November 2020 Athena SWAN Getting Started and the

November 2020 Athena SWAN Getting Started and the Departmental Application Process 1

November 2020 What is Athena SWAN? Equality Challenge Unit (now called Advance HE) 2005 – Women in SET, 2015 – EVERYONE! Application form – data driven Accreditation: Bronze, Silver or Gold Awards Deadlines: April and November Assessment Panel Process 2

November 2020 Why Athena SWAN? University Award University Strategy NIHR Funding Useful vehicle Because we should! 3

November 2020 What Athena SWAN isn’t? Positive Discrimination Easy! A quick fix A solid process 4

November 2020 Bronze, Silver, Gold Data! The Panel The Process The SAT Action Plan Resource Planning The Application Be one with the Guidance! 5

November 2020 “Bronze department awards recognise that in addition to institutionwide policies, the department is working to promote gender equality and to identify and address challenges particular to the department and discipline. ” “In addition to the future planning required for Bronze department recognition, Silver department awards recognise that the department has taken action in response to previously identified challenges and can demonstrate the impact of these actions. ” “A Gold department award recognises significant and sustained progression and achievement by the department in promoting gender equality and to address challenges particular to the discipline. A well-established record of activity and achievement in working towards gender equality should be complemented by data demonstrating continued impact. Gold departments should be beacons of achievement in gender equality and should champion and promote good practice to the wider community. ” 6

November 2020 Application Form 1. 2. 3. 4. Letter of endorsement from Head of Department Description of the Department The Self-Assessment Process A Picture of the Department 4. 1 Student Data 4. 2 Academic and Research Data 5. Supporting and Advancing Women’s Careers 5. 1 Key Career Transition Points: Academic Staff 5. 2 (SILVER) Key Career Transition Points: Professional Services Staff 5. 3 Career Development: Academic Staff 5. 4 (SILVER) Career Development: Professional Services Staff 5. 5 Flexible Working and Managing Career Breaks 5. 6 Organisation and Culture 6. (SILVER) Case Studies 7. Further Information 8. Action Plan 7

November 2020 Data Picture of the Department Cont. Student Data (UG, PGT, PGR) by gender, FT/PT, ethnicity Academic staff by grade, pathway, gender, contract type (FT/OE). Leavers by grade, gender , FT/PT Quantitative Data Requirements Supporting and Advancing Women’s Careers Organisation and Culture Recruitment by gender and grade. Committee representation by gender Outreach activities Promotion by gender REF by gender Parental leave uptake 8

November 2020 Data Rules Qualitative data Consultation with staff is expected e. g. surveys or focus groups Provide data for a minimum of three years Panels read 6 applications – make it easy for them to understand your data Clearly label your graphs Make reference to percentages and raw numbers in the graphs and/or the narrative Make sure your data are easy to interpret and discuss Applications printed in B&W or send colour copies. Make sure colours can be distinguished (not pink and blue) Where possible use graphs to represent data (avoid large tables of data) 9

Role of the SAT • Responsible for SWAN process • Collation and analysis of data • Progress the application and undertake consultation • Establish action plan and measure any current impact • The Self Assessment Team (SAT) SAT Plan Beyond SAT Timeline with milestones • Who does what • Staff consultation – how and when • Agendas and minutes • Termly meetings – increase • Main SAT with a sub group approach • School E&D Committee or sub group? • Monitor and implement – don’t achieve and forget • Communicate achievements and successes

The team should comprise a mixture of grades and roles representing different stages of the career ladder (particularly at the early and mid-career stages). The self-assessment team should be representative of the staff in the department, and should usually include student representation. SAT: Who? The SAT should be inclusive but maintain a manageable group size. Professional services and Technical staff representation is key for new SWAN process. The SAT should have good gender balance. BME representation is also very important.

November 2020 2. The Self. Assessment Process 1. Letter of Endorsement Show personal commitment and engagement from leaders/management Describe the team and their roles. Detail consultation with staff and senior involvement 3. A Picture of the Department Discuss student and staff data – provide overview, save detail for later sections Give examples of successful actions and activities in the School Clear picture of how SAT worked including reporting mechanisms Illustrate trends, include examples from qualitative data, full pipeline (UG to Professor) Illustrate how SWAN is embedded in the School Solid plan for the future of the SAT (E&D Committee? ) Compare data to national benchmarks 12

November 2020 4. Supporting and Advancing Women’s Careers This is one of the most important sections of the application – this is where you address the issues you identified within your data and outline the actions you have or intend to put in place as a result. 5. Case Studies 6. Further Information No case studies for Bronze, 2 for Silver, a ‘small number’ for Gold Don’t leave this section blank! Clear descriptions of processes, reason for action, and impact. Represent different stages of career (e. g. prof and post doc) Include anything relevant that hasn’t been outlined before For Silver, address Professional Services staff questions. Must highlight use of good practice and impact of actions described in the application e. g. additional survey data/details. Make it relevant! 13

November 2020 Action Plan 4 Years and prioritise C CIFI SPE ACHIE VA ACCU BLE/ RATE Success Measures = Impact SMART MEA SUR E ABL E Cross Reference Y L TIME TIC S I L A E R Proactive 14

November 2020 Rationale/ Objective Action Timescales Accountability (SAT member) Responsibility Success Measure 4. Career breaks, workload and flexible working 4. 1 H Staff Review and survey highlighted concerns of task allocation and work overload by gender. Establish a transparent and reliable workload model Look at possible models and options Jan 2018 Ho. S Conduct a focus group with a representative group of staff to discuss the options and identify preferred model Feb 2018 Joe Bloggs School Manager Implement Model May 2018 Ho. D Ho. S/School Manager Review Success of model through staff survey May 2019 Joe Bloggs SAT to review gender balance of workload June 2019 Joe Bloggs 15 - Increase in proportion of staff who report department workload is distributed in a transparent and equitable way. Initial increase of 30% in 2019 survey. - Workload to be assigned in an equitable way – as identified through annual review of workload by gender

November 2020 The Assessment Panel Anyone can be a panellist • Academics, HR, EDI, specialists • Anonymous which application Panel role • 5 panellists looking at up to 6 applications (similar discipline or same Institution) • Panel Chair assigned to facilitate • Round table discussion and agreement ECU Role • ECU moderate, ensuring fairness and kept to criteria • Arrange location (London) • Type up and disseminate feedback 16

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November 2020 For the November 2017 round, there were 114 submissions for Bronze awards, with 66 being successful at that level (57. 9% success rate) 18

November 2020 19 For the November 2017 round, there were 47 submissions for Silver awards, with 20 being successful at that level and 17 being successful at a lower level and receiving a Bronze award (78. 7% success rate). The unsuccessful number includes submissions where the institution, department or research institute met the Bronze criteria, but were offered a year’s grace of their current Silver award. )

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November 2020 The success rate includes all awards that were conferred, whether they were at the level applied or at a lower level (for example, applied at Silver but were conferred a Bronze award). 21

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November 2020 Final Advice Be a panellist Plan your resources Get people on board Current action 25 Analyse the data Tell the story…

November 2020 Resources and Useful Information Advance HE Website: https: //www. ecu. ac. uk/ Athena SWAN Charter awards handbook, May 2015 Athena SWAN Good Practice Initiatives Web page: https: //www. ecu. ac. uk/equalitycharters/athena-swan-goodpractice-in-heis/ Join University of Bristol Athena SWAN Network on Yammer 26