Gender Equality Scheme - Swansea University

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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. 60
Revise and consider the improvement of the University maternity and paternity leave policy. Director HR/ Personnel Officer June 2007 Encourage work life balance. Improve retention rates. Introduce a job share policy for the University. Director HR/Personnel & EO Officers January 2009 Equip managers and staff to work more flexibly Consider the Introduction of a “home working” policy. Director HR/Personnel & EO Officers January 2009 Equip managers and staff to work more flexibly RECRUITMENT & SELECTION Highlight via appropriate marketing material that the University is working towards a flexible and family friendly working environment. Director HR/ Personnel & EO Officers October 2007 Encourage applicants to consider working flexibly. Attract the best staff. Encourage Schools and Departments to advertise all vacancies on a flexible basis. Director HR/Personnel & EO Officers March 2009 Encourage managers to consider flexible working. Attract the best staff. Amend R&S policy to ensure that Schools and Departments have considered advertising vacancies on a flexible basis – Standard procedure will be to advertise vacancies on a flexible basis with opting out being the exception. Director HR/Personnel & EO Officers March 2009 Encourage managers to consider flexible working. Attract the best staff 61
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1 Foreword by the Vice Chancellor S
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SIGNED ............................
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The University is committed to prom
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STUDENT GENDER STATISTICS APPENDIX
Page 9 and 10: Figure 2 Upper-second class degrees
Page 11 and 12: 3. A Review of Undergraduate Module
Page 13 and 14: This section reviews taught postgra
Page 15 and 16: National Applications (Analysis by
Page 17 and 18: National Acceptances (Analysis by A
Page 19 and 20: APPENDIX II STAFF GENDER STATISTCS
Page 21 and 22: than that of female members of staf
Page 23 and 24: The overall distribution of staff b
Page 25 and 26: 1.2.6 Percentage of Female Staff by
Page 27 and 28: March 1 2004 March 1 2005 ORG. M F
Page 29 and 30: 1.4.2 100% Percentage of Female Sta
Page 31 and 32: PROFESSOR The percentage of female
Page 33 and 34: MANUAL Mar-04 Mar-05 Mar-06 M F F%
Page 35 and 36: Recent research (EOC 2005) has indi
Page 37 and 38: 1.7.5 APPLICATION SUCCESS RATE SENI
Page 39 and 40: DISCRETIONARY AWARDS 1.7.11 SUCCESS
Page 41 and 42: DISTRIBUTION OF STAFF BY GENDER AND
Page 43 and 44: The total number of Academic & Rela
Page 45 and 46: DISTRIBUTION OF STAFF BY HARASSMENT
Page 47 and 48: The re is a need for greater consis
Page 49 and 50: creation of a grading structure to
Page 51 and 52: On merit (11%) =5. Provision of mor
Page 53 and 54: Based on the information contained
Page 55: APPENDIX V OBJECTIVES AND ACTION PL
Page 58 and 59: - Change current policy to state th
Page 62 and 63: • OBJECTIVE 3: To continue to mon
Page 64 and 65: All staff to be provided with the a
Page 66 and 67: IMPACT ASSESSMENT AND INFORMATION G
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Gender Equality Scheme - Swansea University

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