Athena Swan Initiatives
Core hours policy
Core hours policy
- We are setting core hours for meetings within SCMH. This will allow people with caring and other commitments, flexible and part time workers, the ability to attend meetings.
- The SCMH 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 SCMH 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.
- 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 SCMH staff induction pack.
12 P's for PIs
The 12 P's for PIs
This is a statement of our SCMH culture: to consider the career development of our early career researchers in everything we do. Every principal investigator in SCMH 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
2. Planning and P&DR
|3. Personal fellowships||
|5. Pass on Opportunities||
|9. Pilot funding||
|10. Parental and Carer support||
|11. PhD Supervision||
Mentoring schemes for clinical and non-clinical staff
Implement mentoring schemes for SCMH clinical and non-clinical staff
- Revise and promote an improved non-clinical mentoring scheme available to SCMH staff via emails, announcements at the staff open forum, and the SCMH 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 SCMH Staff
• Who is the scheme for?
The School 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.
SCMH Academic Promotion Procedure
Here you will find an informative presentation by Dr Paul Welsh, to help guide you through the SCMH Academic promotion procedure.
- Fellowship Opportunities in Cardiovascular Science: FOCuS - supporting the next generation of principal investigators, scientists, and clinician-scientists. When you reach the stage in your career when you are ready to consider applying for personal fellowship awards, SCMH will support you through the FOCuS scheme.
- Details of the extensive researcher development opportunities available at the university can be found here
The Network for Early Career Researcher Development
The Athena SWAN supports The Network for Early Career Researcher Development (NERD) was developed led by a committee of ECRs from across SCMH, the School of Infection and Immunity (II) and the School of Cancer Sciences (SCS). 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