We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byAiden West
Modified over 2 years ago
1 © Schneider~Ross S~R The Under-Represented Staff Groups Project Current State Analysis for SOAS Anjana Nathwani, Robin Schneider & Alexis Walmsley 13 th February 2008 SOAS Equality & Diversity Committee February 2008 Appendix E1
2 © Schneider~Ross S~R 1. This Presentation What do we know? Profile – gender & ethnicity. Recruitment & promotion. Staff survey results. What do people say? What conclusions can we reach?
3 © Schneider~Ross S~R 2. Methodology Desk research: E&D Staff Reports. Staff survey results. Academic promotions policy, job descriptions etc. HESA data for comparators. 1:1s with policy holders in HR. 1:1s with senior leaders. 1:1s with staff who have experience of promotions processes. Focus group with union representatives.
4 © Schneider~Ross S~R 3. SOAS Overall Staff Profile NBData snapshot as at Oct/Nov Full comparative data for same period in 2007 is not fully available as yet (69) (155) (48) (74) (65) (23) (122) (66) (70) (14) (20) (14) (45) (50) (32) (326) (361) (191)
5 © Schneider~Ross S~R 4. Academic Staff Profile x Gender NBData snapshot as at Oct/Nov Full comparative data for same period in 2007 is not fully available as yet (55) (42) (45) (22) (42) (5)
6 © Schneider~Ross S~R 5. Academic Staff Profile x Ethnicity NBData snapshot as at Oct/Nov Full comparative data for same period in 2007 is not fully available as yet Lecturers (A&B) Snr Lecturer/Reader Professor Total As a % of All Academics Black African 4% 4 2% 1 0% 2% 5 Asian British 11% 11 0% 2% 1 6% 12 Chinese 5% 5 6% 4 4% 2 5% 11 Other BME 10% 10 9% 6 13% 6 10% 22 All White 58% 56 70% 47 79% 37 66% 140 Refused/Not Given 11% 97 13% 9 2% 1 10% 21 Total46% 97 27% 57 23% % 211
7 © Schneider~Ross S~R 6. Student Profile v Staff Profile
8 © Schneider~Ross S~R 7.Women & BME Staff & The Transfer To Fractional Contracts Women and BME staff most strongly represented in these traditionally less secure roles. Research (i.e., vast majority fixed-term contracts) Women 48.5% BME staff 45.4% Other-Related (teaching, again fixed-term contracts) Women 48.4% BME staff 33.7% Transfer of these staff onto permanent, fractional contracts represents a considerable opportunity – for them and for SOAS.
9 © Schneider~Ross S~R 8. Academic Recruitment - Gender
10 © Schneider~Ross S~R 9. Non-Academic Recruitment – Gender
11 © Schneider~Ross S~R 10. Academic Recruitment - Ethnicity
12 © Schneider~Ross S~R 11. Non-Academic Recruitment – Ethnicity
13 © Schneider~Ross S~R 12.Academic Promotions 2001/2 – 2006/7: Gender
14 © Schneider~Ross S~R 13. Promotions 2001/2 – 2006/7: Ethnicity
15 © Schneider~Ross S~R 14.Staff Survey: Current Promotions Procedure Seems Fair x Gender
16 © Schneider~Ross S~R 15.Staff Survey: Current Promotions Procedure Seems Fair x Ethnicity
17 © Schneider~Ross S~R 16. Feedback about The Culture & Management Strong common, re-inforcing feedback from different groups – senior leaders, HoDs, lecturers, HR and unions. Culture is perceived to be changing, but still predominantly experienced as old fashioned, male, heterosexual and white. Difficult to lead – not a strong sense of collegiality, a tendency to debate/ignore decisions that one disagrees with and a lack of accountability. People management does not appear to be valued – the best academics try to avoid it and performance management is weak – but there are some good role models (and recognised by unions).
18 © Schneider~Ross S~R 17.Feedback About Selection Policies & Processes Recruitment – could have a greater positive outreach? Promotion - legacy of inconsistent practices (from the past?) which are perceived to have been very subjective. A small group sat around the table with totally inadequate paperwork. [After] I was appointed [to my role], I got asked some crazy questions… Everyone is not as familiar with the promotion criteria or as tightly focused on achieving them: Lack of discussions about career, expectations and performance. Women pick up more student-centred good citizen roles?
19 © Schneider~Ross S~R 18. Feedback about Equality & Diversity Issues Gender: perceptions from women that theres a boys club and misogynist elements in the culture; long working hours and lack of part-time more senior academics – causes some women not to put themselves forward. Ethnicity – some perceptions of a colonial, elitist mentality and a linked concern that Middle Eastern, Asian and African academics at SOAS are not sufficiently recognised or encouraged. E&D is not mainstreamed – need a set of strategies which link back to the 2016 vision.
20 © Schneider~Ross S~R 19. Some Key Findings Current overall profile: Academic women are under-represented at more senior levels – particularly professorial level. Academic BME staff are under-represented in more senior roles and in total in much lower numbers than the bme representation amongst students. BME staff are under-represented in academic-related posts. Women & BME staff are strongly represented in the staff moving over to permanent, fractional contracts. Recruitment: Greater proportion of academic men than women are invited to interview. BME academics, excluding Chinese, are less likely to be invited to interview and less likely then to be successful at interview. Promotion: Academic women are successful but need to be encouraged to apply. Academic bme staff are significantly less successful than their white colleagues. There is a high proportion (63%) of all staff who disagree that the promotion procedure seems fair - and this rises to 67% of women (60% men) and 65% of bme staff (61% white).
21 © Schneider~Ross S~R 20. Some Conclusions There are strong drivers for increasing diversity at senior levels. There have been recent improvements in policies which represent a good foundation for reaching out more widely for talent. There remain, however, worrying examples of poor and inconsistent practice, and some bias in outcomes. SOAS is undoubtedly vulnerable – both legally, and perhaps more significantly, reputationally. Culture change is critical because: It is the culture that determines how selection policies are actually implemented. Currently, under-represented groups feel that they are excluded or at least not valued. This influences aspiration levels and outputs as well as attrition. At the core of this culture change needs to be real leadership – sending out an unambiguous message about the desired culture and the need to change - and a transformation in the perceived status of the task of management.
22 © Schneider~Ross S~R Manor Courtyard Offices Quarley Manor Grateley Andover Hampshire, SP11 8LE UK Tel: + 44 (0) Fax: +44 (0)
1 © Schneider~Ross S~R The Under-Represented Staff Groups Project Presentation to Equality & Diversity Committee Robin Schneider 26 th February 2008 SOAS.
OSCR Survey Results (Survey conducted Oct / Nov 2003)
Staff Survey. Leeds College of Art Staff Survey Highlights December 2011.
Southeastern Institute of Research 1 OEMS Virginia Emergency Physicians OMD Study (Co-Sponsored with the Virginia College of Emergency Physicians) November.
The Equality Standard: A Framework for Sport UK National Governing Bodies Self Assessment Survey Report prepared for Equality Standard Pilot Project Steering.
Equality and Diversity for Students Catrin Morgan, Equality & Diversity Manager Equality Unit Governance and Compliance Division
1 Pay Differences by Gender of University Faculty Jenny Hunt, Daniel Parent, and Michael R. Smith.
1 Cultural Considerations with Response to Intervention (RTI) Models and Literacy Instruction Janette Klingner Michael Orosco University of Colorado at.
UNIT-l Conceptual foundation of Business Process reengineering 1.
OUSD New Small Schools External Evaluation New Small Schools Evaluation Board Presentation September 26, 2007.
ANNA RAPPAPORT CONSULTING STRATEGIES FOR A SECURE RETIREMENT SM Important Issues for Retirement Plans Today Presentation to IPERS Investment Board September.
Keep on Tracking: Immigration and Public Opinion in Canada? Jack Jedwab Executive Director Association for Canadian Studies Metropolis Canada Vancouver,
Danger Signals Ahead: Challenges Raised by Public Knowledge of Retirement Risks Anna Rappaport, FSA, EA, MAAA Anna Rappaport Consulting Chair, SOA Committee.
Reclaiming Lutheran Students Project Prepared for: LECNA Click mouse or use key to advance press ESC key to stop or end.
A report by Dr. Deborah Dean Industrial Relations Research Unit Warwick Business School UK.
Building a Recovery Focused Mental Health System: Reflections on Systems Change and Growth in Community Mental Health November 7, 2008 Canadian Innovations.
Involving vulnerable people - a practical guide. Torbay Supporting People Team. June 2008.
SEARCH ORIENTATION. The Recruitment Handbook Orientation to the Search Process For a printer friendly version of The Recruitment Handbook, click here.
1 PILOT DPAS II Training for School Board Members.
Teacher Evaluation in Newark: Evaluator Training August 21 or 22,
Chapter 7 / Slide 1 Copyright © 2008 Pearson Education Canada Part 3 Groups and Teamwor Copyright © 2008 Pearson Education Canada Social Behaviour and.
Research Ethics Summary 1. But what has ethics got to do with research? Is pure research above ethics and morality? Is ethics and morality to do with.
GE Smart Grid Survey June, /2/2014 Table of Contents Background & Methodology Key Findings Detailed Findings Demographic Trends Demographic Profile.
National Public Radio National Survey July Methodology The reported results on public attitudes come from a national survey conducted by Public.
Jack Jedwab Association for Canadian Studies September 27 th, 2008 Canadian Post Olympic Survey.
1 Multiverse Project: Analysis of High Attaining Black Students © Faculty of Development & Society, Sheffield Hallam University.
About Victoria Legal Aid Victoria Legal Aid (VLA) is a state wide organisation that helps people with their legal problems. We focus on helping and protecting.
14 th CIO Workshop July 27th, 2001 CEO IT Survey Findings.
From student to lecturer: 20 years of research on assessment as a timeline Lin Norton & Bill Norton Liverpool Hope University 1.
Final Report – November 3, 2003 Organization of American States Management Study of the Operations of the General Secretariat Part I – Executive Summary.
© 2016 SlidePlayer.com Inc. All rights reserved.