The Recommendations

 

These recommendations below were formulated in 2000 and based on the suggestions of 600 women from across the University who attended a series of 'listening seminars'. This listening exercise as a whole was awarded the Opportunity Now Workplace Award Northern Ireland (HE Sector) in 2001.

 

1.       Immediate actions and quick gains: June to December 2000

  • Relaunch family-friendly policies
  • Identify an immediate sum for a central earmarked fund for maternity leave cover
  • Institute a formal review of childcare provision for staff
  • Further career advancement for clerical staff
  • Institute a mentoring scheme for academic women
  • Maintain the Women’s Forum with an annual budget and secretariat to monitor progress
  • Investigate and continue to monitor closely: pay at appointment; equal pay at equal stages; and promotion rates
  • Identify and investigate the problems of culture in clearly unhappy areas
  • Increase resources in the Equal Opportunities Unit to make formal recognition of the importance of the agenda
  • Appoint/second a short-term champion at Pro-Vice-Chancellor level to oversee the implementation of gender equality policies with a Committee for Gender Equality to report to VCC
  • Set targets and timetables for 30%, 40%, 50% women PVCs, Deans, Head, Professors and grade 6 administrators etc
  • Launch major publicity campaign based on this package of measures

 

2.       Medium-term action: 2000-2005

  • Provide and require gender-aware training for all Heads of School/Chairs of committees and for both men and women in female management styles
  • Reconsider criteria for academic promotion
  • Reconsider criteria for academic-related promotion
  • Make managers responsible for the advancement of gender equality
  • Implement the review of childcare provision
  • Create a confidential staff welfare service with a core briefing system
  • Institute mechanisms for keeping in touch with women who have left to have children
  • Give pro-active consideration to the timing of meetings to accommodate home and family responsibilities
  • Investigate possibilities of career development for women in Research and Technical grades
  • Investigate the particular barriers to recruitment and carer advance of black and ethnic women; of women with disabilities; and of part-time employees
  • Set targets and timetables for 30%, 40% and 50% women at senior lecturer and reader level
  • Publish results of Women’s Forum research projects

 

3.       Longer-term culture change: 2000-2010

  • Monitor the effectiveness of the welfare service and the core briefing system
  • Ensure consistency in implementation of policies across the University
  • Gender-proof all QUB policies, activities, training and publications, using external objective expertise
  • Increase female committee membership
  • Reward in promotion terms effective and excessively heavy contribution to the University incurred in the interests of gender representation
  • Monitor academic workload to ensure women are not given heavy teaching, pastoral and administrative loads
  • Encourage a sense that it is a good thing to avail of family-friendly policies
  • Increase options for childcare
  • Carry out a full pay-audit of the salaries of all grades of staff
  • Set targets and timetables for 50% employment in the University overall and equal pay
  • Publish the Queen’s equality process
  • Use it to establish a fully thought- through equality policy for 2010-2020 to include religion, gender, sexuality, race and disability

 

 

 

 

Queen's University Belfast is committed to Equality, Diversity and Inclusion.
For more information please read our Equality and Diversity Policy.

Queen's University Belfast is registered with the Charity Commission for Northern Ireland NIC101788
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