Demonstrating Good People Management Practices in Research Presenters: Helen Wells Maria Pervaiz Dr. Jane Cahill Rob Butler Research and Innovation Support Conference

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Overview Demonstrating Good People Management Practices in Research What do our funders expect? How can we support good practice? Part 1 - Equality & Inclusion Part 2 –The HR perspective Questions & Answers

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Setting the scene: The Concordat Concordat to Support the Career Development of Researchers –Research Council Missions include provision of skilled researchers, scientists and engineers –Principles for support & management of research careers –Signatories include UUK, RCUK, HEFCE & Wellcome –Research Council core terms & conditions

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 The Concordat Implementation at Leeds –University Guidance on the Employment of Research Staff –Measuring progress (CROS & PIRLS) –Action plans and further developments –To encourage principal investigators to better recognise their role as leaders and managers of research AND people

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Setting the Scene: Funders’ Requirements Research Councils UK Statement of Expectations for Equality & Diversity To drive more rapid cultural change Engage staff at all levels Ensure all members of the research workforce are trained Provide evidence of ways in with E&D issues are managed Auditable via funding assurance visits and may link to future funding

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Funders’ Requirements Horizon 2020 European Charter for Researchers – The Code of Conduct for the Recruitment of Researchers UK Government and Local Government Requirements within tender submissions NIHR Some future competitions will require at least silver status of the Athena SWAN Charter for Women in Science

Demonstrating good equality practice Initiatives at Leeds Research and Innovation Support Conference 'Everyone Included, Everyone Involved'

Engaging with the Region Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Context Legislative :promotion of the Equality Duty Organisational effectiveness : Business Case:

Research and Innovation Support Conference THE EQUALITY VISION As a research-intensive international University, we will attract and retain excellent people from across the world, to enable the University and the people within it to fulfil their potential. THE EQUALITY MISSION To be a beacon of excellence in the sector, promoting a culture of inclusion, respect and equality of opportunity for all. VALUES & PRINCIPLES In pursuit of this mission we will:  Demonstrate visible leadership and accountability at all levels  Embed equality into all aspects of University life  Provide a sustainable environment which enables all staff and students to thrive  Work in partnership with our staff, students, Unions and wider stakeholders PRIORITIES & OBJECTIVES 1. Develop a University-wide culture which promotes equality and inclusion 1.1 Develop and implement a sustainable One University approach to equality. 1.2 Create an environment that is better for all through promoting personal responsibility for equality. 2. Integrate and embed equality into all aspects of University business 2.1 Identify and address equality gaps in our governance structures and management processes. 2.2 Incorporate equality into day-to-day business activity. 3. Attract, retain, support and develop an excellent workforce from across the world 3.1 Build a diverse and representative sustainable community which reflects our values. 3.2 Become national and international sector leaders in promoting good equality practice. 4. Ensure a world-class student experience through inclusion and academic excellence 4.1 Provide fair and equal access to recruitment, progression and attainment opportunities. 4.2 Recognise the range of needs of our diverse student population and integrate them into the governance and practice of student education. The Equality & Inclusion strategy

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 current best practice Integrating equality Staff networks Facilities / support campus Diversity Monitoring Policies and guidance Activities and events

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 current best practice E&I Culture University structures Faculty structures Leadership E&I Coordinators LUU partners Training

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 On the horizon ……. o Equality and Inclusion Framework o Revised Equality and Inclusion Policy o Governance and Management framework o Priority work streams: A culture which promotes equality and inclusion Integrate and embed equality into all aspects of University business Attract, retain, support and develop an excellent workforce from across the world Ensure a world-class student experience through inclusion and academic excellence

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 The Equality Policy Unit: The centre for policy development and expert advice on equality and inclusion at the University of Leeds. Responsible for: supporting the University (including faculties and services) to embed and implement the objectives identified within the strategy assisting the University to implement inclusive practice to support staff (and students) through the development of appropriate policies, guidance and good practice ensuring the University responds to its statutory obligations under the Equality Act (2010) 'Everyone Included, Everyone Involved'

Engaging with the Region Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 For further information: Equality Policy Unit: Maria Pervaiz: (0113) Ian Turnpenny: (0113) Kay Messenger: (0113) Room EC Stoner building website: ww.equality.leeds.ac.uKww.equality.leeds.ac.uK 'Everyone Included, Everyone Involved'

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Demonstrating good equality practice The Athena Swan initiative …..

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Update on progress across the University 3 year action plan to direct central Athena Swan project: goal is University silver award by 2015 University of Leeds was successful in renewing its Bronze Level award November 2012 Currently 4 departments at UoL hold Athena Swan awards: MAPS (Silver 2011); School of Healthcare (Bronze 2011); School of Medicine and Faculty of Engineering (Bronze April 2013)

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Update on d practice around the University (2) Future submissions: November 2013: Institute of Psychological Sciences (Bronze) April 2014: School of Healthcare (Silver); Faculty of Biological Sciences and Faculty of Environment (Bronze) April 2015: Faculty of Mathematic and Physical Sciences (Silver renewal)

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Translating the RCUK statement: examples from Action Plan promote and lead cultural change in relation to equalities and diversity “Enhance the diversity of Heads of School through the establishment of a Talent Programme with appropriate mentorship for participants” engage staff at all levels with improving the promotion of equality and diversity “Develop a communication plan to increase the visibility of Athena Swan across the University”

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13. ensure all members of the research workforce are trained and supported to address disincentives and indirect obstacles to recruitment, retention and progression in research careers “Require all staff who serve on interview panels to complete the on- line Equality and Diversity training module” provide evidence of ways in which equality and diversity issues are managed at both an institutional and department level Institutional level “Ensure data sets are reported annually to SET Faculites to inform their E & D Action plans and any local level Athena Swan submissions Department level “Annually review recruitment and induction processes to ensure that they are female friendly and up to date”

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Beyond STEM: Gender Equality Charter Mark As part of ECU's Systemic change: advancing gender equality project, ECU supported the University of Reading to initiate and lead a pilot of a scheme to recognise good practice in employment of female academics in the arts, humanities and social sciences. Pilot was based on the Athena SWAN model Final report recommended: establishing an award scheme which recognises good employment practice for women academics working in the arts, humanities and social sciences. extending the successful Athena SWAN model establishing a trial award process by the end of 2013

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13. The charter mark utilises the experience and methodology of the Athena SWAN Charter for Women in science, technology, engineering, maths and medicine. Athena SWAN The Athena SWAN Charter will continue to operate as it currently stands, with a view to bringing it together with the gender equality charter mark in the future Gender Equality Charter Mark due to be rolled out October 2014 Gender equality charter mark will develop principles and processes that will cover: all arts, humanities and social sciences disciplines underrepresentation of men at certain levels and disciplines professional and support staff transgender equality

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Demonstrating good people management practices The HR Perspective Rob Butler Human Resources Manager Faculty of Medicine & Health

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Recruitment Job design - Does the job description describe the skills needed Redeployment - Utilizing skills already within the University Advertisement - Considering the best medium for advertisement Appointment - A need to meet all the essential criteria

Engaging with the Region: Better Together Research and Innovation Support Conference Engaging with the Region: Better Together #RISCONF13 Probation /SRDS An essential part of employing researchers Sets clear objectives and milestones which are achievable Providing feedback to enable learning and development Enabling development and progression Part of good employment practice

Demonstrating Good People Management Practices in Research Questions & Answers Research and Innovation Support Conference