexible working, we have allocated one day per week when the majority of Divisional
meetings, teaching and seminars occur. Staff members prioritise being at the CSI on this day
(Wednesdays).
We set out to generate an infrastructure where staff are encouraged to participate in the running
and decision making of the Division. We have an annual away-day (with external facilitator), at
which issues are voiced and debated. It was at one such away-day in 2012 that the idea for a new
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 10
structure of decision-making committees was first discussed, and as a direct result we now have
seven Executives responsible for Divisional decision-making, and all staff members are encouraged
to become members of an Executive of their choice. In addition we have a system of rotating the
chairs of meetings through all staff. This spreads work-loads, provides valuable experience for
more junior researchers, and allows staff members to experience and model different styles of
leadership.
Education and training is core to our mission. Since 1998 we have run a highly acclaimed MSc in
palliative care (incorporating a Postgraduate Diploma and Certificate); over 450 students have
now graduated from these courses. Designed to be completed alongside other commitments, the
MSc (and the PG Diploma and Certificate) enable students to continue in their place of work and
maintain other personal and work-related commitments. We are proud of our record of nurturing
and developing women in academia, many of whom started with us on the MSc and have since
become leaders in their fields across the world.
MSc Graduation Day
As a young specialty in which opportunities for funding are rare (0.1% United Kingdom research
spend is allocated to palliative and end of life care), we are mostly dependent on short-term
grants, and as in much of academia this leads to many junior researchers being employed on fixed-
term contracts. Our application sets out the ways in which we will try to address this.
Becoming an independent Division within the SOM has been a great achievement. The SOM is
long-established, and rich in history and culture, we are proud to be part of its future. However,
we recognise the need to maintain our individuality, and we will endeavour to use this platform to
build on our track record of supporting women to become leaders in our field.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 11
b) Provide data for the past three years (where possible with clearly labelled graphical
illustrations) on the following with commentary on their significance and how they have
affected action planning.
Data for our AS submission has been provided by both the KCL Human Resources (HR) department
and internally using Divisional resources. Sector data was provided directly from the Higher
Education Statistics Agency (HESA) via a bespoke data request. The sector used for benchmarking
is Clinical Medicine (JACS code: A3), as no benchmarking data specific to the specialty of palliative
care was available.
For some sections of our application the data required was not readily available at College or
Divisional level. For example, prior to the transition to e-recruitment by KCL in late 2013,
recruitment data was not collected and stored systematically. We acknowledge and have
developed plans to address the data management issues that have been highlighted during the AS
process (AP 5.1).
Student data
(i) Numbers of males and females on access or foundation courses – comment on the data
and describe any initiatives taken to attract women to the courses.
Our Division does not provide access or foundation courses.
(ii) Undergraduate male and female numbers – full and part-time – comment on the
female:male ratio compared with the national picture for the discipline. Describe any
initiatives taken to address any imbalance and the impact to date. Comment upon any
plans for the future.
The School of Medicine retains overall responsibility for the undergraduate Medical Degree
(MBBS) programme and its 2,200 students. Our Division is not involved in recruitment of these
students and we do not currently run any other undergraduate courses.
(iii) Postgraduate male and female numbers completing taught courses – full and part-time –
comment on the female:male ratio compared with the national picture for the discipline.
Describe any initiatives taken to address any imbalance and the effect to date. Comment
upon any plans for the future.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 12
(Note regarding data: those ‘completing’ taught courses were defined as those qualifying from the
course in that calendar year).
In the years 2011-2013, the majority of postgraduate students completing taught courses in our
Division were women. This was also the case for clinical medicine, though the proportion of
female students was higher for our Division (Figure 2 and Table 1); this reflects the clinical
speciality of palliative care as a whole.
Figure 2: Proportion of Females and Males completing Post Graduate Taught courses in the Division of
Palliative Care, Policy and Rehabilitation and in Clinical Medicine over a 3 year period (2011-2013)
Underlying counts for Divisional data (displayed on the bars) are small, and therefore proportions should be
interpreted with caution.
Table 1: Ratio of Female to Male students completing Post Graduate Taught courses at the Division of
Palliative Care, Policy and Rehabilitation compared to Clinical Medicine over a 3 year period (2011-2013)
Ratio (Female:Male)
2011 2012 2013
Division of Palliative Care,
Policy and Rehabilitation 3.8:1 17:0 11:1
Sector (Clinical Medicine) 1.6:1 1.8:1 1.9:1
19
17 22
5 2
0
10
20
30
40
50
60
70
80
90
100
Division Sector Division Sector Division Sector
2011 2012 2013
Men
Women
% o
f St
ud
ents
Setting and Year
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 13
(iv) Postgraduate male and female numbers on research degrees – full and part-time –
comment on the female:male ratio compared with the national picture for the discipline.
Describe any initiatives taken to address any imbalance and the effect to date. Comment
upon any plans for the future.
(Note regarding data: postgraduate students on research degrees were defined as those who had
passed their upgrade viva and were registered with the College as a PhD student).
Between 2011 and 2013, most postgraduate students completing research degrees in our Division
were women (Figure 3 and Table 2). We have liaised with the Division’s PhD support group
(through Lesley Henson, AS SAT co-chair) to obtain their views on gender equality. Gender equality
has not been raised by the group as an area of concern, though we are aware that evidence
suggests that more junior people are less likely to perceive barriers or inequalities. The views of
the PhD group will continue to be canvassed at PhD support group meetings, and fed back to the
AS SAT (AP 1.1).
Figure 3: Proportion of Female and Male students actively studying on postgraduate research courses in
the Division of Palliative Care, Policy and Rehabilitation and in Clinical Medicine over a 3 year period
(2011-2013)
5 7 4
1 1 1
0
10
20
30
40
50
60
70
80
90
100
Division Sector Division Sector Division Sector
2011 2012 2013
Men
Women
% o
f St
ud
ents
Setting and Year
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 14
Table 2: Ratio of Female to Male students actively studying on postgraduate research courses at the
Division of Palliative Care, Policy and Rehabilitation compared to Clinical Medicine over a 3 year period
(2011-2013)
Ratio (Female:Male)
2011 2012 2013
Division of Palliative Care,
Policy and Rehabilitation 5:1 7:1 4:1
Sector (Clinical Medicine) 1.2:1 1.25:1 1.3:1
(v) Ratio of course applications to offers and acceptances by gender for undergraduate,
postgraduate taught and postgraduate research degrees – comment on the differences
between male and female application and success rates and describe any initiatives
taken to address any imbalance and their effect to date. Comment upon any plans for
the future.
(Note regarding data: this data was not available centrally. Divisional records were not retrievable
for 2013 and some gender information for 2011 and 2012 is missing (AP 5.1)).
The majority of applicants for our Division’s postgraduate taught courses and postgraduate
research degrees are women. This is consistent over a three year period (2011-13) and remains
the case at each stage of the admissions process where women make up the majority of offers,
acceptances and enrolments (Figure 4 and Table 3).
Although women outnumber men at each stage of the application process, there are
proportionately more offers, acceptances and enrolments of women than applications. We will
continue to monitor and explore this (AP 1.2, 5.2). In line with KCL policy, we have procedures in
place to minimise gender bias. For example applications are initially managed by the central KCL
student applications office, who scrutinise applications to identify potential students who fulfil
specified criteria for acceptance irrespective of their gender, ethnicity or age. Suitable applicants
are then interviewed in person or by telephone/ Skype by two members of staff [usually the
course director, Jonathan Koffman and one other member of staff (usually a woman)]. The
interview comprises a set of standard questions to all applicants. We will endeavour to ensure a
mixed panel for all interviews, and will audit this (AP 1.3). All interviewers must now attend
Unconscious Bias training (AP 1.3).
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 15
Figure 4: Number of Female and Male applications, offers, acceptances and enrolments on postgraduate
taught courses and research degrees at the Division of Palliative Care, Policy and Rehabilitation (2011-
2013)
Table 3: Ratio of Female to Male applications, offers, acceptances and enrolments on postgraduate
taught courses and research degrees in the Division of Palliative Care, Policy and Rehabilitation over a 3
year period (2011-2013)
Ratio (Female:Male)
Applications Offers Acceptances Enrolments
2011 5.1:1 6.8:1 7:1 6.7:1
2012 3.5:1 5.1:1 5.3:1 5.7:1
2013 Data unavailable 10.5:1
0
10
20
30
40
50
60
70
80
Ap
plic
atio
ns
Off
ers
Acc
epta
nce
s
Enro
lmen
ts
Ap
plic
atio
ns
Off
ers
Acc
epta
nce
s
Enro
lmen
ts
Ap
plic
atio
ns*
Off
ers*
Acc
epta
nce
s*
Enro
lmen
ts
2011 2012 2013
Missing
Men
Women
Year and Admission Stage (*data not available)
Nu
mb
er o
f St
ud
ents
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 16
(vi) Degree classification by gender – comment on any differences in degree attainment
between males and females and describe what actions are being taken to address any
imbalance.
The MSc in Palliative Care makes use of a combination of written assignments, unseen
examinations, and a 15,000 word research study project to assess students. Student work is
always marked blind, and independently by two members of staff using a detailed marking
schedule. Marks are discussed to reach consensus, and scrutinised by our two external examiners.
Where there is significant disagreement between markers, or for borderline pass/fails, this is
escalated to Jonathan Koffman (course organiser) and to the external examiners.
Since 2011 only women have graduated from the PGT course with distinction. However, small
numbers make overall patterns difficult to distinguish (Figure 5). We will continue to monitor this
aspect of our student data to ensure that any concerning future trends are identified (AP 1.2).
In line with the KCL Equal Opportunities & Diversity policy, we aim to ensure that students are
treated solely on the basis of their merits without discrimination, to promote good relationships,
to recognise the diversity of skills, and to foster a culture based on trust and respect. A survey of
students to ensure that we are meeting these aims will be carried out (AP 1.4).
Figure 5: Degree classification by gender for students completing CSI PGT courses - 3 years (2011-2013)
3
13
3 2
7 8
3
11
8
1
4
1
1
0
2
4
6
8
10
12
14
16
Dis
tin
ctio
n
Mer
it
Pas
s
Dis
tin
ctio
n
Mer
it
Pas
s
Dis
tin
ctio
n
Mer
it
Pas
s
2011 2012 2013
Men
Women
Nu
mb
er o
f st
ud
ents
Degree classification and year
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 17
Staff data
(vii) Female:male ratio of academic staff and research staff – researcher, lecturer, senior
lecturer, reader, professor (or equivalent). comment on any differences in numbers
between males and females and say what action is being taken to address any
underrepresentation at particular grades/levels
(Note regarding data: staff data was provided centrally from KCL HR department. For each year of
data presented, staff were counted if they held an employment contract during the calendar year).
Women make up the majority of staff in our Division. This is most apparent for professional
services and junior research staff (researchers) (Table 4 and Figure 6). Overall more women than
men occupy senior academic roles within the Division, though there are proportionately more
men at the senior academic level than amongst junior researchers and professional services staff.
This finding has encouraged considerable debate amongst our AS SAT and the Division. This is
likely to be a consequence of the relatively small numbers of senior academics. However it may
also represent a bias within the Division that has led to male members of staff being promoted or
appointed to more senior roles ahead of women, and data on applications for promotion will be
reviewed annually (AP 5.3).
Table 4: Number and ratio of Women and Men in the Division of Palliative Care, Policy and Rehabilitation
during the 3 year period 2011-2013
2011 2012 2013
W M W:M W M W:M W M W:M
Professor 2 0 2:0 2 0 2:0 2 0 2:0
Reader 0 2 0:2 0 2 0:2 0 1 0:1
Senior Lecturer 3 1 3:1 3 1 3:1 2 1 2:1
Lecturer 2 0 2:0 3 0 3:0 4 1 4:1
Researcher 25 5 5:1 23 6 3.8:1 21 5 4.2:1
Professional Services 16 1 16:1 15 0 15:0 12 1 12:1
All staff 48 9 5.3:1 46 9 5.1:1 41 9 4.6:1
W: Women; M: Men; W:M Women to Men ratio
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 18
Figure 6: Percentage of female and male staff in the Division of Palliative Care, Policy and Rehabilitation
by position over a period of 3 years, 2011-2013
(viii) Turnover by grade and gender – comment on any differences between men and women
in turnover and say what is being done to address this. Where the number of staff
leaving is small, comment on the reasons why particular individuals left.
Between 2011 and 2013 the proportions of men and women leaving the Division has remained
relatively stable. Most turnover of staff occurred amongst researchers and professional services
staff (Table 5). There has been little turnover amongst senior academics. In 2012, one Reader
(male) and one Senior Lecturer (female) left, both to take up Chairs abroad. The SOM has recently
launched an online exit interview survey. Results of the exit survey will be broken down by
Division to better understand reasons for leaving amongst researchers and professional services
staff (AP 5.4).
0 10 20 30 40 50 60 70 80 90 100
Professor
Reader
Senior Lecturer
Lecturer
Researcher
Professional Services
All staff
Professor
Reader
Senior Lecturer
Lecturer
Researcher
Professional Services
All staff
Professor
Reader
Senior Lecturer
Lecturer
Researcher
Professional Services
All staff
20
11
2
01
2
20
13
Women
Men
% of Staff
Staf
f P
osi
tio
ns
and
Yea
r
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 19
Table 5: Staff turnover by grade and gender for the Division of Palliative Care, Policy and Rehabilitation
over a 3 year period, 2011 - 2013
2011 2012 2013
Arrived Left Arrived Left Arrived Left
Professor W 0 0 0 0 0 0
M 0 0 0 0 0 0
Reader W 0 0 0 0 0 0
M 0 0 0 1 0 0
Senior Lecturer W 0 0 0 1 0 0
M 0 0 0 0 0 0
Lecturer W 1 0 0 0 1 0
M 0 0 0 0 0 0
Researcher W 7 4 4 6 3 4
M 0 1 2 2 2 2
Professional
Services
W 9 4 2 4 3 5
M 0 1 0 0 1 0
All staff W 17 8 6 11 7 9
M 0 2 2 3 3 2
(Words 1793 excluding questions and tables)
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 20
4. Supporting and advancing women’s careers: maximum 5000 words
Key career transition points
a) Provide data for the past three years (where possible with clearly labelled graphical
illustrations) on the following with commentary on their significance and how they have
affected action planning.
(i) Job application and success rates by gender and grade – comment on any differences
in recruitment between men and women at any level and say what action is being taken
to address this.
At a Divisional level we have not routinely retained data on job applications. Central recruitment
data could also not be provided to our Division for this application, because the KCL e-recruitment
system was rolled out in 2013 (AP 5.1).
All staff involved in recruitment will undergo Unconscious Bias training by December 2014. No
more than eight interviews per day, or four without a break, will be done (AP 4.1).
(ii) Applications for promotion and success rates by gender and grade – comment on
whether these differ for men and women and if they do explain what action may be
taken. Where the number of women is small applicants may comment on specific
examples of where women have been through the promotion process. Explain how
potential candidates are identified.
There are two routes by which staff may be promoted. The first is the formal KCL application for
promotion procedure. During the years 2010-2013, four staff members (three men, one woman)
successfully achieved promotion via this process (two to Reader, two to Senior Lecturer). This
gender balance does not reflect the female majority in the Division as a whole, and initial analyses
show that it reflected the seniority of staff members. We will continue to monitor this (AP 5.3).
The second route to promotion is by application to new positions. During the years 2010-2013,
three new academic Lecturers have been appointed, two women and one man. Two of these
appointees (one woman, one man) were internal candidates, and were mentored to apply for
these positions.
To reinforce the principles of AS, the SOM has recently reviewed and improved its personal
development review process, making it explicit that conversations around promotion are to take
place during the personal development review. We will audit this process to ensure this is
happening and that candidates for promotion are formally identified (AP 3.1).
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 21
b) For each of the areas below, explain what the key issues are in the department, what steps
have been taken to address any imbalances, what success/impact has been achieved so far
and what additional steps may be needed.
(i) Recruitment of staff – comment on how the department’s recruitment processes ensure
that female candidates are attracted to apply, and how the department ensures its short
listing, selection processes and criteria comply with the university’s equal opportunities
policies
All recruitment, short-listing and selection processes in our Division comply with KCL policy and
procedures. Advertisements for KCL must include the statement “Equality and Diversity are
College Policy”, in addition our Division includes a question at every interview about the
applicant’s understanding of the term.
Since November 2013 the Division has used the KCL e-recruitment system, rather than the
previous paper-based system. The transfer to e-recruitment will facilitate future analysis of
recruitment data. In common with all Divisions within the School of Medicine, we have a
nominated HR adviser who is a single point of contact for all recruitment, retention and staff
management, and Performance Development Review (formerly appraisal) advice.
We endeavour to ensure representation of both men and women on all interview panels (usually
the majority of interviewers are women, reflecting the gender split in the department). All staff
members who have interviewing or shortlisting responsibilities are required to attend Unconscious
Bias training. No more than eight interviews will be held on one day, or four without a break (AP
4.1). In addition, a showcase of the annual Cicely Saunders Lecturers (two women and one man so
far) will be on display in interview rooms (AP 4.2).
Since early 2014 we have had a webpage on the CSI website devoted to ‘Women in Science’ with
information and links to key achievements of our female staff. The webpage also includes
information about AS, and highlights the experiences of the SAT of caring responsibilities, parental
leave, and flexible working (AP 4.3).
All staff include the AS logo in their email signature, sending a clear message of the Division’s
commitment to gender equality in all email correspondence (AP 4.4).
(ii) Support for staff at key career transition points – having identified key areas of attrition
of female staff in the department, comment on any interventions, programmes and
activities that support women at the crucial stages, such as personal development
training, opportunities for networking, mentoring programmes and leadership training.
Identify which have been found to work best at the different career stages.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 22
The biggest area of concern in our Division is the large number of Research Assistants and Post-
docs employed on fixed term contracts, and the limited opportunities for them to progress
through the academic career path.
We have actively sought to address this through mentoring and supporting staff to apply for
nationally competitive awards. For example, Fliss Murtagh first came to the Division as an MSc
student (2001). After completing the MSc in 2003, she was mentored to develop a PhD training
fellowship application, which was successfully awarded (2005). Following her PhD she was
encouraged to apply for a HEFCE Clinical Senior Lectureship, which was awarded in 2009, one of
only two such posts in palliative care in the UK. For other examples of successful mentoring of
female researchers to win national awards, please see case studies Catherine Evans and Wei Gao.
We have also attempted to tackle the problem of a large number of Research Assistants and Post-
docs on fixed term contracts by generating capacity building grants with stepped posts enabling
junior researchers to develop. For example, Lucy Selman completed her PhD in the Division in
2012, and was subsequently awarded a Cicely Saunders International Faculty Scholarship (an arm
of our BuildCARE program) to continue her research within our Division (including a year at the
University of California in San Francisco). Our first Faculty Scholar, Claudia Bausewein, left us in
2012 to take up a Chair at the University of Munich.
Junior researchers have opportunities to network with international experts at monthly open
seminars. These seminars are given by external speakers (often international), and the seminar
chairs are rotated with the aim of including PhD students and Post-docs. We plan to introduce a
formal networking / skills session with speakers before each seminar, which all junior researchers
will be invited to attend. This session will be run and hosted by our Post-doc group, with
refreshments provided (AP 3.2).
Generic business cards for research associates and research assistants have been produced, to
facilitate networking at conferences and other events. Individual business cards for Lecturers and
above (and others where appropriate) are also available.
In our Good Practice in Employment Survey, which was aimed at Early Career Researchers and
Lecturers, 15/17 responders felt the career development opportunities available to them were
either quite good or very good. Only 4/17 responders said they had a mentor, and these meetings
were evaluated as extremely useful or very useful. 12/17 responders said they would like a mentor
(AP 3.3).
Following the enthusiasm by students for the PhD support group which was set up in 2008, a Post-
doc support group (including Post-doc staff up to Lecturer) was set up in 2010 and meets every
two months to provide peer support and discuss training needs. The Post-doc group was co-
created by Katherine Bristowe (AS SAT member), and has grown from five members in 2010 (four
women, one man) to 11 in 2014 (nine women, two men). The visibility of this group has been
enhanced by their presence at the Division’s Executive committee, and key achievements have
been formal supervision of PhD students (two post docs (one man, one woman) now named PhD
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 23
supervisors, one is external) and a system whereby Post-docs can gain experience working on
national research bids. One Post-doc sits on CSI co-ordinating board. The Post-doc group will
feedback to the SAT in a similar manner to the PhD group (AP 3.4).
Within the SOM, a number of events aimed at ECRs have been arranged, including a series of
Athena SWAN lectures and a Staying in Science seminar. These events have included talks from
eminent KCL women scientists (eg Fiona Watt), and advice from funding agencies (eg Wellcome
Trust, MRC). These events will continue to be promoted within our Division through use of our
notice board and AS SAT members.
Career development
a) For each of the areas below, explain what the key issues are in the department, what steps
have been taken to address any imbalances, what success/impact has been achieved so far
and what additional steps may be needed.
(i) Promotion and career development – comment on the appraisal and career
development process, and promotion criteria and whether these take into
consideration responsibilities for teaching, research, administration, pastoral
work and outreach work; is quality of work emphasised over quantity of work?
The Performance Development Review is our primary mechanism of assessing and promoting
career development. All staff have a Performance Development Review at least annually with their
line manager.
The Performance Development Review is an opportunity to review performance against the job
description and to identify key training (and other) needs to achieve an individual’s maximum
potential. It focuses on setting clear objectives for an individual; keeping regular track of progress
and achievements including research, teaching, administrative duties, engagement and outreach
activities; discussing promotion and career development opportunities; and a two-way system of
feedback.
Three categories of promotion are available in the College-wide annual academic promotion
process: to Senior Lecturer, Reader and Professor. Applicants are assessed on research,
contribution to education, and academic leadership. The application also asks for information
about personal circumstances that may have impacted on output, such as caring responsibilities
and maternity leave.
Following a survey by the SOM in 2013 where only 43% of respondents felt the promotion process
was clear, the Personal Development Review forms have been revised to ensure that systematic
consideration is given to the possibility of promotion, and that the process takes place in time for
the academic promotions round. Divisional resources to improve awareness of the promotion
process will be developed (AP 3.7).
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 24
Where developmental needs cannot be met within the College, the Division provides support for
courses and events to be attended externally. For example, two of our members of staff (both
women) have attended the prestigious Ashridge Leadership Course. One PhD student and one
Post-doc (both women) have recently attended a Leadership in Action course run jointly by KCL,
the London School of Economics and the Institute of Education. In 2013 the Division paid for 27
staff to become members of the Palliative Care Research Society to facilitate professional
development. There is no core budget for courses and conferences, but these development needs
are usually included in grant proposals. However, staff who have oral presentations accepted at
conferences are always supported to attend through registration and travel expenses.
The Division also has a culture where opportunities for experience and development by junior staff
are part of daily life. For example, several PhD students have had the opportunity to peer review
papers with the Head of Division. Media requests are shared, for example one Clinical Lecturer
appeared on BBC Radio 4 Woman’s Hour 13th March 2014 in place of the Head of Division.
(ii) Induction and training – describe the support provided to new staff at all levels,
as well as details of any gender equality training. To what extent are good
employment practices in the institution, such as opportunities for networking, the
flexible working policy, and professional and personal development opportunities
promoted to staff from the outset?
All staff are inducted according to KCL policy. At a Divisional Away Day in 2011 we became aware
that some new staff members could feel lost. As a result, we introduced a buddying system, where
each new member of staff is assigned a buddy (from outside their immediate area of work). The
buddy provides informal support and guidance during the first few months, to help the member of
staff understand how the Division works. In our Good Practice in Employment Survey, just 7/15
responders reported that the buddying system had been helpful. This will be explored in more
detail with new joiners (AP 4.5).
All staff have an induction interview with their line manager, where details of their working hours
are discussed, allowing flexible working to be brought up. Information about Athena SWAN and
flexible working is now included in all induction packs (AP 4.6).
The Division’s induction procedure includes full introduction to the College-wide free training
resources. A Divisional resource detailing this training and who has received it will be developed
(AP 3.5).
Members of staff are encouraged to attend modules of our MSc in Palliative Care free of charge to
aid their development and training. In 2013 three PhD students (two women, one man) and two
Research Assistants (both women) attended MSc modules.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 25
Information on College and external careers events, particularly those aimed at women in STEMM,
are disseminated to all of our Division. These are promoted by email, at monthly Division meetings
(since 2013), and on a designated Athena SWAN notice board in our communal kitchen.
(iii) Support for female students – describe the support (formal and informal)
provided for female students to enable them to make the transition to a
sustainable academic career, particularly from postgraduate to researcher, such
as mentoring, seminars and pastoral support and the right to request a female
personal tutor. Comment on whether these activities are run by female staff and
how this work is formally recognised by the department.
Our MSc is run by Jonathan Koffman, Senior Lecturer within the Division. Each MSc student has a
tutor, and students may request a male / female tutor. MSc tutees are shared across Divisional
staff according to their expertise and interests. The average number of tutees currently is
marginally lower for women than for men.
We work hard to accommodate career breaks and extensions to the MSc course. For example, two
of our most recent (2013) MSc graduates each had two children between starting and finishing the
MSc (one graduate completed after six years, one after four years).
We are in the process of updating our student handbook so that information on parental support,
maternity and paternity allowance and career breaks is clearly presented, including key contacts
for students if they need further advice (AP 1.5). We are also planning to produce short
biographies of MSc Alumni (male and female) who successfully completed whilst balancing other
commitments, and provide links to these on the website and student handbook (AP 1.6).
We have been able to facilitate the transition from MSc student to independent researcher for
many of our MSc alumni. Many of our former MSc students have gone on to successfully conduct
PhD research, and several of these now have senior positions within the Division and outside. We
encourage our former students to share their knowledge and research by giving departmental
seminars (Helen Brewerton, MSc 2012, presented at our Clinical Update 2013), or by coming back
to teach on the MSc. Two of our 2013 alumni (both women) won first and second prizes at the
Royal Society of Medicine Christmas Palliative Care meeting (December 2013).
Working as part of our MSc, whether through personal tutoring, teaching or marking, is formally
recognised as part of the work of the Division, and all staff members are expected to contribute.
However, in order to make this process completely transparent (and ensure work is shared
appropriately), a formal system of allocating time for these activities in staff members’ diaries is
being developed (AP 3.6).
Research students within our Division join as full members of the department, and have access to
all academic staff development activities both within our Division and KCL. Each PhD student
develops an individualised learning programme, which builds on a wide range of departmental
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 26
training in KCL transferable skills. Every student is a member of the KCL Graduate School, which
offers induction, additional support, and careers advice. Students have at least two supervisors
and an independent higher degrees coordinator plus a supervisor/student contract. Progress is
monitored six monthly by reports to the School of Medicine Higher Degrees committee, with an
upgrade viva at nine months. A fellow from the Royal Literary Society provides additional advice to
PhD students (and early career staff) on ways of writing their thesis and papers. Our Divisional PhD
group meets monthly for peer support, to discuss challenges, and to exchange knowledge.
Organisation and culture
a) Provide data for the past three years (where possible with clearly labelled graphical
illustrations) on the following with commentary on their significance and how they have
affected action planning.
(i) Male and female representation on committees - provide a breakdown by
committee and explain any differences between male and female representation.
Explain how potential members are identified.
The structure of the Divisional decision making committees is illustrated in Figure 7. The highest
level decision-making committee is the CSI Advisory Council, which has set the strategic direction
for the Institute since its conception. In 2012 a new infrastructure was developed to support the
growth, development and management of the institute. Seven distinct yet interrelated groups
(Executives) were created, each with decision making powers, and reporting to the senior
Executive Group on a monthly basis. All staff members are encouraged at induction to join one of
these Executives, providing them with the opportunity to contribute to decision making (AP 4.6).
In addition, the CSI also has a coordinating board. This group was designed to be cross cutting,
vertically and horizontally, with representation from senior to junior staff, and across academic,
research and clinical groups. This group sits outside the Executive structure, communicating
between all staff and the advisory council.
The CSI also has two further academic committees: the Clinical Academic Forum which meets
every six months, and is an opportunity for all members of staff (clinical and academic, including
colleagues from Guys and St Thomas’ Hospitals) to share updates, plans, expertise and concerns;
and the MSc Board which meets annually to discuss the progress and future of our MSc in
Palliative care. These two committees sit outside the Executive structure.
Table 6 details the membership, male/female ratio, frequency of meetings and AS SAT
membership of the individual committees.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 27
Figure 7: Infrastructure of the Cicely Saunders Institute
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 28
Table 6: Membership, male/female ratio, frequency of meetings and AS SAT membership of committees
Committee Membership Ratio (M:F)
Schedule SAT Member
CSI Advisory Council
Principal/Executive directors KCL, KHP, KCH, GSTT, SLAM, CSI, Macmillan Cancer Support, and Cicely Saunders International
7:1 4/12 IJH
CSI Coordinating Board
3 x senior academics, Post Doc, PhD Student, Administrator, Information and Support Centre Manager, 3 x Clinical Team, Nursing Manager, Macmillan Cancer Support Representative.
3:9 4/12 IJH, JK, KB
Executive Committee
All senior research and academic staff in the department, business manager, and administrator.
3:9 1/12 IJH, JK, RH, SB
MSc Board 4 x senior academics, Chief Exec. St Christopher’s Hospice, Consultant (KCH), Director of Education and Training St Christopher’s Hospice, Honorary Senior Lecturer, Post Doc. Researcher, MSc Course Administrator, 2 x Student representatives.
5:7 12/12 IJH, JK, RH, KB, SB
Clinical Academic Forum
All clinical and research staff. 5:40 3/12 IJH, JK, RH, KB, KS, LH, SB, JD
Service Delivery, Information and Support
All clinical team members (KCH & GSTT), research associate x 2.
6:34 1/12 IJH, LH
Education and Training
2 x Consultants (Undergraduate education lead, and community education lead), 2 x senior academics, Consultant Nurse, Research Assistant, PhD Student, MSc Administrator, Research Fellow, Research Associate.
4:6 2/12 JK, KB
Integration and Communication
Senior academic, Research Nurse, 2 x PhD Student, Administrator, Research Assistant, Nursing Manager, Research Associate, Team Manager (Clinical), 3 x Clinical Team.
3:9 2/12 KB
Reach and Impact
3 x Administrator, Research Assistant, 2 x PhD Student, 4 x senior academics, Quality Improvement Facilitator, Clinical representative.
0:12 2/12 KS
Finance Senior academic, PhD Student, Administrator, Business 0:6 2/12 IJH, SB,
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 29
Manager, 2 x Research Associate. KB
Estates Senior academic, Business Manager, Administrator, Lecturer, Research Assistant, Clinical Team Manager.
2:4 2/12 RH
Research Quality and Strategy
3 x Senior academic, Lecturer, Research Assistant, 3 x clinical team, Research Fellow, 2 x PhD Student, Administrator.
2:10 2/12 JD
Abbreviations: KCL King’s College London, KHP King’s Health Partners, KCH King’s College Hospital NHS Trust, GSTT Guys and St Thomas’ Trust, SLAM South London and Maudsley NHS Foundation Trust, CSI
Cicely Saunders Institute
All committees have excellent representation of women, with the exception of the CSI Advisory
Council (Figure 8). This council comprises representation from institutions outside the Division, for
whom the Senior Executives or Directors are men. There is a no-delegation rule within the CSI
Advisory Council, ensuring that attendance of members is 100%, but this does mean that it is not
possible to delegate responsibility for attendance (for example to women).
Figure 8: Representation at Committees within the CSI by Gender
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Female
Male
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 30
The membership of committees by seniority/position is shown in Figure 9.
Figure 9: Representation at Committees within the CSI by Seniority
(ii) Female:male ratio of academic and research staff on fixed term contracts and
open ended (permanent) contracts - comment on any differences between male
and female staff representation on fixed-term contracts and say what is being
done to address them.
Currently, 11 members of staff are on permanent contracts, two on part permanent and part
research funded contracts, and 28 on fixed term contracts. In addition, within the fixed term
contracts, six individuals are funded for PhD studentships (Figure 10).
2 3
9
5
9 1
2 1 1
1 1 1
1 10
2
2
1 1
2
1 5
6
1
1 1
1
1
1
2 6
1
1
2 2
1
2
1
1
1 10
1
1 1
2
2
1
5
2
2
20
36
3
6 6
1 2
6
1 2
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
External
Clinical
Professional Services
PhD Student / Other Student
Research Assistants
Post Doctoral / Research Associates
Senior Faculty
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 31
Figure 10: Number of Individuals on fixed term or permanent contracts by gender
Although the absolute number of women holding permanent contracts in the Division is higher for
women than for men (eight women, three men), the proportion of staff holding permanent
contracts is lower for women due to the very high number of women holding fixed term contracts
(26 women, two men) (Figure 11).
Figure 11: Percentage of individuals on fixed term or permanent contracts by gender
0
5
10
15
20
25
30
Permanent Fixed Term
male
female
Part Permanent / Part Research Funded
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
male female
Fixed Term
Part Permanent / Part Research Funded
Permanent
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 32
If these data are split by seniority (Professor/Reader, Senior Lecturer/Lecturer, Research
Associate/Assistant, Administrative), it is clear that the more senior positions are most likely to be
permanent, with very few Research Associates / Research Assistants holding permanent contracts
(Figure 12).
Figure 12: Percentage of individuals on fixed term or permanent contracts by seniority / role
We are working to systemise and streamline our processes of support for those on fixed term
contracts in concordance with the College Concordat to support career development.
We are aware that, as in much of STEMM, only a small number of individuals progress from
research funded positions to permanent academic positions. We recognise that 2/3 of our male
staff are on permanent or part permanent contracts, compared to ¼ of the female staff, and we
need to be mindful of this and support female researchers to apply for permanent positions as and
when they are advertised. All staff on fixed term contracts are encouraged to discuss their next
steps with their manager in the Performance Development Review at least one year before their
contract ends.
Within our specialty research funding is very low (just 0.1% of total research spend in the UK
annually allocated to palliative care), and in our Division we are mostly dependent on short-term
0%
20%
40%
60%
80%
100%
Professor / Reader
Senior lecturer / Lecturer
Research Associate / Research Assistant
(including PhD)
Adminstrative
Fixed term
Part Permanent / Part Research Funded
Permanent
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 33
grants. By generating awareness of this issue nationally (Sleeman, Gomes and Higginson, The
Lancet 2011), we aim to improve it.
Our strategic aim for capacity building (for example project BuildCARE above) will help improve
this situation by providing step-up positions, for example the Cicely Saunders International Faculty
Scholarships.
b) For each of the areas below, explain what the key issues are in the department, what steps
have been taken to address any imbalances, what success/impact has been achieved so far, and
what additional steps may be needed.
(i) Representation on decision making committees – comment on evidence of gender
equality in the mechanism for selecting representatives. What evidence is there that
women are encouraged to sit on a range of influential committees inside and outside the
department? How is the issue of ‘committee overload’ addressed where there are small
numbers of female staff?
All committees except one have very strong representation of women. The exception is the Cicely
Saunders Institute Advisory Council, consisting of seven men and one woman (see above).
The development in 2012 of the seven Divisional Executives has been transformational in enabling
every member of the department to have a voice in our strategic direction, and all new staff
members are encouraged to join an Executive on induction (AP 4.6). There is a good gender
balance and seniority balance on these committees.
Our female staff represent the Division externally through membership of Journal Editorial Boards,
International Scientific Committees, and Professional Bodies.
(ii) Work load Model – describe the systems in place to ensure that workload allocations,
including pastoral and administrative responsibilities (including the responsibility for
work on women and science) are taken into account at appraisal and in promotion
criteria. Comment on the rotation of responsibilities e.g. responsibilities with a heavy
workload and those that are seen as good for an individual’s career.
The School of Medicine operates a performance management framework which outlines the
expectations of academic staff at different grades. At each level there are four domains: research,
education and training, management and academic leadership, and other. The framework
recognises that individuals will contribute across a spectrum of activity, and full recognition is
given to pastoral and administrative responsibilities, as well as teaching and research.
Within our PhD support group, concerns have been raised about unequal responsibility for
departmental work. A formal system of diarising departmental workload amongst PhD students
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 34
has started, and the results will be analysed and presented to the Executive group in Summer
2014 (AP 1.7).
Comparatively, our Division has a small teaching workload (8 x 2 week modules per year). Results
from the Good Practice in Employment survey showed that 5/16 staff members disagreed that
allocation of teaching and administration workloads was fair. Therefore, a system to formally
collect data on the distribution of this workload is being devised (AP 3.6).
Work on Women in Science, and the preparation of this application, is shared amongst the SAT.
The role of chair of the AS SAT is arranged as a job-share between two members. Responsibility for
the Action Plan is shared throughout the Division to distribute workload, and promote embedding
of AS principles.
(iii) Timing of Meetings and Social Gatherings – provide evidence of consideration for those
with family responsibilities, for example what the department considers to be core hours
and whether there is a more flexible system in place.
The Divisional core hours are 10am – 4pm. All regular academic meetings are held within core
working hours. There is a weekly Wednesday meeting 11.30-12.30 (journal club, methodological
skills, researchers meeting, and departmental meeting) at which lunch is provided.
Meetings which are held between clinical and academic staff are more difficult to schedule within
core working hours, due to clinical commitments and travel between sites (our clinical colleagues
work across four sites, King’s College Hospital, Guy’s Hospital, St Thomas’ Hospital and the
Princess Royal University Hospital). Where possible meetings are scheduled within core working
hours, however the Clinical Academic Forum (every six months) is scheduled at 8.30-10.00 am,
with breakfast provided. We are currently trialling a live-link between sites to make it easier for
staff to join the meeting, and if successful it will be easier to schedule clinical-academic meetings
in core hours (AP 4.7). In our Good Practice in Employment Survey, 14/16 responders agreed that
meetings and events were arranged within core working hours (1/16 moderate disagree).
The monthly Open Seminar series occurs at 4.30pm on a Wednesday (Divisional core day) in order
to allow both clinical and academic colleagues to attend, and to allow for cross-site travel. For
those who cannot attend, these seminars are recorded and videos are available after the event on
our YouTube channel. In addition, we are working towards live streaming these (AP 4.7).
Our social committee, which falls under the communication and integration Executive group, has a
‘pass the baton’ management system. This ensures that events are organised that range in their
interest and accessibility to different individuals, including weekend, daytime and evening events.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 35
(iv) Culture – demonstrate how the department is female-friendly and inclusive. ‘Culture’
refers to the language, behaviours and other informal interactions that characterise the
atmosphere of the department, and includes all staff and students.
The strong female leadership and high ratio of women to men in the Division has fostered a
culture which is strongly supportive and inclusive of women. We have a culture of
communication, innovation, engagement, and development, across all roles and seniority. In our
Good Practice in Employment Survey, 16/16 responders said they were kept up to date with what
was happening in the Division, and 13/16 said they felt a sense of belonging to the Division.
Our annual Division Away Days (externally facilitated) are designed to improve the day to day
running and strategic vision of the Division. Several concerns raised at Away Days have led to
implementation of new support for staff members. For example, the buddying system and the
social committee.
The idea for the departmental newsletter ‘Blackbird’ came out of the 2011 Away Day. This was
conceived as a way to introduce new staff, and share news and events. The editorial team (five
staff members, all women), produced six editions over one year. These were evaluated well, but
were not further produced due to the time commitment involved. As part of the Integration and
Communication Executive group, a new (shorter) newsletter has been launched, with two editions
published so far (AP 4.8).
We promote the achievements of our women in science using our Divisional Women in Science
webpage and our Twitter feed. The web page profiles women scientists and links to their
achievements, and is updated monthly (AP 4.3).
Our PhD support group meets monthly for peer support, with input from more senior staff when
appropriate. Our Post-doc support group meets for tea on an ad hoc basis for peer support, and
every two months for more structured meetings about training opportunities, challenges, funding
opportunities, and future planning.
We have a large communal kitchen with tea and coffee provided free by the Division. Most staff
members have lunch together here (or on our roof terrace in summer). A photoboard allows new
staff members to become familiar with people’s roles.
2015 will be the centenary of Dame Cicely Saunders’ birth, and we are planning a series of events
celebrating women in palliative care (AP 4.9).
(v) Outreach activities – comment on the level of participation by female and male staff in
outreach activities with schools and colleges and other centres. Describe who the
programmes are aimed at, and how this activity is formally recognised as part of the
workload model and in appraisal and promotion processes.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 36
The Division runs an Open Seminar series. These (usually) monthly events are free to attend and
aimed at clinicians, service users and carers, researchers and the general public. They are
publicised by our email distribution list, on our website and by Twitter. All members of the Division
have the opportunity to chair these events, which are usually given by External Speakers. The
Open Seminars provide staff with the opportunity to meet and network with other attendees and
the presenters. In 2012, there were six female and four male seminar speakers. In 2013 there
were 11 female and four male speakers.
Our Cicely Saunders Annual Lecture, a high profile event given by an international leader in
palliative care and followed by a networking reception, started in 2011. It is open to professionals,
students, and service users and carers. To date, there have been two female and one male Annual
Lecturers.
The Division aims to disseminate work to a broad professional and non-professional audience
through the use of social media. We have a Divisional Twitter account through which all staff are
encouraged to share their news and achievements. We also have a YouTube channel in order to
provide reach to a wider audience. Videos provide information on opportunities for study and
other resources.
Several members of staff have appeared in local and national media regarding their research,
topical events or issues, and to share their expertise. These appearances are also publicised on
the CSI website where other staff achievements are reported and shared.
Engagement and outreach activities form part of the annual Performance Development Review
process.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 37
Flexibility and managing career breaks
a) Provide data for the past three years (where possible with clearly labelled graphical
illustrations) on the following with commentary on their significance and how they have
affected action planning.
(i) Maternity return rate – comment on whether maternity return rate in the
department has improved or deteriorated and any plans for further
improvement. If the department is unable to provide a maternity return rate,
please explain why.
Our ethos is to retain experienced and dedicated staff by accommodating requests to reduce
hours and/ or work flexibly. Between 2011 and 2013 four members of staff took maternity leave.
Three returned to work after 11 to 12 months of leave, two of whom requested return to work
with a reduction in hours, which in both cases was approved. The third returned full time. One
member of staff did not return to work after maternity leave as the research grant funding their
employment ended during the period of maternity leave. Severance pay was awarded and
maternity pay was continued for four months beyond the grant completion date.
(ii) Paternity, adoption and parental leave uptake – comment on the uptake of paternity
leave by grade and parental and adoption leave by gender and grade. Has this improved
or deteriorated and what plans are there to improve further.
No male staff member has had a child in the past three years, and therefore no paternity leave has
been taken. One male member of staff (Reader) took two separate periods of adoption leave (four
weeks and one week) during 2010-2013. Our policy is to continue to support men in both adoption
leave and paternity leave.
(iii) Numbers of applications and success rates for flexible working by gender and grade –
comment on any disparities. Where the number of women in the department is small
applicants may wish to comment on specific examples.
Seven members of staff requested (and had accepted) formal flexible working in the Division over
the past three years, six of whom are women. The most common reasons for formal flexible
working applications were returning from maternity leave, and to better enable the balance of
work with caring responsibilities. In the SOM Good Practice in Employment Survey, only 7/13
responders from our Division said they were aware that all employees with caring responsibilities
had the right to apply formally to work flexibly, indicating a need for education and awareness (AP
2.1, 4.6).
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 38
We actively try to accommodate flexible working requests as we acknowledge the benefit this
makes to our staff and to our Division as a whole. For example the Executive assistant to Prof
Lynne Turner-Stokes wished to return from maternity leave with a reduction in hours, but her long
commute to her usual work base prohibited this. We were able to arrange employment at a work
site nearer her home, allowing her to return to work following maternity leave.
b) For each of the areas below, explain what the key issues are in the department, what
steps have been taken to address any imbalances, what success/impact has been
achieved so far and what additional steps may be needed.
(i) Flexible working – comment on the numbers of staff working flexibly and their
grades and gender, whether there is a formal or informal system, the support and
training provided for managers in promoting and managing flexible working
arrangements, and how the department raises awareness of the options
available.
In addition to the formal requests for flexible working (above), there is an informal system of
flexible working where all staff use a shared calendar (paper based, in communal areas) to inform
each other where and when they are working. We have a system where staff prioritise being
physically present on Wednesdays, when most seminars, meetings and committees occur.
In our Good Practice in Employment Survey, 13/17 responders indicated awareness that flexible
working was available to them in an informal capacity, with eight people responding that they take
up this opportunity frequently or occasionally. We recognise the need to ensure that staff are
aware of entitlement and the College’s policies on flexible working. Steps have already been taken
to improve this through staff induction packs and Performance Development Reviews. This survey
will be repeated in 2015 (AP 4.6).
(ii) Cover for maternity and adoption leave and support on return – explain what the
department does, beyond the university maternity policy package, to support
female staff before they go on maternity leave, arrangements for covering work
during absence, and to help them achieve a suitable work-life balance on their
return.
We work hard to support staff before maternity and adoption leave, for example allowing home
working to reduce travel. Our most recent member of staff on maternity leave used keeping in
touch days, and had a phased return to work with reduced hours. In addition, we aim to have a
supportive and open culture around maternity and adoption leave. The College has also recently
launched a Parenting Leave Fund to support academic and research staff returning to work after a
period of maternity, paternity or adoption leave.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 39
Testimonial: “My line manager was incredibly supportive from the moment I informed her of my
pregnancy, which was before a contract of employment had even been signed. I felt very welcomed
to my new role, and there was never the slightest hesitation in letting me attend antenatal
appointments. She also made me aware of the King’s College London parent leave fund, for which
we are applying together.”
In light of the large number of young women in our Division, it is surprising that only four women
had maternity leave between 2010 and 2013. Informal meetings undertaken through the SAT have
indicated that staff members are often not aware of their maternity leave entitlements, and have
concerns about their ability to return to work following maternity leave. An information resource
is being developed to provide staff with clarity about their entitlements. We also plan to explore
knowledge and attitudes towards maternity and adoption leave in a focus group (AP 2.2, 2.3).
(words 4954 excluding questions and table)
Any other comments: maximum 500 words
Please comment here on any other elements which are relevant to the application, e.g. other STEMM-specific initiatives of special interest that have not been covered in the previous sections. Include any other relevant data (e.g. results from staff surveys), provide a commentary on it and indicate how it is planned to address any gender disparities identified.
5. Action plan
Provide an action plan as an appendix. An action plan template is available on the Athena SWAN website.
The Action Plan should be a table or a spreadsheet comprising actions to address the priorities identified by the analysis of relevant data presented in this application, success/outcome measures, the post holder responsible for each action and a timeline for completion. The plan should cover current initiatives and your aspirations for the next three years.
See appendix 1
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 40
7. Case study: impacting on individuals: maximum 1000 words
Describe how the department’s SWAN activities have benefitted two individuals working in the
department. One of these case studies should be a member of the self assessment team, the
other someone else in the department. More information on case studies is available in the
guidance.
Case study 1: Catherine Evans
Dr Catherine Evans is a Clinical Lecturer in Palliative Care, with a background in community
nursing. She joined the Division as a Post-doc Research Fellow in 2010. In 2011, she successfully
applied for a Personal Award (Clinical Lecturer) from the National Institute of Health Research
(NIHR), enabling her to transition from a support role to independent researcher. She now leads a
programme of research on palliative care for older people, and collaborates with international
experts in this field. She sits on the Cicely Saunders Institute (CSI) Executive Committee, and has
recently been promoted to Head of Research and Development for Sussex Community NHS Trust.
Catherine explains how on-going mentorship, support and flexibility within the Division has helped
progress her academic career:
“Irene [Head of Division] was particularly supportive in helping me make the step from Research
Fellow and therefore delivering other peoples’ research projects to becoming an independently
funded researcher. She not only encouraged my career ambitions, giving me the self-confidence I
needed to force myself through the competitive funding application process, but provided hands-
on input and expertise which were invaluable in helping me draft my first research proposal.
Many Post-docs get stuck in the eternal role as assistant, so I was grateful to have a mentor who
supported my vision of working as an independent researcher.
When my father died, I found a supportive environment amongst my colleagues, particularly in the
space my line-manager created for me to talk about my home concerns. She ensured I knew the
College’s policies around carers’ and bereavement leave, enabling me to take time off on two
occasions at short notice. The availability of staff support services, use of which was advocated by
the Division, meant I felt comfortable disconnecting from work and prioritising my family.
This has also been the case in balancing my parental responsibilities. As I have three children, the
youngest of whom is now five, my carer needs have varied as my family has grown. I initially
worked four days per week, but since my youngest daughter started School I have worked full
time. The CSI’s progressive attitude towards flexible working has allowed me to negotiate a work
pattern whereby I work a day a week from home. As I live in Brighton, an hour and a half commute
from London, this arrangement has reduced time I spend travelling, enabling me to maximise the
time I spend with my family, whilst continuing to drive my career forward.
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 41
There’s an ethos of collaboration rippling through the Institute, championed by senior staff who
actively develop junior staff by involving them in projects and decision-making. We often use
departmental meetings as a forum to discuss training needs and share skills.
Finally, effective line-management at the CSI, particularly in ensuring I know what services the
College offers to support my career development, has connected me with an official mentor. This
professional interaction has been integral to setting my long-term career goals.”
Case study 2: Wei Gao
Dr Wei Gao (known as Gao Wei) joined the Cicely Saunders Institute (CSI) in April 2007 as a
Research Fellow (Medical Statistician and Epidemiologist). Originally from China, Gao Wei arrived
in the UK in 2005; her husband and son (aged nine) joined her a year later. Since joining the
Division, Gao Wei’s career has evolved from Post-doc researcher to independent investigator and
now international authority in using routinely collected data for palliative care research. She has
recently won several prestigious government and charitable grants, leading to multi-sector
collaborations and highly-cited publications.
Gao Wei explains how the CSI accommodated her flexible working needs, enabling her to develop
professionally, whilst being able to take care of her son as they both acclimatised to life in the UK:
“My son has now successfully passed his 11-plus exams, and I recently completed my
Postgraduate Certificate in Academic Practice in Higher Education. I believe both of our
achievements would not have been possible without the CSI’s family-friendly environment, which
is embedded in practice as well as culture. When, soon after I arrived at the CSI, I approached my
line-manager with concerns about my son’s adjustment to living in the UK, I was encouraged to
informally adjust my working pattern so that I could work from home regularly which enabled me
to be there when my son needed me, to help him with his homework and any other problems. I
was able to do this without any feelings of guilt.
I have also been extremely well supported in my academic development and have transitioned
from Research Fellow to independent researcher and Principal Investigator. In 2009 when I
suggested using a primary care database to understand end of life care, Irene [Head of Division]
had confidence not only in my idea but also in my expertise. She provided hands-on grant writing
guidance for me to realise this ambition, and facilitated my collaboration with other experts. This
mentoring has been on-going: her critical contributions to my research proposals have been
invaluable, and I am now PI or co-PI on three grants with a total income of nearly £1.5 million.
At the CSI we have a very good system of appraisal. I have used these appraisals to discuss
becoming an independent researcher. As a result, I have been encouraged to find an official
mentor at KCL, and this mentorship (by the Head of the Statistical Unit at the Institute of
Psychiatry) has helped me grow from a junior to senior statistician. I have also been encouraged to
apply for promotion, and have recently been promoted to Senior Lecturer (2014).
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 42
The Division is structured to encourage all staff members, whatever their seniority, to contribute
to its running. Since 2012 I have led the Research Quality Executive Group. The structure of these
groups also enables everyone to have a say in the development of our Division. I remember an
away-day in 2012 where we all debated our mission statement. Everyone feels that their voice is
heard.”
(words 993 excluding question)
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 43
Appendix 1
King’s College London
Division of Palliative Care, Policy and Rehabilitation
Athena SWAN Action Plan 2014 – 2017
This action plan outlines the initiatives our Division will implement to address the issues identified in our AS Silver award application. The implementation and evaluation of these initiatives in our Division will be led by our AS SAT, and the overall responsibility for each action has been assigned to a specific member or group within the Division. AS initiatives will be reported back to the Division monthly and a report on the progress against the Action Plan initiatives will be produced on an annual basis. Outcomes will be systematically shared on the AS notice board in the communal kitchen, and on the Palliative Care, Policy & Rehabilitation Women in Science webpage. Our Action Plan reflects our commitment to equality across our Division and in concordance of the King’s College London Gender Ambitions agenda. Actions have been listed under the following themes:
1. Support for women at PGT and PGR levels 2. Support for women in academic and research posts 3. Career development and the promotion process 4. Culture 5. Further research and analysis needed
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 44
1. Support for women at PGT and PGR levels
Reference Action Responsibility Target Timescale Success Measure
1.1 Gather feedback from PhD group on opportunities for support
AS SAT - LH Feedback presented to SAT Monthly (starting May 2014)
Actions taken forward and Action Plan updated
1.2 Monitor gender balance on PGR and PGT courses annually, including attainment
Education Executive
PGT and PGR data to be anlaysed Annual (starting September 2014)
Actions taken forward and Action Plan updated
1.3 Make all PGT and PGR student interviews gender neutral
AS SAT All staff to undergo Unconscious Bias training.
December 2014
Audit of interview panels
1.4 Survey MSc students to explore perception around culture, support and equality
Education Executive
Issues identified and actions developed to address these
December 2014
Action Plan updated
1.5 Update student handbook with section on parental/maternity support and career breaks
Education Executive
Students have greater awareness of support available
December 2014
Improved MSc student survey results
1.6 Add short anonymous biographies of students who have had career breaks (including maternity leave) to Cicely Saunders Institute website
Education Executive
Students have a greater awareness of support available
September 2014
Improved MSc student survey results
1.7 Develop transparent work load model amongst PhD students
PhD group Departmental workloads of PhD students audited and results presented to Executive Group
July 2014 Action Plan updated
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 45
2. Support for women in academic and research posts
Reference Action Responsibility Target Timescale Success Measure
2.1 Incorporate information about flexible working into Divisional induction packs, including signposting of Central College web resources
AS SAT - SB All staff have improved awareness of flexible working policies
April 2014 Improved Good Practice in Employment survey results
2.2 Focus group with Early Career Researchers and Lecturers to determine knowledge and attitudes around maternity / adoption leave, and fixed term contracts
AS-SAT KS HR representative
Identification of the information needs of staff. Provide An opportunity for staff to discuss concerns and raise questions about maternity rights and fixed term contracts
September 2014
Summary feedback presented to Executive Group. Actions taken forward and action Plan updated
2.3 Produce information resource on maternity rights, including for those on fixed term contracts, following 2.2 Create shared folder for all staff on server where specific guidance can be found. Also display on AS notice board and in induction pack.
AS-SAT JD All staff have access to easily accessible information on maternity rights.
December 2014
Improved Good Practice in Employment survey results
3. Career development and the promotion process
Reference Action Responsibility Target Timescale Success Measure
3.1 Ensure discussion of promotion at Performance Development Review
Head of Division All staff have annual discussion of promotion with their line-manager
Annually (starting September 2014)
Audit of PDR process
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 46
3.2 New networking / skills session with monthly seminary speakers, aimed at Early Career Researchers. Provide refreshments
Post-doc group AS SAT - KB
Sessions are well attended, good feedback from attendees
December 2014
Summary feedback to Executive group, Action Plan updated
3.3 Working group to explore mentoring options for Early Career Researchers and those on FTC
AS SAT - KB Increased numbers of Research Assistants and Research Associates successfully mentored
September 2014
Repeat Good Practice in Employment survey
3.4 Gather feedback from the post-doc group on opportunities for support
AS SAT - KB Feedback presented to SAT Monthly (starting May 2014)
Actions taken forward and Action Plan updated
3.5 Develop Divisional resource of available free KCL training
Education Executive
Database including information about free training resources and who has used it
December 2014
Actions taken forward and Action Plan updated
3.6 Audit of teaching and marking allocation AS SAT – JK MSc coordinator
Teaching and marking duties are shared equally amongst men and women
December 2014
Feedback to Executive group, Action Plan updated
3.7 Develop guidance on the promotion process, to include anonymised case studies at each grade
AS SAT - RH Improved awareness and transparency of promotion process. Increase in women successfully promoted
September 2014
Improved Good Practice in Employment survey results
4. Culture
Reference Action Responsibility Target Timescale Success Measure
4.1 Ensure gender neutrality on interview panels
AS SAT All staff to undergo Unconscious Bias training. No more than 8 interviews per day, break after 4 interviews. >90% interview panels to include men
December 2014
Audit of interview panels
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 47
4.2 Develop showcase of Cicely Saunders Annual Lecturers
AS SAT Images of Leaders in Palliative Care (men and women) to be displayed in interview rooms
December 2014
None
4.3 Develop Women in Science page on Cicely Saunders Institute Website with links to Athena SWAN related activity and achievements, especially those of the women in the Division http://www.csi.kcl.ac.uk/women-in-science.html
AS SAT - SB AS SAT and Divisional meetings to be used to identify items to share on Women in Science webpage
Monthly (starting May 2014)
Webpage updated
4.4 Ensure AS logo is included on all staff members’ email signature
SAT All staff to include AS logo on email signatures
April 2014 Audit of email signatures
4.5 Hold focus group with new members of staff to determine usefulness of buddying system and ways to improve it
Integration and Communication Executive
Actions formulated to address issues and maximise benefit of buddying system
September 2014
Summary feedback presented to the Division. Action Plan updated
4.6 Include information on flexible working, Athena SWAN, and joining Executives in induction packs for all new staff
AS SAT - SB All new staff have greater awareness of opportunities for flexible working to support personal and professional development
April 2015 Improved Good Practice in Employment survey results
4.7 Enable live streaming of Open Seminars and other meetings
Integration and Communication Executive
Routine live-streaming of monthly Open Seminars and other meetings for staff working flexibly, and external viewers
July 2014 Audit viewer numbers monthly
4.8 Create divisional newsletter, highlighting Women in Science
Integration and Communication Executive
Develop a 2-monthly e-newsletter
2-monthly, from May 2014
Feedback at annual Away Day
4.9 Create series of ‘Celebration of women in palliative care’ events
Working Group incl AS SAT - LH
Highlight the pioneering work of women in palliative care and academia, using the centenary of Dame Cicely Saunders’ death (2015) as a focal point
Jan 2015 Action Plan updated
Division of Palliative Care, Policy & Rehabilitation
CSI – Cicely Saunders Institute, KCL – King’s College London, SAT – Self-Assessment Team, SOM – School of Medicine 48
5. Further research and analysis needed
Reference Action Responsibility Target Timescale Success Measure
5.1 Refine Divisional procedures to minimise missing data for future analysis and report anomalies to central HR
AS SAT - SB Data is more robust and annual analysis and review is simplified
New recording system by September 2014
Recording system in use with minimal missing data
5.2 Conduct exploratory analysis of MSc student offers, to identify gender disparities
AS-SAT JK
MSc co-ordinator
Detailed analysis of data relating to 2015 MSc applications to be undertaken, and point of process that leads to the most attrition of men identified
March 2015 Data analysed and presented to MSc board for discussion and relevant action. Action Plan updated
5.3 Review applications for promotion and success annually
AS SAT - IJH Patterns relating to promotion applications are identified and actions to address these are developed
Review after annual promotion rounds each year
Patterns are shared with the Division and the Action Plan is updated
5.4 Monitor reasons for people leaving the Division
SAT Exit survey data analysed trends identified and actions developed if needed
Every 6 months (March and September)
Annual monitoring embedded.
Action Plan updated