1. ECU Gender Equality Charter Mark (GEM) Sandra Beaufoy

2. WHAT IS GEM? Gender Equality Charter Mark Similar to Athena SWAN, but for Arts, Humanities and Social Science Institutional and departmental level of award Submission at Bronze, Silver and Gold level Submission includes an Action Plan

3. WHAT ARE THE AIMS OF GEM? GEM aims to address gender inequalities and imbalance in the arts, humanities and social sciences, in particular the underrepresentation of women in senior roles. GEM covers academic staff, professional and support staff, men, women and gender identity.

4. WILL GEM REPLACE ATHENA SWAN? GEM utilises the experience and methodology of Athena SWAN. The Equality Challenge Unit manages both Athena and GEM. The Athena SWAN Charter will continue to operate as it currently stands, with a view to bringing the Charter Marks together in the future.

5. PRINCIPLES OF GEM To address gender inequalities, commitment and action at all levels The absence of diversity in management and at policy-making levels That employment policies, practices and procedures actively promote gender equality Broad range of work activity is recognised in career progression/promotion

6. PRINCIPLES OF GEM - Cont Personal and structural obstacles to making the transition from u/g level to PhD and then into senior academic roles To tackle unequal representation of women or men requires changing cultures and attitudes The system of short-term contracts

7. GEM TRIAL The ECU piloted a trial of GEM which culminated with submissions in April 2014. Warwick Business School (WBS) registered interest in the trial. 10 Institutions and 28 departments took part in the trial. WBS - submitted an application for a Bronze award.

8. FORMAL LAUNCH OF GEM GEM will be launched in November 2014 It is not yet known what the final submission form will look like and when the first submission round will be (possibly April or November 2015) Data templates

9. SELF ASSESSMENT TEAM Diverse membership – key personnel, such as u/g and p/g admissions tutors, outreach officer, academics, HR and admin staff Academics at different career stages New staff Staff who work part time, flexible working patterns, have had career breaks

10. W HY SHOULD MY DEPARTMENT PARTICIPATE IN GEM? To improve awareness of gender equality and to tackle gender issues To have the opportunity to scrutinise current procedures and processes To improve communication across the department Reputation To give a voice to staff, who may not otherwise be heard

11. FOR FURTHER INFORMATION ECU Website: http://www.ecu.ac.uk/our-projects/gender-charter-mark Trial award materials: http://www.ecu.ac.uk/our-projects/gender-equality-charter-marks-trial- awards-materials Warwick Contact: Sandra Beaufoy on 74479 s.beaufoy@warwick.ac.uks.beaufoy@warwick.ac.uk Claire Martin on 22356 c.martin@wawrick.ac.ukc.martin@wawrick.ac.uk

12. ANY QUESTIONS?

13. Warwick Business School Oliver Cooper, WBS Administrative Officer (Academic Services) Jen Henderson, WBS HR Officer

14. Warwick Business School Top 5 Benefits for Applying for GEM 1. High profile institutionally and nationally 2. Uncovers unknown best practice and areas of concern 3. Positive impact and raised awareness 4. Sharing best practice with other departments 5. Equality and Welfare Committee

15. Warwick Business School Top 5 Challenges Faced 1. Resource heavy 2. Retrieving data 3. Recording data 4. Spread ownership of Action Plan 5. Communication and participation

16. Warwick Business School Top 5 Tips 1. Head of Department to Chair meetings 2. Record data available in house and keep a tracker so you can chase data requested 3. Choose carefully the membership of the Self- Assessment Team 4. Assign colleagues to draft answers to specific questions 5. Attend Athena Network or equivalent and share best practice

17. Warwick Business School 5 Quick Wins 1. Unconscious Bias Training for Senior Staff 2. Online training modules for all staff strongly encouraged 3. Conduct UKRC Survey to assess perceptions. This could be conducted again prior to submission 4. Attend Athena Network or equivalent 5. Review committee membership and timings