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CEGE SWAN ACTION PLAN Tao Cheng (on behalf of Prof. Nick Tyler, HoD Department of Civil, Environmental & Geomatic Engineering University College London Email: firstname.lastname@example.org Students on Postgraduate Taught (PGT) Courses 70 60.0% 60 50.0% 50 40.0% 40 30.0% 30 20.0% 20 10 10.0% 0 0.0% 2004/05 2005/06 2006/07 2007/08 2008/09 Female 23 19 13 23 23 Male 63 49 51 44 65 Ratio F:M 36.5% 38.8% 25.5% 52.3% 35.4% Proportion completing Postgraduate Taught (PGT) Courses UK HE institutions 2006/07 full-time postgraduates 120% Ratio Female Male F:M 100% Civil engineering 870 2395 36.30% 80% 60% 40% 20% 0% 2003/04 2004/05 2005/06 2006/07 2007/08 Female 100% 94% 94% 85% 70% Male 73% 86% 90% 80% 50% Students on Postgraduate Reserach (PGR) Courses 45 70.0% 40 60.0% 35 50.0% 30 25 40.0% 20 30.0% 15 20.0% 10 10.0% 5 0 0.0% 2004/05 2005/06 2006/07 2007/08 2008/09 Female 10 18 23 21 21 Male 33 37 41 38 33 Ratio F:M 30.3% 48.6% 56.1% 55.3% 63.6% UK HE institutions 2006/07 full-time postgraduates Ratio Female Male F:M Civil engineering 870 2395 36.30% Objectives - Students • L1. To attract more female postgraduate students aiming at least 10% above UK HE average (ratio of female to male: 35.4% vs 36.3%) and keep their successful completion rate above 80% (now is 70%) – actions are taking right now by DoS for all the MSc courses Objectives (1) - Students L2. To maintain the number of female undergraduate students at least 20% above UK HE average (ratio of female to male: 39.5% vs 18.%, so already above) – changed made in 2006 Raito of Female to Male 0.5 0.4 0.3 0.2 0.1 0 2004/05* 2005/06 2006/07 2007/08 2008/09 Applicants 25.9% 26.1% 29.4% 31.6% Offers 32.4% 33.3% 39.4% 38.1% Firm Acceptances 27.1% 42.6% 39.4% 41.3% Success Rate (firm acceptances : applicants) 0.25 0.2 0.15 0.1 0.05 0 2004/05* 2005/06 2006/07 2007/08 2008/09 Female 15.1% 20.0% 16.3% 22.3% Male 14.4% 12.2% 12.1% 17.1% Number of male and female staff (academic and research) at each grade Lecturers Senior Lecturers & Readers Professors 25 10 14 20 12 8 10 15 6 8 10 6 4 5 4 2 0 2 2005 2006 2007 2008 0 0 2005 2006 2007 2008 2005 2006 2007 2008 Female empolyees vs UK HE institutions 2006/7 (%) 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% Senior Research assistant Lecturer Professor lecturer/reader CEGE 09 66.7% 56.5% 30.8% 0.0% UK HE 26.6% 22.7% 16.7% 4.5% – change made in 2003 Objectives (2) - Staff L3. To attract more applications to academic positions from females L4. To have more female postgraduate research students going into academic positions at UCL or elsewhere L5. To support and advance women to higher grades L6. To maintain the supportive and friendly atmosphere in the department Short term actions: • S1. Improve statistical data gathering and analysis to improve monitoring and decision support • S2. Make positive actions more widely known through the departmental newsletter (for internal issues) and website (outside the department and UCL) • S3. Organise teleconferencing facilities for departmental meetings and seminars • S4. Investigate PG teaching in terms of attractiveness to 21st century students (as we have done already for UG programmes) Objective Problem identified Action Responsible Time Monitoring Person(s) Scale S1, L1 Proportion of completing PGT Collect data of Graduate Tutor Oct 2009 Data collected and courses drops largely, esp. for uncompleted cases and analysed females identify if extra support can been provided S1, L1 Difference in degree attainment Investigating why the Graduate Tutor Oct 2010 Data collected and and receiving 2:1 of PGT female ratio is higher analysed S1, L1 More application from female Questionnaires to female Undergraduate Oct 2009 Substantial UG to MSc and PhD UG students following Tutor and improvement of similar approach that has Graduate Tutor female applications been taken for UG and offers to PGT female applications. and PGR courses S1, L1 Degree award of MSc in Collect data and combine Course Oct 2010 Data collected and Transport by gender with other data provided Coordinator analysed by UCL S1, L2, L1 Lack of progression data of Access data from central Teaching Oct 2009 Full data collected undergraduates by gender system administrator and analysed; Oct 2010 and onwards S1, L3 Lack of job application details Access data collected by Departmental July Full recruitment eRecruitment by UCL Manager 2009 data available and (from July 2009). analysed. S1, L4 Lack of data about of transition Collect data on next Graduate Tutor Oct 2010 Success of CEGE from postdoc to independent destination of postdocs and supervisors (female) postdocs in researcher and career progression. gaining independent or other significant research positions. Objective Problem identified Action Responsible Time Monitoring Person(s) Scale S2, Knowledge of what the Items in the departmental All October Annual review L1,L2,L6 department has done/is doing is newsletter and website as 2009 not widespread appropriate S3, L6 Investigation of the possibility of Checking the cost of IT Manager Jan 2010 Feedback review teleconference hardware and line rental S4, L1 Increase of female ratio and firm Questionnaire will be Graduate Tutor Oct 2010 Data collected and acceptances of PGR conducted to identify the analysed main issues L1 More female applications to Special fund support to HoD, EngD Oct 2010 More applications EngD programme women coming from Director & Onwards from females to industrial sources – for Graduate Tutor EngD career transfer L5 Less females at staff higher Ensure promotion HoD & HoS Oct 2009 Individuals grades opportunities are identified for discussed at annual promotion appraisals consideration L5 Training tailored to females Promote personal DEOLO Oct 2009 Attendance on these development courses for courses women L5, S2 Reading Group Discussion on Web design Group Oct 2009 Number of visitors SWAN Website Coordinator & IT to the website manager L5 Sabbatical leave for junior staff Special fund will be HoD Oct 2009 Annual review (including females) provided to support female and other junior staff Successful Case Tiziana Rossetto was recruited in 2004 as part of a programme to develop a culture change in Civil Engineering, both within the department and beyond. The recruitment process sought applicants with new ideas and no baggage at the start of their career who wanted the freedom to develop their research and teaching beyond the received norms they would have had during their education. This was intended to be interesting to women applicants and indeed out of the 10 appointments on offer, 7 of the appointments were women. The early career mentoring programme was provided in part by a senior woman member of staff; however this was not sufficient in Tiziana’s case and this role was effectively picked up by the Head of Department. The mentoring identified the need to apply for specific research funding available from EPSRC which was aimed to find future research leaders. Support in research proposal preparation by senior members of the department resulted in a successful application for one of the prestigious EPSRC Challenging Engineering grants. Following the award of the grant, Tiziana was nominated by the department for the Isambard Kingdom Brunel Prize, leading to her selection to give the Brunel Lecture at the British Association for the Advancement of Science Science Festival in 2008. She was promoted to Reader last October.
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