Engendering change

By Professor Judith Squires, Deputy Vice-Chancellor and Provost

It is six months today since I took up my role as Deputy Vice-Chancellor and Provost. I have tried to use this time in office to engender change in the institution, so I am particularly pleased to mark my first half-year with the University of Bristol Gender Equality Conference 2019 on 4 July, as one of the key priorities for me has been to make real progress on gender equality in the University.

I am also pleased to report that, following this year’s academic promotions round, in which we will be promoting 37 new Associate Professors and 45 new Professors, we will see an increase in the proportion of female professors to 28.2%. This represents an increase of 11.1% over six years. It also means that we have reached our University Strategic Plan 28% mid-term target and puts us on track to reach the 33% target by the end of the Plan.

We will be analysing the impact of this on our gender pay gap, but our 2019 Gender Pay Gap Report already showed a reducing gap at the organisational level of 13.6%. This is a 2.6% reduction in one year (and lower than the Russell Group median of 14.9%). The professorial median pay gap stands at 3.1% with the mean reducing by 0.7% to 7.5% over the past year due to the progression of female Professors.

Work to reduce the gender pay gap

In addition to this, we are working hard in other areas based on the recommendations from the publication of a study into gender employment and pay at Bristol, commissioned by the Professorial Gender Pay Gap Working Group and published in September 2018.

One of the recommendations in this report was linked to historical concerns about the undervaluing of work that tends to be disproportionately undertaken by women. I was therefore delighted that the new Academic Promotions Framework was endorsed by Senate on 10 June, as this was designed to ensure that we have a fair and effective promotions process that better recognises the full academic contribution, rewarding research, education, engagement and citizenship. The new framework for promotion to Associate Professor and Professor will be ready for the 2020/21 promotions cycle.

The framework should also facilitate better career discussions, which in turn could lead to more focused personal and professional development, and more flexible and inclusive careers for everyone. This links with another recommendation on the quality of the career support provided through such processes as staff review and development, which we will be reviewing in the coming year.

I am also heartened by changes for Pathway 3 colleagues after the review of their progressability as part of workforce planning. For Pathway 2 colleagues, we are looking at both practical support when facing the challenges of fixed-term funding and career support. We are piloting various approaches in the Medical School and doing some work with Principal Investigators to highlight the excellent work that many are already doing to support their research teams.

We are also looking to introduce more flexible working options, including job-shares, into all recruitment. Plus, we are evaluating the Returning Carers’ Scheme, which has supported nearly 50 women since 2014 to re-establish their research.

At the beginning of my term in office, I launched a new women’s mentoring scheme with significant take up (over 200 grade K and L mentees and 50 grade M mentors) from both academic and professional services staff: I look forward to hearing how this has been received in the autumn. We are also piloting an alternative to Aurora called the Female Leadership Initiative (FLi).

There is still significant work to do, including exploring ethnicity pay gaps and their intersection with gender, but I am grateful for all your support in relation to our achievements thus far, including our Athena SWAN activities. I know that together we are moving in the right direction. Thanks for all your support and please do come to the Conference on Thursday 4 July.

Bristol Mentors: celebrating a successful first year

By Professor Judith Squires, Deputy Vice-Chancellor and Provost

On Friday 7 June I attended the Bristol Mentors end-of-year thank-you event at Colston Hall to celebrate the achievements and work of our mentors and mentees on the scheme. It seems like no time at all since the programme launched in the Richmond Building back in October 2018, but between now and then a significant amount of time and energy has been invested in the scheme.

Some headline stats for the work that has been undertaken are:

  • Over 100 applications were submitted for the pilot scheme, and 56 student mentees accepted onto the cohort.
  • Over 300 hours of time have been given up by mentors this year.
  • The majority of the cohort has been able to arrange invaluable shadowing, work experience and networking opportunities, helping to equip them with the knowledge and skills they need to succeed in the future.

For those of you who are not aware, the Bristol Mentors programme emerged partly from the desire of alumni to give back, and partly because students wanted to learn from graduates who had been there before them. The programme is funded via the University’s Access Agreement and works alongside the Widening Participation and Student Inclusion Team to ensure that students who need support hear about Bristol Mentors. All of our student mentees are from under-represented groups and many have already overcome a level of disadvantage to earn a place to study here.

Law student Tien Tonnu with her mentor Sam Rose

Bristol Mentors has quickly become a crucial new addition to the range of activities that we at the University of Bristol offer to help all students become more employable, with mentors also enabling students to broaden their professional networks. A testament to this is Tien Tonnu, pictured here with her mentor, Sam Rose (Mentor of the Year winner), who gained a spot on a very competitive vacation scheme at a Magic Circle law firm. Tien credits her success in winning a place to the support she received from Sam over the year.

The scheme is a great example of us working as a community – bringing our students and alumni together for mutual benefit. It is also a good example of cross-department collaboration between the Careers team and Development and Alumni Relations. The support of alumni and their voice is hugely important to the University, and this project demonstrates the value of alumni to current students, who describe the scheme in very positive terms:

  • “A fantastic practical insight”;
  • “The provision has been second to none”;
  • “I’m feeling excited and a lot less scared about my future”;
  • “Taking part [in Bristol Mentors] has been key to my success”;
  • “I’ve been truly inspired”.

We sincerely hope that some of these students, too, will become Bristol Mentors in the future. After this year’s successful pilot with 56 mentees, we are currently recruiting mentors for the 100 students enrolled in the programme for next year. If you know of any alumni who would like to become mentors, please contact alumni-mentoring@bristol.ac.uk or click on the Bristol Mentors link for further information.

Finally, none of this would have been possible without the hard work of the students taking part in this programme or the involvement of the alumni, so thank you to everyone involved, with a special thanks to the evening’s organisers: Doug Middling, Alumni Engagement Officer (Widening Participation) and Robbie Fox, Alumni Mentoring Coordinator (Careers).

Provost Celebration of Academic Achievement Receptions

By Professor Judith Squires, Deputy Vice-Chancellor and Provost

On Thursday last week (21 March) colleagues from across the University gathered together in Royal Fort House to celebrate the achievements of  Bristol Futures and to recognise colleagues who have worked so hard to deliver this transformational educational initiative. This event was part of a new series of monthly Provost Academic Achievement Receptions that I established when I took up my new role of Deputy Vice-Chancellor and Provost in January, designed to recognise just some of the many outstanding academic achievements of staff across the University.

The January celebration marked the Outstanding Ofsted result obtained by the School of Education, in which our PGCE programme was deemed outstanding in every category. Sadly, this event was affected by the threat of snow and amber weather warnings, so we had to wait for our February celebration of EPSRC CDT success to really get the series underway.

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Our gender pay gap: further steps on the journey to equality

By Professor Judith Squires, Deputy Vice-Chancellor and Provost

In a recent Bristol Uni Women blog post I reflected on the importance of gender equality at Bristol. Now, as we publish our 2019 Gender Pay Gap Report, I wanted to highlight our progress in relation to our gender pay gap and to outline just a couple of the things that we are doing to ensure that we are rewarding individuals equally for their work, regardless of gender, ethnicity or background as part of our commitment to fostering an inclusive community, increasing the diversity within our staff population, and eliminating the gender pay gap.

Our 2019 report: key findings

Our 2019 Gender Pay Gap Report fulfils the government requirement for all employers with 250 or more employees to publish details of women’s and men’s pay across their organisation, and to set out their plans for redressing any inequalities. It also provides us with an important opportunity to evaluate our progress, both against our own ambitions and against national benchmarks.

Our Report shows that, compared to last year, our median gender pay gap has reduced by 2.6%, and now stands at 13.6%. This is considerably lower than the Office of National Statistics UK-wide gap of 17.9% and represents welcome progress. Nonetheless, there is clearly still more to be done. (more…)

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