Develop guidance on best practice drawing on findings of external recruitment review and follow-up consultations. Success criteria: Best practice document available for recruiting managers.
Continue to review all recruitment materials to ensure consistency of approach and messages regarding our commitment to EDI, free from gender biased phrasing and imagery. Developing further in light of recommendations from the review of recruitment. Success criteria: Continuous improvement in recruitment materials e.g., use of positive imagery, absence of gender-biased phrasing, inclusion of equality statement and Athena SWAN logo, options for male and female contacts.
Materials used and experience gained to be used to develop best-practice guidelines and template job descriptions and person specifications for academic roles. Success criteria: A suite of template job descriptions and person specifications developed for academic roles available for future recruitment rounds.
Continue to monitor impact and address any issues with the use of search committees and recruitment agencies who we directed to consider gender balance in the candidate pool. Success criteria: Clear analysis of the impact of using search committees/recruitment agencies on equality.
Continue bespoke Recruiting the Best training sessions to ensure a sufficiently large pool of potential Panel Chairs and members to avoid overburdening. Success criteria: All Chairs and >50% of panel members to have undertaken training by Dec 2019.
Introduce 3 year renewal requirement for all Panel Chairs. Success criteria: All Chairs to have had training within last 3 years by Dec 2022.
Increase pool of female panel members by inviting females who are less senior to participate, supported by an experienced Chair. Success criteria: Further improvement and greater consistency in the gender profile of recruitment panels. More female staff who have developed interviewing skills and are able to participate in panels.
Establish a 'Developmental Lecturer' route - drawing on experiences of LMS and other departments across the University. Success criteria: Proposal for 'Developmental Lecturer' route approved by PRC by Jan 2019 with further development based on feedback from members and RCAD.
Recruiting managers to be asked to consider making academic roles cross-grade (e.g., 7, 8, 9), part-time, job shares or secondments, as appropriate. Success criteria: Scheme in place from Aug 2019, with evaluation Jul 2021.
Make more explicit in adverts that we will consider part-time and job-sharing. Success criteria: All vacancies advertised across grades (if appropriate), with flexible FTE/job share, and secondment if possible.
Monitoring of applicant/interview/appointment ratios and investigation of any significant deviations. Success criteria: Improved consistency in vacancy gender ratios by Oct 2019.
Predicted outcomes: Increase in proportion of females applying for academic T&R positions from 38% to 45% by Oct 2021. More transparent decision-making embedded in recruitment processes.
Lead: Neil Johnson (Dean) and Marie Knox-Davies (HR partner) with AsD Staff Development, AsD Communication & Marketing, HoDs and EEC Co-Chairs.