Department of Biochemistry, University of Cambridge Athena ... · Department of Biochemistry, University of Cambridge: Athena SWAN Bronze Application, 2017 - 3 - Glossary of Terms

DepartmentofBiochemistry,UniversityofCambridge

AthenaSWANBronzeApplication

DepartmentofBiochemistry,UniversityofCambridge:AthenaSWANBronzeApplication,2017

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AthenaSWANBronzeApplication,2017:Biochemistry

ApplicationInformation

NameofInstitution: UniversityofCambridge

Department Biochemistry

FocusofDepartment STEMM

DateofApplication November2017

AwardLevel Bronze

InstitutionAthenaSWANAward April2014,Bronze

ContactforApplication DrDeeScadden

Email [email protected]

Telephone 01223333671

DepartmentalWebsiteAddress www.bioc.cam.ac.uk


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TableofContentsandWordCount

Section Page WordCount

1. LetterofEndorsementfromtheHoD 6 574

2. DescriptionoftheDepartment 8 403

3. TheSelf-AssessmentProcess 12 927

4. APictureoftheDepartment 17 1,896

5. SupportingandAdvancingWomen’sCareers 28 6,193

6. FurtherInformation 60 N/A

7. ActionPlan 61 N/A

TotalWordCount 9,993


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GlossaryofTerms

BME BlackandMinorityEthnic

DA DepartmentalAdministrator

DRD DepartmentResearchDay

E&D Equality&Diversity

EDC Equality&DiversityCommittee

F Female

HESA HigherEducationStatisticsAgency

HoD HeadofDepartment

HR HumanResources

M Male

MFC MyFamilyCare

NS NaturalSciences

PDRA Post-doctoralResearchAssociate

PDTA Post-doctoralTeachingAssociate

PhD DoctorofPhilosophy

PI PrincipalInvestigator

PNTS PreferNottoSay

PPD PersonalandProfessionalDevelopment

RA ResearchAssistant

RC ResearchCommittee

RCS ReturningCarersScheme

REF ResearchExcellenceFramework

RGH ResearchGroupHead

SAP SeniorAcademicPromotion

SAT Self-AssessmentTeam

SBS SchoolofBiologicalSciences

SRA SeniorResearchAssociate

SRD StaffReviewandDevelopment

SRF SeniorResearchFellow

ToR TermsofReference

UB UnconsciousBias

UL UniversityLecturer

USL UniversitySeniorLecturer


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1. Letterofendorsementfromtheheadofdepartment

Recommendedwordcount:Bronze:500words|Silver:500words

Anaccompanyingletterofendorsementfromtheheadofdepartmentshouldbeincluded.Iftheheadofdepartmentissoontobesucceeded,orhasrecentlytakenupthepost,applicantsshouldincludeanadditionalshortstatementfromtheincominghead.

Note:Pleaseinserttheendorsementletterimmediatelyafterthiscoverpage.

Gerard I. Evan, Ph.D., FRS, FMedSci, Head of Department Sir William Dunn Professor of Biochemistry

Department of Biochemistry 80 Tennis Court Road, Cambridge CB2 1GA, UK Tel: +44(0)1223 765944 Fax : +44(0)1223 766002 E-mail: [email protected] PA Fiona Goodman E-mail: [email protected]

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www.cambridgecancercentre.org.uk

RuthGilligan,EqualityChartersManager,EqualityChallengeUnit,7thFloor,QueensHouse,55/56Lincoln’s Inn Fields,LondonWC2A3LJDearRuth,Iwritetoyouinenthusiasticsupportofmydepartment’sapplicationtorenewits AthenaSwannBronzeAward.Whilethereremainsmuchtodo,Inonethelessbelievethatwehavecomealongwaysinceourlastsubmission.OurEqualityandDiversity(E&D)Committee,ofwhichIhavealwaysbeenamember,isnowafirmlyestablished and essential component of our Departmental landscape. It meets monthly, isrepresented at the highest levels of Departmental organization and management, and has adevelopedapro-active,highprofile,enthusiasticand“cando”demeanourthatimpactsallstaffandstudentsandallaspectsofourteaching,researchandadministration.Raisingawarenessofinequality–overtandcovert–wasourfirstpriority.Weestablishedagreatlyimproved communication strategy, setting up a dedicated site on the both the Department’sintranetandtheUniversity’son-linegatewayandimplementingformalmechanismsforfeedbackfromstaffandstudents.Wealsoranourowninternalstaffsurveytoidentifywhereinequalitiesexistorareperceived.Thissurvey,whichwewillre-runregularly,hasprovedaninvaluableguidein focusing our continued efforts and guided establishment of probationary progression andmentoringprogrammesforallnewstaffandexitinterviewsforallstaffthatleave.Wehavealsoinitiatedaspecificrecruitmentprogrammetoencourageindependentresearchfellowstojoinourdepartment,thatgoeshandinhandwithapolicytoactivelyencouragefemaleandBMEapplicants.Wealsoengagedinamajortrainingpush,makingcompletionoftheUniversity’son-lineE&Dcoursemandatorybeforeanystaffmembercanplayanyroleinrecruitment,personnelevaluationorserveon any Departmental committee. Compliance is now at 93% and rising. Full compliance inunconsciousbiastrainingisournexttarget.WeinstitutedadedicatedbiannualE&DseminarseriesthatprovideinspiringexamplesofwomenandBMEindividualssucceedinginacademicresearch,teachingandleadership,togetherwithacomplementaryprogrammetonamemeetingroomsandlecturetheatresafterpositiverolemodels.In termsofpracticalchanges forourstaff,wehave implementedanewstatutoryprobationaryprogressionandmentoringprogrammethat,forthefirsttime,providesconcreteadviceoncareerprogressionandsuccessforallofournewfacultyrecruits.Thesementoringcommitteescomprisethreemembersofexisting faculty,chosenbythementoree,whothenmeetat regular,definedintervalsduringthe5-yearprobationaryperiodtoprovideadvice,guidanceandencouragement.Theprobationarymentoringcommitteesaremirroredinourgreatlyimprovedsupportforgraduate


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students through the implementationofgraduatethesispanels that, likewise,providesupport,advice and (if necessary) representation on behalf of the student aswell as arbitration in theunlikelyeventofdiscord.Arewewherewewanttobe?Theansweris“no.”Butareweheadingintherightdirection?Iamsatisfiedthattheansweris“yes.”Some30%ofourfacultyareduetoretireoverthenext10yearssowehaveanunprecedentedopportunitytocorrectthehistoricgenderandminorityimbalance.Meanwhile,progressisineluctable,butslow:hence,ourre-applicationforBronzeatthistime.Myownpersonalcommitmenttofairness,inclusivityandtheeradicationofbiasanddiscriminationremainsabsolutelyunwaveringandIamimmenselyproudofthehugeeffortsmadebybothourE&DCommitteeandeverysinglememberofourdepartmentalfamily.I confirm that the information presented in our application is an honest, accurate and truerepresentationoftheDepartment.Sincerely,

GerardI.Evan

Wordcount:574


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2. DescriptionoftheDepartment


Pleaseprovideabriefdescriptionofthedepartmentincludinganyrelevantcontextualinformation.Presentdataonthetotalnumberofacademicstaff,professionalandsupportstaffandstudentsbygender.

The Department of Biochemistry is one of the largest departments within the University ofCambridge, with research being led by over 40 independent Principal Investigators (PIs), whoinclude both permanent University staff as well as Research Fellows. There are currently 137graduatestudentsand66third/fourth-yearundergraduatestudentsaffiliatedwithBiochemistry.TheDepartmentofBiochemistryisoneofninedepartmentsandfivemajorresearchinstitutesthatcomprisetheSchoolofBiologicalSciences(SBS).TheDepartmentislargelyaccommodatedwithinthe Sanger and Hopkins Biochemistry Buildings, which are on Tennis Court Road in CentralCambridge(Figure.1).

Figure.1:

ResearchinourDepartmentfocusesonthefundamentalprocessesofbiologicalsystems,withanemphasisonunderstandingat themolecular level. TheDepartment alsoplays a key role in anextensiveundergraduateteachingprogramme,contributingtocourses inboth theMedicalandVeterinarySciencesandtheNaturalSciences(NS).Inaddition,theDepartmentoffersbothPhDandMastersgraduatetrainingprogrammes.


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TheHeadofDepartment(HoD),ProfessorGerardEvan,isdirectlysupportedbytheDeputyHoDsforResearch,Teaching,andPostgraduates,aswellastheDepartmentalAdministrator(DA);themost senior non-academic staff member (Figure.2). Together they oversee the research andteaching in the Department, ensuring the workload allocation to individuals is equitable. ThePrincipal Assistant and Administrative Officer additionally facilitate the smooth running of theDepartmentbyoverseeingtheprovisionofadministrativeandtechnicalsupport.

Figure.2:


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The total number ofAcademic/Research/Academic-related/Assistant staff in theDepartment isoutlinedbelow(Figure.3).Whilethereisarecognizedgenderimbalancewithinacademicstaff,lowstaff turnovermakes this issuedifficult to resolvequickly.Nevertheless,weanticipate that theDepartmental landscape has the potential to change significantly within 5-10 years due toretirementof17academicstaff(2F/15M)by2027(seeSection4.2(i)).

Figure.3:

StaffgroupswithintheDepartment,bygender

StaffGroup Females/Total

AcademicStaffPermanent/fixedterm–Professors,Readers,USLs,ULs. 6/34

ResearchStaff

(Researchers)

SeniorResearchFellows(SRF)

Fixedterm,independentlyfundedPIs.

5/8

73/133• SeniorResearchAssociates(SRA),

• ResearchAssociates(PDRA)

• ResearchAssistantsTypicallyfixedterm,fundedfromagrantawardedtoaPI.

68/125

Academic-related

StaffSenioradministrativeroles. 5/13

Professionaland

SupportStaff

(‘AssistantStaff’)

Clerical,Library,andSecretarialStaff,GeneralandAncillaryStaff,TechnicalandRelatedStaff.

50/86


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Whilst the Department is relatively large, there is considerable social interaction within theDepartment. Moreover, data from the 2016 SBS staff survey, where 77% of Biochemistryparticipated,showsanaverage‘engagementindex’(anindicatoroffivekeyscoresandconsideredameasure of a generally positive/harmoniousworking environment), for Biochemistry of 66%(68%F/67%M), which is consistent with the Department being a friendly place to work(SBS(average):70%).SBSsurveydataalsoshowedthat67%ofpeoplebelievethatthe‘Departmentvaluesindividualdifferences(e.g.cultureandbackground)’(SBS(average):70%).Culturaldiversitywithin Biochemistry is highlighted on themap displayed on our Departmental website, whichindicatesthecountriesrepresentedwithinourDepartment(Figure.4).

Figure.4:

Wordcount:402


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3. TheSelf-AssessmentProcess


Describetheself-assessmentprocess.Thisshouldinclude:

i. Adescriptionoftheself-assessmentteam

Weunderstandtheimportanceofdiversity,andmembershipoftheDepartmentofBiochemistry’sSelf-Assessment Team (SAT), known as the Equality& Diversity Committee (EDC), reflects thediversity in our Department. Members include men/women of varying ages, roles, familycircumstances, and staff groups, including theHoDandDA (Figure.5A/B). The teamcomprisesindividualswhotookpartinthe2014application,alongwithnewmemberswhowereappointedinaccordancewiththetermsofreference(ToR)fortheEDC.MembersofourSATareunitedinourcommitmenttoequalityandfairnessintheworkplace.

ThepreviouschairoftheEDC,ProfessorKathrynLilley,steppeddowninApril2016attheendofherterm,andthecurrentchairisDrDeeScadden.

Figure.5A:


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Figure5B:AdescriptionoftheSelf-AssessmentTeam

Membersoftheteaminvolvedinthe2014AthenaSWANapplicationarehighlightedinblue

Member(M/F)

(DateofjoiningDept)StaffGroup RoleandRelevantExperience

DebbieCanham(F)

(2017)Academic-Related

AdministrativeOfficer.Worked20yearsinamale-dominatedenvironment;strivedtoachieveequalityforallstaffregardlessofgender/background.

AdrianaDote(F)

(2016)Assistantstaff

HR,secretarytotheSAT.Experienceofworkingontemporary,permanentandfixed-termcontractsintheUniversity.

GerardEvan(M)(2009)

Academic(Professor)

HoD;Previously,NapierResearchProfessoratUCLandaDistinguishedProfessoratUCSF.

SandraFulton(F)(1994)

Academic-Related(Part-time)

AssistantDirectorofTeaching,previouslypost-docandCollegeTeachingOfficer.Experienceofbalancingworkandfamily.

MairiKilkenny(F)(2010) Researcher

SRA;participatesinteachingandoutreachactivities,committedtoencouragingyoungpeopleintoSTEMMsubjectsandsupportingdiversity.

TrevorLittlewood(M)(2010)

ResearcherSRA;involvedinteaching(includingundergraduatelecturemodules)andoutreachactivities.

StephanieLow(F)


Providesadministrativesupportto

researchers/academicstaff.Experienceoffull-time,part-time,permanent/temporarycontracts.

SarahLummis(F)(1998)

Academic(Professor)

WiSETirep,ChairPostgraduateCommittee,parentoftwouniversity-agedgirls.Experienceofchallengesbalancingacademicsciencecareerwithfamily/lifeissues.

JuanMata(M)(2007) Academic

SeniorLecturer.Partofadualcareerfamilywithtwoteenagechildren.

SteveMurfitt(M)


SeniorResearchTechnician;progressedfromjuniorteachinglaboratorytechnicianwithintheDepartment.Mentorforapprenticetechnicians.

DeeScadden(F)

(1993)Academic(USL)

ChairofSAT,parentoftwoyoungboys.Hasexperienceofbalancingteaching/researchwithfamilylife.


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ii. Anaccountoftheself-assessmentprocess

The EDC meets monthly. The task of the Committee is two-fold; to implement and monitorinitiativessetout in the2014application,andto continuallyassesswhat improvementscanbemadeinourDepartmenttoensureagoodworkingenvironmentforallmembers.

WehaveusedavarietyofmechanismstosolicitfeedbackfromDepartmentmembersregardingE&Dissuesandachievements,asfollows:

A. Department members were invited to give their views in two anonymous staff surveys:Biochemistrystaffsurvey(2015;281responses(51%F/47%M/2%PNTS(prefernottosay))),andSBSstaffsurvey(2016;77%ofBiochemistrystaffparticipated).

B. TheEDCfacilitatedtwoDepartmental‘ConsultativeEvents’(March2017),whereDepartmentmemberswereinvitedtogivefeedbackaboutimprovements/changestheyhaveseen/wouldliketoseeintheDepartment(Figure.6).Theseeventswerewellattended(94F:62M),andledtovariousinitiativesimplementedbytheEDC.Moreover,theseeventsraisedawarenessabouttheactivities/objectivesoftheEDCwithintheDepartment.

Figure.6:

NickSmith(M)

(2015)AcademicRelated

DA;headofallnon-academicservicesintheDepartment.ExHRDirector.

YiLeiTan(F)

(2014)GraduateStudent

PhDstudent,PostgraduateCommitteemember.Committedtopromotingthewell-beingofpostgraduatestudents.

ChristineThulborn(F)(1995)

Assistantstaff

Teaching,ExaminationsandPostgraduate

Administrator;advisesontheneedsofundergraduate/postgraduatestudents.

QianWu(F)

(2007) Researcher

Post-docCommitteeMember,parenttooneyoungchild.Encouragesandhelpsyoungresearchersmanagefamilyduties/childcarewhileconductingeffectiveresearch.


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DepartmentmembersareinvitedtoprovidefeedbackviatheforumontheonlineDepartmentalE&DMoodlesite,whichwasrecentlyestablishedbytheEDC.AllDepartmentmembershaveaccessto thisMoodle site, which contains information about activities and achievements within theDepartment,aswellaslinkstoUniversity-wideE&Dinitiatives(Figure.7).

Figure.7:

C. Focus groups and consultative committees are also used to obtain feedback on specificinitiatives. E.g. ConsultativeCommittees are used to obtain feedback from undergraduatestudentrepresentatives.DepartmentalcommitteeshavebeenstructuredtoenablefeedbacktobeobtainedfromallstaffgroupswithinBiochemistry.

TheEDChastakenstepstoraiseawarenesswithintheDepartmentaboutE&Dissues.Aspartofthisinitiative,theEDCinvitedtwohigh-profilewomentogiveseminarsinBiochemistry,withanopen invitation across the SBS. Femi Otitoju (Challenge Consultancy) thus spoke about‘Understanding Unconscious Bias (UB)’, and Professor Michelle Ryan (University of Exeter)presentedherworkon‘UnderstandingHowContextShapesWomen’sAmbition’.Theseseminarswereattendedby120staff(~50%F/50%M).BothseminarselicitedmuchdiscussionaboutE&D,andlessonslearntweresubsequentlyusedtoinformchangesinourDepartment.

‘TherecentseminaronUBrevealedhowpervasivesuchbiascanbe.Itcertainlyrevealedtometheculturalbiasthatweareallsubjectto.’

MaleSRF


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iii. Plansforthefutureoftheself-assessmentteam

TheEDCwill focusonongoingE&D initiativeswithin theDepartment,aswellasevaluatingourprogress on the Action Points outlined. We will continue to collect and analyse all relevantDepartmentaldatatoidentifyanypotentialbiasesorotherissues,andwillusethesedatatoinformnew initiatives.Wewill thusmaintain themomentumthatwillenableus to implement furtherpositivechangesintheDepartment.

WhilstthecurrentEDCcomprisesanenthusiasticgroupofpeoplecommittedtoinstillingpositivechangeinourDepartment,membershipwillbereviewedregularlytoensurethatallDepartmentmembershavetheopportunitytoparticipate,andthatallstaffgroupscontinuetoberepresented.This is important to get ‘buy-in’ fromall sectorsof theDepartment, and to firmlyembedE&DinitiativesinourDepartmentalculture.AppointmentofstafftotheEDCwillbeinaccordancewithitsToR.

ThechairoftheEDCreportsregularlytoPIsviatermlymeetings,andattheannualretreatforseniorstaff,therebyeffectivelydisseminatingE&DinformationwithintheDepartment.EDCmembersalsoliaise with and participate in other Departmental committees, thereby ensuring effectiveintegrationofE&DinitiativesintheDepartment.Goingforward,wewillensurethereisanEDCmemberonkeydecision-makingcommittees in theDepartment,whosespecific responsibilitiesincludeservingasanadvocateforE&Dissues.

Action.2 –We will ensure that there is a member of the EDC on key decision-makingcommittees within the Department (e.g. Management, Strategy), whose specificresponsibilitiesincludeservingasanadvocateforE&Dissues.

TheE&DMoodlesitewehavedevelopedwillcontinuetobeusedforcommunicatingE&Dinitiatives(e.g.information,training)fromtheDepartmentorwiderUniversity,andforprovidingupdatesontheongoingworkandDepartmentalachievements.

WewillensurethatEDCmembersarerecognisedfortheirservicetotheDepartment.ContributionsbyacademicstafftoDepartmentalcommitteesarerecordedintheworkloadallocationsdatabase(seebelow(5.6(v))),andcontributionofotherstaffarerecognizedby individual line-managers.Such recognition is important for academic staff when applying for promotion, and forassistant/academic-related staff who are eligible for contribution increments/payments andpromotion.

Wordcount:927

Action.1–ToensurethatallmembersoftheDepartmenthavetheopportunitytoparticipatein the EDC, and tomaintain a balancedmembership.Wewill thus ensure that our E&DinitiativesareembeddedintotheDepartmentalculture.

Action.3–WewillanalysetheengagementofmembersoftheDepartmentwiththeE&DMoodlesiteusingwebsiteanalytics,whichwillrevealitseffectiveness.Ifrequired,initiativeswillbeimplementedtoencouragemorestafftoengagewiththeMoodlesite.


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4. APictureoftheDepartment


4.1 StudentData

Ifcoursesinthecategoriesbelowdonotexist,pleaseentern/a.

i. Numbersofmenandwomenonaccessorfoundationcourses

N/A

ii. Numbersofundergraduatestudentsbygender

Full- andpart-timebyprogramme.Providedataon courseapplications,offers, andacceptancerates,anddegreeattainmentbygender.

Biochemistrycontributestoundergraduateteachingwithinthe‘NaturalSciences’(NS)programme,alargeframeworkwithinwhichmostsciencesubjectsaretaughtatCambridge.TheNSprogrammeoffersawiderangeofphysical/biologicalsciencesubjects,andinvolves16Universitydepartments.UndergraduatesatCambridgeareadmittedbyoneof31autonomouscolleges;departmentshavenocontroloverentrytoaspecificcourse.

Approximately650 full-timestudentsareadmittedtophysical/biologicalNSeachyear (average39%F) (Figure.8). The gender bias observed results from the predominance of male studentsadmittedtocoursesinphysicalNS.

Figure.8:

1144 263 236 1292 297 262 1231 295 260 1222 285 253

1716 418 383 1878 434 398 1805 424 392 1800 425 391

0%

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Applications

Offers

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2013-2014 2014-2015 2015-2016 Average

Applications,offersandadmissionsforNSintheUniversityofCambridge

Male

Female


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Biochemistry is one of few Departments that offers both three- and four-year courses,whereadmissiontothethird/fourthyearsismanagedbytheDepartment,andbasedpurelyonacademicperformance(informationregardinggenderisremoved).Anumberofstudentselecttodoonlythethree-year Biochemistry course, thereby obtaining a BA(Hons), then embark on postgraduatestudies(e.g.PhD/MPhil).However,destinationroutesvaryconsiderably.Aproportionofstudentswillgoontotakethefourth-yearBiochemistrycourse,whichhasasubstantialresearchcomponentandleadstoaMasterofNaturalScienceDegree(MSci).Studentsoftenchoosetodothisextrayeartogainadditionallaboratoryexperiencepriortoundertakingfurtherpostgraduatestudies.

Since2014,theproportionoffemalestudentsadmittedtothird-yearandfourth-yearBiochemistrywereonaverage41%and43%,respectively,althoughthereisconsiderablevariationfromyear-to-year(Figure.9).Althoughthisis~12%lowerthanseennationallyforBiochemistryundergraduates(54%F;HESA:2014/15),theapparentgenderbiasislargelyduetotheunusuallyhighproportionofmalestudentsadmittedto third-yearBiochemistryin2015-16 (10F/30M).Nevertheless,wewillcontinuetomonitorthesedatacarefullytoverifythatthisanomalyaccountsfortheapparentbias.

Figure.9:

Numberofstudentstakingthirdandfourth-yearBiochemistry

We will take steps to ensure that the third/fourth-year Biochemistry courses are promotedeffectivelyforallstudents.Thesecoursesarecurrentlypromotedatabriefingevening,aswellasvia printed and online promotionalmaterial. The briefing evening provides an opportunity forprospective students to meet academic staff and current Biochemistry students. However,relativelyfewfemaleacademicstaffhaveattendedthiseventoverthepastfewyears,possiblyduetothetiming(5-6pm)clashingwithfamilyresponsibilities.Thetimeslotofthebriefingeventwillthereforebealteredtoincreasethepotentialnumberoffemaleacademicstaffabletoparticipate,therebyprovidinggoodrolemodelsforundergraduates.

Action.4 – The time slot of the briefing event held for prospective third/fourth-yearBiochemistrystudentswillbechangedto increasethepotentialnumberof femaleacademicstaffavailableasrolemodels.

16

7 1011 11

13

13 2114 15

0%

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2014-15 2015-16 2016-17 2017-18 Average

(B)Fourth-year Biochemistry

Female Male

17

10

19 19 16

23

30

18 22 23

0%

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2014-15 2015-16 2016-17 2017-18 Average

(A)Third-yearBiochemistry

Female Male


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Since2013,theproportionoffemale/malestudentsattaininga1st/2(i)inthird-yearBiochemistry,which is typically the requirement to progress to postgraduate study, are similar (average99%F/95%M;Figure.10(A,B)).

Figure.10:

Further analyses of these data showed 28%F/36%M students achieved a 1st-class in third-yearBiochemistry (Figure.11(A,B)). However, the apparent discrepancy in the overall proportion offemales/malesgetting firstscanbeaccounted forbytheunusualbias in the2015/16academicyear,wheretherewere30M/10Fthird-yearstudents(Figure.9(A)),andwhere43%ofthosemalestudents achieved a first (13/30M), compared to 10% of the female students (1/10F)(Figure.11(A,B)).Such‘blips’inthedataarelikelytooccuroccasionallyforrelativelysmalldatasets.If thedata fromthe2015/16yearareomitted, theaveragenumberof firsts for females/malestakingthird-yearBiochemistryareequal(34%).Nevertheless,wewillcontinuetomonitorthesedatatoensurethereisnoinherentbias.

Figure.11:

19 17 10 19 19

1 1

0%

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2013/14 2014/15 2015/16 2016/17 Average

(A)ProportionofFemalestudentsachieving

a1st/2(i)inthird-yearBiochemistry

Firstsand2(i) Othergrades

20 2130 17 20

1 2 1 1

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1st/2(i)inthird-yearBiochemistry


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1stinthird-yearBiochemistry

Firsts Othergrades


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Since2013,theproportionoffemale/malestudentsachievinga1st/2(i)infourth-yearbiochemistrywassimilar(average96%F/100%M)(Figure.12(A)/(B)).

Figure.12:

Furtheranalysesof thesedatashowed26%F/40%Mstudentsachieveda1st-class in fourth-yearBiochemistry(Figure.13(A,B)).Whiletheseresultssuggestalowerproportionoffemalestudentsobtainedfirsts, thesedataareskewedbytheunusualbiasseen in the2016/17academicyear,whichfollowedonfromthatseenin2015/16forthird-yearBiochemistry(Figures.9,11).Again,ifthedatafromthatyearareomitted,theaverageproportionoffemale/malesachievingafirstaresimilar(34%F/35%M).Nevertheless,wewillcontinuetoobservethesedatawithduediligence.

Figure.13:

‘100%ofundergraduaterespondentsinBiochemistryrepliedthattheyfeltpartoftheacademiccommunityincollegeanduniversity.’

NationalStudentSurvey,2016

11 15 69 10

1 1 1

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achievinga1st/2(i)infourth-year

Biochemistry


15 12 13 20 15

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achievinga1st/2(i)infourth-year

Biochemistry


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8

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iii. Numbersofmenandwomenonpostgraduatetaughtdegrees

Full-andpart-time.Providedataoncourseapplication,offersandacceptanceratesanddegreecompletionratesbygender.

N/A

iv. Numbersofmenandwomenonpostgraduateresearchdegrees

Full-andpart-time.Providedataoncourseapplication,offers,acceptanceanddegreecompletionratesbygender.

The postgraduate population in Biochemistry is highly international, and admission extremelycompetitive.FundingsourcestypicallyincludeResearchCouncils,accreditedresearchcharities(e.g.WellcomeTrust),andinternationalfunding.Allcandidatesareinterviewedbyacademicstaffpriortoadmission.

Over the past four academic years, 45%F/55%M (average) students applied for postgraduatestudies(Figure.14).Incontrast,40%F/60%M(average)studentswereadmittedaspostgraduatestudents, which is lower than the national average for postgraduate students in Biochemistry(50%F/50%M,HESA:2014/15).However,theapparentimbalancecanlargelybeattributedtotherelativelyhighproportionofmalestudentsadmittedin2015-2016(69%M).Nevertheless,wewillcontinuetoevaluatethesedatacarefully.

Figure.14:

Sincethe2013/14academicyear,onaverage94%ofpostgraduatestudents in theDepartmentstudied foraPhD,with theremainderstudying foranMPhil.As therearerelatively fewMPhilstudents,datarelatedtopostgraduatestudents(i.e.PhD/MPhil)havebeencombined.OfthetotalpopulationofpostgraduatestudentsinBiochemistry,theproportionoffemales/malesweresimilar(average49%F/51%M)(Figure.15).Overthepastfouryears,1FPhDstudentwaspart-time,whiletheremainderofstudentswerefull-time.

41 23 1353

30 19 39 23 1049 33 14 46 27 14

56 35 1854 40 25 60 41 22

56 36 19 57 38 21

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2013-14 2014-15 2015-16 2016-17 Average

Application,offersandadmissionratesforpostgraduatestudents

Female Male


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Figure.15:

Biochemistry has excellent completion rates for postgraduate students, with at least 86% ofstudents completing their degreeswithin four-years. The number of students completing theirpostgraduate degree each year, which approximately correlates with the number of studentsadmitted four-years previously, are shown (Figure.16). On average, an equal number offemale/malescompletedpostgraduatedegreesinBiochemistry.

Figure.16:

v. Progressionpipelinebetweenundergraduateandpostgraduatestudentlevels

Identify and comment on any issues in the pipeline between undergraduate and postgraduatedegrees.From2014-17,onaverage~42%ofthird/fourth-yearstudents,and49%ofpostgraduatestudentsinBiochemistrywerefemale(Figure.9andFigure.15,respectively).Anincreaseintheproportionof female students is thus seen when looking at the progression from undergraduate topostgraduatestudentsinBiochemistry.

Toensurethatthegenderbalanceamongstgraduatestudentsismaintained,wewillcontinuetoraise awareness among undergraduate students of opportunities for postgraduate studies andbeyond.

Action.5 – We will continue to raise awareness among undergraduate students aboutopportunities for postgraduate studies and beyond. Information will be provided viadedicated seminars, supervision groups, and by providing good female role models inBiochemistry.

2115

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degreeeachyear

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79 81 65 75

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Female/malepostgraduatestudentsin

Biochemistry

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4.2 Academicandresearchstaffdata

i. Academicstaffbygrade,contractfunctionandgender:research-only,teaching

andresearchorteaching-only

Lookatthecareerpipelineandcommentonandexplainanydifferencesbetweenmenandwomen.Identifyanygenderissuesinthepipelineatparticulargrades/jobtype/academiccontracttype.

OneUSLinBiochemistryhasateaching-onlyrole.Allotheracademicstaffarebothteaching-andresearch-active.Allresearchstaff(‘researchers’)inBiochemistryhaveresearch-onlyroles,althoughopportunitiestocontributetoDepartmentalteachingareoffered.Threeacademicstaffarepart-time (0F/3M), and additionally hold positions elsewhere. There are 18 part-time researchers(14F/4M).Flexible-workingarrangementsarewelcomedwithinBiochemistrysoastoprovideaninclusiveworkingenvironment.

Onaverage,theproportionoffemale/maleresearchersinBiochemistryoverthepast3yearsissimilar(54%F:46%M)(Figure.17).ThisissubstantiallybetterthantheUniversityandSBSaverages(25% and 27%, respectively), and similar to the national average (50%F; HESA:2014/15). TheequalityseeninrecruitmentofresearcherstotheDepartmentreflectsthefactthatPIsinvolvedinrecruitmentarerequiredtoundertaketraininginE&DandUB(seebelow).Figure.17:

Despitehavingsimilarnumbersoffemale/maleresearchersinBiochemistry,thereisasignificantgenderimbalancewithinacademicstaff,whichapproximatesthatobservedacrosstheUniversity(Figure.17). Moreover, the proportion of female/male academic staff, excluding professors,(average 23%F/77%M), is similar to that seen nationally in other Bioscience Institutions(25%F/75%M;HESA:2014/15).Incontrast,theproportionoffemaleprofessorsinourDepartment(11%F)issubstantiallylowerthanseennationally(average19%;HESA:2014/15).Thisfigurehasdecreasedfrom14%in2013,duetooneretirement.Overall,theproportionoffemaleacademicstaffinBiochemistryisrelativelylow(20%F).

Changing thegenderbalancewithin academic staff is a long-termprocess. The lownumberoffemaleUL/USLscurrentlyintheDepartment(3F)meansthatrelativelyfewwomenwillreachmore

74 72 73 73

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seniorpositionsviapromotion.WhilerecruitmentofmorefemaleULswillhelprectifythisissue,therehavebeennorecruitmentopportunitiessince2012.However,duringthenext5-10yearstherewillbeasubstantialnumberofretirementsinBiochemistrythatwillprovideopportunitiestoredressthegenderbalanceamongacademicstaff(Figure.18).Eightacademicstaffareexpectedtoretireby2022(1F/7M),andafurther9by2027(1F/8M).

Figure.18:

We will implement strategies to increase the number of females applying for UL vacancies inBiochemistry:

(i) A sentence will be included in all advertisements for academic vacancies, stating“Applicationsfromwomenandethnicminoritiesareparticularlywelcome.”SuchwordingwillalsobeusedwhenrecruitingforotherpositionsinBiochemistry.

(ii) Wewillbeproactiveinidentifyingpotentialapplicantsfromdiversebackgrounds,wherebothgenderandethnicityareconsidered.Forexample,wewillidentifygoodcandidatesfromconferenceprogrammes(e.g.RoyalSocietyResearchFellowConferences),viaspecificresearchnetworks(e.g.RNASociety),andbytargetingconferencespeakersviapersonalintroduction,etc.

(iii) If there is gender bias within the initial applicant shortlist, we will encourage furtherapplicationstoachieveamoreappropriategenderbalance.

ByincreasingthenumberoffemaleULs,thegenderbalanceofmoresenioracademicstaffhasthepotentialtoimprovethroughpromotion.Moreover,wewillensurethatrecruitmentprocessesforendowedchairsareequitableforfemales/males.Byimplementingtheseinitiatives,weanticipatethatthegenderbalanceinBiochemistrywillbeimproved.WewillalsoexpandthescopeofouractivitytoincludeBMEapplicants.

Action.6–Wewillimplementinitiativesthataimtoincreasethenumberoffemaleapplicantsforacademicstaffvacancies,whichinvolvestheinclusionofwordinginjobadvertisementsthatencouragesapplicationsfromwomen,andtoactivelyidentifypotentialcandidates.

ProjectedretirementsofAcademicstaffin

Biochemistry

Year Female/Totalnumber

2017 0/2

2018 0/1

2019 1/1

2020 0/1

2022 0/3

2024 0/2

2025 0/1

2026 1/5

2027 0/1


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ii. Academicandresearchstaffbygradeonfixed-term,open-ended/permanent

andzero-hourcontractsbygender

Commentontheproportionsofmenandwomenonthesecontracts.Commentonwhatisbeingdonetoensurecontinuityofemploymentandtoaddressanyotherissues,includingredeploymentschemes.

AllacademicstaffwithinBiochemistryareonpermanentcontracts(Figure.19). Incontrast,overthepastfour-years,anaverageof38%(26F/27M)researcherswereonfixed-termcontracts,and62%(47F/38M)onpermanent/open-endedcontracts.Overall,nogenderbiaswasobserved.

Figure.19:

Researchers are typically employed on grants awarded to PIs. At the completion of the grant,fundingmaybesoughttoenablethecontinuationoftheproject,withthepossibilityoffurtheremployment.Three-monthsbeforegrant-fundingends,thePIcompletesadocumentregardingthefutureoftheproject,andtheresearchersubsequentlymeetswiththePI/DepartmentalHRteamto discuss their employment. In instanceswhere grants are not renewed, researchersmay beredeployedtoanotherrole,orredundancyisoffered.

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-25-

iii. Academicleaversbygradeandgenderandfull/part-timestatus

Commentonthereasonsacademicstaffleavethedepartment,anydifferencesbygenderandthemechanismsforcollectingthisdata.

Turnoveramongacademicstaff isgenerallyvery low, typicallyduetoretirement (Figure.20). Incontrast, there is higher turnover amongst other staff groups within Biochemistry. Amongresearchers/assistantstaff,turnoverlargelyresultsfromlimitsoftenureduetogrant-funding,andstaffmovingtootheropportunities.Overall,thereisnogenderbiasinturnover(8%F/9%M).

Figure.20:

Since2014,weimplementedanewinitiativewherebystaffhavean‘exit-interview’,whichenablesus tomonitorwhystaff leaveBiochemistry. In turn, thisallowsus tobettersupport the futurecareersofourstaff.During2015/2016,81%ofstaffleavinghadanexitinterview(88%F/74%M),andtheirdestinationsweredetermined(Figure.21).Thesedatashowedthatonaverage,ahigherproportionoffemalesthanmaleswereemployedinpermanent(37%F/23%M)ratherthanshort-term(19%F/25%M)employmentafterleavingBiochemistry.

Figure.21:

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Ofthestaff leavingtotakeupnewemploymentin2015/2016,theproportionoffemales/malesmovingtolargerroles/opportunitieswascomparable(42%F/38%M)(Figure.22).

Figure.22:

Wordcount:1,896

Action.7–WewillcontinuetointerviewstaffleavingBiochemistrytohelpidentifyanygenderbiasesaroundreasonsforleaving,andtounderstandhowwecanhelpinenhancingthefuturecareersofourstaff.

7 6 7 46 5

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5. SupportingandAdvancingWomen’sCareers


5.1 Keycareertransitionpoints:academicstaff

i. Recruitment

Break down databygender and grade forapplications to academic posts including shortlistedcandidates,offerandacceptancerates.Commentonhowthedepartment’srecruitmentprocessesensurethatwomen(andmenwherethereisanunderrepresentationinnumbers)areencouragedtoapply.ThemostrecentLectureshipsavailableinBiochemistrywerein2012/13.Inthisinstance,althoughthere was an imbalance of female/male applicants, there was no gender bias in the shortlist(Figure.23).Twomalelecturerswereappointed.

Figure.23:

In2017theDepartmentrecruitedanewHerchelSmithProfessorinBiochemistry.While17%ofapplicantswerefemale,nonewereshortlisted(Figure.24).Stepswillbetakentoaddressthisissuenexttimewerecruitforthisposition.

Figure.24:

LectureshipappointmentsinBiochemistry(2012/13)

2012-13 Applied Short-listed Offered Accepted

Female 36 8 0 0

Male 73 9 2 2

AppointmentoftheHerchelSmithProfessorshipinBiochemistry(2017)

2017 Applied Short-listed Offered Accepted

Female 7 0 0

Male 34 5 1 1


-28-

From2014-2016,~140PDRAswereappointedtoBiochemistry.Whenrecruitingforthesepositions,therewereanaverageof40%F/59%Mapplicants,and1%PNTS (Figure.25).Onaverage,53%ofPDRAsappointedwerefemale,whichindicatesthatfemaleapplicantsweremoresuccessful.

Figure.25:

SeniorResearchFellows(SRFs),whoarefixed-term,independently-fundedPIsintheDepartment(appointed toGrade 9), are selected by a rigorous procedure. Calls for applications aremadebiannuallythroughavarietyofmedia.Applicationsareassessed,andshortlistedcandidatesinvitedtogiveaDepartmentalseminar.TheManagementCommitteesubsequentlychoosesapplicantstosupport, taking into account the research proposal, presentation, and research fit withinDepartmentalstrategy.SuccessfulapplicantsarementoredbyaseniormemberoftheDepartmenttodeveloptheirFellowshipapplication.Ofthe8SRFscurrentlyinBiochemistry(62.5%F/37.5%M),the3mostrecentappointeeswerewomen.

Action.8–WewillaimtomaintainthegenderbalanceamongstSRFs,andwewillactivelypromote,encourageandfacilitatetheestablishmentofresearchcareersforSRFs.Thiswillbeachievedthroughmentoring,andbytheprovisionoftrainingopportunitiestoenhancetransferableskills.

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ii. Induction

Describetheinductionandsupportprovidedtoallnewacademicstaffatalllevels.Commentontheuptakeofthisandhowitseffectivenessisreviewed.There is a two-stage University-level induction comprising an online course designed to helpunderstand how the University operates and what it’s like to work here, and a Welcome toCambridgeevent,hostedbyPersonalandProfessionalDevelopment(PPD).TheinclusionofastallfromtheUniversityE&Dofficeiskeyforprovidingrelevantinformation.

Biochemistryalsohasalocalinductionprocessundertakenbyallnewstaff(100%uptake).ThenewstaffmembermeetswithamemberoftheDepartmentalHRteam,whoprovideskeyinformationrequiredtoworkeffectivelyinBiochemistry.Thisincludesanoverviewof theDepartment/staffnetworks,andotherkeyinformation(e.g.safety,contracts,training,E&Detc.).InformationaboutUniversity facilities/Development Courses available in thewiderUniversity is also included. Aninduction checklist is used to ensure this process is complete. New staff are subsequentlyintroducedtocolleagues,workingpracticesandworkingspacebytheirline-manager.

SBSsurveydata(2016)showedthat66%ofstaffwerepositivethatthelocalinductiongavethemtheinformationandknowledgetheyneededtodotheirjobeffectively(19%increasefrom2013).Similarly, 68% of staff (73%F/65%M) said their central University induction gave them usefulinformationabouthowtheUniversityoperates(10%increasefrom2013).Oftheremainingstaff,~25%hadnoopinionontheeffectivenessofeithertheDepartment/Universityinductionprocess,consistent with the fact that only a proportion of the staff surveyed were new starters.Nevertheless,wewillcontinuetomonitortheeffectivenessofbothinductionprocesses.

iii. Promotion

Providedataonstaffapplyingforpromotionandcommentonapplicationsandsuccessratesbygender,gradeandfull-andpart-timestatus.Commentonhowstaffareencouragedandsupportedthroughtheprocess.TheUniversityrunsaSeniorAcademicPromotions(SAP)exerciseforacademicstaff,andaSeniorResearcherPromotions (SRP)exercise forresearchers.Theseschemesareadvertisedtoeligiblestaffviaemail,andthose interestedare invitedtoattendUniversity-wideinformationsessions.Eligible candidates in a strong position forpromotionare identifiedby theHoD/otherPIs, andsupport isprovidedduringtheapplicationprocess (e.g.adviceregardingcontentofapplicationetc.).

‘SeniorAcademicstaffwereverysupportivewhenIembarkedontheSAPexercise,whichmadearealdifference.’

FemaleAcademic


-30-

Asthenumberofacademicstaff(particularlyfemales) intheDepartmentisrelativelysmall,thenumberapplyingforSAPisaccordinglylow(Figure.26).Notethatdataisnotshownbygradeasthesmall amountofdatawouldenable the identificationof individuals.Over thepast 3 years, anaverageof33%offemaleand11%ofmaleacademicstaffhaveappliedforpromotion.Therewereno femaleapplicants in2015.Since2014,anaverageof25%Fand40%MapplicantshavebeensuccessfulintheirbidforSAP.

Figure.26:

WhiletheoverallproportionoffemaleapplicantsachievingsuccessintheSAPexerciseis lowerthan for males in Biochemistry, there is considerable variation in success from year-to-year.Nevertheless,theDepartmenthasintroducedvariousinitiativestosupportfemaleacademicstaff,including mentoring for all newly appointed academics (male/female). Mentoring for femaleacademic staff/SRFs by more senior academic staff is also established. We will continue toencourage female academic staff to engage in the SAP when appropriate, and will supportapplicationsthroughmentoring.ParticipationintheUniversitySAPCVSchemeisalsoencouraged(linksonE&DMoodle).ThisschemebringstogetherstaffthinkingofapplyingforpromotionwithmoresenioracademicswhohaveextensiveexperienceoftheSAPprocedures,therebyprovidinganopportunitytohavetheirCV/promotionpaperworkreviewedbeforesubmission.

Action.9–Wewill continue to actively encourageacademic staff to apply for SAPwhenappropriate,andtobeproactiveinprovidingsupportstaffduringtheapplicationprocess.Wewillsustainanddevelopfurthermentoringofjunioracademicstafftofacilitatecareerprogression.

Action.10 – To improve the awareness and uptake of opportunities that support staffembarkingontheSAPprocedure, includingmentoringbymoresenioracademicstaffandparticipationintheUniversitySAPCVscheme.

Action.11–WewillencouragestafftobecomementorsintheUniversitySAPCVscheme.

AcademicStaffapplyingforSAP

Year Female Male

2014 Applications 2 2

Successes 0 1

2015 Applications - 1

Successes - 0

2016 Applications 2 7

Successes 1 3


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iv. DepartmentsubmissionstotheResearchExcellenceFramework(REF)

Providedataonthestaff,bygender,submittedtoREFversusthosethatwereeligible.Comparethisto the data for the Research Assessment Exercise 2008. Comment on any gender imbalancesidentified.

OfthestaffeligibleforsubmissiontoRAE2008,85%F/91%Mstaff(11F/32M)weresubmitted.Whilethesedatasuggestaslightgenderbias,thiscanbeattributedtotherelativelylownumberoffemalestaff.

OfthestaffinBiochemistryeligibleforsubmissiontoREF2014,92%F(12of13Feligible)and95%M(37of39Meligible)weresubmitted(Figure.27).Whilethesedatasuggestaverysmallbias,thisisduetotherelativelysmallnumberofeligible females.Staffomitted fromthesubmissionweretypicallyearlycareerSRFs/SRAs.

Figure.27:

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andREF2014,bygender

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5.3 Careerdevelopment:academicstaff

i. Training

Describethetrainingavailabletostaffatalllevelsinthedepartment.Providedetailsofuptakebygenderandhowexistingstaffarekeptuptodatewithtraining.Howisitseffectivenessmonitoredanddevelopedinresponsetolevelsofuptakeandevaluation?

Our Department is proactive in promoting University-wide training opportunities (e.g. by PPDoffice),aswellasprovidinglocaltraining,bothofwhichareaccessibletoallstaff.TheDepartmentprovidesinformationtostaffregardingavailablecoursesviaatermlybooklet,emailandposters,andE&DMoodlesite.SBSsurvey(2016)showed78%ofBiochemistrystaffknowwheretofindinformationabouttraining/developmentopportunities(SBS(average):81%),and62%ofstaffweresatisfied with the training and development opportunities they receive for their current job(increased9%from2013,andequivalenttoSBS).

AllDepartmentmembersareencouragedtocompletetheUniversity-wide“EqualityandDiversityEssentialsOnline”course(availablesince2014).Toensurethatthistrainingwasalsoaccessibletostaffwhomaynotengageinonlinematerials,wehosteda face-to-facetrainingsession (2016),facilitatedbytheUniversityE&Dteam.ThistrainingsessionwasalsomadeavailableacrosstheSBS,and 19 (14F/5M) assistant staff from Biochemistry/PDN/Pathology/Pharmacology attended.Positivefeedbackfromattendeesconfirmedthatthisstyleoftrainingwassuccessful.93%ofstaffinBiochemistryhavenowundertakentheE&Dtraining.

WehaverecentlypromotedanotherUniversity-wideonlineE&Dtrainingmodule:“UnderstandingUnconsciousorImplicitBiasOnlineTraining”.Whilecompletionofthiscourseismandatoryforallstaff in the Department involved in recruitment, all staff are encouraged to undertake thisimportanttrainingmodule.Wewillcontinuetomonitorstaffengagement.

Action.12–AllstaffwillbeencouragedtoengageinappropriateE&Dtraining,includingtheonlinemoduleonUB.Wewillensurethatstaffinvolvedinrecruitmenthavecompletedthistrainingmodule.


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ii. Appraisal/developmentreview

Describe current appraisal/development review schemes for staff at all levels, includingpostdoctoral researchers and provide data on uptake by gender. Provide details of anyappraisal/reviewtrainingofferedandtheuptakeofthis,aswellasstafffeedbackabouttheprocess.

‘TheappraisalmeetingwasanexcellentopportunitytodiscussmycareerprogressionwiththeHeadofDepartment.’

FemaleAcademic

Biochemistry undertakes biannual Staff Review and Development (SRD) cycles based on theUniversity’s recommended processes. The latest cycle was during January-April, 2017. Inpreparationfor theSRDprocess,emailreminders/notificationsweresent tostaff,andthePPD-team provided training for reviewees/reviewers. Training sessions were attended by 151Department members (57%F/43%M), which corresponded to 58% of potentialreviewees/reviewers. The SRD process was subsequently initiated, and documentation forreviewers/revieweesmanagedusingtheSRDonlinesystem.

Onaverage,55%ofallBiochemistrystaffunderwentreviewduringtheSRDprocess(Figure.28).Moreover,theproportionofacademicstaff/researchersundergoingreviewincreased12%from2014.Nevertheless,stepswillbetakentoimproveengagementwiththeSRDprocess.

Figure.28:

1778

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%Noreview

%Reviewsundertaken


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We subsequently determined the proportion of females/maleswithin each staff categorywhocompletedtheirreview(Figure.29).

Figure.29:

On average, 60%F/52%M staff were reviewed.While the proportion of female academic staffundergoingreview(83%F)wasgreater than formaleacademicstaff (44%M), thisstaffgroup isrelativelysmall.However,thegenderbiasobservedforresearchersismoresignificant(67%F/51%M)as this staff group is relatively large (73F/60M). In contrast, theproportionof female/maleassistant staff undergoing reviewwere similar (50%F/55%M). Overall, a higher proportion ofwomenthanmeninBiochemistrywerereviewed(60%F/52%M).

SBSsurveydatashowedstaffgenerallyhaveapoorperceptionofthevalueofSRDreviews.In2016,33%ofBiochemistrystaffsaidtheyhadfoundtheirlastSRDmeetinguseful(SBS(average):44%),and 41% of staff said they received regular and constructive feedback on their performance(SBS(average):46%). Moreover, the percentage of staff who said they had the opportunity todiscusstheirdevelopmentneedsregularlywas42%(SBS(average):52%).AsthesedataprecededtherecentSRDtrainingandreviewprocess,wewillsetupfocusgroupstodeterminewhetherthereisanychangeintheperceptionofhowusefulthisexercisewas.

Wewillencouragestafftoundergoappraisalregularly,whichwillensuretheprocessisembeddedmorefirmlyinthecultureoftheDepartment.

Action.13–FocusgroupswillbeestablishedtogetfeedbackontheSRDprocesstoassesstheeffectivenessof theprocess. Staffwill beencouraged toundergoappraisal regularly,whichwillembedtheprocessmorefirmlyinthecultureoftheDepartment.

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iii. Supportgiventoacademicstaffforcareerprogression

Commentandreflectonsupportgiventoacademicstaff,especiallypostdoctoralresearchers,toassistintheircareerprogression.ULsareinitiallyappointedforafive-yearprobationaryterm,afterwhichadvancementtotenureiscontingent on demonstrating outstanding performance in Research, Teaching, andService/Administration. During the past 10 years, all new academic staff in Biochemistry havesuccessfullyprogressedthroughtheprobationaryperiod.

NewmeasureswereintroducedinBiochemistryin2013tobettersupportprobationaryacademicstaff; two male ULs have so far benefited. A Mentoring Committee comprising three facultymembers meets with the probationary UL minimally once/year, and provides strategicguidance/advice.EachprobationaryacademiciscriticallyevaluatedbytheirMentoringCommitteeattheendofyearfour(e.g.assessmentofpublications/grants/teachingetc.)toassessprogressandlikelihoodof successful transition throughprobation at theendof year five (University FacultyAppointmentsCommittee).

‘The‘light-touch’mentoringprovidedbymymentoringcommitteeandone-to-onemeetingsprovidedmewiththenecessarytoolstosucceedasa

lecturer.’

MaleProbationaryUL

To enable new academic staff to establish their research programme most effectively,undergraduateteaching/administrativeresponsibilitiesareinitiallyminimal,thenincreasetoafullteaching/administrationload(e.g.lectures,examining,committeemembershipetc.)inyearthree.Newacademicstaffhaveateachingmentor,andundertakerelevanttraining.

TheDepartmentprovidesmanyopportunitiesforresearcherstoenhancecareerprogression:

• PDRAsinBiochemistryareencouragedtoparticipateinthementoringschemeofferedbyTheOffice of Postdoctoral Affairs. However, there is also a strong culture for mentoring inBiochemistry. We will continue to advertise the mentoring opportunities available, andencouragePDRAstoparticipate.

• The Department offers mock interview panels for PDRAs applying for academicpositions/fellowships, which enables applicants to build confidence through practice, andreceive constructive feedbackon theirperformance. Staff aremadeawareof thisprovisionthroughtheirPI/otheracademicstaff.

• PDRAs can apply to be Post-Doctoral Teaching Associates (PDTAs) in Biochemistry, andsuccessful applicants areprovidedwith thenecessary training/support toundertake variousteachingroles.During2016/17academicyear,10/17PDTAs(59%)werefemale.

‘Thisrolehasbeenhugelyrewardingandenjoyable.TheskillsIhaveacquiredasaPDTAwillbeextremelyvaluablewhenapplyingforacademic

positions.’

FemalePDTA


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• TheDepartmentholds anannual ‘DepartmentalResearchDay (DRD)’, towhichall staff areinvited for a series of research talks. The average attendance for 2014-2017 was 240/year(~50%F/50%M). In 2017, a new initiative was implemented where SRFs/SRAs presentedresearch rather than academic staff, thus enabling the development of transferable skills.Moreover, selection of speakers from a larger pool enabled a good gender balance to beachieved(45%F/55%M),incontrasttopreviousyears(Figure.30).

Figure.30:

‘SpeakingattheDRDwasanexcellentandtimelyopportunitytoraisemyprofilewithintheDepartmentwhenapplyingforResearchFellowships.’

FemaleSRF

Positivefeedbackfromresearchers/academicstaffregardingthenewformatoftalksattheDRDledtotheestablishmentofamonthlyDepartmentalseminarseriesinBiochemistry,involvingtalksfromPDRAs/final-yearpostgraduatestudents.

Action.14 – A seminar series will be developed to provide opportunities for post-doctoral/postgraduatestudentstosharetheirworkanddeveloppresentationskills.Wewillensurethegenderbalanceofspeakersisunbiased.

OurDepartmentpublicisesUniversity-widetrainingopportunities(e.g.courses/workshopsviaPPDprogramme,orcareer/CVadvicefromUniversityCareersService)onourE&DMoodlesite,andbyencouragingstaffparticipationviaemail.

TheSBSsurveyshowsthat37%ofBiochemistrystaffthinktherearesufficientopportunitiesforcareer progression at the University (SBS(average):38%). This has increased 10% from 2013,suggestingtheUniversityisworkingtowardsimprovementsinthisarea.WewillcontinuetooffertrainingandsupportforallstaffinBiochemistrytoenablecareerprogressionwherepossible,andmonitoritsimpact(e.g.exitinterviews).

24

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TalksattheDepartmentResearchDay

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iv. Supportgiventostudents(atanylevel)foracademiccareerprogression

Commentandreflectonsupportgiventostudentsatanyleveltoenablethemtomakeinformeddecisionsabouttheircareer(includingthetransitiontoasustainableacademiccareer).

Third/fourth-year undergraduate students participate in weekly supervision groups within theDepartment,eachofwhichtypicallyinvolves~7academicstaff/SRFs/PDTAs.Considerableeffortismadetoensurethatfemalestaffareincludedineachgroupasrolemodelsforundergraduates.Supervisiongroupsprovideconsiderableopportunityforacademicstafftosupportundergraduatestudentswithinformation/adviceaboutcareerprogression.AdviceisalsosoughtfromPIs/PDRAswithinlabshostingundergraduateresearchprojects.

StudentsareencouragedtoaccesstheUniversityCareersService,andthird-yearundergraduateshaveadedicatedseminarfromtheCareersstaff.TrainingisalsoprovidedbytheDepartmenton‘applyingforaPhD’,andin2016/2017twoformerstudents(1F/1M)spokeabouttheirexperiencesapplying for PhD positions. Colleges also play a key role in providing career advice forundergraduate/postgraduatestudents.

All postgraduate students in Biochemistry are required to participate in a range of activitiesdesignedtoenhancetheir transferableskills, includingasecond-yearpostercompetitionandathird-year symposium. There is considerable interaction between postgraduate students andacademicstaffintheDepartment,whoserveasrolemodelsandmentors.


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v. Supportofferedtothoseapplyingforresearchgrantapplications

Commentandreflectonsupportgiventostaffwhoapplyforfundingandwhatsupportisofferedtothosewhoareunsuccessful.

We have recently established a ‘Research Committee’ (RC) in Biochemistry, which providesfeedbackongrantapplicationsproposedbyDepartmentmembers.Thisresourcehasbeenusedbyanumberofacademicstaff,andisparticularlyusefulformorejuniorfaculty.TheRCadditionallyidentifiessuitablegrantopportunities,withafocusonearlycareerresearchers.Considerablepeersupportforreviewinggrantproposalsisalsoavailable.

‘TheRCwasextremelyhelpful,givingusefulsuggestionsattheplanningstage,andconstructivecommentsatthewritingstage.Ifeelthey

significantlyincreasedmyprobabilityofsuccess’

FemaleAcademic

Action.15–WewillcontinuetoencourageacademicstaffandSRFstosubmittheirproposedgrantapplicationstotheRCforfeedback.

Since 2014, the Department has also set up a confidential online-database of successful grantapplications,accessiblebyacademicstaff/SRFs.Eligiblestaffcantherebygaininsightsintowhatworks,howbest to frameandphraseanapplicationand, in theend, improveouralreadyhighsuccess rates. The database has been especially useful for junior academic staff with limitedexperienceofgrantwriting.

Action.16–ToencourageacademicstaffandSRFstouploadsuccessfulgrantapplicationstotheonlinegrantsdatabase,andtomakeuseofthedatabaseasappropriate.


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Untilrecently,recordskeptconcerninggrantapplications/successeslargelyfocusedonsuccessfulapplications.Withtheappointmentin2016ofaResearchFacilitatortoBiochemistry,additionaldatahasbeencapturedthathasenabledustoevaluateoursuccessratesforgrantapplications.Ofthe80grantapplicationsmadeduring2016-17,29%weremadebyfemalesand71%bymalestaff(23F/57M)(Figure.31(A));consistentwiththeproportionoffemale/malestaffeligibletosubmitgrant applications (26%F/74%M). Of the grant applications submitted, 17% of applications byfemale staff and28%of applicationsbymale staffwere successful (i.e. 4F/16M;Figure.31(B)).Nevertheless, the average value of grants awarded were similar (£436,588/grant(F),£413,466/grant(M)).

Figure.31:

Grantapplicationratesandsuccesses,bygender(2016-2017)

Whilethesedatacouldsuggestagenderbiasinsuccessrates,wearemindfulthatthedataisfromasingleyearandthenumberofapplicantsisrelativelysmall,thereforemaynotberepresentativeofsuccessratesoveralongerperiod.Wewillcontinuetoevaluategrantsuccessestodeterminewhetherthisisanareaforconcern.

Action.17–WewillcontinuetocaptureinformationregardinggrantapplicationssubmittedbyBiochemistrystaff,andwillevaluatethesuccessrate,bygender.

23

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(A)Grantapplications

Males

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(B)Grantapplicationsuccessrates

Successful

Unsuccessful


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5.5 Flexibleworkingandmanagingcareerbreaks

Note:Presentprofessionalandsupportstaffandacademicstaffdataseparately

i. Coverandsupportformaternityandadoptionleave:beforeleave

Explainwhatsupportthedepartmentofferstostaffbeforetheygoonmaternityandadoptionleave.

By fosteringa supportiveenvironmentwhere staff feel comfortablediscussing their needs, theDepartmentendeavourstomakethisapositiveperiodoftransition.

TwomeetingsarearrangedbetweenthestaffmemberandamemberoftheDepartmentalHRteamtodiscussriskassessments,maternity-coverarrangements,andsupportavailable.Formaternityleave,thesemeetingsareheldatthepointwherepregnancyisdeclared,andfollowingsubmissionoftheMatB1MaternityCertificate.Allstafftakingmaternityleavesince2014(9Fassistantstaff/26Fresearchers)haveengagedinthesemeetings(Figure.32).TheDepartmentalsosupportsstaffwithpaidtimeoffforantenatalappointments/classes,andtoobtainacarparkingpermitifrequired.Additionalsupportisofferedbyline-managers/mentors.Figure.32:

ii. Coverandsupportformaternityandadoptionleave:duringleave

Explainwhatsupportthedepartmentofferstostaffduringmaternityandadoptionleave.

Our Department promotes the best-practice policies outlined by the University HR divisionregardingmaternityleave.Forexample,staffareentitledtousetenpaid“keepingintouchdays”tostayincontactwiththeircolleagues.

Duringleave,staffcontinuetobesupportedbytheirline-manager/mentorsinBiochemistry.Whereappropriate,coverisorganizedforstaffonleave.e.g.assistantstaffpostsmaybecoveredbyatemporaryappointment.Forgrant-fundedresearchers, theDepartmentwill informthesponsoraboutthematernityleave,andmakethenecessaryarrangements.

Staffmemberswhoareduetogoon,orcurrentlytakingmaternityleave,areentitledtoaccessallusualsupportnetworksavailablewithintheDepartment/University.Biochemistrystaffaremadeawareoftheseprovisionsduringthemeetingsheldpriortoleave.

‘TheDepartmentwasverysupportivewhenmymaternityleavestartedthree-monthsearly.Duringmybaby’sextendedstayinhospital,itwasnice

tobeabletokeepintouchbyattendingtheoccasionallabmeeting/seminar.’

FemaleSRA

10 73

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1 11

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StaffEngaginginMaternityLeaveMeetings

AssistantStaff

Researchers


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iii. Coverandsupportformaternityandadoptionleave:returningtowork

Explainwhatsupportthedepartmentofferstostaffonreturnfrommaternityoradoptionleave.Commentonanyfundingprovidedtosupportreturningstaff.

OurDepartmentisextremelysupportiveofstaffreturningfrommaternity/adoptionleave,and

providessupportinvariousways:

• Staffcanuseaccruedleavetodefertheirreturn,ortoreturntoworkpart-timewhilstbeingpaidfull-timeintheinitialstages.

• A dedicated room in each Biochemistry building is available for nursing mothers, andrefrigerators are provided for milk storage. These facilities have been used by staff fromBiochemistryandneighbouringDepartments.

• TheDepartmentprovides informationtostaffabout theUniversity’sChildcareOfficeand itsservices(e.g.childcare,parentalleave).

• Staffwithcaringresponsibilitiesarepreferentiallyallocatedcarparkingspaces.

• Ourintranet/E&DMoodleisusedtopromoteUniversityinitiativesthathavebeenimplementedtosupportfamilies(e.g.‘SPACE’network(‘SupportingParentsandCarers@Cambridge’)and‘My Family Care (MFC)’ (provides emergency child/adult/eldercare at short notice)).Departmentmembershavebeenencouraged to registerwithMFC, andmadeawareof theentitlementtofreesessionsduring2017.

‘ThebackupsupportprovidedbyMFCprovidesreassurancethatisvitaltohelpbalanceacademiccommitmentswithfamilylife.’

FemaleAcademic

Action.18 –Wewill develop a ‘family-friendly’ section on our website/Moodle site thatcontainsinformationspecificallyrelevanttostaffwithcaringresponsibilities.Wewillincludepersonalstoriesthatreflectonbalancingaresearchcareerwithfamilylife,withtheaimoffosteringinteractionsbetweenstaffthatwillfacilitatetheachievementofagoodwork-lifebalance.

• TheUniversityoffersa‘ReturningCarersScheme’(RCS)foracademicstaff,whichoffersfunds

toassistreturningcarersinbuildinguptheirresearchprofilesandotheracademicactivityaftera period away fromwork. Information about the RCS is communicated to eligible staff viaemail/intranet/Moodle.

‘TheRCSwasinvaluabletomyfirststepsasanindependentresearcherbyenablingattendanceataninternationalconference/researchsupport.Asapart-timescientistandfull-timemother,achievingthesameprogress

independentlywouldhavetakenyears.’

FemaleSRF


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SincetheRCSwaslaunchedin2013/14,17awardshavebeenmadetoBiochemistrystaff(average71%successrate(Figure.33)).Withtheexceptionofoneawardin2016/17,allsuccessfulapplicantswerefemale.Theseawardshavehadapositiveimpactonthetransitionbacktoworkfollowingleave, andhaveenabled staff toengage in activities important for careerprogression.WewillcontinuetopromotethisschemetostaffinBiochemistry.

Figure.33:

iv. Maternityreturnrate

Providedataandcommentonthematernityreturnrateinthedepartment.Dataofstaffwhosecontractsarenotrenewedwhileonmaternityleaveshouldbeincludedinthesectionalongwithcommentary.

From 2014-2017, 27 staff members (6 assistant staff, 21 researchers) took maternity leave(Figure.34).Ofthese,16(59%)returnedtowork,10(37%)arecurrentlystillonleave,and1(4%)didnotreturnfrommaternityleave.Ofthe‘returners’,tworesearcherssubsequentlyleftwithin3months,andanothertwowithin6-9monthsoftheirreturnfrommaternityleave,duetothegrantunderpinningtheircontractending.Figure.34:

2

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SuccessratesfortheUniversityReturningCarersScheme

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Assistant Researcher

MaternityleaveinBiochemistry,

2014-2017

Stillonleave

Returner

Leaver


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v. Paternity,sharedparental,adoption,andparentalleaveuptake

Providedataandcommentontheuptakeofthesetypesofleavebygenderandgrade.Commentonwhatthedepartmentdoestopromoteandencouragetake-upofpaternityleaveandsharedparentalleave.

SevenmembersofBiochemistry (4 assistant staff/3 researchers)have formally takenpaternityleaveduring2014-2017(Figure.35).Noacademic/academic-relatedstaffhaveappliedforpaternityleave.Wewillcontinuetoimprovecommunicationsinthedepartmentaboutpoliciesregardingpaternityleave.

Figure.35:

vi. Flexibleworking

Provideinformationontheflexibleworkingarrangementsavailable.BiochemistrysubscribestoUniversity’spoliciestoaccommodatestaffwhoasktoworkflexibly(e.g.part-time,flexi-time)toachieveabetterwork/lifebalance.Moreover,SBSsurveydatashowedthat90%ofstaffinBiochemistryweresatisfiedwiththeprocessandtheoutcomeoftheirrequesttoworkflexibly(SBS(average):82%).

Although theUniversitypolicyenables staff to formally request flexible-workingarrangements,very fewstaff inBiochemistryhavemadeanapplicationvia theUniversityscheme.Incontrast,numerous staff have formally undertaken flexible-working in accordance with Departmentalprocedures.Sucharrangementshavetypicallybeenmadetoenableflexibilityoverarelativelyshorttimeperiod(e.g.forchildcarearrangements).Forassistantstaff,arrangementsaremadewithline-manager/DA. For researchers, PIs are responsible for agreeing flexible-working. Academic stafftypically work flexibly, in keeping with the varied nature of the work. However, the inherentflexibilityoftheserolesmayresultinincreasedexpectationsandunregulatedworkloadsthatcanleadtoapoorwork/lifebalance.

Biochemistrythereforesupportsflexible-workingarrangements,eitheragreedformallywithintheDepartment(short-termrequirements),orthroughformalapplicationstotheUniversityscheme(longer-term flexible-working arrangements).We will continuemonitor the uptake of flexible-workingtoensurestaffmaintainagoodwork/lifebalance.

Action.19 – We will continue to improve communication of return to work policies formaternity/paternity/adoptionleave,andwillcontinuetopromotetheRCSviaemail,intranetandE&DMoodleSite.

Action.20–Wewillencouragestafftomakeformalarrangementsforflexible-working,andwewillcontinuetoevaluatetheuptakeofflexible-workingforallstaffgroupsintheDepartment.

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vii. Transitionfrompart-timebacktofull-timeworkaftercareerbreaks

Outlinewhatpolicyandpracticeexiststosupportandenablestaffwhoworkpart-timeafteracareerbreaktotransitionbacktofull-timeroles.

The University has implemented a scheme by which members of staff returning frommaternity/adoptionleavecanrequesttoreturntoworkonagraduatedbasis.TheDepartmentfullysupportsthisinitiative,whichismanagedflexiblythroughmeetingsbetweenthestaffmemberandline-manager.Moreover,Departmentalpolicyenablestheuseofaccumulatedleavetoeasethetransitionbacktoworkfollowingmaternityleave.

‘Iusedaccruedleavetoreturnfrommaternityleavepart-time,whilebeingpaidfull-time.Thiswasreallybeneficialtoeasemebackintothe

workingenvironment.’

FemaleAssistantstaff


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5.6 Organisationandculturei. Culture

Demonstratehowthedepartmentactivelyconsidersgenderequalityandinclusivity.ProvidedetailsofhowtheAthenaSWANCharterprincipleshavebeen,andwillcontinuetobe,embeddedintothecultureandworkingsofthedepartment.

WehaveworkedhardtoensuregenderequalityandinclusivityareconsideredacrossallaspectsoflifeintheDepartmentforstaff,studentsandvisitors.

VarioussocialactivitiesinBiochemistryprovideopportunitiestofostergoodrelationshipsbetweenstaff, which results in a friendly and inclusive environment. Activities include the annualDepartmentalgardenparty,whichisafamily-friendlyeventattendedbyanaverage150staff/year(2013-2016)(Figure.36).OtherDepartmentaleventssuchasmonthly‘Happyhours’organizedbyPDRAs, and the annual pantomime organized by third-year undergraduates, also provideopportunities forDepartmentmembers to socialize in an informal setting. Thereare also cakesales/othercharityfundraisingevents,andvariousculturalcelebrations,thatnurtureacommunityfeelingandbringDepartmentmemberstogether(Figure.37).

Figure.36:

Figure.37:


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Significant achievementsbyDepartmentalmembers (e.g. awards,high-profilepublications) arepublicizedviathewebsite,email,andondigitalinformationscreenslocatedineachBiochemistrybuilding.CelebratingsuccessesofourcolleaguescontributestoestablishingapositiveandvibrantatmosphereintheDepartment.Wethusintendtoimplementanewinitiativecalledthe‘DoneIt’Wall, where a dedicated wall in each building will be available for all staff to informally postachievementsaboutthemselves/otherstaffmembersusingpost-itnotes.Suchanapproachhasbeen used very successfully in Cambridge University Information Services (Figure.38). Weanticipate that the informalityof the ‘Done It’Wallwillmake it accessible to all staff, therebycontributing to a feeling of inclusivity in our Department. Information added to the wall willsubsequentlybecapturedanddisplayedonourwebsite.

Figure.38:

A key issue frequently raised in the Department concerns effective communication, which ishamperedbytheDepartmentbeingonasplit-site.SBSsurveyshowedonly33%ofDepartmentmemberssaid therewas ‘goodcommunicationbetweenthedifferentpartsofmyDepartment’(SBS(average):48%).

CommunicationintheDepartmentwillbeimprovedinvariousways,including:streamliningemails,useofintranet,installingadditionaldigitalinformationscreensincommonareastohighlightkeyhappeningsintheDepartment/widerUniversity,etc.Tofacilitatethisinitiative,wehaverecentlyemployedacommunicationsspecialist(October2017).

Action.21–Wewillestablisha‘DoneIt’wallintheSanger/HopkinsBiochemistrybuildingsthatwillbeusedtocelebratesuccessesofstaffintheDepartment.

Action.22– By streamliningemail communications, improving intranet engagement, and byproviding additional digital information screens in common areas, we will improvecommunicationintheDepartment.


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Following staff feedback, catering and facilities in communal areas in the Department wereimprovedduringthepastthree-yearsbytheadditionofcomfortableseating,betterqualityfood,andvendingmachines.SBSsurvey(2016)showedthat69%ofstaff inBiochemistryaresatisfiedwith their working environment (7% increase from 2013). Nevertheless, a disparity still existsbetweencateringfacilitiesavailableinourtwobuildings,whichresultsinfeelingsofinequityintheDepartment.Wewillcontinuetoimproveourfacilitiestoprovideequivalentstandardsforallstaff.Weaimtoprovideapleasantspaceforstafftoutilizeduringbreaks,andbetteramenitiesforstaffworkingatunsociablehours.

Action.23–WewillcontinuetoimprovecateringfacilitiesintheDepartment,soallstaffaresupportedduringbothnormalandunsociableworkinghours.

Overall,theSBSsurvey(2016)showedthat86%ofstaffinBiochemistrywereproudtoworkfortheUniversity,and67%said‘workinginBiochemistrymakesthemwanttodothebestworktheycan’(SBS(average):74%).

ii. HRpolicies

DescribehowthedepartmentmonitorstheconsistencyinapplicationofHRpoliciesforequality,dignityatwork,bullying,harassment,grievanceanddisciplinaryprocesses.Describeactionstakentoaddressanyidentifieddifferencesbetweenpolicyandpractice.CommentonhowthedepartmentensuresstaffwithmanagementresponsibilitiesarekeptinformedandupdatedonHRpolices.

TheEDCusesstafffeedback(e.g.focusgroups,surveys)tomonitorissuesofequalityanddignityatwork,whilethebroaderapplicationofHRpoliciesismonitoredbytheDA/HRAdministrator,whoalsoadvisemanagementstaffoftheirresponsibilitiesandbestpractice.

WithsupportfromtheCentralHRTeam,wewillimplementDignity@Worktrainingsessionsthatwillbemandatoryforallstafftoensuretheyareinformedaboutrelevantpolicies.Insodoingwewill support and sustain a positive working environment for all staff, free from any form ofunacceptablebehaviour.

Action.24–Wewill implementDignity@Worktraining forall staff in theDepartment,whichaimstosupportandsustainapositiveworkingenvironmentforallstaff,freefromanyformofunacceptablebehaviour.


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iii. Representationofmenandwomenoncommittees

Providedata foralldepartmentcommitteesbrokendownbygenderandstaff type.Identify themost influential committees. Explain how potential committee members are identified andcommentonanyconsiderationgiventogenderequalityintheselectionofrepresentativesandwhatthe department is doing toaddress any gender imbalances. Comment on how the issue of‘committeeoverload’isaddressedwheretherearesmallnumbersofwomenormen.

We strive to achieve a balance where we have good female representation on Departmentalcommittees, but without unduly burdening the relatively few female academic staff inBiochemistry. Committee Chairs are typically an academic/academic-related staff member, inaccordancewithToR.Whenavacancyarisesonacommittee,apotentialnewmemberisidentified,andinvitedtojoinbytheChair.Dueconsiderationisgiventogenderbalancewhenconsideringcommitteemembership.Theannualworkloaddatabaseisusedtorecordcommitteemembership,thusensuringequity.

Themembership profile of various Departmental Committees in Biochemistry, over the past 3years,isshownbelow(Figure.39).Dataisomittedforparticularyearswherethecommitteewasnotinexistence(Strategy,Research).Inaddition,amoredetailedviewofthecurrentmembershipoftheseCommitteesisshown,bystaffgroup/gender(Figure.40).


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Figure.39:


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Figure.40:

The proportion of female staff currently on key decision-making committees(Management/Finance/Strategy/Resources), which typically involve only academic/academic-relatedstaff, isonaverage35%(Figures.39,40).RepresentationofwomenontheManagementCommittee (30%F)has increased19% since2014.Wewill continue tomonitormembershipofcommittees, particularly those comprising only academic/academic-related staff where thenumberofavailablefemalesissmaller,toensurefemalerepresentationismaintained.

Incontrast,othercommitteesincludeassistantstaffinadditiontoacademic/academic-relatedstaff(e.g.IT,E&D).Asthereisarelativelylargepooloffemaleassistantstaff(58%F),theproportionoffemalescurrentlyonthesecommitteesiscorrespondinglyhigher(Figures.39,40);e.g.IT(42%F),

RepresentationoncommitteesinBiochemistryin2017,bygenderandstaffgroup

Mostinfluentialcommitteesareshadedinyellow.

Committee Membership Female Total%Fon

committee

Management Academic/Academic-related 3 10 30

FinanceAcademic/Academic-related 2

10 30Researchers 1

StrategyAcademic/Academic-related 3

11 36Researchers 1

ResourcesAcademic/Academic-related 3

9 44Assistant 1

Research Academic/Academic-related 3 10 30

RGHAcademic/Academic-related 8

43 26Researchers 3

E&D

Academic/Academic-related 4

15 67Researchers 2

Assistant 3

Students 1

IT


12 42Researchers 2

Assistant 1

TeachingAcademic/Academic-related 5

16 38Researchers 1

Postgraduate


11 36Assistant 1

Students 1

CateringAcademic/Academic-related 1

7 71Assistantstaff 4

Technicalstaff


25 64Researchers 3

Assistant 12

Safety


17 35Researchers 1Assistant 4


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E&D(67%)).However,astheprimarydriverforpositivechangerelatingtoE&Dissues,membershipoftheEDCwillbereviewedtoensureagenderbalanceisachievedthatreflectsthefactthatbothmenandwomenintheDepartmentarecommittedtothisobjective.

The Catering and Technical Staff Committees, which comprise largely assistant staff, have acorrespondinglyhigherproportionoffemalemembers(e.g.Catering(71%F)).

Action.25 – We will ensure representation on key decision-making committees in theDepartmentmaximizesgenderbalanceasfaraspossible.

iv. Participationoninfluentialexternalcommittees

How are staff encouraged to participate in other influential external committees and whatproceduresareinplacetoencouragewomen(ormeniftheyareunderrepresented)toparticipateinthesecommittees?

ItisadvantageousfortheDepartmentthatacademicstaffengagewithexternalcommittees,andthat this contribution gains appropriate recognition. Moreover, membership of externalcommitteescanprovideusefulinsightsthatareusefulforthedevelopmentandcareerprogressionofotherstaff.Wherestaffundertakesignificantrolesofthiskind,thisisconsideredwhenallocatingDepartmentalresponsibilities.Informationregardingmembershipofexternalcommitteesisthusrequestedannuallyfromacademicstaff,andthesedataareincludedontheworkloadallocationdatabase.

Action.26–Wewillcontinuetocaptureinformationregardingacademicstaffmembershiponinfluentialexternalcommittees,andwillencouragetheparticipationofmoreacademicstaff. Significant contributions toexternal committeeswill be consideredwhenallocatingDepartmentalresponsibilities.


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v. Workloadmodel

Describeanyworkloadallocationmodelinplaceandwhatitincludes.Commentonwaysinwhichthe model is monitored for gender bias and whether it is taken into account atappraisal/development review and in promotion criteria. Comment on the rotation ofresponsibilitiesandifstaffconsiderthemodeltobetransparentandfair.

Theworkloadallocationforteachingandadministrativedutiesofacademicstaffareadministeredseparately.TeachingisallocatedbytheDeputyHoDforTeaching,inconsultationwiththeTeachingCommitteeandHoD.Theteachingworkloadallocationdatabase,whichalsoincludesrolessuchascourseorganisers/examiners,isavailableonlineandreviewedannually.

TheadministrativeworkloadforindividualsisallocatedbytheHoD/DA,andincludescommitteemembership/additional responsibilities (e.g. Radiation Protection Supervisors, REF/other panelmemberships). Manyjobsarerotatedevery3-5years.Adatabasedetailingworkloadallocationhasbeenestablished,whichservesasakeydriverinallocatingresponsibilities,andalsoforensuringfemaleacademicstaffarenotoverburdened just to chaseunrealistic representativeratios.TheworkloadofindividualsisconsideredwithinSRDandSAPexercises.

Action.27–ToincreaseDepartment-levelacknowledgementofadministrativedutiesperformedbyacademicstaff.


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vi. Timingofdepartmentalmeetingsandsocialgatherings

Describetheconsiderationgiventothosewithcaringresponsibilitiesandpart-timestaffaroundthetimingofdepartmentalmeetingsandsocialgatherings.

Asdiscussedabove,theDepartmentreadilyaccommodatesflexible-working,andisfamily-friendlyinitsadministration.Aspartofitscommitmenttothisinitiative,wewillformalizeDepartmentalprocedurestoensurethatstaffworkingflexiblyarenotdisadvantagedbytheirworkpatterns.Wewill thus aim to scheduleessentialDepartmentalmeetings/eventsbetween corehours (10am–4pm)toenablemaximumattendance/Departmentalparticipation.

Refreshmentbreaks in theDepartmentprovideopportunity forstaff tocometogethersocially,whichpromotesinteractionbetweenresearchgroupsandotherstaff.InresponsetoanactioninourpreviousSWANapplication,thetimingofbreaksintheSangerbuildinghasbeenextendedtomakethesemoreaccessibletoallstaff.WewillnowaimtoprovideequivalentflexibilityintheHopkinsbuildingsoallstaffwillbenefit.

Action.29–Wewill extend the timing of refreshment breaks in theHopkins building tomaximizeinteractionsbetweenstaff.

‘Aschildcareresponsibilitieshavethepotentialtoimpactonthestart/endoftheday,schedulingmeetingsduringcorehourshasenabledeffective

participation/contributionwithintheDepartment.’

FemaleAcademic

Action.28 – We will ensure that essential Departmental meetings are held within coreworkinghours(10am-4pm)toenablestaffworkingflexiblytoattend.


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vii. Visibilityofrolemodels

Describehowtheinstitutionbuildsgenderequalityintoorganisationofevents.Commentonthegenderbalanceofspeakersandchairpersonsinseminars,workshopsandotherrelevantactivities.Commentonpublicitymaterials,includingthedepartment’swebsiteandimagesused.

Asmentionedabove, theE&D seminarshosted inBiochemistryemphasised the importanceoffemalerolemodelsforshapingfemaleambition.AsaDepartment,wehavetakenstepstoensurethatgoodrolemodelsareprovidedforstudents/staff.

Third/fourth-year undergraduate students participate in weekly supervision groups withinBiochemistry(see5.3(iv)),andconsiderableeffortismadetoensurethatfemalestaffareincludedin each group as good rolemodels. Since 2014, on average 32% of staff participating in eachsupervisiongroupwere female. This relativelyhighproportionof femaleswasachievedby theinclusionofSRFs/PDTAs,alongwithacademicstaff(18%F).

WerecognizetheimportancethatvisitorstotheDepartmentplayinprovidinggoodrolemodels,particularlythosepresentingseminarsabouttheirscientificfindingsandcareers.

Inadditiontomanyadhocseminars,theDepartmenthostsaweeklyresearchseminarseriesthatis attendedbyacademic staff/researchers, aswell asbyundergraduate students.During2014-2017,onaverage29%ofspeakerspresentingwerefemale(Figure.41).

Figure.41:

Toensurethattheseseminarsprovidegoodfemalerolemodels,wewilltakestepstoensurethatthegenderbalanceofspeakersisimproved,withthegoalofachievinggenderequality.Academicstaffwill beencouraged to suggest a largernumberofpotential speakers fromwhich the finalselectionismade.

SignificantimprovementstothegenderbalanceofspeakersattheDRDhavealreadybeenmade(Figure.31).Wewill also aim to achievea goodgenderbalanceat other regularDepartmentalevents(e.g.RGHretreat,postgraduatesymposiaetc.).

Action.30–Wewillcontinuetoensurethatfemalestaffareincludedineveryundergraduatesupervisiongrouptoprovidegoodfemalerolemodelsforundergraduatestudents.

Action.31–Wewillensurethatthegenderbalanceofspeakerspresentingtheweeklyseminars,and at other key events in Biochemistry, is improved. This goal will be communicated toacademicstaffsoalargernumberofgoodfemalespeakersaresuggested.

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Wehavetakensteps toensurethat theDepartmentalenvironment is inspirational foraspiringfemalescientists.PhotographsofcurrentacademicstaffandasummaryoftheirresearchinterestsarecontinuallydisplayedondigitalinformationscreensineachBiochemistrybuilding.PhotographsofwomenwhohaveplayedimportantrolesinBiochemistryarealsoprominent.Moreover,keyroomsintheDepartmenthavebeenrenamedtocommemoratethreedistinguishedwomenwhomadesignificantcontributionstoourDepartment(Figure.42)–the‘HaynesRoom’,the‘ProfessorJeanThomasLectureTheatre’,andthe‘MarjoryStephensonRoom’.

Figure.42:

TheDepartmentalwebsiteandpublicitymaterialsincludesphotosdemonstratingdiversityintheDepartment,therebyprovidinggoodrolemodels.e.g. ourwebsiteincludesimagesofadiversecross-sectionoftheDepartmentparticipatinginteaching/outreachactivities(Figure.43).Feedbackfrom students/Departmental visitors confirmed theeffectivenessofourwebsite athighlightingdiversity.

Figure.43:

Action.32–Wewill continue to ensure that images on theDepartmentalwebsite showingmembersofourDepartmentinvolvedinarangeofactivitiesdemonstratediversity.


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viii. Outreachactivities

Providedataonthestaffandstudentsfromthedepartmentinvolvedinoutreachandengagementactivitiesbygenderandgrade.Howisstaffandstudentcontributiontooutreachandengagementactivitiesformallyrecognised?Commentontheparticipantuptakeoftheseactivitiesbygender.

Biochemistryhasdemonstrateda commitment to thewider community throughoutreach, andstaff/students at all levelshaveparticipated in a varietyofoutreachactivitiesonbehalf of theDepartment.

OnemajoroutreacheventatwhichtheDepartmentprovidesactivitiesistheannualCambridgeScience Festival, which draws many children/adults from all backgrounds. From 2013-16, 150Department members (postgraduate students, academic/assistant/research staff) haveparticipatedinscienceweek(64%F/36%M)(Figure.44).

Figure.44:

‘VolunteeringattheDepartment'ssciencedaywasafantasticexperience.Ilearnedsomuchaboutourdiversity–theresearchandthepeoplewho

workhere.’

FemalePDRA


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In addition to science week, over 230 diverse outreach activities (e.g. school activities,undergraduateinterns,etc.)werecarriedoutduring2013-16byacademicstaff/researchersfromBiochemistry(average42%F/58%M)(Figures.45,46).

Figure.45:

Figure.46:

Examplesofoutreachactivities:

TheDepartmentiscommittedtosupportingtheparticipationofstaff inoutreachactivitiesthatengagethepublicwithscience.Thisisparticularlyimportantforschool-agepupils,whereoutreachactivitieshavethepotentialtoenthuseandmotivatechildrentopursuefurtherstudiesinscience.Engagementbyfemalescientistsinoutreachactivitiesisespeciallyimportantforprovidinggoodfemalerolemodels.However,recordingofoutreachactivitiesandrecognitionforstaffparticipatingissomewhaterratic in theDepartmentdue to therelianceonself-reporting.Wewill thereforeimprovethemechanismsforrecordingoutreachactivities,andforimprovingtherecognitiongivenforoutreachwork(e.g.viaSRD,SAP).

Tobettersupportoutreachactivities,wewillappointaleadwhoisresponsibleforco-ordinatingoutreachactivities,andfordeveloping/maintainingadatabasedetailingavailableresources.WewilladditionallyimprovethesocialmediapresenceoftheDepartment(e.g.Twitter,Facebook),andthiswillbeusedtohighlightoutreachactivities,alongwithraisingawarenessaboutE&Dissuesandcelebratingresearchexcellence.

45 47 40

2539

49 51 47

7856

0%

20%

40%

60%

80%

100%

2013 2014 2015 2016 Average

Participationinoutreachactivities

Male

Female


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Wordcount:6,193

Action.33–Wewillimprovethemechanismsforrecordingoutreachactivities,andwillincreasetherecognitiongivenforoutreachwork.

Action.34–Toappointaleadtotakeresponsibilityforco-ordinatingoutreachactivitiesintheDepartment,andtodevelopadatabasedetailingavailableresources.

Action.35–Wewillimprovethesocialmediapresence(e.g.Twitter,Facebook)oftheDepartmenttopromoteandrecognizeoutreach,alongwithraisingawarenessaboutE&Dissuesandtocelebrateresearchexcellence.


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7. FurtherInformation

N/A

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8. ActionPlan–DepartmentofBiochemistry,2017

Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones

(HOW) Timeframe(WHEN)Personresponsible(WHO)

Successcriteriaandoutcome

Action.1

Page15

ToensurethatallmembersoftheDepartmenthavetheopportunitytoparticipateintheEDC,andtomaintainabalancedmembership.WewillthusensurethatourE&DinitiativesareembeddedintotheDepartmentalculture.

TheDepartmentincludesdiversegroupsofstaffwithdifferentworkingenvironmentsandpractice.TheEDCshouldberepresentativeofallgroups,andhaveanappropriategenderbalance.

• WewillreviewCommitteemembershipannually

• WewillappointnewmembersinaccordancewithTermsofReferenceforEDC

• WewilladdressthegenderbalanceofEDC(currently67%F)

• WewillraiseawarenessofE&DsuccessesandissuesintheDepartment.

• Annually,fromJanuary2018.

ChairofEDC(DeeScadden)

SupportedbyDA(NickSmith),HoD(GerardEvan).

• ThegenderbalancewithintheEDCisrepresentativeofstaffgroupsinDepartment.By2020,minimum7%increaseinmalestaffonEDC.

• MaintainrepresentationofallstaffgroupsonEDC(annualreview).

Action.2

Page15

WewillensurethatthereisamemberoftheEDConkeydecision-makingcommitteeswithintheDepartment(e.g.Management,Strategy),whosespecificresponsibilitiesincludeservingasanadvocateforE&Dissues.

E&DissuesshouldbeconsideredonotherDepartmentalcommittees,especiallythosewithdecision-makingpowers.ThiswillenableimplementationofE&DinitiativesinDepartment,thusembeddingthemintoDepartmentalculture.

• WewillsuggestrepresentativesfromtheEDCwhowillsitoninfluentialDepartmentalcommittees,andwhohavethebriefforoverseeingE&Dissues.OurHoDwillsubsequentlyconfirmthisappointment.

• ByFebruary2018;reviewedannually.

HoD(GerardEvan)

SupportedbyEDC,whowillrequestrepresentatives.

• E&Drepresentativeondecision-makingcommitteesby2018.

• Contributionwillberecognisedinworkloadallocationdatabase(by2018).

• Minimum5%increaseby2020intheSBSsurveywithrespecttoquestionsrelatedtoE&D.

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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe(WHEN)

Personresponsible(WHO)


Action.3

Page15

WewillanalysetheengagementofmembersoftheDepartmentwiththeE&DMoodlesiteusingwebsiteanalytics,whichwillrevealitseffectiveness.Ifrequired,initiativeswillbeimplementedtoencouragemorestafftoengagewiththeMoodlesite(e.g.campaignusingdigitalinformationboards).

ItisessentialtodeterminethattheMoodleE&Dsiteisaccessibleandofbenefittoallgroupsofstaff.WewillencouragestafftoaccessE&Dinformationinthemostappropriatewayforthem.

• WewillusewebsiteanalyticstoanalyseuseofE&DMoodlesite(i.e.frequencyofaccess,staffgroupsaccessingetc.),andthesedatawillbereportedtotheEDC.

• WewillencourageDepartmentmemberstoengagewiththeE&DMoodlesite.Thiswillbeachievedbyprovidinginformationviaemail,digitalinformationboards.

• Quarterly–tocommencebyendof2017.

DeeScadden • Minimum30%ofDepartment(allstaffgroups)usingE&DMoodlesitebyJan2020.

Action.4

Page17

Thetimeslotofthebriefingeventheldforprospectivethird/fourth-yearBiochemistrystudentswillbechangedtoincreasethepotentialnumberoffemaleacademicstaffavailableasrolemodels.

Thereisaconcernthattheattendanceoffemaleacademicstaffatthisbriefingsessionislimitedduetocaringresponsibilities.Thismayaffectfemalestudents’perceptionofthesubject.

• Wewillmonitortheattendanceoffemaleacademicstaffatbriefingsessions.

• Wewillmonitorapplicationstothird-yearBiochemistryfromfemalestudents.

• Annually SandraFulton

SupportedbyChristineThulborn

• 25%ofstaffparticipatingtobefemaleby2019.

Action.5

Page21

Wewillcontinuetoraiseawarenessamongundergraduatestudentsaboutopportunitiesforpostgraduatestudiesandbeyond.Informationwillbeprovidedviadedicatedseminars,supervisiongroups,andbyprovidinggoodfemalerolemodelsinBiochemistry.

Thereisconcernthatsomefemalestudentsmaynotseepostgraduatestudiesandfurtherscientificcareersasachievablegoals.

• Wewillinensurestudentsareawareofopportunitiesforpostgraduatestudiesandbeyond(e.g.viaseminars,supervisiongroups,emails,andbyprovidinggoodrolemodels).

• Wewillmonitorthedestinationofourundergraduatestudents.Thisinformationwillbecapturedviadiscussionsthatwilltakeplaceatanendofyearlunchmeeting,orbyemail.

• Thiswilltaketimetofilterthroughsowhiledatacanbecollectedannually,longerwillbeneededtoseeaneffect.

SandraFulton

SupportedbyChristineThulbornandSarahLummis

• Determiningdestinationofminimum50%ofstudentsbyendof2018/19academicyear.

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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe

(WHEN)



Action.6

Page23

Wewillimplementinitiativesthataimtoincreasethenumberoffemaleapplicantsforacademicstaffvacancies,whichinvolvestheinclusionofwordinginjobadvertisementsthatencouragesapplicationsfromwomen,andtoactivelyidentifypotentialcandidates.

Studieshaveshowndistinctdifferencesinhowfemales/malesperceivesuitabilityforapplyingforacademicstaffvacancies.

Ourdatashowsthatweattractarelativelylowproportionoffemaleapplicantsforacademicposts.

• WewillincreasethepooloffemaleapplicantsforULvacancies.

• Thiswillbeachievedbyensuringadvertisementsencouragefemalestoapply,andbyestablishinga‘searchcommittee’toactivelyidentifysuitableapplicants(e.g.fromconferenceprogrammes,specificresearchnetworksetc.);wewillsubsequentlyapproachpotentialcandidatesandencouragethemtoapply.Wewillalsorecruitfemaleapplicantsbypersonalcommunicationatscientificmeetings.

• Wewillensuredetailsofacademicvacanciesarecommunicatedtoallstaff.

• By2020asstaffvacanciesarise.

DA(NickSmith)

SupportedbyHoD(GerardEvan)

• 10%increaseinfemaleapplicantsforallfutureULvacancies(by2020).

Action.7

Page26

WewillcontinuetointerviewstaffleavingBiochemistrytohelpidentifyanygenderbiasesaroundthereasonsforleaving,andtounderstandhowwecanhelpinenhancingthefuturecareersofourstaff.

GainanunderstandingofwhypeopleleavetheDepartment.

Gatherdataonfuturecareerdestinationstomonitoranygenderorotherbiases.

• WewillincreasethenumberofstaffmembersundertakinganexitinterviewwhenleavingtheDepartment(currently81%ofstaff;88%F/74%M).

• Thiswillbeachievedbyensuringexitinterviewsareplannedwithinsuitabletimescales,andbyhighlightingthebenefitstostaff.

• 2019

DA(NickSmith)

• 4%increaseinexitinterviewsby2019(i.e.increasefrom81%to85%).

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Action.8

Page28

WewillaimtomaintainthegenderbalanceamongstSRFs,andwewillactivelypromote,encourageandfacilitatetheestablishmentofresearchcareersforSRFs.Thiswillbeachievedthroughmentoring,andbytheprovisionoftrainingopportunitiestoenhancetransferableskills.

GenderequalityamongstSRFsreflectsfairrecruitmentprocedures,andprovidesgoodrolemodelsforresearchers

SRFshavearelativelylimitedtimetoestablishthemselvesintheirresearchcareers,andwewillsupporttheirprogression.

• WewillmonitorthecareerprogressionofSRFsviaexitinterviews.

• Wewillcontinuetoprovidementoringbymoresenioracademicstaff.

• WewillmaintaintrainingopportunitiesforSRFs,includingteaching(e.g.lectures,smallgroupteachingetc.),committeememberships,transferableskills.

• Withimmediateeffect

HoD(GerardEvan)

SupportedbyDA(NickSmith)

• 90%ofcurrent/newSRFswillhaveexitinterviewsatthecompletionoftheirfellowshiptomonitorcareerprogressionby2020.

Action.9

Page30

WewillcontinuetoactivelyencourageacademicstafftoapplyforSAPwhenappropriate,andtobeproactiveinprovidingsupportacademicstaffduringtheapplicationprocess.Wewillsustainanddevelopfurthermentoringofjunioracademicstafftofacilitatecareerprogression.

ApplicationforSAPtypicallyinvolvesacademicstaffmembersputtingthemselvesforwardforpromotion.However,werecognisethatwomenarelesslikelythanmentoputthemselvesforwardforpromotion,thuspotentiallydelayingtheircareerprogression.

• TheHoDandapanelofsenioracademicstaffwillactivelyidentifyacademicstaffmemberseligibleforSAP,andencouragethemtoapply.

• TheHoDwillcontinuetoprovidesupport/feedbacktoapplicants.

• Wewillcontinuetoprovidementoringforjunioracademicstaff.

• Panelofacademicstaffwillbeestablishedby2019SAPexercise.

• Feedbackonapplicationswillbeprovidedtoacademicstaffapplyingfor2019SAP.

HoD(GerardEvan)

• Paneltomeetannually.

• 100%ofpotentialapplicantsforSAPtomeetwithHoD.

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Action.10

Page30

ToimprovetheawarenessanduptakeofopportunitiesthatsupportstaffembarkingontheSAPprocedure,includingmentoringbymoresenioracademicstaffandparticipationintheUniversitySAPCVscheme.

Notallacademicstaffareawarethatthisschemeisavailable.

WillhelpaddressthedisparityinsuccessratesbetweenfemaleandmaleapplicantsinBiochemistry

• WewillencourageapplicantsapplyingforSAPtoengagewithUniversityCVschemetogetfeedbackforSAPapplications.

• Bymid2018,inpreparationforSAP2019.

DA(NickSmith)


• 100%ofcurrentacademicstaffawareofinitiativebySAP2019.

Action.11

Page30

WewillencouragestafftobecomementorsintheUniversitySAPCVscheme.

ExperiencedstaffmemberswillbeabletosupplygoodandrelevantadviceregardingpreparationofCVs

• Wewillcaptureandmonitorhowmanystaffbecomementors

• Bymid2018,inpreparationforSAP2019andregularlymonitoredthereafter

HoD(GerardEvan)

SupportedbyPersonnel

• 10%ofacademicstafftocontributetoSAPCVschemeby2020.

Action.12

Page32

AllstaffwillbeencouragedtoengageinappropriateE&Dtraining,includingtheonlinemoduleonunconsciousbias.Wewillensurethatstaffinvolvedinrecruitmenthavecompletedthistrainingmodule.

Topromoteacongenialworkplaceethos,whereallmembersarevalued.

E&Dtrainingisessentialformembersofstaffactivelyinvolvedinrecruitmenttoensureallappointmentsaremadefairlyandwithoutdiscrimination.

• WewillencouragenewandexistingstafftoengageinonlineE&DandUBtraining.ThiswillbepromotedduringthestaffinductionprocessandthroughDepartmentwidecommunications(e.g.email,Moodle).Wewillrecordcompliancecentrally.

• Wewillholdannualface-to-facetrainingsessionsforstaffmemberswhodonotuseonlineresources.

• Wewillmonitoruptakeoftraining,andwillenforcetrainingforallstaffinvolvedinselectioncommittees.

• OngoingforE&Dtraining.FromJune2017forUBtraining.

• Face-to-facetrainingsessiontobeheldinannually(fromDec2016)

• Staffexpectedtore-trainevery4years.

• Biannualmonitoringofdataforallstaff.

AdministrativeOfficer(DebbieCanham)


• 100%completion(E&D,UB)formembersofselectionpanelsby2018.

• Maintain>90%uptakeofE&Dtrainingforallstaff(annualreview).

• 50%ofallstaffundertakenonlineUBtrainingbyDec2018.

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ActionPlannedaction/objective(WHAT)

Rationale(WHY) Keyoutputsandmilestones(HOW) Timeframe(WHEN)



Action.13

Page34

FocusgroupswillbeestablishedtogetfeedbackontheSRDprocesstoassesstheeffectivenessoftheprocess.Staffwillbeencouragedtoundergoappraisalregularly,whichwillembedtheprocessmorefirmlyinthecultureoftheDepartment.

Surveydatahasshownthat,ingeneral,staffhaveapoorperceptionofthevalueofstaffreviews,withalowuptakeontotheschemeacrossmanystaffgroups.UnderstandingwhythisisthecasewillallowtheDepartmenttomodifytheprocesstomakeitmoreeffective.

• Wewillsetupfocusgroupsthatarerepresentativeofallstaff,andmeetingswillbeheldpriortothenextroundofappraisalstodiscussthemeritsofthescheme.

• Participationintheschemewillbeencouragedviatrainingsessionsdesignedtohighlightthemeritsoftheprocess,bothforthereviewerandthereviewee.

• Focusgrouptomeet3rdquarter2018,priortothenextreviewcycle1stquarter2019.

• Trainingsessionstobeheldpriortothereviewcycle.

DA(NickSmith)


• Findingsfromfocusgroupwillbeusedtoinformthenextreviewcycle(i.e.2019).

• Uptakeofthestaffappraisalprocesswillbemonitoredacrossallstaffgroups.15%increaseinstaffundertakingSRDin2019.

• Minimum5%increaseinstaffsurveyscorerelatingto‘receivingregularandconstructivefeedbackonperformance’(by2020).

• Minimum5%increaseinstaffsurveyscorerelatingtostaffsayingtheyhavethe‘opportunitytodiscussdevelopmentneedsregularly’(by2020).

Action.14

Page36

Aseminarserieswillbedevelopedtoprovideopportunitiesforpost-doctoralandpostgraduatestudentstosharetheirworkanddeveloppresentationskills.Wewillensurethegenderbalanceofspeakersisunbiased.

PositivefeedbackfromattendeesoftheJanuary2017DepartmentDay,whereresearchersratherthanacademicstaffwereinvitedtogivethetalks,highlightedhowvaluablethisinitiativewasforresearchers.

• Wewillintroduceamonthlypost-doctoralandpost-graduateseminarseries,andlunchwillbeprovided.WewillselecttalksfromPDRAsandfinalyearpostgraduatestudentsthatensureagoodgenderbalance.

• Wewillestablishanannualpost-graduatesymposium,whichwillconsistofshortresearchpresentations,acareerstalk,andaposternetworkingsession.

• MonthlyseminarseriestocommenceinOctober2017.

• Yearlypost-graduatesymposiumtocommenceinSeptember2018.

• Seminarseries–DeeScaddenandJuanMata

• SymposiumorganiserandSarahLummisSupportedbyChristineThulborn

• Speakerswillbechosentoachievegenderbalance–average50%F/50%Mannually.

• Numberofstaff/studentsattendingwillberecorded,bygender.5%increaseinparticipationannually.

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Action.15

Page38

WewillcontinuetoencourageacademicstaffandSRFstosubmittheirproposedgrantapplicationstotheResearchCommittee(RC)forfeedback.

Adequategrantfundingisessentialforresearch.Fundingisextremelycompetitiveandislargelydependentonthequalityoftheapplication.Forjunioracademicstaffwithlittleexperienceofpreparingagrantproposal,thiscanbedaunting,andtheadviceofmoreseniorsuccessfulgrantholdersisinvaluable.Toincreasesuccessofgrantapplicationsfromallapplicants.

• WewillensurethatinformationabouttheRCiscommunicatedtoalleligiblestaff(viaemail,RGHmeetings,intranet).

• EligiblestaffwillbeencouragedtomakeuseoftheRCforadviceonpotentialgrantapplications.

Immediately–bytheendof2017alleligiblestaffinformed

HoD(GerardEvan)

• NumberofgrantapplicationssubmittedtoRCmonitored(gender,staffgroup).Minimum15%ofapplicationsby2019.

• SuccessofallgrantapplicationssubmittedtoRCwillbeassessedandrecorded.

Action.16

Page38

ToencourageacademicstaffandSRFstouploadsuccessfulgrantapplicationstotheonlinegrantsdatabase,andtomakeuseofthedatabaseasappropriate.

Grantfundingishighlycompetitive.Grantawardingbodiesrequiredifferentstylesofapplications,anditisextremelyusefultobeabletoviewsuccessfulapplications.

• Wewillencouragestafftomakeuseoftheonlinedatabasedetailinggrantsuccesses.

• Wewillurgeacademicstaff/SRFstosubmitsuccessfulgrantapplicationstotheonlinedatabase.ThiswillbefacilitatedbytheResearchFacilitator(PaulaBibby).

• InformationaboutonlinegrantsdatabasewillbecommunicatedtoPIsbyearly2018.

• Successfulgrantapplicationswillbeuploadedasavailable,andnotlessthanquarterly.

DA(NickSmith)

SupportedbyResearchFacilitator(PaulaBibby)

• 50%increaseinsubmissionratetoonlinedatabaseby2018

• 100%ofeligiblestaffmadeawareofdatabaseby2018.

Action.17

Page39

WewillcontinuetocaptureinformationregardinggrantapplicationssubmittedbyBiochemistrystaff,andwillevaluatethesuccessrate,bygender.

Grantsarethemajorsourceofincomeforresearch.Wewillusethisinformationtodeterminethesuccessratesofvariousgroupsofstafftoidentifypotentialissuesthatmayaffectsuccessrate.

• Wewillrecordinformationaboutgrantapplicationsandsuccesses,bygender.ThisinformationwillbecommunicatedtotheEDCquarterly.

• Wasinitiatedin2016.Grantsinformationwillberecordedatleastquarterly.

ResearchFacilitator(PaulaBibby)

• Totalnumber/successfulgrantapplicationswillberecorded.

• Minimum80%ofinformationcapturedby2019.

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Action.18

Page41

Wewilldevelopa‘family-friendly’sectiononourwebsite/Moodlesitethatcontainsinformationspecificallyrelevanttostaffwithcaringresponsibilities.Wewillincludepersonalstoriesthatreflectonbalancingaresearchcareerwithfamilylife,withtheaimoffosteringinteractionsbetweenstaffthatwillfacilitatetheachievementofagoodwork-lifebalance.

SBSsurveydatashows61%ofBiochemistrystaffachievetherightbalancebetweenhomeandworklife,and39%ofstaffaresatisfiedwiththesupporttheUniversityofferstohelpbalanceworkandhomelife.Byprovidingresourcesthatsupportstaffmemberswithcaringresponsibilities,wewillaimtoimprovethework-lifebalanceofourstaffmembers.

• Afamily-friendlypagewillbesetupontheintranetandE&DMoodlesite.

• Wewillregularlyupdatethepagetoincludeinformationrelevanttostaffmemberswithcaringresponsibilities.

• Wewillapproachrelevantstaffmemberstoprovidepersonalstories

• Wewillensurethatweprovidepositiveandattainablerolemodelsforallstaffmembers(M/F).

• Interactionsbetweenstaffwillbeincreased,whichwillprovideasupportiveenvironmentintheDepartment.

• Implementwebpagebyearly2018.

• Populatewithstoriesandinformation–resourcesfromcentralchildcareoffice(e.g.regardingchildcare)andE&Doffice(e.g.MyFamilyCare):bymid2018.

• Engagewithstafftoprovidepersonalstories–bymid2018.

• Reviewmaterialregularlyquarterly.

DeeScadden

SupportedbyStephLow

• Provisionoffamily-friendlywebpageby2018.

• Achieverepresentationonpagebymembersofdifferentstaffgroups

• Torenewmaterialonwebpageatleastannually.

• 10%increaseinscoresinSBSsurveyrelevanttowork-lifebalanceby2020.

• Focusgroupswillbeusedtoassesseffectivenessandstaffsatisfaction–annuallyfrom2018.

Action.19

Page43

Wewillcontinuetoimprovecommunicationofreturntoworkpoliciesformaternity,paternityandadoptionleave,andwillcontinuetopromotetheReturnCarersScheme(RCS)viaemail,intranetandE&DMoodleSite.

InformationaboutreturntoworkpoliciesandtheRCSwillhelpeasethetransitionofstaffmembersbackintoworkafteraperiodofleave.Insodoing,staffwillbenefitfrominitiativesthatcontributetoachievingagoodworklifebalance,andformaximizingcareerprogression.

• Staffgoingonleavewillbeinformedaboutreturntoworkpolicies–thesewillbediscussedinmeetingstakingplacebeforeleavehascommenced(andfollowedupbyemail).

• Staffreturningfromleavewillbeinvitedtoa“returntowork”meetingwithDAtodiscussallsupportavailable.

• WewillaimtoincreaseawarenessoftheRCS(e.g.viaemail,website,E&DMoodle).Wewillevaluateapplicationandsuccessrates.

• Allstaffwillbeprovidedwithinformationregardingreturntoworkpoliciesformaternity,paternityandadoptionleavebyMarch2018.

• WewillcontinuetoinviteeligiblestafftoapplytoRCS(biannually).

• Returntoworkmeetings–by2018.



• 10%increaseinstaffsurveydatarelatingtowork-lifebalance–by2019.

• Minimum75%ofeligiblestaffwillbeawareofreturntoworkpoliciesandtheRCSby2019.TobeassessedinSRD,focusgroupsandsurveys.

• Maintain/improvethehighsuccessrateforstaffapplyingtoRCS.

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ActionPlannedaction/objective(WHAT)

Rationale(WHY) Keyoutputsandmilestones(HOW)

Timeframe(WHEN)



Action.20

Page43

Wewillencouragestafftomakeformalarrangementsforflexible-working,andwewillcontinuetoevaluatetheuptakeofflexible-workingforallstaffgroupsintheDepartment.

Biochemistrysupportsflexible-workingarrangements,eitheragreedformallywithinBiochemistry(short-term)orviatheUniversityschemelonger-termarrangements.Fewstaffhavemadeformalarrangementsforflexible-workingviatheUniversityscheme,butnumerousstaffworkflexiblyviaDepartmentalscheme.Importanttoensureallstaffareawareofoptionsforflexible-working.Theinherentflexibilityofworkpatternsforresearch/academicstaffmayresultinincreasedexpectationsandunregulatedworkloads.

• Wewillensurethatallstaffhavetherelevantinformationregardingalloptionsforflexible-working(e.g.part-time,flexitimeetc.).Communicationswillbeviaemail,face-to-facemeetings(e.g.SRD,line-manager).

• AmemberofHRstaffinBiochemistrywillsetupadatabasetoevaluatetheuptakeofflexible-workingforallstaffgroupsintheDepartment(usingeithertheUniversityschemeorDepartmentalprocedure).

• FromOctober2017,wewillincreaseawarenessaboutflexible-workingforallstaffgroups(e.g.byemail,website)

• InformationtobedisseminatedinRGHmeetings(termly)

• StafftobemadeawareduringSRD,2019

DA(NickSmith)


• SRDprocesswillbeusedtoprovidefeedbackonflexible-working(nextSRDexercise2019).

• MaintainSBSsurveyresultsthatshowstaffsaythey‘haveachoiceindecidinghowIdomywork’(87%in2016).

Action.21

Page46

Wewillestablisha‘DoneIt’wallintheSanger/HopkinsBiochemistrybuildingsthatwillbeusedtocelebratesuccessesofstaffintheDepartment.

Itisimportanttocelebrateachievementsofallstafftoestablishpositiveworkingenvironment.

Byprovidinginformal‘Doneit’wallitwillbeaccessibletoallstaffgroups

• Wewillsetupa‘DoneIt’wallinacommonareainboththeSangerandHopkinsbuildings.

• Wewillencourageallstafftoaddachievements/successestothe‘DoneItwallusingpost-itnotes,whichwillbeavailableatalocationadjacenttothewall.

• Bycelebratingsuccessesofallmembersofstaff,thisinitiativewillcontributetomakingtheenvironmentpositiveforallstaffgroups.

• TobeimplementedbyMarch2018

DeeScadden

SupportedbyJuanMataandStephLow

• Recordnumberofnotesaddedmonthly,bystaffgroupandgender.

• Obtainfeedbackfromstaffonvalueofinitiative(annually).

• Minimum5%increaseinresponsesonstaffsurveythatrelateto(a)‘engagement’,(b)‘senseofcommunity’,(c)‘feelingthatmyDepartmentvaluesme’(by2020).

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Action.22

Page46

Bystreamliningemailcommunications,improvingintranetengagement,andbyprovidingadditionaldigitalinformationscreensincommonareas,communicationintheDepartmentwillbeimproved.Digital/onlineinitiativeswillbefacilitatedbythecommunicationsspecialist.

DepartmentalfeedbackandstaffsurveyindicatesthatcommunicationispoorinourDepartment(e.g.surveydatashowedonly33%ofstafffelttherewasgoodcommunicationinDepartment).ThisleadstofeelingsofinequityinDepartment,andpeoplefeelingisolated.

• Wewillaimtoimprovecommunicationby:

(a) Streamliningemails(i.e.sendemailstodefinedemailgroupsratherthanwholeDepartment)

(b) Improvinguseofintranet,whichiscurrentlyunderutilised–wewillsetupacampaigntomakestaffawareofinformationavailableonintranet(e.g.usingdigitalinformationscreens,postersetc.).

(c) Increasingthenumberofdigitalinformationscreens–andindividualscreenswillbeusedtoconveyspecificinformation(e.g.publicinformation,roombookings,requestsforDepartmentalengagementetc.)

(d) Takingadvicefromcommunicationspecialist.

• Definedemailgroupsby2018

• Increaseengagementofstaffwithintranet;by2018

• Increaseuseofdigitalscreens-June2018

• Getimmediateinputfromspecialist.

Communicationsspecialist(RhysGrant)

SupportedbyStephLowandNickSmith

• Minimum10%increaseinresponsesinstaffsurveyrelatedto‘howgoodcommunicationisbetweendifferentpartsofmyDepartment’,by2020.

• Minimum5%increaseinstaffsurveydatathatsays‘IfeelinformedaboutwhatishappeningintheDepartment’(by2020).

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(HOW)Timeframe(WHEN)



Action.23

Page47

WewillcontinuetoimprovecateringfacilitiesintheDepartment,soallstaffaresupportedduringbothnormalandunsociableworkinghours.

WhilewehavepreviouslyimprovedcateringfacilitiesintheDepartmentbytheadditionofvendingmachines,betterfoodandcomfortableseating,theprovisionofrefreshmentsintheHopkinsBuildingisnotthesameasintheSanger–largelyduetolimitedkitchenfacilities/space.

Werecognisethatfeelingsofwellbeingandcommunityareimprovedbyhavingagoodworkingenvironment.

• WewillimprovetherangeoffoodofferedduringrefreshmentbreaksintheHopkinsBuilding.

• WewilldeterminewhetheradditionalseatingcanbeaccommodatedintheHopkinsbuildingtoenableagreaternumberofstafftotakerefreshmentbreakssimultaneouslyusingcommunalspaces.

• Improvecateringfacilities–endof2018

DA(NickSmith) Minimum5%improvementinSBSstaffsurveyabout(a)‘senseofcommunity’,(b)‘satisfactioninworkingenvironment,by2020.

Minimum5%increaseinSBSstaffsurveyquestionthatsays‘IfeelthatmyDepartmentvaluesme’(by2020).

Action.24Page47

WewillimplementDignity@WorktrainingforallstaffintheDepartment,whichaimstosupportandsustainapositiveworkingenvironmentforallstaff,freefromanyformofunacceptablebehaviour.

2016SBSsurveyshowedahighproportionofstaffsaidtheywouldfeelunabletoreportbullyingorharassmentwithoutworryingthatitwouldimpactnegativelyonthem.Dignity@Worktrainingwillensurewecreateapositiveworkingenvironmentfreefromunacceptablebehaviour.

• WewillengagewithUniversityPPDTeamtoimplementDignity@Worktraining.

• WewillpromoteDignity@Worktrainingtoallstaffviaemail,intranetandE&DMoodlesite.

• Wewillprovidebiannualface-to-facetrainingsessionsforallstaffgroups.

• ImplementtrainingbyMarch2018.

• PromotetrainingbyMarch2018.

• Monitoruptakeoftrainingbyallstaffgroups–biannually.


SupportedbyDA

• 10%decreaseinsurveyscoresrelatedtobullying,harassment,concernsofreporting,by2020.

• 40%ofstafftohaveundergoneDignity@worktrainingbyDec2018.

• 60%ofstaffundergonetrainingbymid2019.

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Action.25

Page51

Wewillensurerepresentationonkeydecision-makingcommitteesintheDepartmentmaximizesgenderbalanceasfaraspossible.

Itisimportantthatthereisgoodrepresentationoffemalestaffonkeydecision-makingcommittees(e.g.Management,Strategy),therebyhelpingtoachievegenderequalityintheDepartment.Conversely,wedonotwishtoundulyburdentherelativelyfewfemaleacademicstaffmembers.

• Wewillmaintainorincreasefemalerepresentationonkeydecision-makingcommittees.

• Wewillmonitorcommitteemembershipannuallyusingtheworkloadallocationdatabasetoensurefemalestaffarenotoverburdened.

• Ongoinginitiative,reviewedannually.

HoD(GerardEvan)

SupportedbyDA

• MaintainorincreasefemalerepresentationonManagement,Finance,Research,Strategycommittees(i.e.≥30%femalemembers).Reviewedannually.

• Workloadallocationmodelwilldemonstratethatcommitteemembershipbyfemale/maleacademicstaffisequitable–by2018.

Action.26

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Wewillcontinuetocaptureinformationregardingacademicstaffmembershiponinfluentialexternalcommittees,andwillencouragetheparticipationofmoreacademicstaff.SignificantcontributionstoexternalcommitteeswillbeconsideredwhenallocatingDepartmentalresponsibilities.

ItisadvantageousfortheDepartmenttohaverepresentativesoninfluentialexternalcommitteestoprovideusefulinsightsforthedevelopmentandcareerprogressionofotherstaff.

• Wewillencouragestafftoprovideup-to-dateinformationaboutexternalcommitteemembership.

• Wewillkeepinformationregardingexternalcommitteemembershipup-to-dateonworkloadallocationdatabase.

• Wewillencouragestafftoengageonexternalcommittees–communicatedatRGHmeetings,staffretreat,email.

• WewillrecognisecontributionduringSRDandSAP.

• Byendof2018:toensureup-to-dateinformationaboutexternalcommitteemembershipincludedonworkloadallocationdatabase.Reviewbiannually.

• By2019:RecognisecontributiontoexternalcommitteesinSRD/SAP

• From2018:toregularlyencouragestafftoparticipateinexternalcommittees.

DA(NickSmith)


• 80%ofstafftorecordexternalcommitteemembership–byend2018.

• Workloadallocationdatabasewilldetailup-to-dateexternalcommitteemembership–byend2018.

• 100%ofreviewersinSRDtohaveaccesstoworkloadallocationdatabasethatdetailsexternalcommitteemembership(in2019SRDprocess).

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(WHEN)



Action.27

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ToincreaseDepartment-levelacknowledgementofadministrativedutiesperformedbyacademicstaff.

Currently,althoughdataiscollectedonworkloadallocationdatabase,thisisnotpublished.Wewillthereforeaimtoimprovetherecognitionofadministrativecontributionsbyacademicstaffbymakingthisinformationavailableonintranet.

• Wewillmaintaintheworkloadallocationdatabasedetailingadministrativeduties,andmakeitavailabletoallmembersofstaff(viaintranet).

• Databaseup-to-dateandavailablewithinsixmonths

DA(NickSmith) • Ensureworkloadallocationdatabaseisup-to-date,andpublishontheintranet–2018.

Action.28

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WewillensurethatessentialDepartmentalmeetingsareheldwithincoreworkinghours(10am-4pm)toenablestaffworkingflexiblytoattend.

Ensurethatstaffwithcaringresponsibilitiescanparticipatefullyindepartmentallife

• WewillimprovetheopportunitiesforallstafftoattendessentialDepartmentalmeetingsbyschedulingmeetingsduringcorehours.

• Wherepossible,wewilluseDoodlepollstogatherinformationregardingavailabilityofstaffmembers.

• WewillpublicisethepolicyamongallDepartmentalmemberswhoareinchargeoforganisingmeetingstoensurecompliance.

• Policytobeimplementedwithin3months


Supportedbyallacademicstaff,academic-relatedstaffandassistantstaffinchargeoforganisingmeetings

• 75%ofessentialmeetingswithincorehoursby2018.

• 5%increaseonstaffsurveyofstaffbeing‘abletostriketherightbalancebetweenworkandhomelife’(by2020).

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(WHEN)



Action.29

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WewillextendthetimingofrefreshmentbreaksintheHopkinsbuildingtomaximizeinteractionsbetweenstaff.

RefreshmentbreaksintheDepartmentprovideopportunityforstafftocometogethersocially,whichpromotesinteractionbetweenresearchgroupsandotherstaff.

• Wewillextendthetimesrefreshments(i.e.tea,coffee,food)areavailableinHopkinsBuilding–tomatchtheextendedtimesnowofferedinSangerbuilding.Thiswillbedependentonstaffinglevels.

• Byendof2018,dependingonstafflevels

DA(NickSmith) • Toextendthelengthofathirdofrefreshmentbreaksbyatleast50%(i.e.morningcoffeeextendedfrom60minto90min).Byendof2018.

Action.30

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Wewillcontinuetoensurethatfemalestaffareincludedineveryundergraduatesupervisiongrouptoprovidegoodfemalerolemodelsforundergraduatestudents.

Ensurethatundergraduatestudentsmeetandinteractwithfemalerolemodels

• Wewillliaisewithteachingcommitteeandacademicstaffmemberresponsibleforallocationofsupervisiongroupstoensurethecontinuedinclusionoffemalemembersofstaffineveryundergraduatesupervisiongroup.

• Policytobeappliedimmediately

Academicstaffmemberinchargeoforganisingsupervisiongroups(HelenMott)

• Minimum30%Fstaff(Academicstaff/SRF/SRA)ineachundergraduatesupervisiongroup.

• Toobtainpositivefeedbackfromundergraduatestudentsinformally/viasurveys(annually–starting2017/18academicyear).

Action.31

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Wewillensurethatthegenderbalanceofspeakerspresentingtheweeklyseminars,andatotherkeyeventsinBiochemistry,isimproved.Thisgoalwillbecommunicatedtoacademicstaffsoalargernumberofgoodfemalespeakersaresuggested.

Werecognisetheneedforvisibilityofinspiringrolemodelsforcurrentundergraduates,postgraduatesandearlycareersresearchers.

• Wewillcommunicatethisgoaltoacademicstafftoensurethatalargernumberofgoodfemalespeakersareputforward(e.g.viaRGHmeeting,academicstaffretreat,DRD,email).

• Thegenderbalancewillbereviewedwhenselectingspeakersforeachseminarseries,withthegoalofachievinggenderequalityacrossallseminarsheldintheDepartment.

• TeaClubSeminars:

2017:29%F2018:35%F2020:50%F

• DepartmentResearchDay:ongoinginitiative

DeeScadden

Supportedbyseminarorganisers(e.g.MarcdelaRoche,SimoneWeyand)

• WewillcontinuetomonitorthegenderbalanceacrossallseminarserieswithintheDepartment,withtheaimofachievinggenderequalityoverthenext3years.

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Action Plannedaction/objective(WHAT) Rationale(WHY) Keyoutputsand

milestones(HOW) Timeframe(WHEN)Personresponsible(WHO)


Action.32

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WewillcontinuetoensurethatimagesontheDepartmentalwebsiteshowingmembersofourDepartmentinvolvedinarangeofactivitiesdemonstratediversity.

WearekeentoshowthattheDepartmentisadiverseandinclusiveplacetowork.Thevisibilityofrolemodels(genderandcultural)isanintegralpartofthisprocess.

• WewillensurethatimagesontheDepartmentalwebsitewillberegularlyreviewedandupdated.

• Wewillincreaseourpresenceonsocialmedia(SM)platformsasanadditionalwaytodemonstratediversityinourDepartment(seeAction.35).

• WealreadydisplayimageshighlightingE&Donourwebsite,andthiswillbeanongoinginitiative.Reviewedannually.

StephLow

Supportedbycommunicationsspecialist(RhysGrant)

• TheimagesdisplayedontheDepartmentwebsiteandSMdemonstratediversity.Reviewedannually.

• Minimumof50%ofimageswillbechangedannually(from2018).

Action.33

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Wewillimprovethemechanismsforrecordingoutreachactivities,andwillincreasetherecognitiongivenforoutreachwork.

WerecognisetheimportanceofoutreachactivitiesandwillencouragemembersoftheDepartmenttocontribute.Anintegratedapproachtosupporting,recordingandacknowledgingoutreachactivitieswillstreamlinethisprocessandhighlighthowwecanbettersupportoutreach.

• Wewillimprovethecaptureofinformationaboutoutreachactivities(viaemail,survey,webformsetc.).

• WewillrecogniseoutreachcontributionsaspartoftheSRDprocess.

• 2018:informationwillbedisseminatedregardinghowtoreportoutreachactivities(e.g.atRGHmeeting)

• 2018:Captureoutreachactivities-quarterly

• 2018:createannualoutreachsurvey


• Recordnumberofstaff/studentstakingpartinoutreachactivities,bygender.10%increaseininformationrecordedby2019.

• 10%increaseinoutreachactivitiesby2019.

• 5%increaseinfemaleparticipationby2019.

• Increaseawarenessofhowtheywillberecognized.Assessusingstaffsurveys(biannually).

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Action.34

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Toappointaleadtotakeresponsibilityforco-ordinatingoutreachactivitiesintheDepartment,andtodevelopadatabasedetailingavailableresources.

Co-ordinatingoutreachwillhelpustohelpresearcherstodelivermoreeffectiveoutreachprogramsbyprovidingacentralisedandaccessiblerepositoryofoutreachresources.Itwillalsoallowustodeterminewhetherwearetargetingadiverserangeofschoolsbothintermsofcultureandgender.

• Wewillappointaleadtooversee,collateandpromoteoutreachactivitiesbytheDepartment.

• Theleadforoutreachwillinitiatedevelopmentoftheoutreachresourcesdatabase(tocomplementthedatabasedetailingoutreachactivitiesbyDepartmentmembers).

• In2018aleadforoutreachwillbeappointed

• Outreachresourcesdatabaseestablishedbyendof2018.

DA(NickSmith)

SupportedbyHoD(GeradEvan)

• Leadappointed–by2018.

• OutreachresourcesdatabaseestablishedandaccessiblebyDec2018.

• Staffsurveyswillbeusedtoassesstheutilityoftheoutreachdatabase(biannlually).

Action.35

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Wewillimprovethesocialmediapresence(e.g.Twitter,Facebook)oftheDepartmenttopromoteandrecognizeoutreach,alongwithraisingawarenessaboutE&Dissuesandtocelebrateresearchexcellence.

Inordertoimpactyoungpeople,theDepartmentneedstomakesureithasastrongsocialmedia(SM)presence.WecurrentlyhaveaTwitterfeed,andwouldliketoexpandthistoanofficialFacebookandInstagramprofile.LinkstothesewouldbeaccessiblefromtheDepartmentwebpage.TheseSMoutletscanbeusedtohighlightandacknowledgeoutreachandresearchexcellence,andtopromoteE&DwithintheDepartment.

• WewillencourageresearcherstoinformtheDepartmentofoutreachworkandresearchhighlights,sothisinformationcanbedisseminatedviaSM.

• WewillensureourSMpostsrepresentandhighlightthediversitywithintheDepartment.

• SMrecognitionofoutreachactivitiescanbeginimmediatelyonourTwitterfeed.

• 2018:ImplementFacebookandInstagramprofiles.DevelopanintegratedapproachtorepresentingdiversityandhighlightingoutreachacrossallSMplatforms(e.g.Hootesuite®).


• OurTwitteraccountcurrentlyhas47followers(Sept2017).Minimumof100%increaseinfollowersbyend2019.300%increaseby2020.

• MonitorincreaseinfollowersandretweetsasthesocialmediaprofileoftheDepartmentgrows(quarterly).

• Similarly,whenFacebookandInstagramprofilesarecreated,thenumberoffollowersandresponsescanbemonitoredasindicatorsofsuccess(monitorquarterly).

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Documents

Department of Biochemistry, University of Cambridge Athena ... · Department of Biochemistry, University of Cambridge: Athena SWAN Bronze Application, 2017 - 3 - Glossary of Terms