Division of Medicine

1. Division of Medicine Tips for Athena SWAN Silver Award application

2. Challenges/Tips • Get the right data and get the data right (understand data, double check with departmental HR, but set yourself a limit!) • Mindset: Impact and monitoring (surveys, feedback forms, emails) • Engage everyone in the SAT so that everyone has something to do and does something BUT • Establish a core team (4) for editing and final check • “Sanity check” (final read through-ideally outside the SAT) • Length of application: 30 graphs and 4 tables 46 pages -action plan (15 pages) • Cross-referencing application with Action Plan • Time investment (very high!) • Don’t get discouraged by negative feedback (comments of not enough impact) • Strong cover letter by HoD

3. Key actions • Past (impact), ongoing (impact) and future actions • Keep closely monitoring impact of ongoing actions even after submission (helpful for update if requested)

4. Key actions • Maternity Fund (£25K) • Staff review (annual) • Promotion Mentors • Postdoc review (annual) • AS Career workshops for women (annual) • Mentoring scheme for female postdocs • Women Champion for the Division (EC) • Gender balance of external speakers • Female representation at Divisional events • Non-clinical lectureship

5. Actions-at submission time • Maternity Fund (£25K) • Staff review (annual) • Promotion Mentors • Postdoc review (annual) • AS Career workshops for women (annual) • Mentoring scheme for female postdocs • Women Champion for the Division (EC) • Gender balance of external speakers • Female representation at Divisional events • Non-clinical lectureship

6. Actions-5 months later • Maternity Fund (£25K) • Staff review (annual) • Promotion Mentors • Postdoc review (annual) • AS Career workshops for women (annual) • Mentoring scheme for female postdocs • Women Champion for the Division (EC) • Gender balance of external speakers • Female representation at Divisional events • Non-clinical lectureship (pending final approval)

7. Additional bits and pieces • Show data the way AS wants + the way that is meaningful to the situation of your particular dept

8. Figure 12: Offered positions in the Division of Medicine by post type

9. Figure 13: Proportion of female and male staff appointed in the Division by post type Male Female Staff appointed at academic posts has been omitted here since there were no female applicants.

10. Figure 18A: Female and male staff on permanent contracts (Clinical and non-clinical) Male Female

11. Figure 18C: Female and male clinical staff on permanent contracts Figure 18B: Female and male non-clinical staff on permanent contracts Male Male Female Female Focus groups with female clinical academics with other departments???

12. Update (September 2013) • Senior promotions and staff review • Female postdoc counseling by Director* • Maternity Fund (showed application form) • Mentoring scheme (report feedback) • Promoting female senior staff* • External speaker seminar series • Impact on the Division’s culture: • Increased female representation at events • Promoting a supportive environment • Women Champion • New Lectureship: named after an eminent female Prof • Postdoc review *Not in initial Action Plan

13. Figure 16B (New). Promotion by gender considering total eligible pool* Male Female *Values refer to the percentage of male or female researchers that apply/are put forward for promotion or are successfully promoted from the total pool of eligible candidates (all researchers from Lecturer to Reader level)

14. Figure 22: Invited speakers to External Seminar Series by gender Figure 23: Speakers and panellists on the Special Grand Rounds by gender Male Male Female Female

15. Figure 21: Examples of feedback on our new Mentoring Scheme (Names have been omitted for confidentiality purposes)