University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
UG
Student
gender
balance
Annual reporting
mechanisms
already in place
Monitor trends in
female applicant rates
& map to national
benchmarks.
If female applicant
rates decrease,
implement actions to
improve rates (e.g.
through proactive
outreach/ through
widening participation
team)
- Data presented
annually to
responsible
committee
- Maintenance and/or
increase in female
applicants
School
Teaching
Executive
Committee
Review potential local
& national effectors to
declining PGT
applications
Monitor trends to
detect any adverse
effect on proportions of
applications made by
female students & map
to national benchmarks
If female applicant
rates decrease,
implement actions to
improve rates (e.g.
through proactive
outreach including to
- Data presented
annually to
responsible
committee
- Qualitative
information on
student decisionmaking in application
through student entry
survey
- Maintenance and/or
increase in female
applicants
School PGT
Committee
BAP:001
PGT
student
application rate
BAP:002
#
Annual reporting
mechanisms
already in place
BAP
Timeline
Annually
from 31st
July 2014
Completed: new action arising and carried
forward to SAP:001
Data is presented annually to the Teaching
Committee and Undergraduate Curriculum
Committee. Analysis shows the F:M ratio
has been fairly consistent for all UG
programmes and is close or exceeding
mapping national benchmarks with the
exception of GEM. There is a continuing
trend upwards in the number of females
but this still lies below other GEM courses
and so this action is carried forward to our
SAP.
Annually
from 31st
July 2014
Completed: new action arising and
carried forward to SAP:002
Data analysed and discussed annually at
PGT committee; the proportion of females
on the courses exceed the national
average. This will routinely be reported on
and analysed.
to bring additional PGT student
perspectives, data from National Union of
Students “Steps toward a fairer system of
postgraduate taught funding in England”,
The Higher Education Academy and SoM
PGT Course Experience Survey 2014
analysed and reported to PGT Committee.
Total PGT student numbers reflect the
CDEC
Member:
John Whittle
CDEC
Member:
Richard
Pearson
P
Update on progress
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
71
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
BAP
Timeline
UG scientists)
PGR
applications and
success
rate
BAP:003
#
Data analysis
carried out and
reflected upon
Fellowshipfunding
workshops
CATP Training on
Fellowship
applications
Monitor PGR
applications and
success rate to
maintain gender
balance
Monitor trends to
detect any adverse
effect on proportions of
applications made by
female students & map
to national benchmarks
If female applicant
rates decrease,
implement actions to
improve rates (e.g.
through proactive
outreach incl. to PGT
students)
Update on progress
decrease in numbers of PGT courses
offered to 15 from 21.
Favourable numbers of part-time (PT)
students. However, fewer females are
studying PT and PT applications have
declined. A greater understanding of the
reasons for this is needed and is carried
forward to our SAP.
- Data presented
annually to
responsible
committee
- Qualitative
information on
student decisionmaking in application
through student entry
survey
- Maintenance and/or
increase in female
applicants
School
Doctoral
Programmes
Committee
(DPC)
Annually
from 1st
December
2014
(census
date)
CDEC
Member:
Beth Coyle
Completed and part of routine business
Data analysed and discussed annually at
DPC; more females than males undertake
PGR study. The number of females
applying and converting remains excellent,
and has increased (2015: 60% applying and
63% successful are female). This is
routinely analysed.
The following interventions have
successfully impacted on recruitment:
 Unconscious bias training
 More females involved in studentship
interview panels
 Signposting of interview training
through workshops for Supervisors.
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
72
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
BAP
Timeline
School
external
facing
website
New website
created 01/8/13
School website
reviewed by UoN
IT Dept (02/14)
Static website
images represent
females well
Increase number of
video clips of female
PGR students and
successful female
academics on School
external facing website
to better represent
female role models
- Podcasts featuring
female staff/students
will increase by 50%
School IT
Committee
Completed
by
December
2015
Completed and part of routine business
Proactive approach to females in visual
imagery through the use of case stories,
static images (74%) and podcasts
(increased to 73%) showcasing females.
Chairs of panels
have E&D
Training
Data analysis
performed
Contribution to
Division/ School
activities part of
PDPR/
appraisal
Increase number of
female academics on
research studentship
interview panels
- by signposting staff to
recruitment training
- by signposting
development
opportunity of observer
status on interview
committees to Level 5
staff
- through HoDs offering
participation as a
development
opportunity to Level 6
female staff
- Data collected for
every PGR
appointment panel.
- Data presented
annually to
responsible
committee
- An increased
number of females
will be shown to take
part in research
studentship interview
panels.
Annually
from 1st
December
2014
Completed: new action arising and carried
forward to SAP:003
An increased number of females on
interview panels (2015: 55%; 2011: 41%);
students are now more likely to be
interviewed by a female. This will continue
to be analysed by the DPC annually.
Only 71% of panels reported their
composition so action around data
collection and this is, therefore, c/f to SAP.
BAP:004
Studentship
interview
panels
BAP:005
#
CDEC
Member:
Helen Budge
School
Doctoral
Programmes
Committee
CDEC
Member:
Raheela Khan
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
Update on progress
73
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
Student
success
rates in
UG/
Medical
Degree
Courses
Annual reporting
mechanisms
already in place
Monitor trends in
female achievements
If female attainment
rates decrease,
Implement actions to
improve rates (e.g.
through UG studentmentor/clinician tutor
matching)
- Data from
responsible
committee presented
annually to CDEC
- Maintenance and/or
increase in female
degree class
achievements
School
Teaching
Executive
Committee
a) Continue monitoring
through exit interviews,
with UoN HR
Department, to explore
reasons for this decline
b) Work with
University HR
Department to ensure
exit interview
information is fit for
purpose
c) Gather and reflect
upon and devise
actions in light of
qualitative information
from current post
holders e.g. around
pressures, challenges
a & b) Robust data
collection system with
improved quality and
relevance of
information gathered
from exit interviews
c1) Understanding the
reasons for the
relative decline in
females between
Level 4 and 5 and at
Level 7.
c2) Actions devised
and implemented in
light of c1 (e.g. work
with NHS partners on
level & duration of
research
School
Strategic
Staffing
Committee
BAP:006
Decline in
proportions of
NCA
females
between
Levels 4
and 5 and
at Level 7P
BAP:007
#
Data analysis
performed
Exit interviews
routinely held but
limited depth to
information
gathered
BAP
Timeline
Annually
from 31st
July 2014
Completed and part of routine business:
Cumulative data from graduating BMBS
indicates continuing higher achievement in
females than males.
Cumulative data from graduating BMedSci
shows females outperform males. This has
been stable across the cohort until 2015.
We are aware of this and will continue to
assess via routine annual reporting,
presentation and analysis of data.
a) Data
monitored
annually
over a 36
month
period
b) By April
2015
c1) Focus
Groups by
end 2014
c2) revised
action point
devised by
April 2015
Completed – new action arising and
carried forward to SAP:007
Active interventions by the School (e.g.
fellowship, grant and career optimisation
workshops) have seen an increase of 41%
in females at NCA Level 5 and stabilisation
of females at NCA Level 7.
a)&b) Quarterly reports now received
from HR and reasons for leaving analysed.
No trends or issues identified to date.
Action c/f to SAP.
Additional questions for inclusion in
leaver’s (exit) questionnaire to improve the
data agreed with HR.
c1 and c2) 1-to-1 School exit interview
meetings are now directly offered to
leavers with a key member of School staff
to discuss reasons for leaving, as
CDEC
Member:
John Whittle
CDEC
Member:
Su Hudson
P
Update on progress
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
74
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Lack of
female
Clinical
Professors
(Level 7) P
BAP:008
#
Activity to time
of BAP
Structured clinical
academic training
programme
(CATP)
introduced in
2006
Mentoring
scheme available
at each Level
Career
development
masterclasses e.g.
grant writing and
promotionreadiness
workshops in
place
Visibility of, and
networking
opportunities
with, female
Clinical Professors
Planned actions in BAP
Measurable
outcomes of success
and support needed,
using focus groups
secondments).
a) Active identification
of female CAs at Level
6/6R through HoDs,
mentors and line
managers
b) Monitoring of
support provided for
clinical-academic
balance in job plans
through line managers/
appraisal process
c) Increase number of
CA females accessing
training in aspects of
career development
e.g. professional
masterclasses,
mentoring,
promotions-readiness,
WAND.
a & c) more females
attending promotionreadiness workshops/
professional
masterclasses/
accessing mentoring
opportunities
b1) School-wide audit
of clinical-academic
balance in job plans of
CA staff at Levels 6 &
7.
b2) Actions devised
and implemented in
light of b1 (e.g. work
with NHS managers
clinical
commitments).
a,b,c) More females
applying for
promotion to at least
reach the proportions
of female staff at
Level 6
Responsibility
BAP
Timeline
Update on progress
quantitative data shows no adverse trends
or issues. Qualitative information will
continue to be collected as currently there
are insufficient data to draw any
trends/conclusions and c/f to SAP
School
Strategic
Staffing
Committee
Data will be
monitored
over a 24
month
period
CDEC
Members:
Amanda
Collett and
Su Hudson
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
Completed – new action arising and
carried forward to SAP:010 and SAP:016
a&c) an increase in females accessing
these opportunities has been seen: 50%
increase in attendance at careeroptimisation workshops (70% female); 83%
of those accessing mentoring opportunities
are female. We will also gain further
information on how women, who are not
yet ready for promotion, want to be
supported via the “Women in Medicine”
forum (SAP:010).
As a proportion of those eligible to apply
for promotion (by being at the level
below), female applications are equivalent
or better than male applications (2014:
Female: 10%, Male: 10%; 2015: Female:
10%, Male: 5%).
b1) Female clinical academics feel less able
to balance their academic and clinical roles
(CA(F): 44%; CA(M): 52%) but more able to
discuss this with their line manager (CA(F):
67%; CA(M): 45%
Whilst all CA have annual appraisals, in
75
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
BAP
Timeline
Update on progress
30% of these the clinical and academic
managers are not both present. (M=F).
b2) clinical staff are aware of the need for
joint clinical academic appraisal meetings
and a clinical academic appraisal review
forms part of our SAP (SAP:016).
Improve
system for
collecting
and
reporting
data by
collating
data for
CA and
NCAs
separately
esp. data
on
recruitment/
fixed-term
contracts
Data analysis
already
performed has
identified this as
an issue
The School has
highlighted to the
University of
Nottingham
Athena SWAN
Officer that data
needs to be split
by CA/NCA
a) Work (further) with
WinSET Committee to
review how data are
collected by University
HR Department to
force change
b) Monitor, review,
report and act upon
data as appropriate
(e.g. separating CA and
NCA recruitment data
in BAP:011 may reveal
different issues for NCA
and CA recruitment).
Data collected and
trends monitored
Robust data collection
system in place
enables the School to
take appropriate
action where
identified, informed
by quantifiable data
University
WinSET
Committee
CDEC
Member:
Helen Budge
a) To be
progressed
at next
WinSET
meeting (16
July 2014).
First annual
NCA/CA
split data
set due end
Sept 2014
b) Data will
be
monitored
and
reviewed
over 36
months
Completed and part of routine business:
a) SoM has led the UoN project on data
collection. This 6 month project has
benefitted the SoM, and the wider
University including non-STEMM subjects.
Data now split by clinical/non-clinical
academic staff and is more meaningful as it
is presented by role rather than pay scale.
Multiple splits of the data are possible to
enable reflection on the data in greater
detail/ granularity.
b) Data analysing/reporting will continue
as part of routine business.
BAP:009
#
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
76
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Applicatio
ns for
external
fellowship
funding
SoM Research
Committee
Survey performed
on support
needed
First Fellowship
masterclass held
October 2013
Existing
programme for
CATP trainees
a) Bi-annual fellowship
application
masterclasses
b) Monitor number of
personal fellowships
awarded
c) Mentors and line
managers personally
signpost staff and PGR
students to these
opportunities
d) Mentorship
matching for female,
and male, staff
a) Increased
attendance of female
staff and PGR
students at
fellowshippreparation
events/masterclasses
b & c) Increased
numbers of personal
fellowships (by 30%)
d) Increased take up
of the mentoring
scheme by females by
50%
School
Research
Committee
Data monitoring
has highlighted
this as an issue
a) Explore how
external applicants are
attracted to these
posts via focus groups
of entrants and
accessing information
on possible barriers to
those who do not apply
through external
networking
b) Carry out a review of
advertisement, search
Annual reporting from
UoN HR to Strategic
Staffing Committee
a) Qualitative
information on
reasons for fewer
females applying at
these levels
b1) Completed review
of optimising
advertisement, search
and recruitment
School
Strategic
Staffing
committee
BAP:010
Female
Recruitment to
level 5
and above
BAP:011
#
Recruitment
template
developed
Responsibility
CDEC
Member:
Beth Coyle
CDEC
Members:
Amanda
Collett, Su
Hudson and
John
Atherton
P
BAP
Timeline
Update on progress
a) Annual
reviews
from
October
2014
b & c)
Spring 2016
d) January
2015
mentorship
-scheme
relaunch
Completed and part of routine business.
a) Attendance at Masterclasses has
increased (e.g. October 2014: Females: 48;
Males 32). Attendance, job family and
gender split will continue to be assessed as
part of routine business.
b & c) Target exceeded - the number of
successful personal fellowship applications
has doubled and these are predominently
by females (Females: 76%).
d) Target exceeded - a pilot for the SoM
Mentoring Scheme was launched in March
2015. Of those accessing mentoring
opportunities, 83% are female.
Ongoing:
commencing 1st
August
2014
a, b) Review
& Focus
Groups to
be
completed
by January
2015
Completed and part of routine business.
a) We have made the availability of parttime roles overt and more noticeable in
our advertisements.
b1) and b2) We now advertise Level 7
posts in open competition, nationally, in
high profile publications/recruitment sites.
This has recently resulted in the
recruitment of two females to Professorial
posts (Doody, James). Internal roles are
advertised openly and transparently e.g.
Director of Research, Director PGR and this
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
77
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
#
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
and recruitment
processes of vacant
Level 7 posts within the
last 3 years against
applications received to
establish if we need to
consider alternative
ways of external
advertising/targeting
recruitment
c) Ensure optimal
accessible information
about support for
female academics (e.g.
child-care/ flexible
working) in role profiles
and website
d) Review recruitment
data for Levels 5-7, split
by NCA/CA applicants
(AP:009)
processes for Level 7
posts
b2) Recruitment leads
in Divisions
advertising Level 7
posts report to Dean
on search &
recruitment strategies
for external females
c) Positive qualitative
feedback on School’s
support for work-life
balance in focus
groups of entrants
d) Targeted action
points for NCA and CA
applicants
Responsibility
P
BAP
Timeline
Update on progress
b) Senior
Academics/
HoDs to the
Dean ongoing
c) Focus
Groups to
be
completed
by January
2015
d) Review
NCA/CA
split data
sets (due
end Sept
2014) by
January
2015
has led to 4 out of 6 internal posts being
filled by females (Pinner, Robinson,
Edwards, Szatkowski)
c) Focus groups report increased
awareness and uptake of flexible working,
health and wellbeing and increased
attention to work-life balance (including
through the work of the School’s Work,
Health & Wellbeing Committee).
d) Feedback from focus groups has led to
the “Women in Medicine” forum.
Leadership skills have been identified as an
action point.
Increase in NCA females at level 5; CA
females at Level 6. The latter is improving
towards national averages (c/f to SAP:006).
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
78
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Fewer
Females
applying
for Level 6
positions
Revised Schoolwide promotionreadiness
workshop (in May
2014: 13/15
attendees
female; 50% of
guest speakers
will be females
giving their
success stories)
School wide
mentoring
scheme in place
Formal feedback
system in place
following
promotion
applications
Career “route
maps” in place
a) Monitor number of
females applying for
Level 6 positions to
inform decisions on
possible future actions
b) Add signposting of
APPLE and promotionsreadiness workshops
through line managers
and mentors to existing
general advertising to
relevant staff, also
raising awareness of
the promotions
procedure
c) Explore interest in
expanding networking
events /seminars in key
areas specifically for
women through Focus
Groups
d) Monitor number of
females accessing
mentoring and career
development events
a) and b) Increase in
number of women
attending
promotions-readiness
workshops by 30%
c) Convene
networking events for
women around areas
highlighted in Focus
Groups
d) Increase the take
up of the mentoring
scheme by females by
50%
BAP:012
#
Responsibility
School
Strategic
Staffing
Committee
and School
Research
Committee
CDEC
Members:
Amanda
Collett and
Beth Coyle
P
BAP
Timeline
Update on progress
a) Data will
be monitored over a
24 month
period
b) May
2014
c) Focus
Groups by
Dec 2014;
seminars in
key areas &
networking
events for
women in
2015
d) By Dec
2015
a) and b) Completed and part of routine
business. Target exceeded - attendance
rose by just over 50% and 70% of these
attendees were female.
c) Completed – new action arising and c/f
forward to SAP:010
Feedback from focus groups has led to the
“Women in Medicine” forum. Leadership
skills have been identified as an action
point. Three networking events will be
delivered annually.
d) Completed and part of routine
business.
Target exceeded: 83% of applicants
entering the mentorship scheme are
female.
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
79
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Awarenes
s and
process
for
promotionP
Promotionreadiness
workshops in
place
CDEC survey
undertaken in
Dec 2013 has also
raised awareness
of process
CDEC intranet
space signposts
to UoN processes
and key areas for
support
Rolling programme of
annual School-wide
promotions workshops
focussed at key career
transitional points
Revised Line Managers’
Training Sessions being
disseminated through
all School Divisions with
formally collected
feedback (BAP:016)
Annual CDEC Spring
Surveys
a) Increase in the
number of women
attending
promotions-readiness
workshops by 30%
b) Raised line
manager skills in
supporting women in
preparing for
promotion –
monitored through
attendance at line
managers’ training
(target: 80% of all
new line managers
trained in their first
year and 50% of
existing managers
over the 3 year
period), their
feedback on training,
staff feedback on
managers
c) To increase
awareness of where
to find information on
promotion to at least
50% of academic staff
BAP:013
#
Responsibility
Strategic
Staffing
Committee
CDEC
members:
Amanda
Collett and
Su Hudson
P
BAP
Timeline
Update on progress
a) WorkCompleted and part of routine business
shops timed a) Target exceeded: attendance rose by
annually in
just over 50% on previous years. 70%
May to fit
of these attendees were female.
with
a) The training programme is in place and
promotions
ongoing. In its first 10 months, 69% of
application
new line managers (F=M) & 21% of
windows.
existing managers (F: 22%; M: 20%)
b) Triannual
have received this training. However,
line
on reflection, the ‘Women in Medicine’
manager
forum is likely to be a valuable platform
training
to support women in preparing for
sessions
promotion as it will also provide
c) Annual
collegiate peer support (SAP:010)
CDEC Spring b) Target exceeded - awareness where to
Surveys
find information on promotion amongst
academic staff has increased (2015:
Females: 98%; Males: 71%; 2013
Females: 29%; Males: 17%)
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
80
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
Schoolwide
Mentoring
Scheme P
Existing
mentorship
schemes with
poor uptake and
awareness
Scoping work
already
performed by
School Research
Committee to
extend existing
mentoring
scheme.
a) New guidance on
mentoring to be drawn
up for staff and
students
b) Mentoring Scheme
Launch Event to raise
awareness
c) Signposting to
intranet resources
including videos of
female mentors and
mentees describing
mentoring and the
benefits gained
a) Mentor and
mentee feedback and
evaluation
b) Attendance at, and
feedback from,
Launch Event.
c) Increased take up
of the mentoring
Scheme of females by
50%
School
Strategic
Staffing /
Research and
Doctoral
Programmes
Committees
BAP:014
#
BAP
Timeline
January
2015
CDEC
members:
Amanda
Collett, Beth
Coyle, Anna
Grabowska
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
Update on progress
Completed – new action arising and
carried forward to SAP:012
a) and b) Completed. The pilot scheme
was launched in March 2015 - 2 months
later than expected due to the trainer’s
maternity leave. Baseline feedback, prementoring training and feedback posttraining collected and evaluated. Feedback
on the scheme, from mentors and mentees
is scheduled for May 2016.
c) Target exceeded: 83% of applicants are
female.
81
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Lack of
awareness of
career
development
courses
focussed
at women
e.g.
APPLE,
WAND
Courses are
advertised
through the
School weekly
bulletin and have
been added to
the CDEC
intranet.
Women in the
School are
supported in
taking the time to
attend theses
courses
BAP: 015
#
Planned actions in BAP
Measurable
outcomes of success
a) Raise awareness of
these courses to both
line managers and
female staff through
targeted emails
b) Raise, through
WinSET, the need for
increased numbers of
places available on
these courses
c) Make available, on
the School intranet,
podcasts of women
who have attended
these courses and the
benefits they have
gained to increase
interest
a) Increased staff and
line manager
awareness – explored
through CDEC Survey.
b) Issue raised with
UoN via WinSET
c) A “library” of
podcasts/ vignettes of
women giving insight
into APPLE and WAND
available on the
School intranet
Responsibility
School
Strategic
Staffing
Committee
University
WinSET
Committee
CDEC
Members:
Amanda
Collett and
Helen Budge
P
BAP
Timeline
Update on progress
a) Annual
Completed and part of routine business
Spring CDEC a) Awareness of development courses
Surveys
focussed on women has increased
b) July 2014 substantially (APPLE: 2015: 78%, 2013:
(next
36%; WAND: 2015: 85%, 2013: 63%).
WinSET
b) This has been raised via WinSET and
meeting)
review of an increased number of places is
c) Spring
an action at University Level. The SoM
2015
audits the numbers of females unable to
secure a place on their first application
(2015: APPLE: 14%; WAND: 11%) and
reports this to the University’s Staff
Development Unit via WINSET.
c) Completed.
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
82
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Line
Manager
training
School
recognition of the
importance of
line managers
being aware of,
and
implementing,
policies
School is
exploring
(through external
facilitator)
supporting 360o
feedback for line
managers
School delivered
line manager
training has been
piloted and is
being
disseminated
Divisional leads
receive
training/updates
through monthly
meetings
BAP:016
#
Planned actions in BAP
Measurable
outcomes of success
a) Line Manager
training has been
piloted and is being
disseminated across
the School in small
groups to facilitate
interactivity and
experience sharing
b) Training will raise
awareness of:
a) Three sets of line
manager training
sessions held annually
b) Monitored through
attendance at line
managers’ training
(target: 80% of all
new line managers
trained in their first
year and 50% of
existing line managers
over the 3 year
period)
 Flexible working
 Policies on leave e.g.
maternity, paternity,
parental, carers,
career breaks
 PDPR/Appraisal
process
 Promotion process/
promotion-readiness
workshops
 Training
opportunities
available for personal
development
 Redeployment
procedures (AP:022)
Responsibility
School
Strategic
Staffing
Committee
CDEC
Members:
Amanda
Collett and
Andrea
Greener
P
BAP
Timeline
Ongoing
rolling
training
sessions
commencin
g Summer
2014
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
Update on progress
Completed – new action arising and
carried forward to SAP:020
a) To date, 5 sessions of line manager
training have been held with more
planned. This is a long-term ongoing
commitment.
b) Line manager training has, to date,
trained 69% of new managers (F=M) and
21% of existing line managers (F: 22% and
M: 20%). This action will be carried
forward into our SAP.
83
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Induction
University-level
induction
available
including intranet
space
School-level
Induction pack
available to all
staff when they
start. This is
supplemented by
a quarterly
induction event
a) Working with
Divisions/Units, the
School will develop
Division-specific local
induction
b) Further develop the
School induction event
with “stands”, one of
which will be “Working
with us”
a) Division induction
developed
b) Stands
implemented at
School Induction
c) Improved induction
feedback scores on
CDEC survey
BAP:017
#
Responsibility
School
Strategic
Staffing
Committee
CDEC
Members:
Amanda
Collett, Su
Hudson and
Andrea
Greener
P
BAP
Timeline
Update on progress
a) End of
2014
b) Summer
2014
c) Annual
CDEC Spring
Survey
Completed – new action arising and
carried forward to SAP:017
a) Divisional induction scores are good and
have improved (2015: 3.25/5; 2013: 3/5).
As part of routine review of processes and
procedures, the School’s Divisional
induction programme will be reviewed and
revised as necessary and is c/f to the
SAP:017
Completed and part of routine business
b) “Working with us” is covered as a
specific section in the induction
programme. Following staff feedback, this
is also supported by School resources
available through our intranet to ensure all
staff have ongoing access to this
information. Specific Family Friendly
training sessions have been developed and
have been rolled out to managers and will
routinely be offered each year to new and
existing managers.
c) Induction feedback scores have
improved (Table 4.5): Staff rating their
induction as Good or Very Good: 2015:
85%; 2013: 63%).
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
84
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
BAP
Timeline
Update on progress
Committee
representation
Gender balance
of committees
reviewed
CDEC/Athena
SWAN
representation on
promotions
committee(s)
All School
Committee terms
of reference,
membership and
minutes available
on the School
intranet
Female staff feel
represented
(CDEC Survey)
Lead Teaching
roles are
advertised openly
across the School
with commitment
acknowledged in
job plans
a) Continue to monitor
gender balance on
School Committees.
Raise with Committee
Chairs if there is a
gender imbalance.
b) Increase
transparency by
promoting vacancies on
School committees
internally and openly;
inviting expressions of
interest (i.e. not just
through HoDs)
c) Formalise the
communication flow
between Divisional
representatives on
School Committees and
the reps’ Division
d) Signpost staff to
information on the
intranet and raise
awareness of inclusion
of Committee
Membership in
Workload Planning
e) Add Committee
Membership to
a) Gender balance
maintained reflecting
the overall school
gender balance.
b) Repeat CDEC
survey shows an
increase in awareness
of committee
vacancies (from
34%=> 50% increased by 16%) &
willingness to
participate
c) Governance
arrangements
reviewed and
cascaded to HoDs
d) 6 monthly
reminders to staff
implemented via the
weekly Bulletin
e) PDPR/appraisal
career development
checklist revised and
championed through
the weekly Bulletin
and PDPR/appraisalreadiness direct
mailings
Governance
Manager and
Chairs of
School and
Divisional
Committees
a) Annually
each
summer
commencing July
2014 to fit
with
rotation
dates
b) Annual
CDEC Spring
Survey 2015
c) January
2015
d) May &
November
(annually)
e) January
2015
Completed and part of routine business:
a) Robust governance ensures reviews of
committee membership are carried out
annually. Gender balance is healthy and
will continue to be analysed (2015: 58% of
committee places held by females - an
increase from 55% in 2013)
b) Repeat CDEC survey shows an increase
in awareness of committee vacancies
(Females: 37% increase; Males: 28%
increase). This has been accompanied by a
70% increase in female participations in
Divisional Committees.
c) A review of Governance arrangements
within Divisions has been completed and,
in the one instance where issues around
gender imbalance have been identified,
the Division has been required to resolve
this
d) Completed
e) Completed
BAP:018
#
CDEC
members:
Andrea
Greener,
Divisional
Leads
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
85
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
BAP
Timeline
Update on progress
a) Workload Planning
discussed in >80% of
all PDPR/appraisal
meetings
b) Positive
relationship between
Personal Activity
Audits (e.g. existing
appraisal/UoN TRAC
systems) and
information reflected
in Workload Planning
model reflected in c)
below
c) Staff and line
manager agreement
of positive role of
Workload Planning
Model (60%
agreement in first
year)
d) Future School CDEC
Surveys
demonstrating
improved work-life
balance
School Work
Health and
Wellbeing
Committee
(WHW)
a,b,c) July
2015 (post
2015 PDPR/
appraisal
round)
d) Annual
CDEC
survey:
Spring 2016
Completed – new action arising and
carried forward to SAP:011
a) PDPR checklist and academic appraisal
specifically covers quantity of work.
b) The Workload Planning Model has been
trialled and, as a result, is being redeveloped to accommodate staff feedback
and substantive changes introduced by the
UoN to improve dialogue on workload at
PDPR/appraisal.
c) As b) Full implementation of The
Workload Planning Model has been
delayed due to an ongoing review of the
system by the UoN. The new procedures
will be implemented in the April 2016
round of PDPR and is c/f to SAP (011).
d) Fewer academics report excessive
workload and more report improved worklife balance (e.g. CA(F): 2015: 69%; 2013:
30%).
PDPR/appraisal career
development checklist
Workload
Planning P
BAP:019
#
A Workload
Planning model is
already in place.
Model includes
internal and
external
Committee
membership,
teaching and
outreach.
Data has been
gathered for each
staff member
discussion with
staff at quarterly
meetings with
line managers
ahead of
PDPR/appraisal
a) Utilise Workload
Planning Model output
in annual
PDPR/appraisal
meetings
b) Audit accuracy of
activities entered into
Workload Planning
model
c) Collect and evaluate
staff and line manager
feedback on Workload
Modelling
CDEC
member:
Amanda
Collett
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
86
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Meeting
times in
core
hours
BAP:020
#
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
BAP
Timeline
Update on progress
School policy
implemented all School
meetings to be
held in core hours
(10.00-15.30)
Notice of several
months given for
exceptional
meetings held
outside core
hours
Calendar of
meetings freely
available on
School intranet
Meetings days
rotated through
weekdays.
UoN’s
teleconference
system
established in the
School
a) School to mandate
Divisions move to
holding Divisional
meetings in core hours
/ rotating daysP
b) School to support
Divisions working with
NHS managers so crossorganisation meetings
in core hours, rotated
through weekdays P
c) School to utilise highquality web-based
software for staff
wishing to join
meetings from offcampus (facilitating
inclusivity in meeting
throughout whole core
hour period by
reducing travelling time
between School
campuses) where
appropriate
d) Increase use of
teleconference facilities
by ensuring Committee
chairs can access
teleconference
a,b) Increased take up
of changes to
Divisional meetings so
that 80% of Divisional
meetings within core
hours and on varying
days; assessed
through audit of
meetings’ calendars
and annual CDEC
surveys
c,d) Increased take up
of distance meeting
attendance facilities
(30% increase)
a,b) Dean of
School
through
HoDs/
SoMMC and
direct
through
annual
meetings
with
Divisions
c,d) School IT
Committee
a, b) By
August
2015.
b, c,d) CDEC
surveys,
Spring 2015
& 2016
d) Audits of
meetings
calendars,
facilities
take-up
Completed and part of routine business
a) and b) Target exceeded: audits show
that 100% of School and Divisional
meetings are within core hours.
c) and d) IT facilities have been installed in
various locations, across the SoM’s
campuses and staff communications/
meeting invitations contain details of how
to join meetings remotely. The use of
Skype/conferencing facilities has increased
across the School. This practice is now
embedded in the School and positively
encouraged. For example, each mentoring
committee had staff joining by Skype and.
since IT facilities were installed, the Exec
Committee has had a member of staff
joining by Skype for 4/5 meetings.
CDEC
members:
John
Atherton,
Helen Budge,
Andrea
Greener,
Divisional
Representatives
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
87
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
BAP
Timeline
Update on progress
a) Increased female
participation in
(School) Outreach
(from 67% => 80%)
assessed via School
CDEC Survey
b) Increasing numbers
of Outreach activities
audited through
School and Divisions
c) Increased
recognition of
outreach activities as
part of Workload
Planning,
incorporated into
Personal
Development and
Performance Review
(PDPR), audited as in
AP:019
School
Teaching
Executive/
Research and
Doctoral
Programmes
Committees
a) February
2015
b)
Monitored
annually
over 36
month
period
c) July 2015
(post 2015
PDPR/appra
isal round)
as in AP:019
Completed and part of routine business
a) Target exceeded - female participation
in SoM Outreach has increased from 67%
(2013) to 88% (2015)
b) The number of different outreach
activities has increased by 14% since 2013
and, as a result of the increased number of
staff participating, outreach contacts are
substantially higher. Outreach is
recognised and allocated in the WLP
model.
c) Outreach is now routinely included in
annual PDPR/appraisal reviews and is part
of the PDPR/appraisal checklist. Outreach
is acknowledged in promotions processes
and is recognised and allocated in the WLP
model.
hardware and staff are
aware of
teleconference
availability and
freephone login
process
School
outreach
activity
BAP: 021
#
CDEC Survey
identified current
situation
School outreach
given priority and
is now on
agendas of School
Committees and
School Open
Meetings
Outreach
activities
currently planned
e.g. MayFest May
2014); outreach
questionnaire
drafted for
communication
with external
stakeholders
Outreach in UoN
promotions
criteria
a) Promote and
increase staff
participation in
Outreach events
b) Ensure Outreach is
appropriately
recognised in Workload
Model
c) Audit accuracy of
activities entered into
Workload Planning
model
CDEC
Members:
John Whittle,
Beth Coyle,
Anna
Grabowska,
Divisional
Representatives
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
88
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
BAP
Timeline
Update on progress
Support
for
ongoing
academic
activities
and
career
development
during
maternity*
/ parental
leave
periods
Cross-cover/
additional
temporary
employee
arrangements in
some Divisions
Periods of
maternity/parent
al leave included
in UoN
promotions
criteria
assessments
Keeping in Touch
(KIT) days
available for
research &
teaching
activities, PGR
supervision etc.
and for career
development
Excellent offcampus access to
IT facilities/
facilitates choice
over accessing
meeting
schedules/planni
a) Divisional and line
managers to ensure
action plans for
maternity/parental
leave cover are in place
and share experiences
of supportive practices
b) School to make
Divisional managers
aware of availability of
School funding for
maternity costs
c) The issue of contract
extensions to be raised
with research councils /
research funding
bodies via University
WinSET Group and feed
into their work in this
area
d) Review
communication of the
value of KIT days and
team-based strategies
(such as embedding cosupervision of PGR
students in advance),
for those who wish to
maintain research
a) Improved/ positive
feedback from staff
b) Increased access to
parental leave cover
where not currently
provided by research
funder
c) Extension of
contract in more
cases on return from
maternity leave and
provision of cover
during leave where
not currently
provided.
d) Uptake and use of
KIT days and teambased strategies to
maintain career
development
assessed through
School CDEC surveys
e1) Understanding of
reasons staff do not
return to work after
maternity leave
e2) Further actions
informed by e1) e.g.
School
Strategic
Staffing
Committee,
SoMMC to
HoDs , Admin
Committee
to Divisional
Managers
a,b) May
2014
(Admin
Committee
and
SoMMC);
Feedback
through
Annual
Winter
Focus
Groups
from Dec
2015
c) planned
through
July 2014
(next
WinSET
meeting)
d) Annual
CDEC Spring
Surveys
e1) Annual
Winter
Focus
Groups
from Dec
2014
Completed and part of routine business
a) Feedback suggests no changes
necessary. The School has developed a
managers/employees checklist to work
through prior to/during/on return from
maternity/parental leave to support action
plans in place. The checklist works
through, for example, cover
arrangements/KIT days/frequency and
type of communication/contact.
b) School has instituted a process for
research grant funded staff in which those
whose research funder does not provide
funding for parental leave can apply to the
School as a “case of need”. This process to
access Operations’ (Divisional) Managers.
c) SoM Exec deals with cases on an
individual basis. All are reviewed by the
CDEC chairs as part of the School’s
Executive’s processes – resulting of all
requests for extensions of contracts for
female academics on parental leave in
2015. Annual audits will review this.
d) All PGR students now have cosupervision arrangements; staff on
parental leave maintain access to email
and courses during maternity, although
their use remains optional. The School has
developed a managers’/employees
BAP:022
#
CDEC
Members:
Amanda
Collett,
Su Hudson,
Mat Leighton
and Laila
Tata via
WinSET
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
89
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
#
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
ng KIT days
UoN
redeployment
practices support
for redeployment
into upcoming
vacancies
benefitting those
reaching the end
of fixed-term
contracts
output and develop
skills (through training)
whilst on parental leave
e) Explore reasons for
those who do not
return to work from
maternity rate esp. at
Level 4 -5 through exit
interviews and,
proactively, explore
staff views through
focus groups
f) Increase awareness
of redeployment
practices to those on
fixed-term contracts
(i.e. Level 4 & 5 staff)
through improved line
managers training
(AP:016), induction
(AP:017) and
signposting (School’s
CDEC intranet site)
g) Signpost/promote
University’s shared
parental leave policies
working with NHS
managers on
secondment
extensions
f) Increased
awareness of
redeployment
practices in those on
fixed-term contracts
(i.e. Level 4 & 5 staff)
leading to increased
application rates
through
redeployment at the
end of fixed-term
contracts
Responsibility
P
BAP
Timeline
Update on progress
e2) Actions
reviewed
following
e1) in
March 2015
f) Annual
staffing
data (end
Sept)
g) When
available in
Winter/
Spring
2014/2015
checklist to work through prior
to/during/on return from
maternity/parental leave to support having
action plans in place around KIT
days/communication/training.
e1) Return to work rates are good – the
vast majority return to work from
maternity leave.
e2) Very few women do not return from
maternity leave with the major reason
cited being the end of fixed-term contract.
The new managers’/employees checklist
stimulates discussion of access to
mentorship and support for job
applications for those whose contracts are
due to end during maternity/ parental
leave periods.
f) Awareness of redeployment practices
amongst females has increased (2013:
Females: 67%, Males: 62%; 2015: Females:
76%, Males: 53%) resulting in increased
application rates through redeployment at
the end of fixed-term contracts - 33% of
posts in 2015 were filled by females
redeployees (cf. 16% with male
redeployees)
g) Staff awareness of parental leave
policies incl. shared parental leave is good
(NCA(F): 93%; NCA(M): 81%; CA(F): 88%;
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
90
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
BAP
Timeline
Update on progress
CA(M): 80%) with signposting from SoM
intranet, via the new
managers’/employees’ checklist, in
induction and line manager’s training.
Paternity
leave
BAP:023
#
High levels of
staff awareness
of parental leave
policies
Positive reporting
of flexibility in
taking leave and
working patterns
UoN HR
establishing
framework for
shared parental
leave
arrangement to
be adopted by all
Schools
a) Increase reporting of
paternity leave through
Divisional and School
data collection systems
b) Signpost staff to
parental leave through
line managers (AP:016),
induction (AP:017) and
School’s CDEC intranet
site
c) Signpost/promote
University’s shared
parental leave policies
once launched
(Winter/Spring
2014/2015) via School’s
Bulletins and CDEC
intranet site
a) Reduced
discrepancy between
Divisional/School data
collection and selfreporting via CDEC
survey (to 20%)
b,c) Awareness of
paternity and shared
parental leave leading
to maintained high
awareness rates
School
Strategic
Staffing
Committee,
Admin
Committee
to Divisional
Managers
CDEC
Members:
Amanda
Collett,
Su Hudson,
Mat
Leighton,
Richard
Pearson
P
a) Annual
data
collection
reviewed in
November
CDEC
meetings
b,c) Annual
Spring CDEC
Surveys and
for c) the
CDEC
survey
following
UoN launch
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
Completed and part of routine business
a) The discrepancy between data sources
has reduced (2014: 10.6%; 2015: 9.2%)
although paternity leave reporting has not
increased (see Application)
b,c) Rates of awareness of paternity and
shared parental leave are maintained at
high levels (2015: F – 86%; M – 82%)
91
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
Flexible
working
BAP:024
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
BAP
Timeline
Update on progress
CDEC survey
shows a good
uptake/
awareness of
working flexibly
Induction
includes
information on
flexible working
(AP:017)
Flexible working
data collected for
AS application
which highlighted
lack of rigour in
collecting this
information
a) Further develop
Induction through
improved School event
and Divisional
Induction materials
(BAP:017)
b) Develop better
systems for monitoring
staff data/’success
rates’ within the
School/ School’s
Divisions
c) Continue to promote
the benefits of working
flexibly on work-life
balance
a) School Induction
event with flexible
working included in
“Working with us”
stand; Divisional
Induction materials
b) Reduced
discrepancy between
Divisional/School data
collection and selfreporting via CDEC
survey (to 20%)
c) Expand visibility of
role models across all
academic staff groups
through vignettes (i.e.
positive promotion
through peerexample) in
newsletters and
podcasts on School
website (BAP:004)
School
Strategic
Staffing and
IT
committees
a) Delivered
as AP:017
b) Annual
CDEC Spring
Surveys
c)
Completed
by
December
2015 as in
BAP:004
Completed and part of routine business:
a) Interactive “Working with us” section in
the induction programme and also
supported by the School intranet with
resources. Divisional induction
implemented & feedback cycle in progress.
Additionally, the School has introduced
highly rated, specific training for line
managers on Family Friendly policies.
b) The School has developed flexible
working data collection systems which
reveal only a 2.4% + 4.0% (mean+ s.e.m.)
variance from self-reporting systems,
exceeding the target improvement and
better reflecting the culture of flexible
working in the School.
c) Professional photos taken and added to
the School and UoN image bank. Photos
include a high proportion of females.
Podcasts developed to show the benefits
of mentoring and highlight successful
female role models. “Women in medicine”
feature in School annual report; in the
School’s Awards most winners are female
(F:M: 2014: 10:1; 2015: 4:1).
CDEC
Members:
Andrea
Greener,
Su Hudson,
Helen Budge
*For brevity ‘maternity leave’ is used but this also applies to adoption leave, paternity leave, parental leave, carer’s leave and formal career breaks.
Summary of feedback from AS on BAP and actions taken
More male representation on the SAT
There are 4 new male CDEC members (Symonds, Hulse, Benest, Prayle)
Further University level input
There are 2 new members from outside the SoM (Clements: HR Business Partner; Majerus:School of Life Sciences and University SAT member)
#
P
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
92
University of Nottingham, School of Medicine (SoM): December 2015 submission: Appendix 1: progress on Bronze Action Plan (BAP)
Topic/
Issue
#
Activity to time
of BAP
Planned actions in BAP
Measurable
outcomes of success
Responsibility
P
BAP
Timeline
CDEC member for each Action Point refers to the CDEC Task Group Lead responsible for delivery, and reporting. a School Priority Action
Update on progress
93