ECU Scotland ConferenceInnovation, change, impact

Athena Swan and the Technician Commitment: Driving change for professional services

through collaborative working

Kelly Vere – Science Council / University of NottinghamKate Jones – Head of Operations, Institute of Integrative Biology, University of LiverpoolPaul Gilbert – Technical Manager, Institute of Integrative Biology, University of Liverpool

Introduction to the Technician Commitment

Athena Swan and Technician Commitment Overlap & Driving Change Through Collaborative Working

Equality and Diversity through a technical lens and highlights from Technical Managers in Universities Conference

World Café

Kelly Vere

@kellyvere

Ensuring Status, Profile & Opportunity for Technicians in Higher

Education & Research

Visibility

Recognition

Career Development

Sustainability

“Technicians probably haven’t had the visibility they deserve, we need to ensure that we’re investing appropriately in them as individuals and as a workforce”

Professor Sir David GreenawayFormer Vice-Chancellor, UoN

“We need to make sure the conditions are right for technicians, that there’s a career structure and opportunities for developing their careers”

Professor Tim SoftleyPVC Research, UoB

Evaluating Impact

•

• 5 contextual questions

• A 24 month action plan aligned to the themes of the Technician Commitment

• Signatories should evidence that the ‘technician voice’ was present in developing the action plan

• Signatories should publicly state their Technician Commitment signatory status and institutional action plan on a dedicated and discoverable webpage, along with their named point of contact

• Finalised Action Plans should be signed off at an institutional leadership level (e.g. Vice-Chancellor/President/Director level)

the self-assessment process

Athena Swan & The Technician Commitment

Mrs Kate Jones

Head of Operations,

Institute of Integrative Biology

The Athena SWAN Charter“Recognising advancement of gender equality: representation,

progression and success for all”

By being part of Athena SWAN, institutions are committing to a progressive charter; adopting these principles within their

policies, practices, action plans and culture.

Ten key principles of the Athena SWAN Charter

Addressing unequal gender representation

across disciplines

Removing the obstacles faced at major points of career development and progression including the transition from PhD into a sustainable [academic]

career.

Advancing gender equality, addressing the

loss of women across the career pipeline and the

absence of women from senior….professional and

support roles

Academia cannot reach its full potential unless it

can benefit from the talents of all

Addressing the negative consequences of using

short-term contracts for the retention and

progression of staff

All individuals have identities shaped by

several different factors. We commit to

considering the intersection of gender

and other factors wherever possible.

Making…sustainable structural & cultural

changes – initiatives and actions that support

individuals alone will not advance equality

VISIBILITY

RECOGNITION

CAREER DEVELOPMENT

SUSTAINABILITY

EVALUATING IMPACT

Going for Gold; Making a Difference

• Restructured our technical team = new career progression“

Dr Fiona Bailey, Formerly IIB & now Laboratory Manager at Daresbury

“ The fund enabled me to attend a workshop on leadership skills for life sciences postdocs. It was a great opportunity to gain transferrable Skills and had an instant positive impact on the way I behave whilst working in the lab. I will beable to use the skills I gained during the leadership workshop to help overcome obstacles.

• Recruitment Strategies – TEXTIO software / targeted advertising

• Funding available to Post Docs for career progression –

including technical careers

Going for Gold; Making a Difference

• Restructured our technical team = new career progression

• Recruitment Strategies – TEXTIO software / targeted advertising

• Funding available to Post Docs for career progression –

including technical careers

• Annual Professional Services Staff Recognition Awards

The IIB’s Professional Services Unsung Hero Award was a pleasant surprise and an affirmation of the value of technicians who are greasing the wheels of research. There is rarely time to appreciate technicians’ contribution. This award did.

“

Paul Loughnane BEM, Senior Technician.

“ It was heart-warming to read the lovely things people said about me and for me, it was the comments that meant so much more and made me feel valued.

Carol Beesley, Research Lab Supervisor.

“

“

Gold Award; Making a Difference

• Career Development Week open for all

• >25 sessions over the week around four themes:

Self-promotion for career progression

Developing professional relationships

Work-life Balance / Health & Wellbeing

Project Management

• Launched Technician Commitment within UoL

~50 technicians engaged with the week

A Golden Opportunity; Making a Difference

1. EDI and protected characteristics , identifying key trends

such as likelihood of progression and the gender pay gap

2. Role diversity and pathways, parity of esteem and equality

for all!

A Golden Opportunity; Making a Difference

Technician Commitment Conference,

April 2018

Technical Managers in Universities Conference,April 2018

ECU Scotland Conference,April 2018

EDI through a technicians lens – data analysis

Technicians Commitment Conference

ECU ConferenceLiverpool Nov

2018

ATHENA SWAN

Paul Gilbert

Technical Manager

Institute of Integrative Biology

University of Liverpool

Findings from TMU

Picture is consistent across the sector

Gender representation across disciplines

Gender disparity at senior grades

Equality of facilities

Flexible working

Findings from TMU

Role models & ambassadors

Outreach

Awareness from within the technical community!

World Café

A. Who do you identify as technical staff in your institution?

B. What are the limitations/challenges in identifying technical staff?

C. What are the challenges/inequalities faced by our technical staff?

D. How do you recognise technical staff in your Athena Swan action plans?

E. How can you engage with the Technician Commitment and Athena Swan within your institution to make a difference for Technical Staff?