Developing Leaders: Women in STEM Programme
Gender Diversity Resource List
• Athena SWAN
The Athena SWAN Charter is a UK scheme to promote and recognise good employment practice for universities and research institutes recruiting and promoting women to senior positions in science, engineering, medicine and mathematics departments. A range of good practice guidance is provided:
http://www.athenaswan.org.uk/html/athena-swan/
Athena Good Practice Guidance
http://www.athenaswan.org.uk/html/athena-swan/good-practice/
A range of case studies from UK universities that demonstrate good practice: http://www.athenaswan.org.uk/html/athena-swan/good-practice/case-studies/
Guidance and application forms are available at:
http://www.athenaswan.org.uk/html/athena-swan/awards/guidance-and-application-forms/
University of York 2010 renewal submissions for Chemistry department (gold); Psychology department (silver); Biology department (silver)
http://www.york.ac.uk/research/athena-swan/current-submissions/
Research and Intelligence – Juno and Athena rise up, Paul Jump,THE (Times Higher Education), 11/11/10
http://www.timeshighereducation.co.uk/story.asp?storycode=414170
• British Computing Society (BCS)
BCSWomen report on the EU Gender Summit
http://www.bcs.org/upload/pdf/bcswomen_gender_conf_report.pdf
BCSWomen recommended links
http://www.bcs.org/category/8636
Women in IT Scorecard , intellect, e-skills uk and BCS, 2008
http://www.theukrc.org/files/useruploads/files/projects/wominitscorecard.pdf
• Equalitec
Equalitec is a consultancy that addresses the underrepresentation of women in ITEC and related industries.
Career guides, corporate guides and research reports are available at:
http://www.equalitec.org.uk/Main/resources/RESOURCES.html
• Engineering and Technology Board (ETB)
International Gender research, April 2011
This report investigates why the UK has the lowest proportion of female engineers in the EU and makes recommendations to redress the STEM gender imbalance within the UK. This research stemmed from earlier findings related to women in engineering that were reported in the Engineering UK 2011 the state of engineering report.
http://www.engineeringuk.com/_db/_documents/Int_Gender_summary_EngineeringUK_04_11_.pdf
Women in Engineering and Technology, Engineering UK, 2010
This briefing paper examines the gender imbalance in engineering in order to establish a baseline for future comparisons, identify any serious issues and make recommendations for future activities.
http://www.engineeringuk.com/_db/_documents/Women_in_Engineering_and_Technology_FINAL.pdf
Women in SET, June 2008
This briefing paper addresses key issues relating to the gender imbalance in Science, Engineering and Technology (SET) occupations. The Engineering and Technology Board (ETB), is an independent organisation that promotes the vital role of engineering and technology in our society. The ETB partners business and industry, Government and the wider science and technology community; producing evidence on the state of engineering; sharing knowledge within engineering; and inspiring young people to choose a career in engineering, matching employers’ demand for skills.
http://www.engineeringuk.com/_db/_documents/5818_Gender_Paper_AW_20091124041707.pdf
• Equality and Human Rights commission (EHRC)
What equality law means for you as an education provider- further and higher education, Equality Act Guidance for FE and HE providers, Equality and Human Rights Commission, 2010 http://www.equalityhumanrights.com/uploaded_files/EqualityAct/fehe_nsg_2.doc
EHRC briefing notes on positive action (July 2009)
http://www.equalityhumanrights.com/uploaded_files/Equality%20Bill/postive_action_briefing.pdf
The Gender Equality Duty (GED) and Higher Education Institutions, Equal Opportunities Commission, 2007
http://www.york.ac.uk/admin/eo/gender/GED_and_Higher_Education_%20guidance.pdf
• Institute of Physics (IOP)
Project Juno was established by the Institute in 2007 in response to best practice identified from the Institute's Women in University Physics Departments: A Site Visit Scheme, which ran from 2003-05. The aim of Juno is to recognise and reward departments that can demonstrate they have taken action to address the under-representation of women in university physics and to encourage better practice for both women and men.
An Introduction to project Juno, IOP, 2009
http://www.iop.org/policy/diversity/initiatives/juno/documentation/file_42633.pdf
Project Juno guidance and all project documentation are available to download from http://www.iop.org/policy/diversity/initiatives/juno/
Statistical Report: Academic Physics Staff in UK Higher Education Institutions. IOP, 2012
http://www.iop.org/publications/iop/2012/file_53617.pdf
The Career Paths of Physics Graduates: A longitudinal study 2006-2010, IOP, 2012
http://www.iop.org/publications/iop/2012/file_55924.pdf
Women in University Physics Departments: A Site Visit Scheme 2003–2005, February 2006.
http://www.iop.org/publications/iop/archive/file_42616.pdf
Best Practice in Career-Break Management: A guide produced by the Institute of Physics, January 2006.
http://www.aps.org/programs/women/resources/upload/CareerBreaksIOP.pdf
• Isaac Newton Institute for Mathematical Sciences
Gender Balance Action Plan, 2010
http://www.newton.ac.uk/women/gbap.pdf
• London Mathematical Society (LMS)
Good Practice Scheme for Mathematical Sciences
The London Mathematical Society (LMS) has developed a Good Practice Scheme to help departments of mathematics to take practical actions to improve the participation of women and to share examples of good practice. The Scheme will also offer support in applying for an Athena Swan award.
As part of the Scheme the LMS has commissioned a survey, starting in June 2012. to collect examples of good practice in mathematics and to benchmark departments on their working practices, processes and procedures.
Good Practice Scheme for Mathematical Sciences booklet
http://www.lms.ac.uk/sites/default/files/files/GoodPracticeSchemeLeafletfinal.pdf
• Royal Academy of Engineering
Inspiring Women Engineers (2009) Royal Academy of Engineering – Highlights the Academy business case for diversity and what it is doing to encourage more women and girls into engineering
http://www.raeng.org.uk/news/publications/list/reports/Inspiring_Women_Engineers.pdf
Real Returners: the stories behind the success, RAEng – Details successes of the Daphne Jackson Foundation in helping women returners to science, engineering and technology careers
http://www.daphnejackson.org/about/reports/Daphne%20Jackson%20Trust%20Real%20Returners%20Sept%202009.pdf
• Royal Society of Chemistry (RSC) www.rsc.org
The UK Royal Society of Chemistry’s publication Planning for Success: Good Practice in University Science Departments, 2008 gives examples in developing a positive organisational culture gained from 38 departments, and outlines a checklist for delivery of best practice.
http://www.rsc.org/images/GoodPractice_tcm18-127915.pdf
The chemistry PhD: the impact on women’s retention. UKRC and the Royal Society of Chemistry (RSC), October 2008
http://www.rsc.org/images/womensretention_tcm18-139215.pdf
Recruitment and retention of Women in Academic Chemistry, RSC 2002
http://www.rsc.org/images/Recruitment%20and%20Retention%20of%20Women%20in%20Academic%20Chemistry_tcm18-12807.pdf
• UKRC
The UKRC is a leading organisation for the provision of organisational development services for businesses and organisations wanting to build gender equality and diversity in science, engineering, technology and the built environment (SET). It provides a range of research, good practice guides and links to relevant organisations at http://www.theukrc.org/
Female Attrition, Retention and Barriers to Careers in SET Academic Research, UKRC, 2009
http://www.theukrc.org/files/useruploads/files/resources/female_attrition,_retention_and_barriers_to_careers_report_08_12_09.pdf
Mathematical Images and Gender Identities, UKRC, July 2008, Heather Mendick, Marie-Pierre Moreau and Sumi Hollingworth.
http://www.theukrc.org/files/useruploads/files/resources/report_6_mendick_report_1606_08.pdf
Researching Cultures in Science, Engineering and Technology: An Analysis of current and past literature (2008) Bagilhole et al, Loughborough University, the UKRC – This report is a literature review of published research on the cultures of Science, Engineering and Technology(SET) and the impact they have on women professionals employed in the sector. http://www.theukrc.org/files/useruploads/files/resources/report_7__bagilhole_1606_08.pdf
UKRC Statistics Guide on Women in Science, Engineering, Technology and the Built Environment (SET) 2010 – the Guide provides detailed data analysis using a conceptual framework for gender segregation in SET. The Guide aims to aid future benchmarking and monitoring of progress against a number of indicators from the areas of secondary and higher education, vocational training, employment and gender pay, leadership and public engagement.
http://www.theukrc.org/resources/ukrc-statistics-guide-2010
Women in computing in the UK: a major shortage A fact sheet from the UKRC: May 2010
http://www.theukrc.org/files/useruploads/files/projects/fact_sheet_women_and_computing_may_2010.pdf
Women Mean Business: why gender equality is essential in science, engineering and technology, UKRC, 2010
http://www.theukrc.org/files/useruploads/files/organisations/1997_gpg_womenmeanbusiness_v6.pdf
• The Women's Engineering Society
(WES) is a professional, not for profit network of women engineers, scientists and technologists offering inspiration, support and professional development.
http://www.wes.org.uk/
• Transnational Programmes / Reports
genSET is a European Commission funded project running from 2009 to 2012. It has five priority focus areas, where gender inequalities and biases disadvantage women’s participation in science: science knowledge-making; research process; recruitment and retention; assessment of women’s work; and science excellence value system. The project provides a range of briefing notes and recommendations for achieving excellence in science through gender equality.
www.genderinscience.org
The PRAGES project (Practising Gender Equality in Science), aimed at comparing the various strategies implemented in North America, Australia, and Europe, for promoting the presence of women in decision-making bodies relating to scientific research in public institutions. Their report PRAGES “Guidelines for Gender Equality Programmes in Science” 2009 highlights successful strategies:
http://www.retepariopportunita.it/Rete_Pari_Opportunita/UserFiles/Progetti/prages/pragesguidelines.pdf
Advance
Since 2001The U.S. National Science Foundation’s ADVANCE program has aimed to increase the representation and advancement of women in academic science and engineering careers. It provides a range of tools and resources. Short summaries are available of a wide range of Institutional Transformation projects delivered by universities
http://www.nsf.gov/crssprgm/advance/advance_Two-Page_Summaries_2007.pdf
European Commission, 2010, Stocktaking 10 years of “Women in Science” policy by the European Commission 1999-2009
http://ec.europa.eu/research/science-society/document_library/pdf_06/stocktaking-10-years-of-women-in-science-book_en.pdf)
European Commission, 2009, She Figures 2009 – Women and Science, Statistics and Indicators
http://ec.europa.eu/research/science-society/index.cfm?fuseaction=public.topic&id=27
European Commission (2008), Mapping the Maze: Getting More Women to the Top in Research
http://ec.europa.eu/research/science-society/document_library/pdf_06/mapping-the-maze-getting-more-women-to-the-top-in-research_en.pdf
• Research Councils
Research Councils UK (RCUK) is the strategic partnership of the UK's seven Research Councils. The RCUK consultation response to Tapping all our Talents - Women in STEM: a Strategy for Scotland’ (2012) The Royal Society of Edinburgh includes a useful summary of gender diversity approaches and initiatives across STEM research councils.
http://www.rcuk.ac.uk/documents/submissions/WomenInSTEM_Aug2011.pdf
RCUK – has now responded to the Tapping all our Talents report. It says RCUK is working on reviewing equality with partners including universities but gives no timetable for this as at 7 June 2012.
http://www.rcuk.ac.uk/media/news/2012news/Pages/120404.aspx
RCUK - is continuing to supporting Vitae (see below), along with HEFCE, on a project to strengthen researcher skills development.
http://www.rcuk.ac.uk/media/news/2012news/Pages/120530_2.aspx
BBSRC – BBSRC’s Diversity Strategy includes an outline of responsibilities and roles of champions and how they fit within other structures.
http://www.bbsrc.ac.uk/web/FILES/Policies/diversity_strategy_2010_2013.pdf
• Other links and reports
Tapping all our Talents - Women in STEM: a Strategy for Scotland’ (2012) The Royal Society of Edinburgh - This recommends creating a strategy to increase the proportion of women in the workplace qualified in STEM subjects, and to increase the number who rise to senior positions in universities, research institutes, government, business and industry.
http://www.rse.org.uk/cms/files/advice-papers/inquiry/women_in_stem/tapping_talents.pdf
The FTSE Female Index Report (2012) Cranfield University School of Management – Since 1999, the Cranfield School of Management Female FTSE benchmarking report has provided a regular measure of the number of women executive directors on the corporate boards of the UK's top 100 companies.
http://www.som.cranfield.ac.uk/som/ftse
Women on Boards (2011) Lord Davies of Abersoch CBE – Lord Davies report presents practical recommendations to address gender imbalance in the boardroom.
http://www.bis.gov.uk/assets/biscore/business-law/docs/w/11-745-women-on-boards.pdf
Unlocking Potential – perspectives on women in science engineering and technology (SET) (2011) The Smith Institute - offers some practical suggestions on how government and the professions can help create a more balanced and skilled SET workforce
http://www.smith-institute.org.uk/file/Women%20in%20SET.pdf
Ofsted, Girls’ Career Aspirations, 2011 - This report evaluates the extent to which careers education, guidance and other provision raise aspirations and inform the choices of courses and careers by girls and young women to support their long-term achievement. It identifies weaknesses and examples of good practice in these areas
www.ofsted.gov.uk/publications/090239
SET Fair (2002) - The report by Baroness Greenfield provided several recommendations for Government to overcome the barriers that prevent women and girls in entering, staying and succeeding in SET education and employment. SET Fair 1 / SET Fair 2
Vitae - Vitae is the UK organisation championing the personal, professional and career development of doctoral researchers and research staff in higher education institutions and research institutes. http://www.vitae.ac.uk/
The Equality Challenge Unit (ECU) – works to further and support equality and diversity for staff and students in higher education and provides a range of good practice case studies and information on all aspects of gender equality.
http://www.ecu.ac.uk/