On 31 July 2012 17:13, Akpom-Simon, Nneb
<[log in to unmask]> wrote:
Dear All,
We are currently exploring and reviewing positive action initiatives to increase the number of female staff in senior grades, i.e. both in Professorial or Senior Administrative grades. I would welcome information on initiatives/policy implemented in other HEIs to address this concern.
Below is a list of some positive action initiatives. It would be helpful to know;
1) Which are in operation in your HEI
2) The impact they have had
3) Any other action your HEI has in place not listed
Targeted recruitment
We use UKRC and other places to target our recruitment, and include statements around flexibility and to try and attract more women. We will be doing more at faculty levels, and are discussing reviewing our central information. We are also looking at this as part of reviewing the University's Eq Objectives.
Leadership development programmes
Two of our mentoring programmes are targetted at female staff, and the impact is very positive. See:
We also have other mentoring programmes, including for researchers.
Career development workshops
In addtion to our programme open to all, we have specific training for women which is very well attended and gets really positive feedback. Our Staff Development team could talk to you about these.
Unconscious bias training for recruiters and decision makers
We are currently looking into this.
Women network group (senior womens group)
We have a women's steering group, a female professors network and a newly formed Women in STEM network. We also have a specific Women in Engineering group. Our STEM faculties have groups dedicated to Athena Swan.
A review of the recruitment/promotion process to identify barriers and areas for further positive action (E.g. consideration taken of impact of PT working and maternity leave)
All of our faculties have e&d groups, or will have soon, which take these into account within their own faculties. Our Council Level Equality and Diversity Board is also looking at these types of issues as part of our review of equality objectives for the University.
We will renew the University submission in November. All three STEM faculties have Athena Groups, and each STEM department has 2 Athena Champions, who are all looking at the process and are at different stages of self assessment.
Happy to discuss any of this off-line, but am away now until September. The overall impact is cumulative, and it's about getting people engaged with e&d, about why it's important and how it can support the business aswell as creating a supportive environment. We also have a Women's Academic Returners Programme and a female progression action plan.
Julie
Thanks
Nneb
Ms Nneb Akpom-Simon
Equality and Diversity Adviser
HR Corporate Policy and Employee Relations Unit
City University
London EC1V OHB
Phone: 020 7040 4069
Email: [log in to unmask]
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