Utopia or reality?
Gender imbalance in chemistry
Gender balance in chemistry compares well with other science, engineering and technology (SET) subjects at undergraduates and postgraduate levels; approximately 42% graduating at undergraduate level are female (compared to a sector average of 56%). However the proportion of women at post doctoral level falls to around 25%. As Professor Julia Higgins stated in the RSC’s 2003 report, Recruitment and Retention of Women in Academic Chemistry, ‘if these young women are leaving chemistry completely, the waste that this represents for chemistry and for the women themselves is unforgivable.’
The situation in chemistry has improved, but there is still a long way to go. The most recent figures show that 4% of chemistry professors are female compared with 14% for the whole HE sector.
Previous work by the RSC suggests that whereas both men and women benefit from ‘good practice’, women in particular are adversely affected by ‘bad practice’. The current report, showcases the good practice found in many UK chemistry departments via a description of the chemistry department at the University of Utopia.…
The University of Utopia
The University of Utopia campus is in a pleasant part of the city, well-served by public transport, with open views and plenty of trees. The campus is a few minutes by car from some of the best local authority primary and secondary schools and has its own well-regarded day nursery.
The chemistry department occupies a much adapted building with a welcoming entrance hall. Staff pigeonholes are located outside the recently refurbished common room whose comfortable chairs and free tea and coffee assure good use. The notice board in the entrance hall is kept up to date with photographs and contact details for all staff, including an indication of days worked by part-time staff and job-sharers.
Photographs in departmental publications reinforce and recognize the success of women at all levels; from the mature second year student featured in the undergraduate prospectus, to the photograph of the mixed department cricket team on the corridor wall. The department’s annual report gives pride of place to a feature on their female professor who was recently awarded an FRS.
Management changes
Change at the University of Utopia took time. A review in the late 80s recommended the merger of inorganic, organic, physical and theoretical chemistry sections but no action was taken until the university forced the department to make management changes ten years later. Previous departmental heads had the job for life, but now the headship rotates every three years.
The rotation of senior management posts now means that there are at least two academics with experience from whom a new head of department can be appointed. Bearing in mind the coming pattern of retirements, younger members of staff are also being given administration experience. The department now has an open review and reallocation of duties at the beginning of each academic year.
The results of the last RAE were an unpleasant shock to the department and the university alike, but this has proved to be the catalyst for action, bringing together the department’s young academics in a campaign for team success.The lower than expected RAE score focused everyone’s attention on problems and constraints and what could be done to turn things around.
Transparency in promotions
Issues surrounding promotions within the department have been difficult in the past. Recently the head of department tackled this issue by producing detailed information on recent promotions and the criteria these candidates met, including publications, teaching, grant applications and other successes. This information is now available on the department website alongside the university promotion criteria and is featured in the annual open meeting for staff which the head of department holds before the start of each promotion round.
Supporting staff
The department is big enough for good science but not so big that people don’t know each other. The younger academics are given a lot of support but feel they are fulfilling the role of an independent academic. They are encouraged to make decisions and are allowed to make small mistakes. The department gives new lecturers a postgraduate studentship and a start-up grant of £20K over three years.
The recent job-share in one of the administration posts took time to settle down but the department can now see the benefits of having two people with different skill sets. Rather than burden the small number of women academics on the staff, the department sent one of their senior administrative staff on a counselling course so that she can support the department’s welfare tutor.
Recently one female academic has chosen to go part-time but the financial saving has been left with her research group to support any difficulties experienced and to allow her to return to full-time in the future. The head of department works from home when necessary so he can take his share of child care duties. The age-range of the department and their offspring have prompted a thriving cottage industry in baby-sitting!
Utopia or reality?
The University of Utopia may not exist exactly as described, but it does represent some of the progressive ‘good practice’ implemented by a number of UK chemistry departments. The RSC hopes that its report will help to spread this ‘good practice’ to all universities.
