Building our talent pipeline by attracting and recruiting more academic women

Building our talent pipeline by attracting and recruiting more academic women

Our progress 

We reviewed each stage of our recruitment process and piloted a range of initiatives to mitigate bias, including the use of inclusive language and images in advertisements, anonymising applications at long-listing stage, and implementation of training for hiring managers that promotes inclusion and gender equity in recruitment. We proactively sought to reach a more diverse candidate pool for roles where women are significantly under-represented, with a positive impact on application rates and increased appointments of women in a number of areas, most significantly in our School of Engineering where representation of academic women increased to 25% (from 5%). We also introduced new requirements for external search firms to have a gender balanced longlist for senior appointments.

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