trinity gender action plan: progress report 1 december 2017 · trinity gender action plan: progress...
TRANSCRIPT
1
Trinity Gender Action Plan: Progress Report 1 December 2017
Report of the Gender Equality Implementation Subcommittee of the Equality Committee,
Chaired by the Vice-Provost / Chief Academic Officer.
With many thanks to all action owners.
2
Contents Executive Summary .................................................................................................................... 3
What is the Trinity Gender Action Plan? ................................................................................... 5
Report on Actions by Theme ..................................................................................................... 6
1. Work-life Balance .................................................................................................... 6
2. Recruitment and Induction ...................................................................................... 8
3. Leadership Appointments / Elections ..................................................................... 9
4. Academic Promotions ............................................................................................ 11
5. Career Progression ................................................................................................ 13
6. Staffing Targets ...................................................................................................... 15
7. Other Work Matters .............................................................................................. 16
8. Committees ........................................................................................................... 18
9. Policy / Procedure ................................................................................................. 20
10. Gender Dimension ................................................................................................. 21
11. Athena SWAN ........................................................................................................ 23
12. Visibility.................................................................................................................. 25
13. Training .................................................................................................................. 26
14. Monitoring ................................................................................................................. 28
Challenges and Solutions ..................................................................................................... 30
Other Actions taken for Gender Equality ............................................................................ 31
3
Executive Summary
This report provides a high-level overview of progress with all actions for gender
equality to which Trinity has committed (across various plans including the Trinity
Implementation Plan for the HEA National Review of Gender Equality in Irish HEIs,
and Trinity’s institutional Athena SWAN Gender Action Plan).
The information provided in this report is based on action owners’ self-reporting of
progress with their action(s), requested by the Vice-Provost in November 2017, and
on monitoring by the Athena SWAN institutional self-assessment team (SAT).
Progress notes are provided on the far right-hand column throughout the report.
Overall, actions are progressing as follows:
o 4 red (not progressing well) [5.1, 8.4, 12.3, 13.6]
o 53 amber (progressing well)
o 18 green (completed) [1.2, 1.8, 3.2, 4.1, 4.2, 4.4, 4.5, 5.4, 5.6, 8.3, 8.8, 8.9,
9.1, 10.1, 11.2, 11.3, 11.5, 14.2]
o 5 not yet / no longer relevant, and 2 difficult to report on
Fair progress is being made, therefore, and as the role of the Gender Equality
Implementation Subcommittee is embedded a key aim will be to support action
owners in moving “amber” actions to “green”.
Challenges impeding the “red” actions include need for funding and dependency on
other (delayed) projects.
Actions relating to Trinity’s implementation of the HEA’s recommendations are
progressing as follows:
o 2 red (not progressing well)
o 34 amber (progressing well)
o 8 green (completed)
o 4 not yet relevant
4
This shows that progress is already being made on the vast majority of HEA
recommendations (based on Trinity’s tailored implementation plan, approved
February 2017). Again, a key aim will be to bring more of these “amber” actions to
completion over the next six months.
Actions relating to Trinity’s institutional Athena SWAN Gender Action Plan are
progressing as follows:
o 2 red (not progressing well)
o 19 amber (progressing well)
o 8 green (completed)
o 2 difficult to monitor, 1 no longer relevant
A greater proportion of Athena SWAN actions (than HEA Review-related actions) are
green as the Athena SWAN plan has been in place since November 2015.
The institutional Athena SWAN Self-Assessment Team (SAT) meets quarterly to
review progress and address any challenges arising, and will oversee drafting of the
university’s next application and gender action plan.
The coming year will be key as the government taskforce on gender equality in
higher education is assessing HEIs’ progress with the HEA Recommendations, and
Trinity is preparing to apply for renewal of its bronze institutional Athena SWAN
award in November 2018.
The Gender Equality Implementation Subcommittee will continue to work with all
stakeholders to facilitate and support the progression of gender equality actions, and
to report to Board on progress on a biannual basis.
5
What is the Trinity Gender Action Plan?
The Trinity Gender Action Plan brings together actions for gender equality to which Trinity
has committed in its
Institutional Athena SWAN Gender Action Plan (2015)
Diversity and Inclusion Strategy (2016)
Plan for Implementation of the HEA’s Recommendations in its National Review of
Gender Equality in Irish Higher Education Institutions (2017)
as well as recommendations of the “Mind the Gap” report of the Trinity Centre for Gender
Equality and Leadership (formerly WiSER), approved by Board in 2017. This is a high-level
reference document designed to provide an overview of all ongoing gender equality actions
in the university; further detail is contained in the individual plans (the source of each action
is noted for ease of reference).
Some minor amendments have been made to original actions where necessary to ensure
effective implementation within the context of this overall plan. For example, some
timelines have been updated on the advice of action owners, where they may have had
several actions across the individual plans which would be unrealistic to achieve
simultaneously.
An additional feature in this plan is the broad indication of the cost of each action, with
actions likely to incur significant cost marked red, actions that may incur some cost
additional to existing provisions in amber, and actions that will most likely have no cost or
just a minor cost that can be absorbed into existing budgets, green. Areas where expenses
are as yet unknown, for example where the action is simply to set up a working group, are
marked with an asterisk (*). This costing does not include the cost of staff time, which will
be significant given the number and depth of the actions committed to.
Progress notes are contained in the right-hand column, with completed actions highlighted
green, actions that are progressing well highlighted amber, and actions that are yet to make
progress highlighted red.
6
Report on Actions by Theme
1. Work-life Balance
Ref Action Owner Timeline Cost Source Progress Notes
1.1 Adopt core hours policy (10.00 – 16.00) Vice-Provost /
CAO
2016-2019 TCGEL Report
2017, Rec 8.12;
Athena SWAN
GAP, 5.5
In place in some Schools in
FEMS; no College-level policy at
this point
1.2 Allow part-time staff to be Fellows & Tutors Standing
Committee of
Fellows
2016/17 Athena SWAN
GAP, 4.4
Necessary changes to Statutes
have been made
1.3 Endorse flexible work practices & communicate
options
Director of HR Ongoing Athena SWAN
GAP, 4.5
HR website (recently
redesigned) contains
information on different types
of leave, and “Your Trinity” Day
provides another information
point. Specific webpage on
flexible work options planned.
Survey undertaken in May 2017
(reporting to Board Dec 2017)
1.4 Establish working group on family leave [to
address 1.5 and 1.6 below among other
matters]
Director of HR From
2017/18
* HEA Review Plan,
1.10.1
Assigned to staff member; this
will be informed by responses
to survey in May 2017 (report
due to Board Dec 2017)
7
1.5 Publicise paternity leave entitlements to all staff Director of HR Annually Athena SWAN
GAP, 4.3
New policy is in approval
process; its features are
summarised on HR website
1.6 Review and extend FEMS pilot of 6-month post-
leave protected research period
Dean of FEMS Pilot till 2018 TCGEL Report
2017, Rec 8.11;
Athena SWAN
GAP, 4.1
Pilot is operating in FEMS
1.7 Establish working group on childcare Chief Operating
Officer
By end 2017 * Athena SWAN
GAP, 5.9
Demand for childcare places
being examined
1.8 Communicate facilities for breastfeeding /
expression
Health
Promotion
Officer
By end 2016 D&I Strategy, A4
(Deliverable 3)
Communicated on website
(https://www.tcd.ie/collegeheal
th/promotion/breastfeeding/#P
olicy) & social media
1.9 Convert rooms on campus for breastfeeding /
expression (so that there are 3 rooms in total)
Bursar (Chair of
Space Allocation
Group)
By end 2018 Athena SWAN
GAP, 5.10
There is a shared space in TBSI
and a dedicated room in D’Olier
St; memo sent to Space
Allocation Committee Nov 2017
seeking a third space in Arts
Building (this depends on
improvements to CMIS); Space
Allocation Committee also
examining possibilities in E3
8
2. Recruitment and Induction
Ref Action Owner Timeline Cost Source Progress Notes
2.1 Disseminate communications guidelines to
combat career stereotyping
Director of
Communications
February
2018
HEA Review Plan,
1.20.3
A review of best practice across LERU
universities is underway, with a staff
member assigned to lead on drafting
and communicating the guidelines,
which will cover various diversity
factors including gender
2.2 Review recruitment / selection procedures,
considering gender, and referring to best
practice in other universities
Director of HR By end
2017/18
* HEA Review Plan,
1.16.4; 1.20.2;
1.18.1; 1.19.3
All job descriptions are now gender-
neutral and positions that traditionally
have gender imbalance have targeted
recruitment campaigns. Others’ best
practice will be explored further
2.3 Formalise process for hiring early-career
researchers; run pilot in 3 STEMM Schools
Dean of Research By end 2019 TCGEL Report
2017, Rec 8.10
A process was trialled which saw some
success in attracting and recruiting
suitable candidates. Progress on
finalised process to be made when
new Dean is in post
2.4 Develop orientation process for new academic
and research staff; pilot on incoming cohort of
Ussher lecturers
Director of HR By Mar 2017 TCGEL Report
2017, Rec 8.13
New orientation process for academic
staff launched Sep 2017; dedicated
orientation for research staff to launch
by May 2018 (they are currently
included in general orientation)
9
3. Leadership Appointments / Elections
Ref Action Owner Timeline Cost Source Progress Notes
3.1 Consider the appointment of a Vice-President
for Equality
Provost N/A * HEA Review Plan,
1.5
Under review, taking account of
Trinity distinctive structures
3.2 Include “demonstrable experience of leadership
in advancing gender equality” in Leadership
Competencies
Director of HR By end
2016/17
HEA Review Plan,
1.2.1
This has been integrated into the
Leadership Competencies document
3.3 Use Leadership Competencies in essential
appointment criteria for senior professional
positions e.g. Directors, ex officio members of
EOG
Director of HR From next
relevant
appointment
HEA Review Plan,
1.4.1; 1.3.1
The revised Leadership Competencies
document will be used from the next
relevant appointment (as of Dec 2017)
3.4 Ensure that “demonstrable experience of
leadership in advancing gender equality” has
been evidenced by College Officers who are ex
officio members of EOG, and candidates for
Faculty Dean
Provost From next
relevant
appointment
HEA Review Plan,
1.3.2
In process
3.5 Ensure there is no more than 60%
representation of any one gender on the
Provost Election Steering Committee,
Recommendation Committee, Interview
Committee, or Appeals Committee
Board
(monitored by
Secretary to the
College)
2019/20
(next Provost
election)
HEA Review Plan,
1.1.1
Not yet relevant
3.6 Publish clear information on the Provost
election process, assuring prospective
candidates of equal treatment, and advertise in
a gender-sensitive way, encouraging under-
represented candidates to apply
Registrar 2019/20 HEA Review Plan,
1.1.2; 1.1.3
Not yet relevant
10
3.7 Inform prospective candidate cohorts in
advance of the Provost election that they will
be required to demonstrate experience of
leadership in advancing gender equality
Registrar 2019/20 HEA Review Plan,
1.2.3
Not yet relevant
3.8 Leadership Competencies to be used by Provost
election Interview Committee in assessing
candidates
Chair of Provost
Election
Interview
Committee
2020/21 HEA Review Plan,
1.2.2
Not yet relevant
3.9 Monitor and seek gender parity (40:60) at
elections to Heads of Faculties and Schools
Provost (for
Faculty Deans)
and Faculty
Deans (for
Heads of
School)
Ongoing Athena SWAN
GAP, 5.1
Annual Equality Monitoring Reports
present the gender representation
among Faculty Deans (2/3 male) and
Heads of School (16/24 male). FEMS
and HS monitor gender in elections to
Heads of School. HS Heads of School
are 50/50 gender-balanced, and FEMS
will ensure that Schools prominently
include equal opportunity caveats
when soliciting nominations
11
4. Academic Promotions
Ref Action Owner Timeline Cost Source Progress (notes)
4.1 Run annual promotion information session Director of HR Annually TCGEL Report
2017, Rec 8.4;
Athena SWAN
GAP, 3.5
Approx. 12 promotion information
workshops were held in past year, and
a podcast was made available
4.2 Review promotions policy and procedures in
relation to non-traditional career paths and
career breaks
Director of HR Annually
from Jan
2016
Athena SWAN
GAP, 3.4
New Senior Academic Promotions
Policy approved on 15 Nov 2017
provides for “special circumstances”
including periods of leave to be taken
into account; form provided by HR
4.3 Design, pilot and institutionalise an Academic
Research Portfolio programme
Dean of
Research
By Sep 2016
(updated
annually)
TCGEL Report
2017, Rec 8.6;
Athena SWAN
GAP, 3.6
This is no longer relevant as the new
Senior Academic Promotions Policy
introduces threshold scores in all
criteria; so candidates can’t rely on
research only
4.4 Implement Sanders Review of Senior Academic
Promotions, in the light of Trinity’s gender
commitments
Vice-Provost
(Chair of
Sanders Review
implementation
group)
In
accordance
with Sanders
Review
implementat
ion timelines
HEA Review Plan,
1.16.1
New Senior Academic Promotions
Policy approved on 15 Nov 2017.
Equality Officer was on working group.
Policy highlights equality/diversity
policy & principles and Trinity’s gender
targets, and includes threshold scores
for all criteria, provision for special
circumstances, etc.
12
4.5 Regarding gender quotas in senior academic
promotions…
A. Test quota models on previous
promotions rounds
B. Decide whether / how to introduce a
quota
C. Communicate any quota and its
rationale clearly
D. Review any quota if context changes
A. Director
of D&I
B. VP/CAO
C. Provost
D. VP/CAO
By end
2016/17
HEA Review Plan,
1.17.1; 1.17.2;
1.17.3
A. Completed
B. Completed (Provost to have
regard to gender targets in
setting overall indicative
quota for promotions, as per
new Senior Academic
Promotions Policy)
C. N/A
D. Ongoing monitoring of
promotions through Annual
Equality Monitoring Report
13
5. Career Progression
Ref Action Owner Timeline Cost Source Progress (notes)
5.1 Establish an Early Career Research (ECR)
Support Office / Post Doc Centre
Dean of
Research
Relates to
Athena
SWAN
renewal in
Nov 2018
TCGEL Report
2017, Rec 8.9;
Athena SWAN
GAP, 3.8
Challenge: where to source funding
for this initiative. Strategy for
Research Excellence (if approved)
may be an option. To be progressed
when new Dean is in post
5.2 Run seminar on national funding sources and
application procedures
Dean of
Research
2018/19 TCGEL Report
2017, Rec 8.8
Planning for seminars ongoing;
details to be finalised when new
Dean is in post
5.3 Apply the principles of the Sanders Review to
the Junior Academic Progression (Merit Bar)
process
Director of HR By end 2017 HEA Review Plan,
1.16.2
New Senior Academic Promotions
Policy approved in Nov 2017; now
moving to Junior Academic
Progression, expect completion by
June 2018
5.4 Hold annual information event / workshop on
applying for Fellowship, specifically targeting
women; achieve 35% female representation
among Fellows by 2018
Director of
TCGEL
Annually Athena SWAN
GAP, 3.7
Information events have been held
in conjunction with Standing
Committee of Fellows, and will
continue to operate annually
5.5 Develop a staff appraisal system and pilot in 3
STEMM Schools
Director of HR
and Heads of
pilot Schools
By Apr 2017 TCGEL Report
2017, Rec 8.7;
Athena SWAN
GAP, 3.3
Feedback for Performance was
launched in 2017 for HR staff and is
due to be rolled out to the wider
College community by 2019
5.6 Sponsor 10 academic and professional female
staff on the AURORA Leadership Development
Programme / expand access to the
programme
Director of
TCGEL
Annually TCGEL Report
2017, Rec 8.3;
Athena SWAN
GAP, 3.10
A cohort has been sent to Aurora
annually. For 2017/18, HR will
sponsor 5 participants and TCGEL
will sponsor 5 more
14
5.7 Expand mentoring programmes for academic
and professional staff; extend to postdocs
Director of HR
and Dean of
Research
Ongoing TCGEL Report
2017, Rec 8.5;
Athena SWAN
GAP, 3.9
HR run mentoring for early career
staff; Trinity has also signed up to
VITAE (mentoring for research staff)
15
6. Staffing Targets
6.1 Review measures undertaken in EU
universities to meet gender targets at Grade A
Professorship; Achieve 26% female
representation at Chair Professor level by
2020
Director of HR
and Chair of
Senior
Academic
Promotions
Committee
Undertake
review by
2018
Athena SWAN
GAP, 2.1
Female representation among Chair
Professors has almost doubled from
13% in 2007 to 25% in 2017; review
of EU universities’ actions to be
undertaken
6.2 Achieve the following female representation
by 2024: Chair Professors (40%); Fellows
(45%); Professors and Associate Professors
(45%)
Director of HR
and Chair of
Senior
Academic
Promotions
Committee
By 2024 * TCGEL Report
2017, Rec 8.1
Female representation among Chair
Professors has almost doubled from
13% in 2007 to 25% in 2017; among
Fellows, it has risen from 20% in
2007 to 31% in 2017. Professors are
39% female and Associate Professors
are 38% female in 2017
6.3 Set targets for gender representation at all
professional and research grades, with
particular focus on Senior Admin 1-3, Admin 1,
Sub Librarian and Library Keeper
Director of D&I
(Director of HR
to implement)
2016/17 * D&I Strategy, B2;
HEA Review Plan,
1.19.2; 1.20.1
Director of D&I has met with HR
(Workforce Planning), agreed the
key data, and produced reporting on
grade profiles; lack of clarity on
administrative promotions / job
evaluation impacts this action
16
7. Other Work Matters
Ref Action Owner Timeline Cost Source Progress (notes)
7.1 Conduct gender pay audit Director of D&I 2016/17
and every 3
years
D&I Strategy, A4
(Deliverable 5);
Athena SWAN
GAP, 2.5; HEA
Review Plan,
1.15.3
Audit has commenced; data set for
analysis has been compiled by HR,
research proposal agreed with a
collaborating Head of School to
undertake econometric analysis of the
data, data analysed, and high level
findings communicated to Equality
Committee
7.2 Regarding workload models:
1. Agree workload allocation principles
(review existing principles to ensure
they avoid gender bias)
2. Communicate workload allocation
principles
3. Schools to develop own workload
allocation models (approved by Faculty
Dean)
4. Monitor / report on workload in terms
of gender
5. Acknowledge Athena SWAN SAT work
Vice-Provost /
Chief Academic
Officer and
Faculty Deans
From
2017/18
TCGEL Report
2017, Rec. 8.16;
Athena SWAN
GAP, 5.4; HEA
Review Plan
1.14.1; 1.14.2;
1.14.3
1. Existing workload allocation
principles reviewed by
Director of Diversity and
Inclusion; to be discussed by
Gender Equality
Implementation
Subcommittee
7.3 Run media training for women (20 places) Director of
Communications
Annually Athena SWAN
GAP, 3.12
TCGEL ran a pilot media training
course in April 2015 with 21 women.
Media training is now provided by the
Office of Communications and Public
Affairs, for both men and women
17
7.4 Hold inclusivity-building social events e.g.
Christmas parties
All managers Ongoing Athena SWAN
GAP, 5.6
Difficult to monitor
18
8. Committees
Ref Action Owner Timeline Cost Source Progress (notes)
8.1 Review regulations and appointment
procedures governing the composition of
Board, Council and their committees
Secretary to the
College
2016/17 /
ongoing
D&I Strategy,
B1; HEA Review
Plan, 1.6.1;
TCGEL Report
2017, Rec 8.14;
Athena SWAN
GAP 5.2
Existing regulations have been reviewed
by the Gender Equality Implementation
Subcommittee; recommendations
forwarded to Secretary’s Office for
consideration by Schedules Working
Party
8.2 Advise Principal, Academic and Compliance
Committees to include in their Terms of
Reference: “No more than 60% of members will
be of any one gender”
Registrar By end
2016/17
HEA Review
Plan, 1.6.2
Committee membership is reviewed
annually during the summer session. As
part of this review, during the Summer
session 2018, all committee Chairs and
Secretaries will be advised of the action
to add this statement to their terms of
reference, for attention as new
members are appointed.
8.3 Consider gender balance in the appointment of
Chairs of Principal, Academic and Compliance
Committees from among the elected members
of Board
Registrar Ongoing HEA Review
Plan, 1.7.1
Gender balance is considered in the
appointment of Chairs of Principal,
Academic and Compliance Committees
from among elected members of Board
during the Committee review process
during the summer session. Committee
Chairs are well gender-balanced (8
male, 6 female) [2016/17 Annual
Equality Monitoring Report]
19
8.4 Maintain a list of staff who have taken Chairing
training, from which female Chairs may be
selected
Director of HR By end
2016/17
TCGEL Report
2017, Rec 8.14;
HEA Review
Plan, 1.7.3
This action is being revisited and
ownership re-assigned (last Chairs’
training was held in April 2016 and is
not a regular part of the Staff
Development programme)
8.5 Appoint a permanent Pro-Dean / Deputy Dean
of another gender to the Dean of each Faculty,
who may Chair Selection Committees on their
behalf where required to achieve gender
balance
Faculty Deans From
2017/18
HEA Review
Plan, 1.7.2
Prof Sinead Ryan, School of
Mathematics, has agreed to be
permanent pro-Dean for FEMS for the
duration of the Dean’s tenure
8.6 Promote consideration of gender balance in the
establishment of Selection Committees and in
the appointment of senior leaders (Head of
School, Director of Research etc.) within Schools
and Departments
Faculty Deans Ongoing HEA Review
Plan, 1.6.3
FEMS have confirmed their Selection
Committees are gender-mixed as per
College policy and will ensure Schools
include equal opportunity statements in
calls for leadership positions
8.7 Revise Equality Committee Terms of Reference
to reflect changes arising from the HEA Review
Equality Officer By end
2016/17
HEA Review
Plan, 1.8.3
Approved by Committee 1 June 2017; to
be approved by Board & published
8.8 Report regularly to Equality Committee on
matters relating to Athena SWAN and TCGEL
Director of
TCGEL
Ongoing HEA Review
Plan, 1.8.1
Director of TCGEL is a member (in
attendance) of Equality Committee and
provides updates as relevant, plus an
annual formal update on progress with
Athena SWAN
8.9 Report regularly to the Athena SWAN SAT on
matters relating to the Equality Committee /
HEA Review
Equality Officer Ongoing HEA Review
Plan, 1.8.2
Equality Officer is a member of the
Athena SWAN SAT and provides
updates as relevant; mapping of HEA
Recommendations onto Athena SWAN
GAP is ongoing
20
9. Policy / Procedure
Ref Action Owner Timeline Cost Source Progress (notes)
9.1 Review equality policies, procedures and
practices to ensure that information is
accessible and transparent
Equality Officer 2017 -
ongoing
Athena SWAN
GAP, 6.1
Equality Policy and Dignity & Respect
Policy revised 2016. Gender Identity &
Gender Expression Policy to be revised
2017/18. HR also equality-proof their
policies on a rolling basis.
9.2 Develop diversity impact assessment toolkit,
provide to senior leaders
Director of D&I By end
2016/17
HEA Review
Plan, 1.4.3
Tool and process have been developed
and reviewed by Equality Committee
and Board. Pilots agreed with HR and
Equality Committees, with first pilot
policy identified
9.3 Include Diversity proofing as a formal step in
the development of policy through Principal
Committees
Director of D&I By end
2016/17
HEA Review
Plan, 1.8.4
21
10. Gender Dimension
Ref Action Owner Timeline Cost Source Progress (notes)
10.1 Develop KPIs and self-assessment questions
for reporting on gender in School /
Department quality reviews
Director of D&I By end
2016/17
HEA Review
Plan, 1.12.4
Quality Review documentation has
been reviewed with the Quality Office,
and amended to prompt diversity &
inclusion analysis; a standard data set
has been agreed and HR consulted re:
their standard data provision
10.2 Embed gender questions within the self-
assessment template used in
School/Department quality reviews
Quality Officer From
2017/18
HEA Review
Plan, 1.12.5
New procedure for Administrative Unit
equality reviews, incorporating gender
questions, has been passed and will
proceed with Estates and Facilities in
February 2018. Gender questions have
been designed for new School,
Programme and Research Unit quality
review procedures due for approval in
2017/18
10.3 Consider gender in Trinity’s institutional
quality assurance report in accordance with
QQI requirements
Quality Officer For 2020/21
report (work
will begin in
2018)
HEA Review
Plan, 1.12.7
Trinity is expected to complete its
Annual Institutional Quality Report to
QQI in February 2018. This will be the
first time that the role of the Quality
Office in embedding the HEA Gender
Equality goals in internal quality reviews
will be brought to the attention of QQI.
(2020/21 report not yet commenced)
22
10.4 Publish guidance on integrating the gender
dimension into undergraduate and
postgraduate curricula
Director of
TCGEL and
Director of
CGWS
By beginning
of 2018/19
academic
year
HEA Review
Plan, 1.12.1
This action is planned as an activity of
the H2020 project SAGE (Systemic
Action for Gender Equality), which
TCGEL coordinates
10.5 Publish guidance on integrating the gender
dimension into research
Dean of
Research and
Director of
TCGEL
2018/19 HEA Review
Plan, 1.13.1
[also SAGE
Deliverable 5.1
2019]
This action is planned as an activity of
the H2020 project SAGE (Systemic
Action for Gender Equality), which
TCGEL coordinates; to be progressed
when new Dean of Research is in post
10.6 Identify key leader to communicate the gender
dimension message in relation to research
Vice-Provost By end
2016/17
HEA Review
Plan, 1.12.2
Pending new Dean of Research taking
up post
10.7 Regular information sessions for key
stakeholders on integrating the gender
dimension into research
Dean of
Research and
Director of
TCGEL
2018/19 HEA Review
Plan, 1.13.2
This action follows from Action 10.5 but
in the meantime, information on
incorporating gender considerations
into research applications is actively
disseminated via the Research Office
and local RPOs, and TCGEL gave input to
the planning and design of a seminar on
the topic which was organised by the
Graduate Students’ Union in 2016
23
11. Athena SWAN
Ref Action Owner Timeline Cost Source Progress (notes)
11.1 Ensure Athena SWAN Self-Assessment Team
[SAT] members receive unconscious bias
training
Director of
TCGEL
Ongoing Athena SWAN
GAP, 1.1
Most have received unconscious bias
training but the need is continuous as new
members join
11.2 Appoint a postgraduate representative to the
Athena SWAN SAT
Director of
TCGEL
Ongoing Athena SWAN
GAP, 1.2
President of GSU has been appointed
11.3 Hold Athena SWAN awareness national event
North/South through the Athena SWAN
Ireland Committee.
Director of
TCGEL (with
HEA)
2018 -
ongoing
Athena SWAN
GAP, 6.2
A national Athena SWAN event is being
held in Queen’s University Belfast in
November 2017, and further events are
held on a regular basis
11.4 Support Schools to renew / apply for Athena
SWAN awards: target of three new STEMM
Schools earning bronze including at least one
current bronze award holder to achieve silver
Convenor of
Athena SWAN
SAT & Director
of TCGEL
By end
2017/18
HEA Review
Plan, 1.22.1;
D&I Strategy, C1
The three Schools that currently hold
awards are progressing well towards
renewal, with assistance of TCGEL. New
Schools are being engaged but several
Schools across all 3 Faculties report that
support from the University is needed due
to the substantial work involved. TCGEL
has met with all 3 Faculty Deans, who are
committed to advancing efforts towards
Athena SWAN in their Schools
11.5 Where possible, align quality reviews with
School Athena SWAN applications
Quality Officer
and Convenor
of the Athena
SWAN SAT
From
2017/18
HEA Review
Plan, 1.12.6
Convenor of the Athena Swan SAT and
Quality Officer will liaise on annual updates
to the Quality Review schedule to prioritise
Schools that have expressed an interest in
seeking Athena Swan accreditation.
24
11.6 Provide a central staff resource with particular
expertise in collecting relevant data for
Athena SWAN applications, to be available to
Schools as required
Decision for
Chief Operating
Officer
By end
2016/17
HEA Review
Plan, 1.22.2
Action changed: each Faculty is resourcing
Athena SWAN, e.g. by appointing a Project
Officer (Health Sciences) or providing
teaching buy-out (FEMS)
11.7 Apply for renewal of bronze institutional
Athena SWAN award
Convenor of
Athena SWAN
SAT & Director
of TCGEL
November
2018
HEA Review
Plan, 1.22.3;
D&I Strategy, C1
Progressing as planned; the institutional
SAT (self-assessment team) continues to
meet regularly and review progress with
the 2015 gender action plan; a subgroup
will be formed to work directly on the 2018
application
11.8 Apply for a silver institutional Athena SWAN
award
Convenor of
Athena SWAN
SAT & Director
of TCGEL
By end 2022 HEA Review
Plan, 1.22.4;
D&I Strategy, C1
Ongoing work on Athena SWAN at School
and institutional levels will lead into the
silver application (there are requirements
re: number of School awards)
25
12. Visibility
Ref Action Owner Timeline Cost Source Progress (notes)
12.1 Ensure gender balance proportionate to
available pool among invited speakers /
external examiners / appointees to Honorary
degrees and Fellowship / nominees for awards
/ Pro-Chancellors / etc.
All event
organisers
Ongoing Athena SWAN
GAP, 5.7; TCGEL
Report 2017,
Rec 8.2
Difficult to monitor
12.2 Commission portraits of eligible women
Fellows Emeriti
Senior Common
Room / Curator
of the College
Art Collections
Ongoing Athena SWAN
GAP, 5.8
Portraits of women are now hung in the
Boardroom and West Theatre Boardroom;
a female Fellow is also currently sitting;
further planning is required to embed this
action as a longer-term strategy (or similar)
12.3 Establish a HeforShe and/or MARC initiative Director of D&I By end
2016/17
HEA Review
Plan, 1.11.4
A sectoral MARC event was held in Sep
2017, but Trinity did not send EOG
delegates.
26
13. Training
Ref Action Owner Timeline Cost Source Progress (notes)
13.1 Ensure the following have taken unconscious
bias training:
1. Chair appointment committees
2. Provost election Interview
Committees
3. Promotion Committees
1. Director of
HR
2. Registrar
3. Chairs of
Promotion
Committees;
Central
Fellowship
Committee
1. 2017 –
ongoing
2. 2020/21
1. Athena SWAN
GAP, 5.12
2. HEA Review
Plan, 1.1.4
3. TCGEL Report
2017, Rec 8.4
In-person unconscious bias training for the
most frequent Chairs and members of
appointment committees, including
Provost, Vice-Provost and Faculty Deans is
scheduled for January 2018.
Promotion committee members took
unconscious bias training in 2015/16.
All members of recruitment / promotion
committees have taken LEAD training.
TCGEL plans to hold a ‘Train the Trainer’
workshop through the Athena SWAN
National Committee which would be open
to all HEIs and would develop in-house
capacity to deliver unconscious bias
training
13.2 Provide unconscious bias training to:
1. Heads of School
2. all staff, subject to resources
1. Director of
TCGEL
2. Director of
HR
1. By end
2017
2. From
2017/18
HEA Review
Plan, 1.11.2;
1.11.3
1. Unconscious bias training for Heads of
School was held in Oct 2017 (trainer: Prof
Paul Walton, University of York)
Attendance was low (3 out of 24); such
training should be mandatory in future
with support of senior leadership
2. Online options are being assessed,
including Lynda.com.
27
13.3 Integrate gender awareness into management
training programmes, including training for
aspiring Heads of Discipline / School / Faculty
Deans / College Officers
Director of HR From
2017/18
HEA Review
Plan, 1.11.1;
1.4.2; TCGEL
Report 2017,
Rec 8.15;
Athena SWAN
GAP, 3.11
Material / slides on gender equality have
been prepared and will be introduced in
2018 when the Manager Series of training
is commenced. Unconscious bias training
for Heads of Schools was held by TCGEL in
October 2017
13.4 Provide compulsory unconscious bias training
to incoming PME students
Head of School
of Education
Annually
from
2017/18
HEA Review
Plan, 1.12.3
School of Education has agreed to
implement this action as part of the PME
induction programme
13.5 Prioritise the most gender-imbalanced
professional areas for the Diversity Training
programme
Director of D&I During
2016/17
HEA Review
Plan, 1.20.4
Estates and Facilities targeted for Hilary
term 2018
13.6 Encourage committee appointees to take the
LEAD training programme
Secretary to the
College
Ongoing Athena SWAN
GAP, 5.3
Progress with the LEAD review (led by the
IUA Equality Network – Equality Officer is
Trinity representative) is slow; it was
hoped to review the training programme
before re-launching and promoting it;
given slow progress the existing
programme will be promoted to
committees
28
14. Monitoring
Ref Action Owner Timeline Cost Source Progress (notes)
14.1 Review and expand available diversity data Director of D&I
and Equality
Officer
2015/16 D&I Strategy, B3 Available data has been expanded (and
new data presented in Annual Equality
Monitoring Reports); standard data set
agreed with HR; but further improvements
are needed to HR systems and particularly
to provision of student data
14.2 Include gender-disaggregated data in standard
management reports
Director of HR From
2017/18
HEA Review
Plan, 1.15.1
HR dashboard reports now contain gender-
disaggregated information
14.3 The level of representation of women as
College Officers, in senior professorial grades
and as Fellows should be included in Key
Performance Indicators for the College and be
flagged on the College website
Vice-Provost /
Chief Academic
Officer; Equality
Officer
Monitored
annually
TCGEL Report
2017, Rec 8.17
Female representation in decision-making
bodies and in academic grades will be
considered under the strategic dialogue
process with the HEA, under the HEA
Review. These figures are available on the
Equality website (in Monitoring Reports)
and flagged on Equality social media
29
14.4 Report (in Annual Equality Monitoring
Reports) on gender balance in the following:
1. School level breakdowns
2. contract type
3. uptake of paternity and parental leave
by grade and staff category
4. part-time staff who are elected to
Fellowship and appointed as Tutors
5. outreach activities
6. boards, committees and management
posts
7. recruitment (inc. shortlisting at senior
professional grades)
8. research KPIs
9. selection committees
Equality Officer Ongoing
(annual)
1-2 Athena
SWAN GAP, 2.2;
2.4
3 Athena SWAN
GAP, 4.2
4 Athena SWAN
GAP, 4.4
5 Athena SWAN
GAP, 5.11
6 TCGEL Report
2017, Rec 8.14
7 HEA Review
Plan, 1.16.3;
1.19.1
8 HEA Review
Plan, 1.15.2
9 HEA Review
Plan, 1.6.4
Currently reported:
1. School level breakdowns
2. contract type
3. uptake of paternity and parental
leave by grade and staff category
4. part-time staff who are elected to
Fellowship and appointed as Tutors
5. outreach activities
6. boards, committees and
management posts
7. recruitment (inc. shortlisting at
senior professional grades)
8. research KPIs
9. selection committees
Others to be included in 2017/18 Annual
Equality Monitoring Report
14.5 Conduct exit interviews / survey [of academic
and research staff]. Success measure = 75%
completion by 2017 in STEMM Schools
Director of HR By end 2017 TCGEL Report
2017, Rec 8.18;
Athena SWAN
GAP, 2.3
The exit interview/survey is designed and
available via Survey Monkey and incudes
data collection on gender; depends on HR
partner to issue the link and employee to
complete. Will be moved to a more
automatic online system in 2018
30
Challenges and Solutions
Action owners’ responses highlight some key challenges:
Staff changes, meaning that actions are delayed or not handed over to successors
Staff workloads; gender equality actions seen as additional to already-full workplans
Lack of readily-available funding for actions which depend on significant investment
Reduction in local budgets year-to-year endangering annual programmes such as
training
Factors outside the university’s immediate control, such as gender of recruitment
applicants
Dependence on progress with other university initiatives (i.e. risk of knock-on effect
if another initiative is delayed)
Lack of clarity on responsible parties for different areas / activities
Need for active and visible commitment from senior leadership
It is hoped that a regular reporting process to Board via the Gender Equality Implementation
Subcommittee, through which action owners are regularly reminded of the importance of
this work, and are provided with the opportunity to provide feedback on the realities of
implementation, will minimise the effects of challenges faced. The Subcommittee will work
with action owners to support them in progressing their actions where possible.
It is imperative that leaders and managers acknowledge the strategic importance of gender
equality for the university and give practical support to its realisation, be that through
financial resources, enabling staff to progress their actions under this plan, or devoting their
own time to the issue.
31
Other Actions taken for Gender Equality
As previously noted, this Gender Action Plan is a collation of commitments made under a
range of existing documents. It is not the sum total of the actions Trinity takes to promote
gender equality, nor is it intended to be.
Some ongoing / completed actions not included within this formal plan include:
Launch of the Trinity Centre for Gender Equality and Leadership, and various
outreach actions by them including postdoc workshops, support for Women in
Research Ireland, involvement in the hosting of the 10th Annual Conference on
Gender Equality in Higher Education in Ireland, etc.
Participation in the LERU Gender Group, learning from peer universities’ good
practice and sharing our own experience
Various awareness-raising events such as International Women’s Week
Various outreach events at School and Department level, such as gender-balanced
programmes for Transition Year students by STEM disciplines
Funding of gender-themed projects by the Equality Fund
Adoption of the gender-neutral term “Fresh” / “Fresher” for first- and second-year
undergraduate students
Various actions for transgender equality including establishment of the Trinity LGBT
Staff Network, streamlining of record-changing process in the Academic Registry,
provision of new gender-neutral toilets, etc.
Suggestions for further action(s) are always welcome and will be considered in the context
of this overall plan, Trinity’s strategic aims for gender equality and available resources.