Tag Archives: gender equality

Making progress in equalities work … with Bernadette Malone

Seminar series, , ,

This is a photo of Bernadette Malone

Blog post authored by Dr Seemab Farooqi and Di Cantali

We welcomed Bernadette Malone as a seminar guest recently. Bernadette reflected on her career journey and expressed her view that, as a society, we’re far more progressive now than we were 40 years ago. The university has made really good progress in terms of Athena Swan and there’s a good understanding of the whole equalities’ agenda. However, it’s important that we know whether policies have been put into practice, and continuous self-assessment is necessary to ensure organisations evolve and improve.  It’s important to not see this as box ticking but rather having effective policies in place. For example, understanding the barriers that women are facing in their careers. For this reason, every organization needs to continue to reflect on their practice. 

Bernadette went on to speak about the role of Coaching and Buddying systems. These can help build confidence and a network where we support, nurture, and encourage colleagues. Positive validation goes a long way.   Looking for allies, solidarity, sisterhood, is key, both in terms of helping to prepare for something, encouragement, and positive reinforcement, and then offering support to others. We all have a responsibility to speak out if we witness unacceptable behaviour.  Also, it’s important to use our voice and to express our views on relevant issues, because in doing so we can be role models for others.  We can reflect our values, express who we are, which in turn may encourage other women to express their views.

As previously said policies are a good place to start in raising awareness of equalities and human rights; perceived unfairness and inequalities; and impact of behaviour on others. Of significance though, is the role of leadership at every level in ensuring effective implementation of policies at a practical level.   In many organisations and indeed in wider society, there are still many challenges to be addressed such as attitudes, mindset, organisational culture, and leadership.    In the context of the University, the leadership have a key responsibility to make sure the culture is right for women, and it’s everyone’s responsibility to ensure people experience equalities and fair treatment.    

Womens’ Support Networks with Dr Sarah Halliday and Dr Jenni Harvey

Seminar series, ,

This is a photo of Dr Jenni Harvey This is a photo of Dr Sarah Halliday

Blog post authored by Dr Seemab Farooqi and Di Cantali

We were joined for a seminar focusing on women supporting women through support networks by Dr Sarah Halliday | University of Dundee and Dr Jenni Harvey | University of Dundee. 

Talking about the gender gap in senior positions and challenges associated with it, Dr Sarah Halliday | University of Dundee, EDI lead for the School of Social Sciences, discussed their EDI workshops outcomes and highlighted the importance of procedural transparency, policy clarification, the criteria and University culture in the application success.  Adding to the debate on how to improve gender equality reflecting on their School’s efforts, she suggested that mid-career staff were particularly feeling a lack of mentorship and opportunities to develop connections and support, which led to their Women’s Staff Support Network being set up.

Reflecting on her journey, Dr Jenni Harvey | University of Dundee, said that when she was an ECR around 25 years ago, Neuroscience was a very male dominated area of research. There has been a clear shift in terms of perception and expectation, with many more women now entering this field. Talking about career progression and imposter syndrome, she suggested that there is a need for more workshops specifically focused on women, and case studies showcasing different women in academia, to empower women and build their confidence. Mentoring can open up informal spaces, with the opportunity to make those connections needed for support. We need to do a lot more work supporting our professional services staff as well, and to develop a more inclusive culture within the University. Reflecting on the role that Women’s Support Networks play in their Schools, both commented they provide a welcoming safe, space where staff can look to support each other and also a place for networking opportunities. Sarah added, “It’s really for the women within our school to take it forward and to hopefully get something positive. You could always argue that the pace of change is not fast enough, we are at least starting to make some forward momentum in these spaces.”

Interdisciplinary working with Prof. Niamh Nic Daeid

Seminar series, ,

This is a photo of Prof Niamh Nic Daeid

Our first speaker, Professor Niamh Nic Daeid | University of Dundee, described the approach to interdisciplinary working that is followed within her research centre.  The Leverhulme Research Centre for Forensic Science has communication and engagement at the heart of its work.  It brings together interdisciplinary teams of forensic scientists, judges, police, crime scene investigators and people outside of the criminal justice system including the public to work together to discuss the challenges that the criminal justice system faces and develop innovative and creative solutions.  At the heart of the centre is its multicultural and interdisciplinary staff where everyone’s perspective, experience and input is truly valued.

Blog post written by Dr Seemab Farooqi and Di Cantali