Athena SWAN Initiatives

Core hours policy

Core hours policy

  • We are setting core hours for meetings within ICAMS. This will allow people with caring and other commitments, flexible and part time workers, the ability to attend meetings.
  • The ICAMS core hours are 10am-4pm Monday to Friday. All meetings should try and be within this time to allow maximum opportunities for attendance.
  • All meetings should try and be within this time to allow maximum opportunities for attendance. If in exceptional circumstances these hours are not possible, the timing of the meetings should be agreed by consensus (e.g. doodle poll) and 6 weeks’ notice of the meeting should be given to allow staff with caring and other commitments the opportunity to make alternative plans.
  • Compliance will be monitored by central bookings

Family friendly HR policies and maternity leave cover policy

Family friendly HR policies and maternity leave cover policy for ICAMS staff

  • Maternity leave
    • Prof Touyz has emailed all colleagues highlighting that MVLS has funding to cover maternity leave costs in the absence of grant funder support.
    • A new Academic Returners Fund was set up which returners from maternity/ adoption/ parental leave are eligible to apply for within a year of returning to work. This is to support their return to research and can be used to buy-out teaching time, provide administrative or research assistance, fund pilot work for a grant application or travel to conferences/ lab visits including taking their family. The aim of this is, primarily, to support female academics returning from maternity leave, however those returning from Shared Parental Leave, Adoption Leave or Additional Paternity Leave may also be eligible.
  • There is a Parental leave policies website which has all the necessary info for staff and line managers.
  • Policies for carer, bereavement and other types of leave can be found here.
  • There are now leave policies specifically for PhD students which can be found here.
  • We have created a local parental/ carer leave checklist  and discussion aid. This can be used by the person taking leave to structure discussions with their line manager on cover, keeping in touch, initiatives available to them and return to work.
  • The University of Glasgow runs a voucher scheme to help with tax efficient childcare costs.
  • Glasgow city council also help identify local childcare services
  • This material is now included in the ICAMS staff induction pack.

Mentoring schemes for clinical and non-clinical staff

Implement mentoring schemes for ICAMS clinical and non-clinical staff 

  • Revise and promote an improved non-clinical mentoring scheme available to ICAMS staff via emails, announcements at the staff open forum, and the ICAMS newsletter.
  • Encourage senior staff to volunteer as mentors within the revised mentoring scheme.
  • 75% of all grade 6-8 staff reporting having a mentor in 2018 staff survey, which will be monitored for gender equality in uptake.
  • We plan to tailor a mentoring scheme to the specific needs of clinicians to increase numbers of female senior clinical academics.
  • Mentoring of clinicians to facilitate this: 100% of clinical staff of both genders at the end of clinical training, who wish to remain in academia, should apply for external fellowship funding by the end of 2017.
  • For more insight into forming effective mentor-mentee relationships please visit: The Academy of Medical Sciences
  • Please contact Prof Rhian Touyz to discuss mentoring opportunities.

Parental Buddying Scheme

Parental Buddying Scheme for ICAMS Staff

• Who is the scheme for?
The Institute operates a Parental Buddy Scheme, where staff about to go on or returning from leave have the opportunity to be paired up with a maternity/paternity returner. The scheme is open to men and women before, during and after maternity, paternity, shared parental or adoption leave.

• What is the buddy scheme?
The buddy scheme is a flexible and informal arrangement that links you with a colleague who has personal experience of being on leave, ‘the buddy’.

• What is the role of the buddy?
The buddy scheme is informal and the role can vary depending on the individuals involved, but it is thought that the buddy can act as a sounding board to answer any questions, offer and receive mutual support and advice and share tips about managing childcare issues and workloads. This “first hand” experience will be helpful in making the transition to the dual role of parent and employee.

• What does the buddy not do?
Buddies are not advocates so if you are having issues with work related matters, or specific members or staff, then the usual HR processes apply.

• How do I get a buddy?
If would like to participate in the scheme, please contact Angela Bradshaw, and you will be matched to a buddy who is available.


Promotion Workshops

Promotion workshops for ICAMS staff

  • Deliver a promotion workshop (open to research/clinical and/ or teaching staff including potential applicants and line managers) explaining the promotion processes and criteria within the University prior to annual promotions round.
  • Application rates for promotion at both early career and senior grades are lower from females than males.
  • Workshops will be run annually by HR before the annual promotion round
  • The cost of promotion for grant funded staff is met through central funds and therefore grant funding is not a barrier to applying for promotion.

Researcher Development

Details of the extensive researcher development opportunities available at the university can be found here  http://www.gla.ac.uk/services/rsio/researcherdevelopment/


12 P's for PIs

The 12 P's for PIs

This is a statement of our ICAMS culture: to consider  the career development  of our early career  researchers in everything we do. Every principal investigator in ICAMS has signed a declaration to abide by these principles  and they are proudly displayed in our main corridor, in induction materials  and on our webpages. 

 

1. Prioritise career development over lab stability

 
  • Encourage mobility to aid career development 
  • Encourage  alternative careers when a long-term academic career is no longer desired

2. Planning and P&DR

  • Meet ECRs annually  to discuss career development plans separately and in addition to P&DR
3. Personal fellowships
  • Assist, support, encourage, and mentor ECRs for personal fellowships  
4. Promote
  • Be aware of promotion criteria  for grades 7 & 8 and encourage applications
5. Pass on Opportunities 
  • If you cannot give a talk or write a review . offer it to a post-doc and provide support
6. Pay
  • Pay people appropriately for their skills - consider applying for higher grade funding in grants.
7. Prizes
  • Nominate or encourage applications for society early career and thesis prizes.
8. Publications 
  • Recognise opportunities for extra publications for early career reserachers such as pilot data or method development
9. Pilot funding
  • Consider allowing an early career researcher to lead an application for small grant funding for pilot work.
10. Parental and Carer support
  • Refresh your knowledge of parental and carer policies, use the parental leave  agreement template  with your group members, be supportive of shared leave and encourage use of funds such as the MVLS Academic Returners Scheme.
  •  Remember that promotion criteria, REF and fellowship criteria all account for periods of parental and carers leave so researchers  do not have to wait until they have "caught up" 
11. PhD Supervision
  • There is now a section of the PhD supervisor's agreement form where a post-doc can be recorded as part of the supervisory team
  • Encourage attendance at supervisor training and sharing these supervision opportunities around your group.
12. Prejudice
  • Ensure you have completed the mandatory equality and diversity training.

The Network for Early Career Ressearcher Development

The Athena SWAN supports The Network for Early Career Researcher Development (NERD) was developed led by a committee of ECRs from across ICAMS, the Institute for Infection, Immunity and Inflammation (III) and the Institute for Cancer Sciences (ICS). The aim is to provide career support, information and advice for ECRs.

NERD organises events for ECRs including grant writing seminar and mock grant panels.

More information about NERD can be found here:
Network for Early Career Ressearcher Development - Main web page