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Imperial College Londonsdfgafgafga1
NHLI Athena SWAN - Update
9 October 2012
Professor Clare Lloyd
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Athena SWAN – Background
• The Athena SWAN Charter is a recognition scheme supported by the UK Resource Centre for Women in science, engineering and technology (SET) and by Equality Challenge Unit.
» It aims to assist the recruitment, retention and progression of women in SET.
• SWAN is the Scientific Women's Academic Network and consists of a series of Awards at Bronze, Silver and Gold levels for departments and institutions across the UK who can demonstrate good practice.
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NHLI and Athena
• NHLI Athena Silver SWAN awarded• Submitted May 2009, awarded September 2009
• Only SID in FoM
» Joined by School of Public Health in 2010
• Judges• Impressed by consultation process and efforts to engage with all
staff
• Felt Action Plan was ambitious and may require focussing
• Award ceremony commended NHLI for its work with postdocs
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Update…
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Athena Swan - Visibility
• Standing agenda item:• Management Advisory Committee• Some Section Meetings
• Actions tagged as Athena
• Advisory role throughout Imperial and UK
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Athena Swan Workshops
• 26/27 March 2012
• All invited to attend• Students to Professors
• 8 Separate workshops
• Led by Fiona Richmond, Organisational Development Consultant
• Four clear themes throughout all workshops• Basis of new action plan
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Athena Swan Workshops - Outcomes
• Mentoring
• Start up package
• Research days
• Leadership/Management
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Mentoring
• PhD and MD(Res) Students• Via Degree registrations• More formalised than previously, with guidance but keeping flexibility
• Postdoctoral Research Associates including Career Development Fellows• Led by Institute Lead of Postdocs• Database Generation• In liaison with Postdoc Development Centre
• Lecturer and Clinical Senior Lecturer• Provided as part of the appointment process
• Non-Clinical Senior Lecturer, Reader an Professor• Urgently needed – nothing in place.
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NHLI Survey
• Canvassed opinion via NHLI on Mentoring
• Each NHLI academic was asked whether they would be interested:• In having an academic mentor
• In acting as an academic mentor for other academics within NHLI and FoM (depending on grade)
• In acting as academic mentor to NHLI Postdocs, thus continuing the Postdoc Development Scheme.
• > 50 responses with an overwhelming positive result for the possible and existing schemes
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Faculty of Medicine Mentoring Scheme
• Presented to FoM• Proposed that each SID suggest a pool of volunteer academic mentors
• Training days• Cross-SID mentoring
• Presented to Faculty Opportunities Committee
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Start-up package
Aim: to maximise experience of new starters, and ensure their success•Face to face meeting with Head of Institute on starting•Seminar to introduce new starters to NHLI (breakfast/lunch or afternoon seminar)•Provide 1 hour slot with web manager to start professional and group webpages•Write a focus slot in the NHLI Newsletter on starting•Provide a tailored information pack •Provide mentoring
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Research Days
Aim: to increase scientific interaction and collaboration•NHLI facebook page for PG/PD?•Increase media options – Twitter?•Open up PD/PG email lists to share techniques/reagents•Ask Theme leaders for their opinion – annual research days?•Ask HoS to garner opinion/scope, start at management meeting•Continue Annual Postgraduate Research Day (June annually)•Continue with Postdoctoral Research Day (currently every two years)
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Leadership / Management
Aim: to address feeling that management is not transparent; there is no opportunity to influence, not clear how decisions are made.
•Refine Head of Section (HoS) role•Expectations for HoS
Both discussed at Management Advisory Committee and in process.
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What next…
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Application
• Data
• Open Meeting
• Feedback
• Self-Assessment Team
• Submission
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Self Assessment Team
• Includes men and women:• With personal experience of balancing home/caring
responsibilities and work/part time/flexible working/career breaks
• From a dual career family• With recent experience of the Institute’s recruitment and/or
promotion processes• At different stages on the career ladder and particularly from
those in early and mid career• With Institute or management responsibilities
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Self Assessment Team
• Pre-submission meetings• 17 October and 8 November 2012
• Regular Meetings• 2 / 3 times per year
• Reviews and feeds back on progress of Action Plan
• Reports to Career Development Committee and Management Advisory Committee
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Updating you
• Self-Assement Team
• Management Advisory Committee
• Career Development Opportunities Committee
• Updates on NHLI website and specific email updates.
• Newsletter updates
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• 1) brief background on Athena etc
• 2) in depth description of what exactly you want Section heads to do - most of them just won't know what you mean by 'good practice'...so couple of examples as you see them -
• 3) exactly what type of agenda item you envisage Athena to be for Section meetings - how might it be tabled -
• 4) examples of the type of feedback you expect - you could just illustrate with made up scenarios...
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Questions?