PRIORITY 2: Composition of the Workforce
Objective
Actions and outputs
Timeframe
Person(s) responsible
Success measure
2.1
Increase the number of female professors.
Continue to hire, promote and retain female faculty.
2028
Dean, Pro-Dean (Faculty)
30% of Professors are female.
Rationale: Whilst the University Social Inclusion target is 50% female professors by 2030. Given that we are at 23.3% of female professors at the School, a more realistic target for us is 30% by 2028.
Explore options to improve progression and retention at FA8.
2024 - 2028
Pro-Dean (Faculty), HR Maintain at least 50% retention rate of female academics over the
period, noting an increasingly competitive market for female academics. Maintain at least 50% professorial/ reader promotions for female academics over the period. Increase the number of female HoGs. At least 70% of respondents to the Culture Survey agree to the question ‘WBS is committed to achieving gender balance in leadership positions’. The gender balance of academic membership on committees reflects the proportion of female professoriate.
2.2
Increase the number of females in academic leadership roles.
Reshape the HoG role to reduce the administrative burden and impact on research for individuals. Review the current ways of allocating admin roles to increase transparency.
2024 – 2025
Pro-Dean (Faculty), HoGs, HR, ASM
Rationale: Increasing the proportion of female professors will drive change in all areas of leadership of the School, including the research environment (professors more likely to win large grants and lead impact cases). 53.9% of respondents to the Culture Survey either strongly agreed or agreed to the question ‘WBS is committed to achieving gender balance in lead ership positions’.
2024 – 2028
Pro-Dean (Faculty), HoGs, HR, ASM
Review committee membership and identify opportunities to improve
2024 – 2028
Pro-Dean (Faculty), Exec Office, Director
of Academic Environment
and maintain gender balance to align with faculty composition.
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