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Write for me capstone project bachelor order do my verizon internet of things contest entertainment writers wanted [Music] I'd like to tell you a little bit about what the thinnest one is in the UK and how it's starting here and kind of where at UTS was out so so here's a little bit basically there were two programs Swan and stands of scientific women's academic network so it always has to be written in capitals and there was on a Senior Program and they joined together to make this thing called a seamless one it's run by the ECU equity challenge unit out of London and universities can apply to be registered as bronze silver or ideally golden and I don't think they're any gold universities but there are some gold departments and then within that the department can also be be registered so as and in fact one of the Medical Council's recently said they wouldn't give any research funding to people who didn't have at least a bronze and a bronze certification that made everybody sit up and take notice but it was there was only the rather small Medical Council I don't think the larger research councils have moved to that but it's still something now every British University really has to take seriously the Athena Swan things so I sat down I created a group of people in the department and we spent about a year writing a 50 page long document that's worse than writing an IRC grant I'd say and we put it in and we missed out at that time but then a year later we put it in again and we were actually um so it's not actually it's not not just put the documents in and get it so I'd like to tell you a little bit about what the UK is thinking it's not hiring for promoting people because they are under represent because they're female well because they're underrepresented it's not producing reports or planning to suggest stuff it's not operating in better that model and it's not defining success as academia so here is that quote from the Department of Chemistry Imperial College and the point is this point is made very strongly here that in fact it can really make a difference if you have people really sound off against or not god we've got to do all this stuff but it actually can really make a difference to what goes on in that happen what goes on in the university you can really change the whole culture of the place so I I was thinking about what the main it started off being just in stem actually in in the UK but as I was leaving in 2015-2016 that then expanded it to all disciplines so not only STEM disciplines can apply there when I arrived back in Australia I thought who I've got out of all that and they immediately said oh we're just starting Athena Swan here Tony or you've done some in the UK would you mind actually being involved which I was very happy to actually but so I was put on the self-assessment team for the University and I've been working diligently with them to prepare the UTS application for bronze award so it's a pilot in Australia still I think there are 40 universities trying for it there's a first tranche of 20 of which UTS is one I think some of the other universities are represented here also in that in that branch what what do you do well one of the main things in earthiness one is that you need to collect data and that that is much easier said than done actually you need to actually look at the number of promotions the number of women in various disciplines versus the number of men you've got to think really comprehensive data on current gender equity not just numbers would also stand it's policy and practices we really think very hard about the culture of the organisation and what it's doing to to encourage these underrepresented groups got it then you've got to sit and have a very hard look at it and very searching look at others and say what can we do to change this and then finally you create an action plan develop an implementation and implement plan to improve gender equity so that that's that's the basic things and the really crucial bit of the earthiness one thing is to to set out an action plan for what you're going to do to improve things so you don't have to have lots of lots of equality you have to look at yourself and say it's terrible but this is what we're going to do to improve it now in a way I'm speaking to you without slides about postgraduates here and I feel a little bit apologetic about that one of the key things in Athena Swan in the UK is key career transition points so how do you go from when do you decide to go from an undergraduate or postgraduate post-grad to a postdoc when do you decide you know what makes people past those transition points or stop at those transition points and go off and do something else so that's one of the key things that you really have to look at in in baths we did a survey of our I'm going to have to think about postdocs as being a slightly lost set of people in the university actually and so we we serve at our postdocs and our post grads as a single cohort actually and that was really quite interesting because the iron the scenes they didn't know each other very well and which i think is a shame and there was a I haven't noticed any generous behaviour but there's definitely prejudice against postdocs you know that kind of thing we're not invited to departmental meetings nobody actually realized they were invited to departmental meetings there was no problem with them coming but these kinds of things came out of our survey so this is what UTS is currently engaged in this process and I thought I'd tell you a bit since we've got some hugs on the data collection committee and we've got some fantastic graphs which I'm going to whiz through for you we've pretty much completed us our faculty data reports we've established equity and diversity committees in each faculty we actually decided to check architecture in as part of stem so we've got faculties of health science engineering F EIT Faculty of Engineering and IT Graduate School of Health School of Architecture they've got different things let me show you some of the growth so these are called the jaws of Athena Swan and to be completely non generous we've got the red ones of the males and the blue ones of the females is all the stem faculties it's obviously worth instead exactly of Health graduates all the hell I'll just run this through so you can have a quick look architectures interesting isn't it there's the Faculty of engineering actually looks pretty much like Mac's or Mac edge will software presenting the numbers is really really important in a way that people can understand them it's very easy just to put percentages in and get on the little clay nonsense really computing and communications revenge and environmental ends systems management so again the Faculty of science women at level B competitive women at level e so we've had work we've got recommendations to work by stain we'll make a final report related to diseases BR and it covers administrative staff as well as academic staff as well it's a bit of discussion about the fact that our holidays never coincide with the school holidays you know so those all have stuff about culture about whether you're having important faculty meetings at times that women can't attend and that sort of thing so there's a lot of that culture that goes into this compliance and so we're trying to get this done in the next few months so that we can actually go into the university budget so when we submit next March will actually be an action plan but with some dollar signs next to it so this is kind of the experience of one University doing a thenis one to my mind quite a lot more needs to be done in the Graduate space because that's a really important that's the sort of engine which is a driving and feeding into the end of the whole thing there's some context okay so that was a fairly brief run through our hyper [Applause] [Music] capstone homes century farms Tandon School of Engineering.

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