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Our Action Plan

As part of the application for a Bronze Award, the Self Assessment Team (SAT) was asked to submit an Action Plan. The plan covers current initiatives and our aspirations for the next four years, as well as actions to address issues identified in the application. Some of our current initiatives and key action points are detailed below; the complete Action Plan is comprised of 28 action points. 

 

Current initiatives

  • Development of our webpages and communications to further publicise the work of the Self Assessment Team and promote our current and future actions. To raise awareness of the Athena SWAN initiative and what the Department is doing to adopt the Charter principles within our policies, practices, action plans and culture.

(If you have any suggestions how we can improve these pages, please email enquiries@polis.cam.ac.uk.)

  • Recruit more members to the Self Assessment Team from across the entire Department. 

(If you are interested in joining, please email enquiries@polis.cam.ac.uk.)

  • MPhil and PhD student mentoring - for MPhil students seeking support from current PhD students in relation to essays, applications, language learning or just in general. Each arrangement is individual. 

(If you are interested in being a mentor or would like to find out, please email enquiries@polis.cam.ac.uk)

  • Establishment of a Wellbeing Contact as a confidential, reliable source of information for students on all matters of wellbeing; annual wellbeing survey, wellbeing week and staff/student workshops. You can learn more about this here - Wellbeing at POLIS

 

Future action points

  • Carry out a five year review of graduate student examination results across the entire Department; if any gender disparities are found, the SAT will work to introduce policies to address this. 
  • Work to increase female acceptance rates onto all graduate courses; historically, female acceptance rates have been lower and the SAT have a number of action points related to this to investigate the reasons why, and to try to address this issue. 
  • Review HR and recruitment practices to encourage more female applicants to apply for positions in the Department. 
  • Formalise our mentoring scheme for early career academics. 
  • PhD career development; introduce new workshops on publishing, lecturing skills and interview skills. 
  • Increase the percentage of female speakers at Department events.

Any many more!