Women Returners Scheme - Guidance for Managers

The University of Bristol Women Returners Scheme applies to female Lecturers/Senior Lecturers and Professors within the Faculties of Engineering, Science Medical and Veterinary Science, and Medicine and Dentistry, a group commonly know as SET (Science, Engineering and Technology). The scheme provides for a period of protected research time for such women returning from maternity leave. The period is for a maximum of six months, during which time there will be no teaching or administrative duties.

The aim of the scheme is to enable such women to re-establish their research career. The University believes this scheme will be effective in improving the recruitment, retention and career progression of women in SET. This is an objective of the University Gender Action Plan monitored by the Equality and Diversity Committee.

Feedback so far has been very positive with 83% of women that have taken advantage of the scheme saying that it has a positive impact on their research (July 06).

This positive effect can only have an equally positive impact on teams and the department as a whole. Heads of Department are encouraged to actively draw the opportunity to the attention of eligible staff.

Staff are informed of the scheme when they complete the maternity leave application form, it is also promoted through the Personnel Services and Positive Working Environment websites.

Eligible members of staff should give as much notice as possible of their intention to take advantage of the scheme in order to facilitate appropriate cover arrangements.

Application is made via the Women Returners Scheme Application Form that should be submitted to the Head of Department and then Personnel Services. Personnel Services will write to confirm the outcome of the application.

Part of the application form is completed by the Head of Department who is required to outline the plans for the cover together with the agreed responsibilities during the period. This is important as the member of staff should be confident that her workload has been properly covered during the period of time to enable her to concentrate fully on research duties.

Care should be taken not to overload other members of staff with these duties. Funds should be made available to ‘buy’ additional help wherever possible.

Funding in all cases will come from Faculty budgets. However at present some areas (principally those engaged in Biomedical Science) can apply for funding for this purpose from the Wellcome Trust Value In People (VIP) Award.

Whilst cover will normally comprise help with teaching and administration this does not have to be the case. The cover should be that which benefits the research output of the member of staff. This could be for example by employing a Research Assistant at no greater expense than other 'cover' would cost. The detail of this cover should be agreed between the member of staff and the Head of Department.

The timing of the ‘cover’ should be agreed between the member of staff and Head of Department. This need not be immediately on return from leave but should start within 3 months of returning from maternity leave.