by Simon Chandler-Wilde, Dean for Diversity and Inclusion (job share with Ellie Highwood)
One key part of how we work as a University on diversity and inclusion (D&I) is to bring groups of people together to focus on particular protected characteristics and associated equality and D&I issues. These groups are termed “self-assessment teams”, “action plan groups”, or similar. In each case the idea is the same: to identify on the basis of evidence, consultation, and personal experience what we are already doing well, and what needs to change, and then to propose an action plan, and agree the actions proposed with the wider University, not least with those who may need to carry them out.
In the last three years we have set up three such groups. In each case a framework for what the groups think about and do has been provided by existing national self-assessment and action-planning schemes. These are:
- The Athena SWAN Bronze, Silver, and Gold charter marks relating to advancement of gender equality, run by the Equality Challenge Unit (part of Advance HE)
- The Stonewall Workplace Equality Index, focussed on equality and inclusivity for LGBT+ staff and students
- The Equality Challenge Unit’s Race Equality Bronze and Silver charter marks
Details of all the above schemes and copies of the action plans produced are on the Charter Marks part of the Diversity and Inclusion website.
We advertised last Autumn for volunteers to join a new Self-Assessment Team to prepare a new action plan for gender equality for the next four years, and to prepare our next University Athena SWAN submission in November, aiming this time for a Silver award. We received many, high quality expressions of interest, and have supplemented these by approaching some other staff and students directly, to ensure a balance of experiences and genders on the final team – the photo shows our team, and below are contact details and brief info for all our team members.
We’re keen to hear from staff across the University regarding issues that they would like us to address in the action plan. Queries, thoughts, and suggestions can be directed to any of the SAT members listed below, or can be sent through to the central D&I email firstname.lastname@example.org.
We’re particularly keen for staff to volunteer themselves for focus groups we will be running. These are as follows, with more to follow:
- Focus group on flexible working (formal and informal): contact Rachel Greenwood
- Focus group on shared parental leave: contact Steve George
- Focus group with Heads of Schools on how rewarding staff processes are working: contact Deepa Senapathi
- Focus group with academic staff on how personal titles processes are working: contact Aleardo Zanghellini
- Focus group with Heads of Functions on how regrading and rewarding staff processes are working: contact Yasmin Ahmed
- Focus group on inclusivity and university committees: contact Carol McAnally
- Focus group with secretaries of university committees on selection of membership: contact Nathan Helsby
Since we submitted last in 2016 there have been welcome and important changes to the Athena SWAN scheme. Athena SWAN was previously focussed particularly on under-representation of women in STEMM subjects. It now addresses gender equality across all academic subjects, and across professional and support staff, including equality issues affecting both women and men. It also asks for intersectional issues to be addressed (e.g. why so few black women professors in the UK?), and inclusivity for trans staff and students.
Our SAT team, in alphabetical order – and see above picture – is:
- Yasmin Ahmed, the Diversity and Inclusion Advisor in HR. Her interests include all things D&I and particularly making the workplace more inclusive and changing cultures.
- Simon Chandler-Wilde, the SAT Co-Chair, a Dean for Diversity and Inclusion (in a job-share with Ellie Highwood) and a professor of applied maths. His interests include equality around promotions, flexible working, dealing effectively with harassment and bullying
- Ben Cosh, a maths professor and Head of the School of Mathematical, Physical, and Computational Sciences. His interests include gender equality (and getting more men involved), spreading good practice across the university, supporting staff across the university in their career development and progression
- Maddi Davies, an Associate Professor in English. Her interests include feminist theory and discourse, and she is keen to bring together personal narratives together with quantitative data to paint a clear picture of what we need to do next on gender equality
- Steve George, a Research Scientist in NCAS and chair of the University of Reading Research Staff Committee. His interests include the career development of research staff and the intersection of Athena SWAN with our work for the HR Excellence in Research Award.
- Rachel Greenwood, a Senior Support Officer in RISIS who joined us last year, when looking for a part-time role. Her interests include flexible working and how we ensure that flexible working is encouraged and supported through recruitment processes, plus experiences of working parents.
- Rebecca Harris, an Associate Professor and the School Director of Teaching and Learning in the Institute of Education, having previously worked in secondary schools for 16 years. Her interests include LGBT inclusion, and, as part of this, working to support inclusion in local schools.
- Nathan Helsby, Head of Planning and Reporting in the Planning and Support Office. His interests include effective and usable diversity data reporting, e.g. via our Athena SWAN dashboard, and supporting the development of our professional staff.
- Karen Henderson, the Director of Technical Services. Her interests include supporting the development of our professional staff and addressing the over-representation of women in lower grades, and under-representation at higher grades.
- Ellie Highwood, the SAT Co-Chair, joint Dean for Diversity and Inclusion, and a Professor of Climate Physics. Her interests include the promotion of flexible working, fairness and support around promotion processes, and part-time working.
- Joanna John, Joint Head of Doctoral Skills Training and Development in the Graduate School. Her interests include: intersections between gender, ethnicity and socio-economics; part-time students; student parents.
- Carol McAnally, a Business Relationship Manager in the Knowledge Transfer Centre within Research and Enterprise Services, having previously worked for a research council. Her interests include embedding flexible working within the culture, and working on gender equality within professional services.
- Claire Rolstone, Assistant Director of Human Resources, with a portfolio including HR Operations and Advisory Services. Her interests in Athena Swan focus on staff recruitment processes and how we support our staff.
- Patricia Riddell, a Professor of Applied Neuroscience and the diversity and inclusion champion in the School of Psychology and Clinical Language Science, who led the last Athena SWAN submission from that school. Her interests include workplace stress, reducing this, its impact on staff, and the gendered nature of its presence and effects.
- Deepa Senapathi, a Research Fellow in Agriculture, previously a Research Fellow in the School of Biological Sciences (SBS). Three years ago Deepa co-led the SBS Athena SWAN Bronze application, which was successful. Her areas of interest are barriers and incentives to progress, especially as regards early researchers and fixed term contractors. How we communicate across cultures is also an area of interest and knowledge.
- Susan Thornton, the Assistant Director of HR for People and Talent. Her interests include staff and leadership development, e.g. her team organises and supports female staff on the Aurora Programme, and making sure that we pull experience of working on Athena SWAN within Schools into the wider university.
- Nozomi Tolworthy, the RUSU Diversity Officer, who previously graduated from the Department of Film, Theatre and Television. Her interests include communicating across cultures with staff and students, and the flow of communication between staff and students, especially related to diversity and inclusion initiatives and achievements
- Robert Van de Noort, the recently-appointed Vice-Chancellor of the University of Reading and the University Executive Board Gender Diversity Champion. His interests include all aspects of supporting and developing work on diversity and inclusion at Reading.
- Aleardo Zanghellini, a Professor of Law and Social Theory in the School of Law. His interests include gender equality, career progression and intersection with gender and (not least through his own research work) gender identity and the support of trans people at Reading