athena swan gender equality quantitative survey results

Athena SWAN Gender Equality Quantitative Survey Results

Overview

• Total respondents 964 (46% of total staff)– STEMM 369 (34% of respondents)

1. Academic 428 (46%)2. Research 148 (33%)3. Support Services 388 (56%)

Overview

• 81% Permanent / 19% Temporary• 85% Full-time / 15% Part-time• 61% with caring responsibilities

(52% male & 45% female respondents)• 3% respondents joint appointment

Gender Distribution of Survey Respondents

Female Male Total

Respondents to survey

653 311 964

Response rate by gender %

68% 32% 100%

1. WORKPLA

CE CULTURE &

MANAGEMENT

Equal Participation

Staff are treated equally irrespective of their gender

• 52% of respondents (366 F & 111 M) Strongly Disagree or Disagree

17% of respondents (118 F & 36 M) Neither Disagree/Agree

31% of respondents (137 F & 147 M) Strongly Agree or Agree

Female Male TotalRespondents 621 294 915

Overall, meetings, seminars and other events are scheduled to commence and end at reasonable times within the working day to maximise your ability to attend

24% of respondents (156 F & 60 M) Strongly Disagree or Disagree



Female Male Total

Respondents 621 294 915

Staff who work part-time are offered the same opportunities as those who work full-time




Female Male Total


Staff who have flexible working arrangements are offered the same opportunities as those who do not




Female Male Total


2. WORKPLA

CE CULTURE &

MANAGEMENT

Inclusivity

The ethos of the University is one that supports equality of opportunity




Female Male Total


Sexist language and behaviour are considered unacceptable in my workplace




Female Male Total


Inappropriate images that stereotype men or women are not acceptable in my workplace




Female Male Total


Social activities are welcoming to both men and women (e.g. parties, team building)

12% of respondents 83 F & 25 M) Strongly Disgree or Disagree



Female Male Total


I am confident that my Head of School/Unit would appropriately manage any complaints

about gender based harassment, bullying, or offensive behaviour




Female Male Total


3. INFORMATIO

N AND

AWARENESS

I am aware of equality and leave policies

88% of respondents are aware of equality and leave policies or know where to find such information

Yes No No – I know where to find such information

Total

Female 357 73 176 606

Male 145 36 103 284

I am aware of changes in legislation or policy that might affect me in relation to equality (e.g. parental leave, equality legislation).

• Roughly 50% of all respondents are aware of changes in legislation or policy

Yes No Total

Female 304 300 604

Male 130 153 283

I have undertaken equality and diversity training at this University

Yes No Total

Female 49 556 605

Male 19 265 284

% of respondents

8% 92% 100%

4. LEADERSHIP AND

MANAGEMENT COMMITMENT

My Head of School/Unit would generally be supportive of requests for flexible

working




Female Male Total


My Head of School/Unit would generally be supportive of the need to balance my work with caring responsibilities, through ad hoc flexibility





5. MATERNITY &

ADOPTION

LEAVE

Maternity & Adoption leave

• 92 female respondents availed of maternity leave in last 3 years

• 78 reported no special arrangement put in place to facilitate re-engagement with research and/or other professional activities

6. FLEXIBLE W

ORKING

Flexible working - Formal scheme

116 staff (102 F & 14 M) requested flexible working under a formal scheme

82% (84 F & 11 M) had request approved9% (6 F & 4 M) had request declined9% (11 F) have leave partially approved

Up-take of formal leave schemes

Part-time Working

Parental Leave

Carer’s Leave

Career Break

Paternity Leave

Unpaid Leave of Absence

Shorter Working

Year Scheme

Other

Female 20 50 3 5 0 2 44 11

Male 1 7 0 0 2 1 2 1

Flexible Working – Informal

193 staff (130 F & 63 M) requested an informal arrangement in last 3 years

67% (91 F & 39 M) had request approved

12% (12 F & 11 M) had request declined

Reasons for seeking Flexible Working

Childcare

Caring responsibilities for

family members who were unwell, elderly or disabled

Other

Female 72 29 32

Male 34 15 11

How satisfactory are (or have been) the following institutional factors in helping your continued participation, performance/progression in the

workplace?Very

SatisfactorySatisfactory Unsatisfactory Not applicable

The university’s equal opportunities policy and associated HR procedures

Female 27 (5%) 193 (33%) 221 (38%) 142 (24%)

Male 24 (9%) 86 (31%) 87 (31%) 80 (29%)

Access to the university crèche

Female 11 (2%) 41 (7%) 66 (11%) 462 (80%)

Male 9 (3%) 30 (11%) 37 (13%) 200 (73%)

The opportunity to work flexibly

Female 50 (9%) 219 (37%) 122 (21%) 194 (33%)

Male 34 (12%) 105 (38%) 40 (14%) 99 (36%)

7. SOCIAL R

ESPONSIBILITY

& GENDER EQUALITY

Women and men are equally visible in leadership roles in my workplace




Female Male Total


Managers in my workplace understand the need to engage with issues relating to

gender equality




Female Male Total


I think positive action is required to promote gender equality




What is Positive Action?Under equality legislation employers can take steps with a view to ensuring full equality in practice between employees on all of the nine discriminatory grounds. It differs from Positive Discrimination which is unlawful.For example, setting up a mentoring scheme or network for a specific group that is under-represented counts as positive action.

Female Male Total


My university takes positive action to encourage women to apply for posts in areas where they are under-represented

54.5% of respondents (364 F & 104 M) Strongly Disagree or Disagree

34.5% of respondents (178 F & 118 M) Neither Disagree/Agree


Female Male Total


Overall, from a gender equality point of view, I think that this is a good place to

work





8. CAREER DEVELO

PMENT &

SUPPORT

I am encouraged to take up career development opportunities




Female Male Total


I am aware of the range of training and development opportunities available

within the University




Female Male Total


I think my workload is fair compared to my peers





9. SUPPORT AND

ENCOURAGEMENT

My workplace provides me with:Strongly Disagree Disagree Neither

Disagree/AgreeAgree Strongly Agree

Useful mentoring opportunities (as mentor or mentee)

Female 131 (24%) 196 (35%) 125 (22%) 89 (16%) 16 (3%)

Male 46 (17%) 72 (27%) 54 (20%) 82 (31%) 14 (5%)

Useful networking opportunities

Female 85 (15%) 162 (29%) 122 (22%) 168 (30%) 21 (4%)

Male 26 (10%) 55 (21%) 55 (20%) 111 (42%) 20 (7%)

A helpful development performance appraisal

Female 115 (21%) 162 (29%) 130 (23%) 137 (25%) 11 (2%)

Male 65 (24%) 66 (25%) 54 (20%) 71 (27%) 10 (4%)

Opportunities for personal development

Female 79 (14%) 126 (23%) 114 (21%) 214 (38%) 23 (4%)

Male 31 (12%) 41 (15%) 54 (20%) 117 (44%) 23 (9%)

Opportunities for leadership and management development

Female 116 (21%) 176 (32%) 126 (23%) 126 (23%) 13 (2%)

Male 40 (15%) 58 (22%) 45 (17%) 101 (38%)§ 23 (9%)

Men and women are given equal opportunities to become involved in internal activities




Female Male Total


I am encouraged to become involved in external activities such as conferences,

workshops, meetings




Female Male Total


athena swan gender equality quantitative survey results

Documents

respondents academic

equality of opportunity

working day

offensive behaviour

flexible working arrangements

female respondents3

total staffstemm36934

support services38856