UCL Division of Infection & Immunity

Athena SWAN Silver Award





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Athena SWAN

By MichaelMaggs (Own work) [CC BY-SA 3.0 (http://creativecommons.org/licenses/by-sa/3.0)], via Wikimedia Commons

Celebrating Diversity in Science

Launched in 2005, the Athena SWAN Charter was established to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) in higher education and research. Athena SWAN now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women. In May 2015 the charter was expanded to recognise work undertaken in professional and support roles, and for trans staff and students.

The UCL Division of Infection and Immunity are proud holders of a Silver Athena SWAN award, in recognition of its commitment to tackling gender inequality in higher education. The Division is firmly committed to the principles and beliefs of the Athena SWAN Charter.

Athena SWAN Self Assessment Team Contacts

The Division's Athena Swan Self Assessment Team:

  • Professor Paul Griffiths – Chair
  • Professor Judith Breuer
  • Ms Jade Donovan
  • Dr Clare Jolly
  • Professor Mala Maini
  • Dr Laura Pallet
  • Mrs Samantha Photiades
  • Dr Matthew Reeves
  • Dr Helen Rowe
  • Dr Milica Vukmanovic-Stejic
  • Dr David Wiseman

Mentorship Scheme

Division Mentorship Scheme

The Division of Infection and Immunity runs a mentorship scheme for all members of staff, including: post-docs, lecturers, plus those on fellowships approaching a transitional point in their career. The idea behind mentoring is to provide an individual ("Mentee") a supportive/personal relationship with an experienced member of staff ("Mentor"). Mentoring has been shown to effectively aid to progress for employees at an early stage in their career.


Choosing a Mentor

Members of staff may approach any principle investigator/Senior member of staff in the Division to request they mentor you. This way you can agree on a mutual and flexible framework together to achieve this - whether it be a quick, informal chat over coffee or more regular, structured meetings more than once. When identifying a mentor, you should ensure:

  • Your mentor should not be your line manager
  • Your mentor should be someone you feel able to approach
  • You have defined your needs as mentee.

Please note: Mentors can only take a limited number of mentees on at any given time and so are allocated on a "first come, first served" basis.


Division PI's/Senior Members of Staff


Mentoring Sessions

Once you have identified your mentor you should agree on a time to meet informally to discuss a plan for the number and nature of your sessions (this may change during the mentoring process).


Further Resources

Central UCL Coaching & Mentoring Webpages:

http://www.ucl.ac.uk/hr/od/coaching/


Further Information

If you require any further information, or have any questions about our mentoring scheme, please contact  Jade Donovan: j.donovan [at] ucl.ac.uk

Working in a UCL Division

Division of Infection & Immunity Staff Booklet

This summer, the Division published a staff booklet summarising the policies governing the work of staff working in the Division in a handy A5-size format. 

All current staff have received them and the booklet will be given to all new members of staff.


Working at UCL

As an organisation UCL strives to support its staff and promote equality of opportunity within its workforce. 

Current initiatives and aims to promote equality and diversity can be seen on the UCL Equalities & Diversity Website.

The UCL Equalities and Diversity team have published new guidance to managers on supporting working parents and carers.


Specific Policies to Note

Below are some specific policies and services to support staff:


Harassment Advisor's at UCL

UCL have a team of trained, volunteer harassment advisor's available to listen to members of UCL staff who believe they are being harassed, to clarify the options available and to support and assist you through the process of resolving the matter. All cases will be treated in confidence. (Link to team)


Employee Assistance Programme [EAP]

Employee Assistance Programme (EAP) is a free and confidential service from Workplace Options, an independent, provider of employee support services. Their staff are specialists in fields such as counselling, well-being, family matters, relationships, debt management, and workplace issues.

This support service is available 24 hours a day, 7 days a week, 365 days a year and is accessible by phone, email, online and via instant messaging. The EAP can provide practical information, fact sheets and packs, resource information on support services in your local area and even short-term counselling to help get you back on track


Stonewall

UCL is one of Stonewall Top 100 Employers 2012 - The Workplace Equality Index - equality for its lesbian, gay and bisexual employees.

Visit: http://www.stonewall.org.uk/at_work/stonewall_top_100_employers/default.asp

Submission to Athena SWAN

The Division's Athena Swan Self Assessment Team have been meeting regularly to discuss the application and how to determine and solve the extent of gender imbalance within the Division’s activities. 

The submission to the Athena SWAN Committee was made on 28 November 2013 and the award was confirmed in April 2014. 

UCL staff/postgraduate students can see the application on our internal pages (UCL log-on required). 

Funding Opportunities


British Federation of Women Graduates

BFWG makes awards to women at British universities established on doctoral (PhD, DPhil, DMus, etc.) courses. Awards are made after intense competition on evidence of overall academic excellence. These awards are not for financial need. For further information and how to apply visit: http://bfwg.org.uk/bfwg/index.php/scholarships


The Daphne Jackson Trust

The Daphne Jackson Trust is an independent charity which offers flexible, part-time, paid fellowships to scientists, engineers and technologists who have taken a career break of two or more years for family, caring or health reasons. For further information and how to apply visit: http://www.daphnejackson.org/


L'OREAL/UNESCO Women in Science

The L'Oréal-UNESCO UK and Ireland Fellowships For Women in Science are awards offered by a partnership between L'Oréal UK & Ireland, the UK National Commission for UNESCO and the Irish National Commission for UNESCO, with the support of the Royal Society, to promote, enhance and encourage the contribution of women pursuing their research careers in the UK or Ireland in the fields of the life and physical sciences. For further information and how to apply visit: https://www.womeninscience.co.uk/


Wellcome Trust Career Re-entry Fellowship Scheme

This scheme is for postdoctoral scientists who have recently decided to recommence a scientific research career after a continuous break of at least two years.

It gives such scientists the opportunity to return to high-quality research, with the potential to undertake refresher or further training.

The fellowship is particularly suitable for applicants wishing to return to research after a break for family commitments.

For further information and how to apply visit: http://www.wellcome.ac.uk/Funding/Biomedical-science/Funding-schemes/Fellowships/Basic-biomedical-fellowships/WTD004380.htm


The Royal Society Dorothy Hodgkin Fellowship

This scheme is for outstanding scientists in the UK at an early stage of their research career who require a flexible working pattern due to personal circumstances such as parenting or caring responsibilities or health issues.

For further information and how to apply visit: https://royalsociety.org/grants-schemes-awards/grants/dorothy-hodgkin/

Page last modified on 24 feb 16 17:39