Gender Equality Scheme - Swansea University

Extend the staff gender survey to include manual staff
Director HR
EO Officer
August 2007
Awareness of manual
staffs gender needs
Improve communication by a more focused use of the internet
EO Officer
Director Marketing
February
2008
Create an effective
method of
communication and
feedback
COMMITTEE REPRESENTATION
Committee structure
- Change current policy to ensure that immediate impetus be given
to all university committees to work towards achieving an
appropriate gender representation. Consider the introduction of
various membership options for interested staff.
Director HR/
Administrative
Secretary.
September
2007
Enable female staff to
observe and participate
in a committee structure.
- Those charged with responsibility for the nomination of members
be asked to consider the gender balance and to report annually on
the progress made with regards to gender balance to the
nominations committee.
University
Committee Chairs/
Administrative
Secretary
September
2008 &
ongoing
Identify progress made
• OBJECTIVE 2: To create a flexible working environment in which both men and women feel supported and valued.
ACTION REQUIRED RESPONSIBILITY TIMESCALE OUTCOME
Introduce a child care voucher system for employees
Director
HR/Director
Finance
June 2008 Improve retention rates
of male and female staff,
improve the rate of return
after maternity leave.
POLICY
Extend the request to work flexibly beyond parents and carers to
include all university staff.
Director HR/
Personnel Officer
June 2007
Encourage work life
balance. Improve
retention rates.
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