Take our Unconscious Bias Survey and win a £50 Amazon voucher!

Calling all FMS staff!

All staff in FMS are invited to take a survey designed by one of our undergraduates as part of their final year research project. Please take the time to fill it in – the survey only takes around 5 minutes, and you have the chance to win an Amazon voucher in a prize draw as well as contribute to the success of a student project!

The survey will ask you about unconscious biases, and about any training you may have received. It doesn’t matter if you’ve never heard of unconscious bias is, or if you’ve been on several training courses – we want to hear from you! Your responses are totally anonymous – we just want to hear your views.

The survey is open until 25th January 2019, but don’t wait – click here to fill it in now!

FMS EDI Week 21st-25th January – save the date!

FMS will be holding its very first EDI Week from the 21st – 25th of January – why not get involved?

The week is firstly to celebrate our successes so far, with the unveiling of our Athena SWAN silver award, which recognises our achievements in promoting and progressing gender equality for all staff and students. However, as well as reflecting how far we have come, we will also be thinking about what we would like to achieve, and will be running a number of events and activities that staff and students can get involved with.

Although we are still confirming some events (final programme to be announced early January), we have some already pencilled in and you can get the times into your diary now!

21st January:

  • Launch Event – 12-1pm,
    “Why does EDI matter?” – hear from staff about why EDI matters to them.
  • EDI and the Professional Pathway – 2-3pm,
    Katherine Rogers, Director of Faculty Operations

22nd January:

  • EDI Bitesize: “What is Athena SWAN?” – 2-3pm
    Candy Rowe, Director of EDI for FMS will explain what Athena SWAN is and what it means for the Faculty.
  • Athena SWAN Silver for Newcastle University – 3-4pm
    Judith Rankin, Dean of Diversity will talk about the work currently going on to renew the University’s institutional Silver Athena SWAN Award.
  • Wellbeing Session – lunchtime (TBC)
    Session hosted by Michael Atkinson on mindfulness.

23rd January:

  • EDI Design Principles for FMS  – 12-2pm
    Jane Richards and the Good to Great (G2G) Team will run a session about embedding EDI into faculty working in the future.

24th January:

  • EDI Fair – 12-2pm
    A fair to showcase information and get a chance to speak to the EDI Team, representatives from different staff/PGR networks, and the ECR Mentoring Scheme.
  • Athena SWAN Celebration & Unveiling – lunchtime (TBC)
    PVC of FMS, David Burn, will unveil the Faculty’s Athena SWAN Silver Award and celebrate the incredible work and achievement the award symbolises.

25th January:

  • ‘For Families’ Launch Event  – 10am – 12pm
    Event jointly hosted by NU Women and NU Parents. It will provide information on NU’s new family-friendly initiative, update on progress, set out plans for the future and take feedback and questions.

Visible yet Hidden: Are staff working in EDI roles within Higher Education sufficiently rewarded and recognised?

Malasree Home (Athena SWAN Officer, FMS EDI Team):

We all want to be recognised and rewarded for the work that we do, irrespective of the role that we are in.

I’ve been the Faculty’s Athena SWAN Officer for 18 months, and in that time, I’ve become interested in how staff who lead and manage EDI initiatives and projects are recognised, and the impact that this may ultimately have on the success of EDI projects (for example Charter Mark applications), the continuation of EDI teams, and the actual embedding of real cultural change within an organisation.

Scholarly research suggests that recognising, rewarding, and valuing staff can enhance productivity, yet rewarding EDI contributions are perhaps even more challenging than most in a Higher Education context. While, on the one hand, EDI roles demand certain niche skills and training, on the other hand, they often sit outside a specific job description, or are not aligned to promotion criteria. Nevertheless, they are crucial to delivering changes to culture, policies and practices that support any university’s ambition to provide inclusive environments for the benefits of staff and students.

Along with my colleague, Louise Jones (the E&D Advisor in the Faculty of Science, Agriculture and Engineering), I ran a workshop at this year’s Advance HE’s annual EDI Conference in Liverpool around reward and recognition for those in diversity roles – we called it ‘Visible yet Hidden’, hoping to capture some of problems that diversity professionals face. Organisations focus on the equality, diversity and inclusion (EDI) agenda and promote its importance, but anecdotal evidence suggests that they are less upfront and eager to recognise and value staff who are involved in supporting this agenda through their day-to-day roles and responsibilities, or by being involved in charter mark applications.

Before the conference, we tested the waters by running a snap survey using the mailing list for all those involved in Athena SWAN nationally, and ran the same survey for EDI leads at Newcastle University as well. The survey clearly struck a chord, and we were not prepared for the volume of responses – we received a total of 121 responses, most of whom were female (82%) and in professional support or administrative roles (60%). The results raised some interesting issues, which we presented at the workshop to a very engaged audience.

It was clear that organisations are broadening the remit of diversity roles – very few of the respondents had a specific ‘Athena SWAN’ tag attached to their role descriptors – however, the majority (74%) still retained standard organisational titles (HR Advisor/Project Manager/Lecturer/Senior Lecturer). This raises a lot of questions. To what extent is EDI perceived as an ‘add-on’ to existing roles? If they are not part of the original Job Description, are organisations ensuring that their staff have enough protected time to fulfil these roles? Organisations, especially universities, therefore do need to pay heed to resourcing for broadening the agenda.

The survey also revealed that the majority of EDI roles were junior or middle stage career positions (78%) with possibly very limited power to make changes through organisational decision making processes. Only 22% described themselves as having senior positions within the organisation. If these roles are meant to be the drivers for change, is this small percentage really enough to bring about real cultural change?

Recognition for these roles is linked to their career progression, and the respondents identified some major challenges here. While a large proportion of respondents (74%) felt that they had amassed a huge number of transferrable skills in their role, the majority felt that those were not recognised by current and potential employers, and 46% were unable to identify their next career move from their current role.

This was not helped by the fact that the majority of respondents (74%) had received no external or internal awards for doing their job well. Some organisations had awards for staff who contributed to EDI above and beyond their roles, but staff working in diversity roles did not appear eligible for these awards. A member of the audience asked a wonderful (and telling) question which made the penny drop for many in the room – “would you refrain from nominating someone for a ‘teaching’ or ‘best supervisor’ award just because they were in a teaching or supervisory role?”

Many respondents saw that EDI was important to their employer – a massive 70% said that it was important to their organisation. Yet only 40% of respondents felt that THEY were valued in their roles, with 28% stating that they did not feel valued at all. I think the audience agreed that we now had some numbers to quantify what we had known anecdotally so far!

However, this workshop was not all about doom and gloom, but about a way forward. And in true testament to the skills that all diversity professionals pick up, Louise gave a wonderful overview about what organisations and individuals could do to address this scenario, energising the audience again!

We hope that ultimately, strategic organisations in Higher Education, like Advance HE, will pick up the baton and become a platform where professionals working in diversity roles can connect with mentors in other organisations to improve career progression opportunities, ensuring that this research has long-lasting and meaningful impact.

This workshop was part of a larger project funded through the Equality, Diversity and Inclusion Funds (EDIF), an internal funding scheme available to all staff and students to promote engagement with the Equality, Diversity and Inclusion agenda at Newcastle University. You can read about other EDIF projects here.

We will be running a number of focus groups for staff at Newcastle University (Academic and Professional) in the New Year to further explore the issues identified through the preliminary survey. If you are a member of staff at Newcastle University, and would like to participate in these groups, please contact me directly at malasree.home@newcastle.ac.uk.