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Faculty of Humanities

Articles from eNews

eNews 17 November 2014 Issue 37

Equality and Diversity

As also reported in eNews, earlier this year, the Faculty formed a Working Group in March to redress the under-representation of women in senior academic and management roles and the number of BME staff at all levels.

The aim of the Working Group is to refresh our policies and practices in order to make a significant contribution to the Faculty’s progress towards achieving its headline 2020 staff diversity targets of: 

  • a minimum of 47% of female staff at senior lecturer/professorial level and in academic leadership and management roles;
  • a minimum of 15% of BME staff at senior lecturer/professorial level and in academic leadership and management roles;
  • increasing the BME representation amongst PSS staff from 7% to 12%, which is the proportion of BME in the working population of Greater Manchester.

The Working Group submitted its final report to the 13 November meeting of the Humanities Policy and Resources Committee having undertaken a detailed analysis of a range of data sets at School and Faculty level (e.g. current staff profile by gender and ethnicity as well as recruitment, pay and promotions data) to gain a better understanding of where the blockages emerge to the recruitment and progression of underrepresented groups. The Group’s members also carried out a review of employment policies to identify gaps and to assess their effectiveness. Having done this ground work, we are now in a position to devise and implement appropriate measures in support of our diversity targets. The Group will continue to meet in order to monitor the impact of these measures and I will keep you informed of progress on this in future editions of eNews.

eNews 1 April 2014 Issue 26

Staff Equality and Diversity Plan

The Faculty is committed to promoting equality and diversity and has formed a Faculty-wide Working Group to redress the under-representation of women in senior academic and management roles and the number of BME staff at all levels.

The aim of the Working Group is to refresh our policies and practices in order to make a significant contribution to the Faculty’s progress towards achieving its headline 2020 staff diversity targets of:

  • a minimum of 47% of female staff at senior lecturer/professorial level and in academic leadership and management roles;
  • a minimum of 15% of BME staff at senior lecturer/professorial level and in academic leadership and management roles;

And to increase the BME representation amongst PSS staff from 7% to 12%, which is the proportion of BME in the working population of Greater Manchester.

While progress against some targets has been made over the last decade, in May 2013 the Faculty agreed to adopt Athena SWAN Charter type principles and processes to support the Faculty staff equality and diversity agenda. While the Athena SWAN scheme focuses upon the underrepresentation of female academics and researchers in STEM subjects (science, technology, engineering and maths), the Humanities scheme will extend these principles to encompass BME as well as gender issues, and PSS as well as academic staff.

The Faculty Working Group will oversee action planning at Faculty and School level. It comprises Colette Fagan, Deputy Dean (Project sponsor), Andrew Mullen, Head of Faculty HR (Project Lead), Helen Dutton, The University Athena SWAN Coordinator, and one representative from each School who is experienced in diversity issues. In Phase One of the work plan the Working group is undertaking an audit of the staff profile and progression (including recruitment and promotions data) and our current policies. Phase Two will involve working with Schools to address local priorities as well as common issues across Faculty.

The first meeting of the Working Group took place on 5 March 2014. The Group will submit a mid-year progress report in May 2014 and an annual report to HPRC in November 2014.

The resultant action plan will provide a framework for promoting and advancing the Faculty’s equality and diversity agenda and objectives.