Issue and area for action identified Actions Timescales Accountability Responsibility Success Measures 1 Costs of childcare discourages (female) staff attendance at conferences. Establish a faculty fund for conference attendance focussed on support for childcare open to male and female staff members. October 2013 Anthony Finkelstein FM Uptake of funding. Analysis of uptake (male/female; reports from recipients; increased uptake over time). 2 Number of BME appointees to professional services positions far fewer than applicant numbers. Unconscious Bias training for all DM’s and recruiting managers. Three sessions within the 12 months to June 2014 Anthony Finkelstein FM/DMs Minimum two professional services staff per department trained. Percentage BME appointees is in line with percentage BME appointments for the period Sept 2014 – Aug 2015. Application and appointment percentage remains in-line post-August 2015. Further analysis of data to identify if there are specific roles, or any trends. October 2013 Anthony Finkelstein FM/Fiona McClement
3 Seniority of female academic staff All departments to have a Deputy HoD and to encourage women to take up these positions as a transition to a Headship. October 2013 Anthony Finkelstein HoDs At one female Deputy HoD by September 2015. At least one female HoD by 2016. 4 Low numbers of black members of academic staff. Examine applicant ethnicity data and consult the Race Equality Steering Group. June 2014 Anthony Finkelstein FM/Dean Increase percentage applications from black applicants (aim: 10%) Increase percentage appointments of black applicants (aim: 10%) 5 Attainment gap between white and BME students Promote participation in UCL’s Transitions Programme. November 2013 Anthony Finkelstein Communications Tutors Reduction from 6% for period 2007-2010, to (minimum) 2% for period 2013-2016. 6 Attracting females to apply for academic positions. Review language used in job advertisements – present Engineering as Civil Engineering suggested as an example of good practice; others to be identified outside UCL/sector. January 2014 Anthony Finkelstein Communications Manager/external marketing advisors Increase of female shortlisted candidates (aim: 50%) by 2020 Increase of female appointments (aim: 50%) by 2020 Headhunters no longer required by 2018 due to Engineering attracting sufficient numbers of applications from suitably qualified female candidates.
At one female applicant on every shortlist; if no women apply or the female applicants do not meet the criteria, an executive search firm is to be used to identify and engage with suitable candidates. With effect from 1st September 2013. Anthony Finkelstein Heads of managers There is a much higher percentage of Chinese female post-docs than found in other nationalities/cultures. Hold focus groups with these students to identify why engineering is more appealing to women from other cultural backgrounds. April 2014 Anthony Finkelstein Faculty in tandem with Departmental Graduate Tutors Collect and publish case studies on academic staff that work part-time. May 2014 Anthony Finkelstein HoDs Better utilise female academic networks to encourage more women to apply for posts. March 2014 Anthony Finkelstein Communications Manager/external marketing advisors