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
  • Effective in School of Computer Science, CEAS, Chemistry
  • Engagement with Faculty Graduate Training team e.g. Faculty of Science and Engineering Graduate Development Training Programme

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; FSE, HUMS and FBMH. In particular strong engagement (and time allowance) for researchers to access training and courses, for example Researchers in Management.