The University of Exeter Medical School is delighted to have been awarded an Athena SWAN Silver department award.
Find out more about the experience of working here.
Achievements and statistics
The College of Medicine and Health launched its own staff mentoring scheme in 2016. In 2018, to widen the pool of mentors and mentees we joined the other STEMM Colleges in the One Step Beyond mentoring scheme, and were the first College to invite professional services colleagues to join the scheme. The University has since set up a bespoke mentoring scheme for professional services.
Within the College, an average of 90% of staff have completed Equality & Diversity training at any one time.
Following a consultation in 2014, staff core hours were set as 10am - 4pm. All meetings and committees aim to be held between these times to help those with parent and carer responsibilities. Subsequent surveys carried out in 2016 and 2018 confirmed that staff wished to keep these core hours, and in the 2018 survey 80% of respondents said that having these core hours helped them achieve a work-life balance.
An Equality & Diversity focused staff survey conducted in January 2018 showed that an average of 92% of staff in the College of Medicine and Health were aware that flexible working practices are available, with 59% of staff making use of those. Read more about the flexible working practices available here.
The College has funded 37 attendees since 2013/14 on the 'Aurora' Leadership training programme, which aims to develop and progress the careers of female academics. In addition to this, the College funded bespoke career coaching for 15 staff in 2017/18, and bespoke leadership training for 12 female academic staff in 2018/19.
Equality, Diversity & Inclusion Group members contributed to the recruitment of the College's Pro-Vice Chancellor in 2016. As part of this, we briefed the recruitment agency on Athena SWAN and equality and diversity best practices, and invited an independent observer (from the CLES E&D Group) to be present at longlisting and shortlisting. A member of the EDI Group sat on the interview panel, and all interview candidates were asked what experience they would bring to help achieve CMH’s Athena SWAN strategy. Similar questions were asked at interviews for the Director of College Operations in 2017, with the EDI Group again represented on the panel. Since then, the use of equality and diversity questions at interview has been rolled out across the University.
Students are represented on the Equality, Diversity & Inclusion Group. In our BMBS and Medical Sciences programmes, a Mature Student Champion is
assisting CMH to bring in policies to help mature students to study alongside family responsibilities, including the development of a mature students' peer support network. On our Medical Imaging programme, an Equality Champion promotes positive experiences for students from ethnic minorities in rural placement locations. We are also launching a BAME student peer support network.
Equality & Diversity questions have been added to the annual monitoring survey of PGRs. Following a successful pilot in 2015, these questions will remain in the survey for future years.
Laura Hollands was awarded the Quintiles Women in Science Prize 2017. The prize was previously awarded to BMBS student Praveena Deekonda in 2016, and Medical Sciences student Eleanor White in 2015.
Undergraduate students gender split in the College of Medicine and Health:
|Year||% Female||% Male|
Staff gender split in the College of Medicine and Health:
|Year||% Female||% Male|
College of Medicine and Health academic career pipeline