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SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAward,November2015

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Appendix1:SilverAwardActionplan(Revised–February2016)SchoolofArchaeology,Geography&EnvironmentalScience,UniversityofReading,SilverAwardapplication,November2015

§ ThisactionplanhasbeendesignedsothatanymemberofstaffwithinSAGEScouldpickitupandimplementactivity,ratherthanrelyingonindividuals§ Actions,measurablesandtargetsarebaseduponstaffandstudentconsultationin2015andBronzeAwardactivitiessince2011§ ThisactionplanfollowsthecriteriaofSMART-Specific,Measurable,Achievable,RelevantandTime-bound

Ourprioritiesfor2015-18

1. ContinuingthegoodworkoftheStaffDevelopmentandWellbeingCommittee2. SupportingandempoweringourPGRs,PGTsandUGs3. EnhancingourSchoolandDepartmentalcommunications4. Extendingstaffmentoringactivities5. Boostingcareerdevelopmentopportunities6. Focussingonwomeninleadership7. Avoiding‘unconsciousbias’duringrecruitment8. CommittingtoWorkingSagely

Glossary:HoS=HeadofSchoolHoDs=HeadofDepartmentsofArchaeologyandGeography&EnvironmentalScienceSDWC=StaffDevelopmentandWellbeingCommitteeSDTL=SchoolDirectorofTeachingandLearningSDPS=SchoolDirectorofPostgraduateStudiesSSLC=Staff-StudentLiaisonCommitteeSEO=SchoolEqualityOfficerPGR=PostgraduateResearcherPST=Professional,SupportandTechnicalStaffPD=ProgrammeDirector

Note:DiversityandWellbeingCommitteeTheSDWCwasrenamedtheDiversityandWellbeingCommittee

in2015/16,reflecting:theUniversity’stwonewDeansforDiversityandInclusion;discussionsanddebatefromtheSchool’sGender&Fieldworkevent;anditswiderremitwithintheSchool.


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Priority1:ContinuingthegoodworkoftheStaffDevelopmentandWellbeingCommittee Descriptionofaction Rationale Responsibility1 Start–End Measurables1.1 RenametheSDWCwithDiversity

andWellbeingCommittee;renewthetermsoftheSDWCinordertostrengthentheremit;andlookatthemake-upofthecommitteewithrespecttointersectionality

TheStaffSurveydescribedAthenaSWANactivityas'anagentforchange'.Staffsaid:'culturechangeishappening';'initialscepticismovercome';'goodintentionsnowtranslateintoaction';'goodstrides';and'fosteredfeelingofinclusivity'.81%ofrespondentstothestaffsurveyreportedthattheSDWChasbeenasuccess.TheSDWCwasrecognisedbystaffasanactivitywhereSAGESisatrailblazerwithintheUniversityandbeyondwithDrGeoghegan’sinvolvementintheestablishmentofRoyalGeographicalSociety(withIBG)AthenaSWANCommunityofPractice

HoS(NickBranch),SDWC(actionmonitoredbySEO,HilaryGeoghegan)

January2016–May2016

SDWCunderpinsthisactionplan.TermsofReferenceandmembersnamesonwebsitebyMay2016.2membersidentifiedwithresponsibility/interestinintersectionalissues.Committeemeetingsheldtermly.Target:Anincreasefrom81%ofrespondentstothestaffsurveyreportingthattheDiversityandWellbeingCommitteehasbeenasuccessto90%byNovember2018

1.2 ParticipateinUniversityAthenaSWANSteeringGroupandannualreviewsofstudentandstaffdata,aswellasreportingonqualitativeaspectsofculturalchange

SEO(HilaryGeoghegan)

Ongoing

SAGESdatawillbeincludedinallUniversitylevelassessmentsandreviews,withcommentaryfromSAGESstaff.Target:100%successby2018

1.3 SupportAthenaSWANchampionstomaintaintheirinvolvementinUniversitylevelcommitteesonDiversityandInclusioninordertosharegoodandbestpractice,inparticularleadingonequalityandfieldworkpractice/trainingacrossReadingandviatheRoyalGeographicalSociety(withIBG)AthenaSWANCommunityofPractice

HoS(NickBranch),HoDs(SteveMusson/RogerMatthews),SEO(HilaryGeoghegan)

January2016–October2018

Target:WewillconvincetheSchoolsofBiologicalSciencesandofAgriculture,PolicyandDevelopmenttoadopttheideaofcross-School‘Gender&Fieldwork’discussionsbyOctober2018.SEOwillgivetalksinoneSchoolperyear.SEOwillleadaspecificnetworkingsessionattheRGS-IBGAnnualConferenceinAugust2016

1NamesarecorrectasofOctober2015


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1.4 IdentifytwonewAthenaSWANchampionstobuildcapacityindiversity,inclusionandwellbeingwork

Itisimportanttoavoidover-burdeningindividualcolleagueswiththeresponsibilityofequalityanddiversitywork


May2016–September2016

2newAthenaSWANchampionsinplacebySeptember2016.Targets:Anincreasefrom81%ofrespondentstothestaffsurveyreportingthattheDiversityandWellbeingCommitteehasbeenasuccessto90%byNovember2018.90%ofstaffhaveattendedoneormoreAthenaSWANeventsbyOctober2018

1.5 Conductannualsurveyofacademicstaff,researchstaff,andPGRsbaseduponpreviousAthenaSWANsurveyandissuespertainingtothatyear,andcommunicatefindingstocolleaguesviaemailandin-personSchoolpresentation

Responsesfromcolleaguesfollowingfocusgroupandstaffsurveyrevealedaneedforcontinuedreflection

HoS(NickBranch) September2016–October2018

Targets:Anincreasefrom86%ofrespondentstothestaffsurveyreportingthat“IhavetheopportunitytofeedbackondecisionmakingprocesseswithintheSchool”to90%byNovember2017.Withanewtargetof70%ofPGRsagreeingwiththeabovestatementinnewsurveybyNovember2017.Aswellasanincreaseintheresponseratefrom87%to95%ofstaffbyNovember2017.SEOtoshareslidesfromannualin–Schoolreviewofactionplan,toupdateactionplanasprioritiesshift

1.6 ConsolidateannualfindingsfromPTES,NSSandothermechanismsforUG/PGTstudentengagement,andrespondtothemthroughUG/PGTconsultationviatheSSLC

UGstudentsformanimportantcomponentofourSilverAwardandwewanttoworkwiththemmoreeffectively.However,anyUG/PGTsurveywouldneedtodovetailwithothermechanisms

SSLC September2016–October2018

Target:50%ofundergraduaterespondentstothestudentsurveystatethattheyhavecontributedtodiscussionsonAthenaSWANbyNovember2018.Evidencewithintheactionplanasprioritiesshift


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forstudentengagementtoavoidsurveyfatigue

1.7 ContinuetoworkcloselywithlinemanagersduringtheProfessionalandAdministrativeStafftransition

InstitutionalchangesrelatingtoProfessional,SupportandTechnicalStaffareon-goingandtheoutcomeofhowtheywillbemanagedinthefuturewillnotbeavailableuntilSept2016attheearliest.Thisisatimeofuncertaintyandweneedtoremainsupportive


January2016–September2016

IfPSTstaffaremanagedcentrallybutlocatedwithintheSchool,ourtargetwillbetoensurethatsuitablearrangementwillbemadeforcontinuedinterestinsharedwellbeingthroughthestaffsurveyandSDWC,andfieldandlaboratorycommittee


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Priority2:SupportingandempoweringourPGRs,PGTsandUGs Descriptionofaction Rationale Responsibility Start–End Measurables2.1(a)PGRs

InvitetwovolunteersfromPGRcommunitytobecomemembersoftheSDWC

StaffandPGRfocusgroupsrecognisedneedtoexplorestudentengagementmorefullywithinSDWC

HoS(NickBranch),SDPS(KevinWhite)


2PGRrepsareappointedon2yearrotations.Target:90%ofPGRrespondentstostudentsurveystatethatPGRconcernsareaddressedbytheSDWCandSchoolPGRcommittee

2.2 IdentifyfurtherPGRleadershipopportunitieswithinbothDepartments,forexampleseminarorganisationandPGRstudentstoleadorganisationoftheSAGESPGRConference

PGRfocusgroupandstaffsurveyrevealedthatmorecouldbedonetosupportmale/femalestudentsparticularlyinrelationtowork-lifebalance,rolemodels,beinganacademic.BothfocusgroupsalsoidentifiedtheneedtoincreasePGRrepresentationoncommitteesandtheirroleinthelifeoftheDepartments

ResearchDivision/Cluster/CentreLeaders(HilaryGeoghegan/GaborThomas/AnneVerhoef/JoClark/SandyHarrison),SDPS(KevinWhite)

September2016–October2018

Target:80%ofPGRrespondentstostudentsurveystatethattheyhavesufficientopportunitiesforleadershipintheirDepartment.PGRsareleadingsomeseminarorganisation,organisingSAGESPGRconference,attendingSDWC

2.3 HostaworkshopforPGRsandstaffonacademiclifeandbeinganacademic

ResearchDivision/Cluster/CentreLeaders(HilaryGeoghegan/GaborThomas/AnneVerhoef/JoClark/SandyHarrison),SDPS(KevinWhite)

June2017,June2018

Target:year-on-yearimprovementinfeedbacksurveyforannual‘academiclife’workshop.80%ofPGRrespondentstostudentsurveystatethattheyhaveanimprovedunderstandingofacademiclife

2.4 ContinueandmonitorbuddysystemSAGESforPGRstudents

ArchaeologyalreadyhaveabuddysysteminplaceforPGRs,GEShasjustestablishedaprogramme.PGRfocusgrouprevealedtheneedforimprovedsupportuponarrivingas

SDPS(KevinWhite) January2016–December2016(annualevaluation)

Target:Atleast50%ofnewstudentstakeuptheofferofabuddy


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anewPGR2.5 Developtermlyin-house

trainingsessionsonpersonaldevelopmentforPGRs,suchasmanagingyoursupervisor

ThePGRfocusgroupsinArchaeologyandinGESrevealedissueswiththeUniversityleveltraining,astoogeneric,disciplinespecificissuesleftunaddressed.Somestudentsfeltpatronisedandotherswerejustsigningupforcoursesinapanic.Followingthe‘impostersyndrome’workshop,bothgroupsfeltopportunitiesforin-houseactivitiesshouldbeexplored.Thesesessionswouldcomplementexistingin-houseworkshopson‘LifeafterPhD’etc.

SDPS(KevinWhite) September2016–October2018

Target:90%ofPGRrespondentstostudentsurveyreporttheyareveryhappy/happythattheirtrainingneedsarebeingmet,andhaveimprovedexperiencesoftraining.WebpagesdocumentingPGRtrainingexperiencesavailablefromSeptember2017

2.6 CommunicatedisappointmentofPGRswithsomeofthetrainingcoursesofferedcentrallythataremandatory

SDPS(KevinWhite) January2016–September2016

2.7 CollateexperiencesofstudentsoneachUniversitysuppliedtrainingcourseandcirculateasin-houseguidetocourses

SDPS(KevinWhite),newPGRRepsonSDWC


2.8 EvaluatePGRinductionprocedures

APGRinductionprocessisinplaceandwewillcontinuetomonitorandrefineactivities.Further,thePGRfocusgrouprevealedthatthereneededtospecialistinductionforthoseusinglaboratoriesinordertounderstandwhatequipmentandsupportisavailable

SDPS(KevinWhite) September2016–October2018

Target:80%ofPGRrespondentstostudentsurveyreportfeelingwelcomeonarrivalbyNovember2018.

2.9 ArrangePGRlaboratoryinduction

SDPS(KevinWhite) September2016–November2016

Target:100%ofnewlab-basedPGRstudentscompletelabinductionannuallyfromOctober2016onwards

2.10 MonitornumbersofstudentswhosuspendtheirPGRstudy,basedupongender,stage,reasonandfunder

WhilstwehaveanalyseddataonPGRsubmissiondates,asaSchoolwedonoteffectivelycaptureinformationaboutsuspensionsbutitmayhelpustargetsupportmoreeffectivelyinthefuture

SDPS(KevinWhite) May2016–September2016

Target:70%ofPGRrespondentstostudentsurveyreportthattheyknowwheretolocatesupportandadviceinrelationtomyPhDbyNovember2017


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2.11(b)UGandPGTStudents

MaintainoverviewofmarketingmaterialsforUGandPGTcoursestoavoidanymalebiasandmaintainvisibilityoffemalestudents

StudentdataanalysedhererevealedfewerfemalestudentsapplytoMScinGES

PGTPDs(MaryLewis/LizShaw/TomSizmur/GrenvilleAstill/MartinBell)


VisualidentityofUGandPGTcoursesmaintainvisibilityoffemalestudents.Target:50%ofPGTvisitdayparticipantsreportgender-balancedvisualidentity(throughvisitdayevaluationforms)byNovember2017

2.12 UseSSLCtoexploreissueofstudentachievementthroughfocusgroupsandrespondaccordingtothefindingsofthisreview,forexampleaworkshopforstudentsand/orstaff

Studentdatarevealed:(1)UGmalestudentsachievelowerdegreeclassificationsthanfemalestudents.Staffsurveyrevealedthatmalestudentsrequiresupport,particularlyinrelationtoperceptionsofananti-academicsentiment;(2)fewerPGTfemalestudentsachieveadistinction

SSLC(involvingPDs) January2017–September2017

CommentsregardingmaleUGandfemalePGTstudentachievementrecordedinminutesofvariousmeetingsfromSpring2017,andidentifiedactionsincorporatedintotheactionplanbySummer2017.Target:areductionfrom64%/70%ofrespondentstothestaffsurveywhoagreethatmorecouldbedonetosupportfemalestudents/malestudentsto40%byNovember2017

2.13 EnsureallstaffusetheSAGESappointmentsystemforUGandPGTstudentmeetings

Staffsurveysuggestedaninconsistentuseoftheonlineappointmentsystembystaff,andinaccessibilityofsomecolleagues

HoDs(SteveMusson/RogerMatthews),SeniorTutor(SteveGurney)

September2016–November2016

Target:appointmentsystemisusedbyALLstaff(100%)

2.14 Encouragestudentstoparticipateinpeersupportnetworks,forexampletheUniversity’sSTARMentorScheme

Studentdataondegreeclassificationsandapplicationstostudyrevealmoresupportisrequired,asuggestedsolutionispeermentoring

SeniorTutor(SteveGurney),PersonalTutors

September2017toOctober2018

Target:80%ofUGrespondentstostudentsurveyreport(1)theyknowhowtoaccesspeersupportnetworksand(2)iftheyhaveusedthesenetworks,theyhavehadaworthwhileexperiencebyNovember2018


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2.15 FullyimplementUniversityguidanceforpersonaltutorsinSAGES

Asnotedinthestaffsurveyresults,whetherastudentreceivesappropriatepersonaltutorsupportisalotteryasUniversityguidanceisn’tconsistentlyimplementedinSAGES

SDTL(AlanHoward),SeniorTutor(SteveGurney)

January2016–December2016

Target:80%ofUGandstaffrespondentstoannualsurveyreportmoresuccessfulpersonaltutormeetingsbyNovember2018;completionofthetutorcardin100%ofcases

2.16 UsetrafficlightsystemtoprioritiseitemsraisedbystudentsattheSSLC,followupwith‘yousaid,wedid’emailstostudents

In2014/15,SAGESimplementedatrafficlightsystemforprioritisingactionpoints.However,weneedtobemorepro-activeinfeedingbacktostudents

SSLC,StudentReps May2016–September2016

Target:90%ofUGrespondentstothestudentsurveystatethattheyhavetheopportunitytofeedbackonteachingandlearningprocesseswithintheirdepartmentbyNovember2018

2.17(c)ALLstudents

EncouragestaffandPGRengagementwithUGstudentsocieties,asrequestedbycommitteesofGeogSocandRUined,forexampleofferingseminarsonresearch

In2014/15,GESrenewedlinkswithGeogSoc.Followingthestaffsurvey,itwasdecidedthatonewaytoreachthestudentsonmattersawayfromtheclassroomwasviaGeogSocandRUined.Makingroomforsocialactivities

HoDs(SteveMusson/RogerMatthews)

September2016–November2016

StaffandstudentsfocusgroupsreportamoreconnectedcommunitywiththeDepartments.Target:50%staffandPGRattendanceatannualeventsbyNovember2018

2.18 CreatespaceforUGstudentsinGES

StafffocusgroupsandfeedbackfromtheStaffStudentLiaisonCommitteesuggestedthatGESUGsdonothaveadedicatedspacewithintheDepartment.Thiswasregardedassignificanttotheirsenseofbelonging.ThisisalsoreflectedintheNSSfeedback

SDTL(AlanHoward),HoD(SteveMusson),HoS(NickBranch)


Target:Spaceisusedonaverageby8studentsatanytime(monitoredbyregularspotchecks).90%ofGESUGrespondentstothestudentsurveystatethattheyhaveadedicatedspacetostudyinGESbyNovember2018

2.19 Createshort,friendlyonlineguidebookaboutSAGESinconsultationwithPGR,PGTandUGgroups,includinglocal

PGRfocusgrouprevealedsomeitemsofimportantinformationweremissingfromthestudenthandbook,forexamplefundingopportunities.Itwasalso

SSLC,PDs,SDPS(KevinWhite),HoS(NickBranch)


Guidebookscontainingstafflists,imagesfromDepartmentalactivities,quotesfromstudents.Target:80%ofUG/PGT/PGRrespondentstostudentsurvey


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informationonseminars,staffandsocieties

recognisedthatwhilstthestudenthandbookcontainsofficialinformation,thereneededtobesomethingfriendliertoallowforagreatersenseofbelonging,suchasstafflists,imagesfromSAGESactivities

agreethattheirDepartmentisafriendlyplacetostudy/workbyNovember2018

2.20 MakesurestaffaregivingconsistentfeedbacktoUG/PGT/PGRstudentsthrougha‘feedback’workshopforstaff,andrequireallsupervisorstoattendtheSAGESPGRconference

PGRandstafffocusgroupsrevealedthattherewareinconsistenciesinfeedbackofferedbysupervisorsandpanelchairs.Thisledtofeelingsofstressandlowself-confidence.Italsoledtounhelpfulcomparisonsbeingmadebetweensupervisors.SimilarcommentsweremadebystaffworkingwithUGstudents

SDPS(KevinWhite),SDTL(AlanHoward),PDs


Target:IncreaseinNSSfeedbackscoresfrom57%inGESfor‘feedbackonmyworkhasbeenprompt’to70%by2018;70%ofPGRrespondentstostudentsurveyreporttheyreceivepromptanddetailedfeedbackfromtheirsupervisorsbyNovember2017


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Priority3:EnhancingourSchoolandDepartmentalcommunications Descriptionofaction Rationale Responsibility Start–End Measurables3.1 IncludedetailsofSAGES

ResearcherGroupinresearcherinductionpack

Researchstafffocusgrouprevealedthatnotallnewresearcherswereawareofthegroupandthatthiswouldenhanceasenseofcommunity

HoS(NickBranch) January2016–May2016

Researcherinductionpackupdatedby31stMay2016.Target:90%ofresearcherrespondentstothestaffsurveyreportthattheSAGESResearcherGrouphasbeenasuccessfulinitiativebyNovember2017

3.2 Celebratingsuccessemailstoreflectdiversityofsuccesstypes

StaffandPGRfocusgroupsrevealedneedforemailstoreflectdiversityofachievementbeyondgrantswinsandconferenceinvolvement,forexampleaccommodatingtechnical,admin,teaching,enterpriseandstudentsuccesses


Target:90%ofrespondentstothestaffsurveyreportthatcelebratingsuccessemailsacknowledgeawiderangeofsuccesstypesbyNovember2016

3.3 PutPGRprofilesontothewebsitetomakePGRcommunitymorevisible

PGRfocusgroupsrevealedtheissueofstudentonlineprofileshadnotbeenadequatelyaddressed.ThisisaUniversity-levelissueasthewebsiteisundergoingtransfertoanewtemplate.However,currentSAGESactivitiestoimprovesituationincludelinksfromSchoolwebpagestostudentsprofilesonacademia.edu

SDPS(KevinWhite) September2016–December2016

Target:ALLprofiles(100%)onwebsiteby1stDecember2016

3.4 EnsureallwebpagesandnoticeboardsfortheSchoolreflectthediversityoftheSchool

Weneedtoensurethatdiversity(includingandbeyondgenderdifferences)isreflectedacrossourSchool

SDWC(actionmonitoredbySEO,HilaryGeoghegan)

Ongoing,regularlymonitored

Target:ALLwebpagesandnoticeboardsreflectourdiversity(100%)byNovember2018


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3.5 Continueandgrownewsletter(s)forSchoolandDepartments

ResearcherandPGRfocusgroupfeedbacksuggestedneedforwiderunderstandingofwhatSchoolandDepartmentcolleaguesandstudentsaredoingviaanewsletter,summarisingpublicationsandevents

HoS(NickBranch),HoDs(SteveMusson/RogerMatthews)

September2016–December2016

Target:Anincreasefrom83%ofrespondentstothestaffsurveyreportingtransparentcommunicationanddecision-makingwithintheSchoolandDepartmentsto90%byNovember2018

3.6 Evaluatecommitteecommunicationpathwaystoensureeffectivecommitteereporting

Stafffocusgroupsrevealedneedforincreasedcommunicationaroundcommitteeactivityandoutcomes

HoS(NickBranch) May2016–September2016

3.7 MaintainSAGE(S)Adviceblog SincestartinginOctober2014thebloghasreceivedonaverage612viewspermonth.ThenumberofviewsontheblogandtheenergeticcontributionsfromcolleaguesandstudentsmarksthisactivityasarealachievementforourSchool.


Ongoing IncreasedinterestintheSAGE(S)AdviceBlog.Target:800viewspermonthbyJanuary2017


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Priority4:Extendingstaffmentoringactivities Descriptionofaction Rationale Responsibility Start–End Measurables4.1 Hosthalf-dayworkshoptorefresh

mentortrainingStafffocusgroupsrevealedthattherewasalackofunderstandingbysomementorsoftheirroleandthejobdescriptionoftheirmentee.Weneedtoencouragebetterpreparation


January2017–October2018

100%of2015surveyparticipants(12)whowantedamentorhaveamentorbyDecember2016,thiswouldmeananincreaseinmentoringfrom60%to80%offemalestaffand50%to60%ofmalestaffbyDecember2016.Target:Anincreasefrom91%ofrespondentstothestaffsurveyreporting‘IamencouragedtoundertakeactivitieswhichwillcontributetoastrongerCV’to95%byNovember2017

4.2 Clarifythedifferentrolesofbuddy,mentorandcoach

HoS(NickBranch)

4.3 Developguidanceonmentoringandbuddysystemforthenewstaffhandbook

HoS(NickBranch)

4.4 ResearchercommunitytodevelopguidelinesforPDRAmentoring

ResearchfocusgrouprevealedthatPDRAswouldlikemoresayinhowmentoringisappliedtotheircommunity.TheyweredelightedtohavesomeoneonSchoolCouncilrepresentingtheircommunity.

ResearcherCommittee,ResearcherChampiononSchoolCouncil(GundulaMuldner),HoS(NickBranch)


4.5 RetainadedicatedSchoolCouncilmembertooverseeresearchermentoringrequirements


Continueddevelopmentofresearcherneedsandevidencingwithintheactionplan

4.6 Evaluatesuccessofmentoringrelationships

StaffsurveyresponsesindicatedthatthePDRschemeandmentoringhadonlybeenrunningfor2yearsandthereforeitwastooearlytoevaluatetheimpactofit

HoS(NickBranch) September2016–December2016

Target:Anincreasefrom81%ofrespondentstothestaffsurveyreporting‘careerprogressionisusefullydiscussedinmyappraisal’to90%byNovember2017

4.7 Mentoringforallstaffwhorequestit.MentorscanbefromwithinandbeyondSAGES

Staffsurveyrevealedthat28%ofstaffwhodon’tcurrentlyhaveamentorwouldlikeone.Stafffocusgrouprevealedthatsomestafffallbelowtheradarformentoringwhowouldreallybenefitfromit


ALLstaffwhorequestamentorhaveone


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Priority5:Boostingcareerdevelopmentopportunities Descriptionofaction Rationale Responsibility Start–End Measurable5.1 Refreshexistingguidelinesfor

staffregardingthePDRprocessinuser-friendlylanguage

ResearchstafffocusgrouprevealedaneedforclarityarounduseofPDRinformation

HoS(NickBranch),SchoolCouncil,SDWC(actionmonitoredbySEO,HilaryGeoghegan),HR(RachelThorns)


RevisedPDRguidelinesarecirculatedby1stSeptember2017.PDRreviewer-revieweelistupdatedby1stMay2016.Target:Anincreasefrom81%ofrespondentstothestaffsurveyreporting‘careerprogressionisusefullydiscussedinmyappraisal’to90%byNovember2017

5.2 IncreaselengthofPDRmeetingstoallowforafullerdiscussion

StafffocusgrouprequestedlongermeetingsforPDRasitcurrentlyfeelslikeaconveyorbelt


5.3 Re-allocatePDRreviewerstoavoidconflictsofinterest

StaffsurveyandResearchReponSATrevealedtheneedtoimprovePDRreviewerandmentoringadvice,andallocationofmentors


5.4 TrainmorefemalecolleaguesinPDRreviewing

StaffsurveyandfocusgroupsrevealedaneedformoreseniorfemalecolleaguestobeactingasPDRreviewers


May2016–May2017

InlinewiththeUniversity’spolicytoincreasefemalerepresentationwithindecision-makingto30%by2020,wewillincreasethenumberoffemalereviewersto30%byMay2017

5.5 ReviewhowPDRdocumentsareutilisedbyseniormanagement

StafffocusgrouprevealedtheneedtousePDRdatatogreatereffectinunderstandingneeds

HoS(NickBranch),SchoolCouncil


Target:GreaterperceptionthatPDRreviewshavehadanimpacton,forexample,anincreasefrom76%ofrespondentstothestaffsurveyreporting‘workloadisusefullydiscussedinmyappraisal’to85%byNovember2017

5.6 Overhaultheworkloadmodelto Staffsurveyandfocusgroups HoS(NickBranch) May2016– Areductionfrom56%of


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ensureconsistent/appropriateworkloadallocation,andavoiddiscontentamongststaffwhenmodelresultsareannounced

revealedWLMrequiredrevisionandgreatertransparency.Indeed:• 61%stafffelttoolong

spentonadministration• 37%agreeonclearand

transparentWLMallocations

• 56%believeWLMdoesn’twork

September2016

respondentstostaffsurveyreportingthattheWLMdoesn’tworkto20%byNovember2018.Anincreasefrom37%ofrespondentstothestaffsurveyagreeingthatthereareclearandtransparentWLMallocationsto80%byNovember2017.

5.7 Revisepromotionguidelinesinuser-friendlylanguageforstaff

Staffsurveyrevealed:• 37%staffdon’tunderstand

promotion• 27%foundittobeunfair• 25%didn’tfeelsupported

orencouragedtoapplyFindingswereechoedinthestafffocusgroupStaffsurveyrevealedthatstaffwouldlikeincreasedencouragementtoapplyforpromotionandtohearsuccessstories

HoS(NickBranch),PromotionsPanel,HR(RachelThorns)


Greaterperceptionthatpromotionisamoretransparentprocess,measuredbyannualsurvey.Targets:Areductionfrom37%ofrespondentstothestaffsurveystatingtheydon’tunderstandpromotionto20%andareductionfrom27%ofrespondentsstatingtheyfoundtheprocesstobeunfairto10%byNovember2017.Anincreasefrom75%ofrespondentstothestaffsurveystatingtheyfeelsupportedorencouragedtoapplyto95%byNovember2018.40%Promotiontrainingisavailableforallstaffin-house:40%ofstaffattendbyNovember2018.

5.8 Hostacross-Schoolin-housepromotionsworkshoptoinformstaffoftheprocessandoffervoicesofexperiencefromrecentlypromotedcolleagues

5.9 Encouragetakeupoftrainingopportunitiesforcolleaguesonfixed-termcontractsandbeyondearly-career

Staffsurveyrevealedanappetitefor:moretrainingforteachingfellows;improvedstrategyandmanagementtrainingforleadershiproles;



Target:70%ofstaffattendatleastonetrainingcourseperyear;Anincreasefrom91%ofrespondentstothestaffsurveyreporting‘Iamencouragedtoundertakeactivities


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andMyers-Briggsanalysisforteams

whichwillcontributetoastrongerCV’to95%byNovember2017

5.10 ProducelistoffundersforsmallgrantsandfellowshipsforPDRAsdevelopingtheircareers

ThestaffsurveyrevealedaneedforimprovedPDRAaccesstofunding

ResearchCommittee May2016–September2016

PDRAsreportincreasednumbersofgrantapplicationsduringPDRs.Target:3independentapplicationsbyPDRAsperyear.Anincreasefrom91%ofrespondentstothestaffsurveyreporting‘IamencouragedtoundertakeactivitieswhichwillcontributetoastrongerCV’to95%byNovember2017

5.11 ImplementnewUniversityguidanceonteachingpeerobservationvianewSchoolguidancedocument

Stafffocusgroupsidentifiedteachingpeerreview/observationtobeanimportantelementwherecolleaguescansupportteachingonlystaff,aswellasencourageamoreacceptingcultureof‘teaching’

SDTL(AlanHoward) September2016–December2016

Anincreasefrom93%ofrespondentstothestaffsurveyagreeingthatteachingisvaluedwithinSAGESto95%byNovember2017

5.12 Developguidanceonpotentialforconversionfromfixed-termtopermanentcontractsforPDRAsandtransparencyregardingcontributiontotheREF

Thestaffsurveyrevealedalackofunderstandingaroundwhetherfixed-termPDRAscanbecomepermanentandthecontributionPDRAsmadetothelastREF


Target:80%ofresearchstaffagreewithstatementinannualsurveythat(1)‘thereisgreatertransparencyregardingmovementfromfixed-termtopermanentcontracts’and(2)‘IamavaluedmemberofmyResearchDivision’byNovember2018


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5.13 HostworkshopforPDRAsoncareerprogression

Theresearchstafffocusgrouprevealedtheneedforatargetedworkshoponcareerprogression,featuringthoserecentlyappointedaslecturersandmoreestablishedresearchfellows

ResearcherChampiononSchoolCouncil(GundulaMuldner)


Target:80%ofresearchstaffagreewithstatementinannualsurveythat‘SAGESsupportsPDRAcareerprogressionthroughtraining’

5.14 ContinuetomonitorannualsummaryfromHRofleavers’surveydata,actuponfindings

Weneedtounderstandwhyarecolleaguesdecidetoleaveinordertoidentifyroomforimprovement

HR(RachelThorns),HoS(NickBranch)


ALLleavers’surveydataisexaminedbyHoSandissuestobeaddressedareincorporatedintoactionplan


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Priority6:Focussingonwomeninleadership Descriptionofaction Rationale Responsibility Start–End Measurables6.1 Conductfocusgroupongender

andleadershipinSAGEStoconsiderissuesthatstoppeopleputtingthemselvesforwardforleadershiproles;andidentifysuitablesuccessionplanningmeasures

Whilstthesamplenumbersaresmall,thenumberofwomenrepresentedinseniorroleswithintheSchoolCouncilaresmallincomparisontomen.Weneedafocusgrouptoexplorethisissue


Ongoing Anincreasefrom33%ofwomenonSchoolCouncilto40%byNovember2018.MorewomeninSAGESleadershiprolesinlinewithUniversity-widepolicyofatleast30%femalesoncommitteesby2020

6.2 Put‘committeemembership’informationonthedepartmentwebsiteasprofilestomakedecision-makersmorevisible



PhotographsandmembershipdetailsofALLSchoolCommitteesonwebsiteby31stMay2016.

6.3 Advertisecommitteemembershipopportunitiestoallstaff,withline-managersencouragingfemalestafftoapply

Improvementshavebeenmadesince2011onthefemale/maleratiooncommittees,howeverthereisstillroomforimprovement



CommitteemembershipadvertisedandimprovedfemalerepresentationacrossallSchoolcommitteesinlinewithUniversity-widepolicyofatleast30%by2020

6.4 Hostaone-daytrainingsessionforstaffonleadership

WhilsttrainingcoursesareavailablefromtheUniversityonleadership,stafffocusgroupsrevealedwewouldbenefitfromanin-housetrainingsessiononthesubject,aswellaslearningfromcolleaguesalreadyinleadershippositions,forexamplethestaffsurveyrevealedthat66%ofstaffonuni-levelcommitteeswerefemale

HoS(NickBranch) June2017,June2018

Target:90%ofrespondentstothestaffsurveyagreewiththestatementthatadiversityofleadershipstylesaresupportedinSAGES


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6.5 EncouragefemalecolleaguestoparticipateinAuroraandSpringboardprogrammes

AsurveyoffemalecolleagueswhoattendedAuroraandSpringboardrevealedthebenefitsofbothprogrammes



Schoolsupportsatleast1participantperyeartoapplyfortheAuroraprogrammeandALLfemalestaffwhowanttoaresupportedtoattendSpringboard

6.6 ConvenetermlymeetingforAuroraandSpringboardparticipantstoencouragesharingofexperiencesandgoodpractice

AuroraandSpringboardhavebeenreportedtoworkbecauseoftheregularmeetings.Oncethecoursesfinish,colleaguesareleftontheirown.AninformalnetworkwithinSAGEShasbeensuggested

AuroraandSpringboardattendees,SEO(HilaryGeoghegan)

November2016,ongoing

Target:90%offemalerespondentstothestaffsurveyagreewiththestatementthattheirexperienceofAuroraandSpringboardisvaluedbySAGES


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Priority7:Avoiding‘unconsciousbias’duringrecruitment Descriptionofaction Rationale Responsibility Start–End Measurables7.1 Maintaindataongenderacross

applications,shortlistsandappointments

SAGESneedstorecordandmonitorgenderdistributionacrossstaffrecruitment



Lessthan10%ofshortliststobeallmale

7.2 Requireallstaffonappointmentpanelsandinleadershiprolestoundertake‘unconsciousbias’training

Following‘unconsciousbias’trainingfor17academicsin2015,wehavedecidedthatallstaffonappointmentpanelsandinleadershiproles(asaminimumshouldundertakethetraining)

HoS(NickBranch) September2017–December2017

100%ofstaffonappointmentpanelsandinleadershiproleshavecompletedunconsciousbiastrainingbyNovember2017

7.3 Developan‘unconsciousbias’refreshersheetforshortlisting/interviewpanelstoconsiderpriortoshortlisting

FollowingaSchool‘unconsciousbias’trainingworkshop,weproducedasetofnotesregardingunconsciousbiasthinkingthatpanelsshouldconsiderduringshortlisting



100%ofpanelsusetheformtoinformdecision-making(makeitanecessaryconditiontoappointing)


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Priority8:CommittingtoWorkingSagely Descriptionofaction Rationale Responsibility Start–End Measurables8.1 ConductDepartmentalfocus

groupevaluationsoftheWorkingSagelydocument

TheStaffsurveyrevealedcolleagueswantmore‘workingsagely’butthatthedocumentrequiresdevelopment

HoDs(SteveMusson/RogerMatthews)


FeedbackonhowtheWorkingSagelydocumentiscurrentlyused,withsuggestedimprovementsincorporatedintotheactionplan.Anincreasefrom83%ofrespondentstothestaffsurveyagreeingthat‘ourSchool’svaluesdocument,WorkingSagely,hasencouragedmetoreflectonrelationshipsandbehaviourintheworkplace’to90%byNovember2017

8.2 ReproduceWorkingSagelyideasindifferentformstoensureWorkingSagelybecomesembedded,forexamplereinforcingkeymessagesduringPDRs,hostmini-conferenceon‘genderanddiversity’withastrongworkingsagelyangle

Stafffocusgroupsrevealedconcernsaroundhowitemssuchascorehoursandavailabilitywerebeingadoptedbycolleagues



8.3 Hosthalf-day‘Wellbeing’conferenceforstaffandstudentstoencourageopendiscussionofwellbeingissues,familyleaveandflexibleworking

SDWC,staffandPGRfocusgroupsrevealedtheneedforagreaterunderstandingandopendiscussionofwellbeingandwork-lifebalancewithinSAGES



Asaboveandanincreasefrom65%ofrespondentstothestaffsurveyreportingtheyare‘happywiththeirwork/lifebalance’to80%byNovember2018.Aswellasareductionfrom41%offemalerespondentstothestaffsurveywhofeelthattakingmaternity/extendedfamilyleavewoulddamagetheircareerto25%byNovember2017


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8.4 Encouragepeopletoadd‘availabilitystatements’toemails,nominateofficehoursondoorsandviaBlackboard,andinformDepartmentteachingofficesoinformationcanbedisplayedonDepartmentalplasmascreens

TheStaffsurvey,staffandPGRfocusgroupsrevealedthatstaffavailabilitywasaconcern.Increasingthevisibilityofstaffavailabilitywasofferedasonesolution

HoS(NickBranch),HoDs(SteveMusson/RogerMatthews),SeniorTutor(SteveGurney)


ALLstaff(100%)toaddavailabilitystatementsbySeptember2016

8.5 Developguidanceonemailuse,specificallythatstaffarenotexpectedtoread/respondtoemailsovereveningsandweekends

Staffsurveyandstafffocusgrouprevealedanemailcodeofconductwasrequiredtoencourageanimprovedwork-lifebalanceandavoidunduestressoncolleagueswhofeltpressuredtorespond



Areductionfrom67%ofrespondentstothestaffsurveyreportingthey‘feeltheyareexpectedtorespondtoemailswithin48hoursorless’to20%byNovember2018

8.6 IncreasenumberofstaffonlyandstaffandPGRsocialactivitiesinDepartmentsandcross-School,andimplementcross-schoolworkinggroupofstaffandstudentsaroundannualproject,forexample‘GreenImpactAward’for2015/16

StaffandPGRfocusgroupsrevealedadesireformoresocialactivitiesacrosstheSchooltoencourageface-to-faceinteraction.In-personmeetingswereidentifiedasimportantforrelievingemailtensionandtheresearchelitementality



Anincreasefrom94%ofrespondentstothestaffsurveyreportingthatdepartmental/schoolsocialeventsareenjoyableto95%byNovember2018

8.7 Developadiaryofin-SchoolandUniversityactivitiesandevents(incl.pilates)forstaffandPGRstudentstoattendbeyondformalmeetings



Target:90%ofstaffhaveattendedoneormoreAthenaSWAN-associatedeventbyOctober2018

8.8 DevelopSAGESFamilyLeavedocumenttoincludeothercaringresponsibilitiesbeyond

SDWCandthestafffocusgroupidentifiedaneedtoexpandthegoodpracticetoincorporate



Target:80%ofrespondentstothestaffsurveyagreewiththestatementthateffortshave


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children caringresponsibilitiestoincludeelderlyrelatives,otherfamilymembers

beenmadetomakefamilyleaveopportunitiesmorevisiblebyNovember2017

8.9 Communicateguidelinesinfriendlylanguageforwhattodoif‘sick’ortakingannualleavetosupportstaffandlinemanagerstocarryoutrequiredactionstomanagethis

Stafffocusgroupsrevealedconfusionaroundtakingannualleaveandhowtoreportillhealth.Itwassuggestedguidelineswouldhelpwithcontinuityplanning


Target:80%ofrespondentstothestaffsurveyagreethattheyunderstandhowtoreportsick/annualleavebyNovember2017

8.10 Identifyexamplesofgoodpracticeregardingleaveofallkinds(incl.sharedparentalleave)andincludethemonthewebsitetomakethisvisibletostaff

Stafffocusgroupon‘wellbeing’revealedparental/familyleaveremainssomethingpoorlycommunicated.Inadditiontothegoodpracticeguide,itwouldbeusefultohighlightexamplesofsuccessfulworkingarrangements



8staffandPGRprofilesonthewebsitebyDecember2016.Aswellasareductionfrom41%offemalerespondentstothestaffsurveywhofeelthattakingmaternity/extendedfamilyleavewoulddamagetheircareerto25%byNovember2017

8.11 Monitoreffectivenessofcommunicationandmanagementinrecentfamilyleavecasestosupportfuturecases

StafffocusgroupsandcommentsduringPDRsrevealedthatsomestaffhavebeenarrangingtheirowncoverforpaternityleaveduetoalackofexplicitprotocolontakingfamilyleave,itwasalsoagreedthatline-managersandstaffwouldbenefitfromaformalguidetoconversations/actions/KITdays



Target:staffwhohaverecentlyexperiencedfamilyleavereport70%satisfactionwithcommunicationandmanagementoftheircase(monitoredthroughHoSannualevaluationoffamilyleavecases)

8.12 Developformsformeetingsbetweenstaffandlinemanagerspreparingtotakefamilyleaveinordertoensurenothingismissed



Asabove


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8.13 Mentoringstaffwhoreturnfromplanned/unplannedleave

Stafffocusgrouprevealedtheneedformentoringuponreturnfromleave


ALLstaffwhoreturnhavementors

8.14 DevelopguidanceforPGRcommunitywhomayrequirefamilyleaveduringtheirstudiesaheadoftimetohelpsupervisorsandSDPS

TheUoRGraduateSchoolhasyettoofferguidelinesbeyondthoseprovidedbyresearchcouncils.Wewanttobepreparedaheadoftimetoavoidconfusionandanxietyforstudents



GuidancedocumentiscirculatedtoPGRstudentsandavailableinhandbookbyDecember2016.

8.15 Formalisesystemofflexibleworking(specificallywhencolleagueshavealertedprofessionalsupportstafftobeingunavailable)tocommunicateopportunities

Stafffocusgroupsrevealedflexibleworkingtobeacontinuedcauseforconcern,astherearediscrepanciesinhowflexibilityisundertaken.ThereremainsamiscommunicationbetweentheUniversityandstaffonflexibleworkingopportunities.Onesolutionwasthedevelopmentofflexibleworkingprofilesforthewebsite



Numberofflexiblearrangementsarecaptured.Greateruptakeofformalflexibleworking.8profilestoappearonwebsitebyDecember2017.Aswellasincreasefrom83%respondentstothestaffsurveyreportingthatflexibleworkingissupportedandencouragedintheirdepartmentto90%byNovember2017

8.16 DocumentexamplesofgoodflexibleworkingpracticeontheSAGESwebpages



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