The Swan in Athena SWAN A peek under

The Swan in Athena SWAN A peek under

The Swan in Athena SWAN A peek under the surface Sue Fletcher-Watson September 2018 Who am I? Developmental psychologist, research on (atypical) development Edinburgh Scientific Academic Track: Chancellors Fellow, 10 years post-PhD Run a lab with 14 members: PhD students, RAs, post-docs Chair of the Athena Swan Careers, Equality and Progression sub-committee

for Clinical Sciences and MolGenPop Flexible working: mother of two kids, 7 and 9 years old Partner working in academia Founder of SuperTroop Personal challenges Juggling work and family Fixed-term contracts Rejection at work Lab growth and well-being Are these gendered issues?

Supportive spouse (who changed jobs) Passion + I guess you just get used to it? Supportive team Code of conduct, evolving practices CEP goals Goal: to identify challenges and provide solutions in career development, that allow each person to meet their professional goals Gender imbalance is a sign that processes might not be as equal as wed like

a failure to cultivate a strong, diverse workforce Solutions Identify potential sources of bias / drivers of inequality and eliminate these Correction against outside forces: e.g. gendered expectations; role modelling What does success look like? Diversity, but not adherence to rigid targets People are happy and confident at work CEP achievements Egalitarian promotions process (on the whole) Checklists to support better recruitment and P&DR processes

Paternity leave extension & encouraging uptake Good gender balance in postgraduate taught and research programmes, including staff scholarship scheme Effective mentoring scheme CEP challenges Buy-in, reporting and preaching to the choir Gender imbalances at the highest grades: what do they mean? Reaching out to under-served groups Clinical academics

Professional services Exploring gender balance during the PhD pathway Intersectionality Events like this + local champions Understanding top-level promotions & eliminating sources of bias CEP membership Recruiting mentors Workshop on barriers & solutions

Data on PhD interview, supervision and viva panels Cross-talk with other staff networks Thank you www.dart.ed.ac.uk @SueReviews https://www.ed.ac.uk/medicine-vet-medicine/edinburgh-medical-school/athena-swan

The DART Code of Conduct principles for a happy workplace Be kind At the DART lab we value camaraderie. Be generous to each other, and to everyone we encounter in our work. Be inclusive Educate yourself to recognise and accept differences between people. Try not to rush to judgement, make assumptions or impose your personal norms. Ask for help Our workplace is a safe space to be vulnerable, and to learn new things. Be attentive to what other people

need from you. Share Share your knowledge - explain things to each other patiently. Take care of our shared spaces and resources. Its OK to say no Try to make your requests reasonable, and dont trespass on others goodwill. Feel free to say No when you need to focus on your own work, your family & friends, or yourself.

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