Faculty of Medical Sciences – Equality and Diversity Action Plan 2013-14
Issue and area for action identified / Actions / Timescales / Accountable / Responsible / Success Measures- Improve gender equality
Increase the number of women in senior roles (proportion of women who are G9 & 10) / -Review pay banding and professorial pay levels for equity and equality disparities / Prior to each professorial pay rounds / Dean / Faculty Manager / Further reduction in non clinical professorial pay gap
-Define and implement a set of actions which aim to deliver the same success rate for male and female academic promotions (currently fewer women are successful than men, and may receive less support in the process than men) / October 2013 / Dean / Faculty Manager / Improvement in female academic promotions success rates
-Analyse non clinical professorial pay in detail to draw out any underlying factors within the Faculty which contribute to the pay gap – and establish a set of corrective actions / October 2013 / Dean, Division Directors / Faculty manager / Identification of specific underlying behaviours or issues which present a barrier to equal pay
-Review current management, leadership and enabling roles (both within the Faculty and external to it) to identify potential additional leadership opportunities for both academic and professional services female staff with a view to having a 50:50 balance for men and women in these roles / November 2013 / Dean / Directors / More women in developmental and leadership roles in the Faculty
-For senior roles recruited using headhunters, request that 50% of both the long and short list candidates are female / 2013-14 / Dean, Directors / Faculty Manager, Division Managers / Increased women apply for senior positions
-All Divisions and Institutes in FMS to achieve Athena Swan Silver Status / 2013-14 / Dean / Division and Institute Directors / Silver award for all Institutes and Divisions
-Establish a community of practice for gender equality across the Faculty, involving both academic and professional services men and women, to ensure that gender equality policies and procedures are widely understood and practiced / September 2013 / Faculty Manager / Directors, Managers / Reduction in pay gap
- Improve BME representation
Improve the representation of BME staff (although FMS is meeting the current UCL target we feel we can still improve) / -Conduct analysis into disparities in recruitment outcomes for BME candidates in order to understand how, precisely, this happens in FMS / November 2013 / Faculty Manager / Faculty Manager / HR community of practice to review the outcomes of the analysis
-The Faculty HR community of practice to consult with the University's RaceEquality Steering Group to identify further actions to be taken at local level / March 2014 / Faculty Manager / Division Managers / Improved metrics on BME staff and students (some metrics to be defined as part of this process)
-Ensure all new staff undertake online E&D training and that continuing staff undertake refresher training every 5 years / June 2014 / Faculty Manager / Division Managers / Evidence of training to be reviewed by HR community of practice
- Improve recruitment practices
Ensure balanced representation throughout Faculty on all recruitment panels in terms of gender, ethnicity / -Using the Faculty HR community of practice, develop a group of people to participate in recruitment panels, to ensure good practice / 2013-14 / Faculty Manager / HR community of practice / Underlying knowledge and awareness improved, should feed into generally improved KPIs
-Identify training opportunities for all grades which help to raise awareness of eg unconscious bias / 2013-14 / Faculty Manager / HR community of practice / Increased numbers of staff who have participated in training on these areas
-Maintain register of qualified panel members, including relevant training and encourage them to meet and share experience / November 2013 / Faculty Manager / Division Managers / Results in larger pool of individuals who are champions of good practice