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Equality & Diversity: Athena Report and Action Plan Home Page A–Z indexContactsIntegrated Equal Opportunities PolicyAgeDisabilityGenderRaceReligion and beliefSexual OrientationSingle Equality Strategy  Athena Report and Action PlanEquality & Diversity University of Oxford Athena Project 2000–1: Action Plan  Summary The Oxford Athena Project Members Recommendations Projecting a positive image Selection criteria and the recruitment process Employment practices Future positive action initiatives at Oxford Encouraging applications from women scientists Summary In 1999–2000 the University of Oxford applied successfully to the national Athena Project[1] for funding to assist with a programme of positive action aimed at encouraging applications from women scientists for academic appointments at the University. Positive action with the objective of encouraging applications from an under-represented sex is defined and authorised by the Sex Discrimination Act 1975. The University's application was based on an analysis of data from its recruitment monitoring scheme. This consistently demonstrates that women are appointed to academic posts, including those in science, engineering and technology (SET), at least in proportion to their applications, but that the rate of applications from women is low compared with numbers suggested by the available data to exist in recruitment pools such as contract research staff at Oxford and elsewhere and lecturers at other institutions. The acceptance of Athena funding commits the University to develop and carry out an action plan based on the experience of its project. This action plan (pdf file, 12KB) is annexed in tabular form and further information on the Oxford Athena project is provided below. Although the Oxford Athena project, and therefore this report, deal with the scientific disciplines, there is evidence that women are similarly under-represented at Oxford in some areas of the humanities and social sciences and, where appropriate, the action plan is intended to cover all disciplines. It is also hoped that this report and the resulting action plan will also be of assistance to other institutions with similar patterns of recruitment and employment. The Oxford Athena project Commitment from the leadership of an organisation has been identified by both the Equal Opportunities Commission and the Commission for Racial Equality as essential to the success of positive action initiatives aimed at reducing under-representation of one sex or certain races in areas of employment. The Oxford Athena project was personally endorsed by the Vice-Chancellor of the University of Oxford, who spoke about his commitment at the conference described below. The project team was led by an equally committed Pro-Vice Chancellor. Members: Professor Susan Iversen, Pro-Vice Chancellor (Planning and Resource Allocation) (Chair) Dr Susanna Blackshaw, Department of Human Anatomy Ms June Jackson, Consultant, Royal Holloway, University of London Mr John Kirwan, Oxford University Careers Service Dr Jane Mellor, Department of Biochemistry Professor Peter Newell, Head of the Life and Environmental Sciences Division Ms Rebecca Nestor, Institute for the Advancement of University Learning Dr Carol Robinson, Department of Chemistry Ms Judith Secker, Equal Opportunities Officer, later Deputy Head of Personnel Services Dr Jeremy Whiteley, Head of Personnel Services The project was developed in two stages. First a study aimed at identifying and removing the barriers, both real and perceived, that may prevent women applying for academic posts was carried out by the Equal Opportunities Consultancy Group, Royal Holloway, University of London. The consultant's recommendations have been of great benefit in developing the Oxford Action Plan. Secondly, in July 2001, the University held its Women in Science conference as the first step in removing some of the barriers to applications from women identified by its consultant. The conference was in large part funded by donations from the Oxford Colleges and the University is grateful for their generosity. Evaluation of the conference as an example of positive action was funded by the national Athena Project and the consultant's evaluation is commented on below. The aims of the conference were: 1. To provide information to women scientists about career options in science, in particular about opportunities to combine research and teaching in a university such as Oxford including: The selection criteria and process for academic appointments. What's involved, day-to-day, in the job. College life. The benefits of working at Oxford. 2. To encourage and support qualified women in applying for academic posts, especially at Oxford. During the summer of 2001 Oxford, along with all other eligible HEIs, was invited by the Higher Education Funding Council for England (HEFCE) to apply for additional funds for rewarding and developing staff. Application was by submission of a Human Resources Strategy spanning the years 2001-2004. Such strategies were expected to have a strong equal opportunities strand and the University was able to include in its strategy many of the elements of positive action already suggested by its Athena project. The Oxford Action Plan follows the tabular format and timetable already adopted by the University in its Human Resources Strategy and has similarly been designed to take effect in the period 2001–4. Recommendations The recommendations that have been developed as a result of both the study and the conference stages of the Oxford Athena project are summarised in the Oxford Action Plan (pdf file) and are presented more fully here: Projecting a positive imageAlthough it is over 20 years since Oxford was an exclusively male environment, and despite the success of women who apply for posts at the University, women interviewed by the consultant confirmed that the University needs to counteract a continuing image that it is a white, male institution. Interviewees suggested that greater publicity should be given to women's work in science, engineering, and technology at the University, both current and historical. Organising the Women in Science conference brought to light that very little effective publicity material describing the work of the University and its many successes is available for mounting exhibitions at such events, whether internal or external. It is recommended that the University centrally develop such materials, both in hard copy for display and on its website, and that departments be encouraged to develop their own materials. Interviewees for the study stressed that care needs to be taken to ensure the use of language and images which are inclusive of women in such materials. Departments might also wish to think about ensuring that such positive images are incorporated throughout their programmes of work, perhaps, for instance, inviting women from other institutions to discuss their work at lectures and other events. Selection criteria and the recruitment process Advertising Women who participated in the study were asked for their views on the University's advertisements and on the further particulars of posts sent to those who enquire in response to an advertisement. Respondents from outside Oxford found these materials to be particularly daunting, commenting on their length, style, and lack of clarity about duties, salaries, and the relationship between University and College. Interviewees indicated that they would be encouraged to apply for posts at Oxford by positive action at the advertisement stage. It was suggested that, in addition to the current placing of advertisements, these might be circulated through a range of relevant women's networks, such as the local higher education networks being established by the national Athena Project and existing scientific networks of women. The consultant has also recommended that, rather than simply declaring itself an equal opportunity employer, the University might consider adding a welcoming positive action statement to its advertisements. Such a statement would need to be carefully drafted in order to ensure that encouragement of applications from under-represented groups does not discourage other qualified applicants. The University is currently reviewing its recruitment materials and strategies for non-academic and academic-related posts and its advertisement agency, Barkers, has provided helpful expertise in copy writing and style. It is suggested that this review be extended to the materials used in academic recruitment and the consideration of a positive action statement. It will be important that the views of colleges are included. Interviewees felt that it was important that both women and men be involved in drawing up selection criteria and that care be taken to check such criteria for any inadvertent adverse impact on women. In particular expectations of quantity of research output should take into account the effect which differing family responsibilities might have in determining differing career development for women compared with men. Interviewing Interviewees also commented adversely on the Oxford interview process, which, because it includes both college and university interviews and has traditionally involved very large numbers of predominantly male selectors, is viewed externally as particularly intimidating for women. The Women in Science conference provided evidence that these practices are already changing. University interviews now involve fewer selectors and it is a requirement of the Equal Opportunities Policy and Code of Practice that, wherever practicable, selectors of both sexes participate. Many colleges too have reduced the numbers of those interviewing, and invitations to dine are now often purely social occasions having no bearing on the selection process. Given the strength of the perceptions identified it is important that recruitment materials provide reassuring details of selection procedures. Training The consultant has recommended that those who chair recruitment panels should be required to attend a briefing or seminar including information on gender equality in the selection process. The Equal Opportunities Policy and Code of Practice currently requires that at least one member of each such panel has attended one of the briefings organised by the Institute for the Advancement of University Learning (IAUL). Recruitment and selection training has been provided for some years and there are very many university staff who have attended the briefings. Recruitment monitoring shows that nearly all panels now include a trained person. It is however often the case that this person is not the chair of the selection panel and the introduction of a requirement that those who chair panels be trained is a helpful and practicable next step in the University's development of its equal opportunities policies and practices. IAUL is currently developing guidance and staff development programmes for those involved in recruiting to academic posts and it is suggested that these recommendations be adopted within that framework. Employment practices Salaries Women interviewed for the study were concerned that the link between age and salary at Oxford might result in inadvertent discrimination against very able women who, because of having children, might either have embarked on an academic career later than would be usual or might have made slower progress in their careers, and therefore might be older and more expensive to employ than others at an equivalent stage in the field. The University's recruitment monitoring scheme contradicts this impression, demonstrating that women are employed at least in proportion to their applications. A salary audit carried out in 1999 established that the discretion available exceptionally to appoint academic staff on points higher on the scale than indicated by age has neither advantaged nor disadvantaged women. There is however a risk that recent financial devolution within the University in a climate of reducing overall funds might begin to militate against the employment of women in these circumstances. As part of its Human Resources Strategy the University intends to review its salary structures. This review will be informed by wider equal pay considerations as well as by the results of continuing monitoring and pay audits. The guidance and staff development programmes being developed by IAUL for those involved in recruiting to academic posts might usefully emphasise the importance of not allowing cost considerations to disadvantage women who combine careers and childrearing. Mentoring and career support The consultant has recommended that the University introduce a formal mentoring scheme and in particular that post-doctoral researchers are mentored and encouraged to consider academic careers. There is evidence that well-qualified women may not share the confidence in their own skills and abilities possessed by their male colleagues. It was notable that each of the women scientists who spoke at the University's Women in Science conference independently identified mentoring as having been essential to building confidence in her own abilities and to the development of her career. To date such mentoring has been informal and, interestingly, has been at least as likely to have been provided by male colleagues as by women. Many of the projects funded by the national Athena Project for 1999-2000 focused on mentoring and as a result there is now considerable experience of such arrangements in higher education. More coherent careers support and staff development opportunities for researchers, together with guidance for those who manage their work, has also been recommended. The University's careers service and IAUL have already developed such initiatives. Their dissemination, together with the development of a mentoring scheme at Oxford, has been included in the University's Human Resources Strategy. Career development fellowships Researchers who participated in the study confirmed that a lectureship at Oxford is known to carry greater seniority than identically titled posts at other institutions, which, unlike Oxford, differentiate between lecturers and senior lecturers. Talented junior researchers at Oxford wishing to develop an academic career are likely to move to other institutions and, if they subsequently settle away from Oxford, may be lost as potential applicants once they become sufficiently experienced to meet the selection criteria for an Oxford lectureship. In order to recruit and retain individuals of outstanding promise at the early stage of an academic career the University has included the design of a Career Development Fellowship scheme in its Human Resources Strategy and plans to appoint 15 such fellows during 2002-4. The possibilities for positive action encouraging women to apply for such fellowships will be considered and implemented during their development. Work-life balance The women who were interviewed for the study, and many of those who spoke at or attended the conference, commented that there is a lack of transparency about the flexibility with which it is possible to develop an academic career at Oxford. Potential applicants from outside the University see only a description of university and college duties and of the attendant administrative burdens, which are said to be particularly intimidating for women who have family responsibilities. Yet many of the senior scientists who spoke at the conference identified the flexibility and support forthcoming from both University and College when their children were younger. Legislation bringing into effect the EU parental leave directive is imminent and the University's Human Resources Strategy requires the development of policies enabling non-academic and academic-related staff to achieve a desirable balance between their work and life outside it. It is recommended that, taking account of the very different and already very flexible culture in academic life, such policies might also be developed for academic staff. Whilst policies in this area might primarily be of interest to staff with family responsibilities it is not intended that those without such responsibilities would necessarily be excluded. There are existing examples of duties being adjusted to permit part-time working and such examples could usefully inform the development of a more comprehensive and consistent approach to creating opportunities for part-time working. The importance of providing childcare facilities was also stressed by respondents to the study. The University has recently expanded its provision to include school holiday play schemes and is actively expanding the number of nursery places available for under-fives. Information on these facilities, together with the introduction of work-life balance policies should be included in further particulars for academic posts at Oxford. Networking The women who participated in the study identified the encouragement derived from opportunities to network with other women scientists as valuable to the development of their career strategies. An organised network of senior women at Oxford was suggested with the aim both of facilitating networking between women at senior levels and enabling such women to encourage those more junior to themselves, perhaps through organised events. The academic and research group of the Oxford Women's Network includes all women in academic or research posts who wish to join it, making no differentiation in seniority. It is suggested that senior women at Oxford be canvassed to ascertain what level of support there might be for such a network. Future positive action initiatives at Oxford The consultant's evaluation of the Women in Science conference held at Oxford on 23 July suggests that, overall it would seem that this event was successful in beginning to break down some of the misconceptions about academic life at Oxford. Even with additional funding from HEFCE the resources required to organise such events are not inconsiderable and it is recommended that similar events be organised biennially rather than more frequently. Consideration will need to be given to extending such events to the humanities and social sciences. Funding for such positive action initiatives has been allocated by HEFCE within the funding provided for the University's Human Resources Strategy. Although the conference aims clearly stated that its purpose was to provide information on and encourage applications for academic posts at Oxford and similar universities, a number of issues were raised concerning the perceived inequality of opportunity for women in scientific careers more generally. Responding to these concerns is beyond the remit of a single institution and they have been referred to the national Athena Project. The University is already actively involved in the Research Careers Initiative and it is recommended that Oxford should participate in appropriate national events and strategies aimed at increasing equality of opportunity for women more generally. Evaluation It will be important that the success of future events and of the other actions outlined in this report is carefully monitored to check that the number of applications received from women, and therefore the numbers of women appointed, do increase as envisaged. The University's recruitment monitoring scheme will measure such increase in applications and appointments but cannot judge the responses of those who apply, or of those who continue to choose not to apply, for academic posts at Oxford. It is therefore recommended that further qualitative interviews and surveys be carried out towards the end of this programme, with the aim of making recommendations about any further action programme. Judith Secker September 2001[1] The Athena Project operates under the auspices of Universities UK. Its aim is the advancement of women in science, engineering and technology in higher education. To achieve its aim, Athena works with HEIs to develop, share, encourage and disseminate good practice.University of Oxford > University Administration and Services > Equality & DiversityMaintained by:  Equality & Diversity webmaster(eoweb@admin.ox.ac.uk)Last modified: 18 July 2008Originating URL: http://www.admin.ox.ac.uk/eop/gender/athena.shtml© 2001, University of Oxford. Enquiries to Webmaster (webmaster@admin.ox.ac.uk) |
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