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GenderAmbitions

GenderAmbitions. Evelyn Welch Vice-Principal (Arts & Sciences). Is there a problem nationally? . W omen comprised the majority in some departments, such as nursing and paramedical studies (73.7%) and psychology and behavioural sciences (58.6%).

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GenderAmbitions

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  1. GenderAmbitions Evelyn Welch Vice-Principal (Arts & Sciences)

  2. Is there a problem nationally? • Women comprised the majority in some departments, such as nursing and paramedical studies (73.7%) and psychology and behavioural sciences (58.6%). • But a higher proportion of professors are male. This was true across all modes of employment and within SET and non-SET. The gender difference is most prominently observed in full-time professorial roles in SET, where men made up 84.9% of staff. • The proportion of male academics earning a salary over £50,000 was almost double that of female academics (31.9%, compared with 16.9%). (Equality Challenge Unit Data, UK 2012)

  3. Why So Slow? • ‘Science faculty’s subtle gender biases favor male students’, PNAS, September 2012 • The Matilda Effect in Science Communication: An Experiment on Gender Bias in Publication Quality Perceptions and Collaboration Interest Science Communication 2013 35 (5) 603-625 • Women in cell biology: a seat at the table and a place at the podium Mol. Biol. Cell 2013 24 (2) 57-60

  4. Is there a problem at King’s?

  5. King’s 2012 Equalities Report • Women and men are fairly equally represented across all staff groups (54.41% female and 45.59% male). • Men are under‐represented in the School of Nursing & Midwifery • Women are under‐represented in the School of Natural & Mathematical Sciences • The proportions of female staff begin to decline from the age of 31 • Women are under‐represented as Professors, Readers and at the Clinical Carer Grade • Two‐thirds of part‐time staff at the College are women • Female staff are more likely than their male counterparts to be employed under a fixed‐term contract

  6. King’s Gender distribution by age

  7. King’s Gender distribution by role

  8. King’s Gender Distribution • Table 21 Gender distribution according to function area 2011 2011 Female % Male % • Arts & Humanities 257 51.20% 245 48.80% • Biomedical Sciences 298 48.61% 315 51.39% • Dental Institute 169 48.29% 181 51.71% • Institute of Psychiatry 615 66.06% 316 33.94% • Law 46 47.42% 51 52.58% • Medicine 721 58.43% 513 41.57% • Natural & • Mathematical Sciences 48 23.41% 157 76.59% • Nursing & Midwifery 150 81.08% 35 18.92% • Social Science • & Public Policy 187 43.19% 246 56.81% • Health Schools Services 115 63.54% 66 36.46% • Professional Services 596 51.51% 561 48.49% 320254.38%268645.62%

  9. Gender Equality at King’s • Diversity and Inclusion Steering Group: Chair, Chris Mottershead • Athena SWAN Steering Group: Chair, Evelyn Welch • Athena SWAN Champions Network: Chair, Elizabeth Kuipers • Aurora membership (Leadership Foundation mentorship scheme) • ECU Gender Charter Mark scheme (piloted by Social Science Health and Medicine)

  10. Actions underway • A Pilot Mentoring Programme for Women Academics. The VP Health has agreed to act as Champion for the scheme which will operate in all 6 STEMM Schools. • Unconscious Bias Training. An invitation to tender for the delivery of training for members of Academic Staff Committee and senior academic and professional services staff has been sent to relevant providers

  11. Actions underway • Academic Promotions. Steps have been taken within Schools and centrally to encourage all managers to actively discuss promotion plans with their staff as standard, and where colleagues are not yet ready to apply for promotion, put in place measures to prepare them to apply in future rounds • Parenting Leave Fund. This was launched in April 2013 and a high number of applications have been received. To date 14 applications have been approved and the funds for the 2013-14 financial year have been exhausted

  12. Actions underway • Parent Buddy Scheme. A scheme to allow men and women returning from maternity/ paternity/adoption leave to give and receive mutual support has been launched with a high take up from staff • King’s Award. A dedicated Athena SWAN Award category has been launched and several strong nominations have been received

  13. Next Steps • Planned Silver Submissions from all SET units • Pilot Gender chartermarksubmission from SSHM

  14. Next Steps • This matters to all of us – a fairer, more equitable place to work creates real value for everyone: men and women • The award is the icing on the cake – not the aim in itself • Its challenging but also a lot of fun - coming together to support a new way of working is exciting

  15. Thank you for working with us • Sandra Brown, Debbie Epstein and Carl Davies • Professor Helen McCutcheon and the Athena SWAN Bronze submission group • SSHM for piloting the Gender charter mark • All those going forward for silver!

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