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LMS Good Practice Scheme
LMS good practice scheme

The School of Mathematics is a London Mathematical Society Good Practice supporter.  In becoming a supporter, the School accepted the five principles of good practice:

  • A robust organisational framework to deliver equality of opportunity and reward;
     
  • Appointment, promotion and selection processes and procedures that encourage men and women to apply for academic posts at all levels;
     
  • Departmental structures and systems which enable men and women to progress and continue in their careers;
     
  • Departmental organisation, structure, management arrangements and culture that are open, inclusive and transparent and encourage the participation of all staff;
     
  • Flexible approaches and provisions that encompass the working day, the working year and a working life and enable individuals, at all career and life stages, to maximise their contribution to mathematics, their department and institution.

 

Athena SWAN Award

The Faculty of Mathematics and Physical Sciences has been awarded a Bronze Athena SWAN department award, in recognition of the efforts made to advance the careers of females in mathematics and science. The Athena SWAN Charter recognises and celebrates good employment practice for women working in science, engineering and technology (SET) in higher education and research.

The Faculty has a well established committee overseeing all aspects of equality and diversity and the University has a track record of supporting women working in the traditionally male dominated fields of science, engineering and technology through the WiSET network

Practices in the School of Mathematics

Over the past 10 years or so, the School of Mathematics has been developing a number of practices which are designed to be family-friendly and enable a good work-life balance. For general University policies, including flexible working hours, career breaks, and maternity leave, see below.

  • Every year, teaching staff are given the opportunity to specify the times they would prefer not to teach (for example, to attend a weekly seminar or to work around childcare arrangements) and every effort is made to accommodate these requests.
     
  • We use a workload model with pro-rata limits for part-time staff. This includes a research time allocation.
     
  • Academic staff returning to work after extended leave (maternity or shared parental leave) are given a reduced teaching workload, to enable them to re-establish their research.
     
  • Switching from full-time to part-time (and back again).  Agreement for full-time academic staff to change to part-time normally includes the option to return to full-time at a later date. The School of Mathematics flexible working statement can be found here.
     
  • Involving families in social events: we have an email circulation list for all staff with (young) children, and organise a yearly Christmas party (with Santa!) for children of staff members.
     
  • We offer to cover childcare expenses for staff, postdocs and PhD students attending conferences or workshops, up to £100, and if needed, encourage them to apply for a further grant of up to £200 from the London Mathematical Society (see the LMS web page).
     
  • The Postdoc Forum meets every few months and provides an opportunity for career development.
     
  • The School has created several Academic Development Fellowships which extend a normal Postdoc position by one year. These are intended to improve the career prospects of fixed-term research staff by allowing time for teaching experience, and an extra year to further develop research.

  • Details of the School's policy on absences from work can be found here.


For more information, you are welcome to contact Margaret Jones

Related University policies

General University Policies related to employment can be found here 

In particular, the University has a wide range of written policies and plans covering activities and practices associated with equality and diversity, for example to sup­port col­leagues at key stages in their lives including shared parental leave and paycareer breaks, formal requests for flexible working hours and job sharing

For those with young chidren there is a University Nursery