Newcastle University: Faculty of Medical Sciences

The Faculty improved the recruitment processes by: promoting commitment to Athena Swan and gender equality in job adverts; highlighting that appointment panels should ‘reflect diversity’ in recruitment guidelines, and ‘ensuring that there are men and women represented on the panel’; providing shortlisting matrices for panel members to objectively score applicants against job description criteria; accommodating personal circumstances where possible, eg offering to reschedule interviews due to caring responsibilities in invitation to interview letters. Female applicants tend to be as successful as male applicants across all grades in clinical and non-clinical pathways. Furthermore, female success rates have increased relative to those of males. This have increased the proportion of female professors to 36% for non-clinical and 33% for clinical staff, well above benchmarking for the disciplines.