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Recruitment and Selection


Recruiting (and retaining) students

  • School of Mathematics: Postgraduate Drop in Sessions (male and female course directors)
  • School of Chemistry: ‘Where are They Now?’ alumni case studies (gender-balanced)
  • School of Chemistry: In addition to their academic adviser UG students are offered PDRA mentors (PDRA receive mentoring training)
  • School of Computer Science offer final year PGR mentors to first year PGR students
  • School of Physics and Astronomy ensure that women students are paired with at least one other women student in their undergraduate tutorial groups
  • Increase consultation: School of Chemistry: PG staff-student committee
  • School of Chemistry: Exit Questionnaire for PhD students
  • All (staff and students) those involved in UCAS Days (guides, speakers, interviewers) to have at least completed the online E&D training as a minimum requirement, additional Unconscious Bias training is also requested in some Schools. From 2018, the University will also be delivering 'Trans*fer' training in Trans awareness, which staff involved in student recruitment and student support roles can attend.
  • Participation in outreach, widening participation days (for example Dragonfly Days aimed specifically at Year 8-9 School children)
  • Participation in PASS (peer assisted study sessions), a scheme to support student learning where the third and fourth year students support first and second years. Aim for a gender balance in PASS leaders


Recruiting (and retaining) staff

  • Exit questionnaires
    • Cancer Research UK Manchester Institute's Athena SWAN Self-Assessment Team are offering both Exit Questionnaires and the opportunity to give face-to-face feedback to leaver
  • Positive action statements on job adverts, masterclasses, advertisements for committee positions
  • Mandatory E&D Training (TEDI) completed by all on interview panel, accurate training records kept and routinely checked prior to interviews (for example check-box added to form)
  • Proactive approach towards identifying potential candidates, approaching (phone, email)  them and encouraging them to apply
  • Induction materials and handbooks, such as the University's newly re-launched Research Staff Handbook 
  • Use of head-hunters
    • Effective in School of Chemistry as led to an all-female shortlist and the appointment of a female Professor
    • Challenge from Head of School if short-lists do not contain both male and female candidates
    • Panels must have at least one female interviewer – ideally the panel will be gender balanced. If a female from the School is not available then the School must invite a colleague from another School (they too must have received TEDI training)
    • Unconscious Bias training available and recommended for completion by those that sit on panels
    • Engagement with Faculty Graduate and Researcher Development Teams; FSEHUMS and FBMH. In particular strong engagement (and time allowance) for researchers to access training and courses, for example Researchers in Management.