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RCUK
Rosie Beales
Research Careers and Diversity,
RCUK Strategy Unit
Equality and Diversity
• RCUK promotes and supports equality and
diversity within research at all levels.
• The rewards of...
Key Issues
• Women underrepresented in senior positions –
19.1% of all professors; 28% of all academic
senior managers
• A...
Arts and Humanities
Philosophy
• only 35% of philosophy PhD students in the UK
are female, compared to 61% in English and 53%
in history
• pro...
Challenging Questions
• Why do individuals from traditionally
disadvantaged backgrounds still find it harder to
secure & d...
Current Sector Drivers
• The Equality Act 2010
• The Concordat to Support the Career
Development of Researchers
• Research...
ECU Gender Equality Mark
• The gender equality charter mark will extend the
Athena SWAN Charter for Women in science,
tech...
Equality & Diversity in REF
• Equalities firmly embedded. Established EDAG /
EDAP
• Promotion through research environment...
Research Environment Evidence
REF Research Environment requires evidence of
vitality and sustainability in respect of
•res...
Research Environment Evidence
• Evidence of support for equality and diversity
• Integration of early career researchers i...
Research Environment Evidence
• Evidence of a commitment to implement the
principles of the Concordat to support the Caree...
RCUK Equality and Diversity
RCUK expect those in receipt of Research Council
funding to:
• promote and lead cultural chang...
RCUK Equality and Diversity
RCUK recommend that the evidence includes:
•participation in schemes such as Athena SWAN, Proj...
Equality and Diversity
RCUK will:
•review the overall effectiveness of the approach at
a Departmental / Institutional leve...
Implementation
Data Analysis and publication
• As funders
• As employers
Toolkit for RC staff
• What questions should we a...
Overview
• Range of drivers, expertise, processes and
activities
• Need to look in depth at discipline areas both by
insti...
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Diversity in Research - Rosie Beales, AHRC Subject Assocation Event

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Diversity in Research – Rosie Beales (RCUK)
AHRC Subject Assocation event September 2013

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  • Arts and Humanities pattern of progression no different to other disciplines
  • National Institute for Health Research
  • That employment policies, practices and procedures should actively promote gender equality A broad range of work actively undertaken by staff is recognised in their career progression and promotion To tackle the unfair treatment often experienced by trans people requires changing cultures and attitudes across the organisation 21 depts plus those in pilot 11 HEIs
  • Important this is at Unit of Assessment Level so should highlight good of practice at this level
  • ECU - The gender equality charter mark will extend the Athena SWAN Charter for Women in science, technology, engineering, maths and medicine to the arts, humanities and social sciences and aims to address gender inequalities and imbalance in the sector, in particular, the underrepresentation of women in senior roles. The charter mark covers academic staff, professional and support staff, men, women and gender identity. ERCounts - Funded by HEFCE, with aims to; bring about change in culture & practice and build capacity raise profile of E&D for research staff amongst PIs and senior management Project outcomes two successful events high quality E&D development resources targeted stakeholder briefings network of institutional champions
  • eg have you analysed your PRES, CROS, PIRLS data at department/UoA level? By gender etc? RGEF: discussed their issues about Maternity leave and pay and made clear that a lot of the queries were myths, out of date or misunderstandings. I was surprised by the range of understanding about the funding process (our payroll is used by the RCs who employ RAs to yes they are our employees and we have (limited) funding schemes in place for cover and help with return to work) and about indirect costs.
  • Transcript of "Diversity in Research - Rosie Beales, AHRC Subject Assocation Event"

    1. 1. RCUK Rosie Beales Research Careers and Diversity, RCUK Strategy Unit
    2. 2. Equality and Diversity • RCUK promotes and supports equality and diversity within research at all levels. • The rewards of diversity are significant: – recruiting staff from the widest possible pool unlocks talent and thus contributes to the success of research and brings major benefits to the UK's economy and society. • However, despite positive progress, there are still too many groups under-represented • RCUK's emphasis on E&D will stimulate further action across the research community.
    3. 3. Key Issues • Women underrepresented in senior positions – 19.1% of all professors; 28% of all academic senior managers • Asian and black academics less likely to be professors vis-a-vis white peers; all BME groups less likely to be academic senior managers • Academics with declared disability more likely to be on teaching only contracts Source: ECU Equality in higher education: Statistical report 2011 http://www.ecu.ac.uk/publications/equality-in-he-stats-11
    4. 4. Arts and Humanities
    5. 5. Philosophy • only 35% of philosophy PhD students in the UK are female, compared to 61% in English and 53% in history • proportion of permanent post-holders in UK philosophy departments who are women stands at roughly 24%, despite the fact that roughly 46% of single and joint Honours undergraduates are women Women in Philosophy in the UK: A report by the British Philosophical Association and the Society for Women in Philosophy UK
    6. 6. Challenging Questions • Why do individuals from traditionally disadvantaged backgrounds still find it harder to secure & develop established positions in HE? • Why do we have such big drop-out rates in research careers? • Why do we have cultures and practices in place that make it harder for those in certain groups to progress?
    7. 7. Current Sector Drivers • The Equality Act 2010 • The Concordat to Support the Career Development of Researchers • Research Excellence Framework • NIHR Statement on Athena SWAN Silver Award Requirement • Tapping Scotland’s talent: Women in Science, Technology, Engineering and Maths in Scotland Report • RCUK Statement on E&D
    8. 8. ECU Gender Equality Mark • The gender equality charter mark will extend the Athena SWAN Charter for Women in science, technology, engineering, maths and medicine to the arts, humanities and social sciences • aims to address gender inequalities and imbalance in the sector, in particular, the underrepresentation of women in senior roles • Some additional areas of focus have been added to the gender charter mark trial which will include applications from over 30 institutions and departments
    9. 9. Equality & Diversity in REF • Equalities firmly embedded. Established EDAG / EDAP • Promotion through research environment template • Greater consistency across panels • Strengthened requirements for Codes of Practice • Improved procedures for individual staff circumstances • Improved post-exercise monitoring of staff selection at sector level
    10. 10. Research Environment Evidence REF Research Environment requires evidence of vitality and sustainability in respect of •research strategy •people (staffing strategy and staff development; •and research students) •income, infrastructure and facilities •collaboration and contribution to the discipline or research base
    11. 11. Research Environment Evidence • Evidence of support for equality and diversity • Integration of early career researchers into the wider research culture • The availability of career development for researchers at all stages • The use of coaches and mentors to support researchers and research leaders • Exchanges between academic and other sectors through recruitment and secondment of staff
    12. 12. Research Environment Evidence • Evidence of a commitment to implement the principles of the Concordat to support the Career Development of Researchers • Evidence of provision of support for research careers • Research students’ skill development and career guidance
    13. 13. RCUK Equality and Diversity RCUK expect those in receipt of Research Council funding to: • promote and lead cultural change in relation to equalities and diversity • engage staff at all levels with improving the promotion of equality and diversity • ensure all members of the research workforce are trained and supported to address disincentives and indirect obstacles to recruitment, retention and progression in research careers • provide evidence of ways in which equality and diversity issues are managed at both an institutional and department level
    14. 14. RCUK Equality and Diversity RCUK recommend that the evidence includes: •participation in schemes such as Athena SWAN, Project Juno, Investors in People, Stonewall Diversity Champions and other similar initiatives to demonstrate departmental level action •input prepared for the Research Excellence Framework research environment at unit of assessment level •appropriate benchmarking data (e.g. heidi equality reports from HESA data) •evidence of the application of the Vitae ‘Every Researcher Counts resource’ to support this work •other available and pertinent management information
    15. 15. Equality and Diversity RCUK will: •review the overall effectiveness of the approach at a Departmental / Institutional level through its Audit and Assurance Programme •discuss equality and diversity at Institutional visits •reserve the right to introduce more formal accreditation requirements for grant funding should significant improvement not be evidenced.
    16. 16. Implementation Data Analysis and publication • As funders • As employers Toolkit for RC staff • What questions should we ask to drive change at a department level? Briefing/FAQs on Maternity Leave and Pay • What needs to be included for staff and students? Assurance • Questions related to the RCUK statement
    17. 17. Overview • Range of drivers, expertise, processes and activities • Need to look in depth at discipline areas both by institutions and the sector • Sector bodies are working together, sharing strategies, activities and practice • Evidence of impact should follow
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