Objective
Actions and outputs Report generated for HoGs ahead of annual teaching planning round to outline gender balance of teaching by module and programme.
Timeframe
Person(s) responsible
Success measure
5.7
Make more effective use of our workload modelling system to identify gender disparities in the allocation of teaching.
January 2025 Pro-Dean (Faculty), ASM
Annual report to HoGs. Improvement in response to culture survey question ‘Work is allocated fairly’, by academic respondents by 10%.
Rationale: There have been a number of improvements to our workload
modelling system, however, Culture Survey findings highlighted 20.9% of academic respondents either disagreed or strongly disagreed to the statement ‘Work is allocated fairly’. This suggests that the perception remains that imbalances exist within workload allocation and improvements can be made. Improve reporting of progress against our Athena Swan action plan to the wider School. Rationale: Culture Survey findings suggest a significant number of ‘Do not know’ responses to questions. This indicates that the way we could improve the way that we communicate the EDI work and more specifically, our progress against our AS action plan, to the wider School. This will encourage greater awareness and greater accountability.
5.8
Ensure progress against the action plan is updated annually by action owners. Provide annual updates of progress via my.wbs.
October 2024 – September 2028
ASM, Administrative Officers (AS)
An updated version of the action plan updated to our Athena Swan my.wbs pages on an annual basis. Annual article on WBS Business that is sent to all staff to update on progress, highlighting key areas of work. Annually updated action plan with new actions added as identified.
January 2024 ASM, Administrative Officers (AS)
Continue to review the validity of actions and add new actions when required.
October 2024 onwards
ASM, Administrative Officers (AS)
55
Made with FlippingBook Learn more on our blog