Author Archives: Josephine Corsi

About Josephine Corsi

Interdisciplinary Research Coordinator supporting 5 USRGs (Ageing and Lifelong Health, Complexity in Real World Contexts, Digital Economy, Sustainability Science, Work Futures Research Centre). Background in science (chemistry, biophysics) and outreach and engagement in STEM subjects.

Five years into Work Futures

We established the Work Futures Research Centre in December 2008 with four co-directors: Professor Susan Halford, Professor Pauline Leonard, Professor Alison Fuller, and Professor Catherine Pope.  Originally supported by the Research Strategy sub-committee of the School of Social Sciences, a year later WFRC became a University Strategic Research Group.

Our objectives are :

–        To build a collaborative, interdisciplinary network for academic research on changing forms of work organisation, workforce change, development and learning, and employment

–        To improve links with employers, policy makers, and other stakeholders outside  the University  to strengthen Work Futures research

–        To inform and influence the agenda for research on Work Futures and position the University of Southampton as a leading centre for this research

Since 2008 members of our WFRC network have raised in excess of £4.5m in funding across 21 research  projects linked to our priorities. Our research has led to over 30 research papers and contributed to different Units of Assessment in the University’s REF2014 submission.

Recent successes include a commissioned scoping study for ESRC, on the ‘New Dynamics of Working’ which will inform research strategy for this major funder. Pauline Leonard and Susan Halford were also  recipients of funding from the inaugural PublicPolicy@Southampton project which led to a symposium at the House of Commons on ‘Gender Equality at Work: How far have we come and how far have we got to go?’ in 2013.

WFRC members developed an innovative undergraduate curriculum module ‘Work and Employment Theory in Practice’ and delivered a multidisciplinary seminar series with the Digital Economy USRG focussed on the role of technology in school-to-work transition.

In September 2013, Alison Fuller left the University of Southampton to take up a new post at the Institute of Education at the University of London ESRC Centre for Learning and Life Chances in Knowledge Economies. Alison remains a key collaborator in WFRC and Professor Peter Griffiths has joined us as a co-director. Peter is based in Faculty of Health Sciences and brings further expertise on workforce configuration and organisational policy in health sector to the Centre. Peter is currently working on a major review for NICE about staff-patient ratios in the NHS.

WiSET/WFRC Campbell Lecture: So who was Ishbel Campbell?

ish campbellOne month today, WiSET will be hosting the annual Campbell Lecture, in celebration of women in STEM subjects. This year’s double bill is co-sponsored by the WFRC, but it’s surprisingly hard to find information on who Ishbel Campbell was, and why we have a lecture named after her. WFRC coordinator Jo Corsi decided to find out more.

Ishbel Grace MacNaughton Campbell was the 9th child of Reverend John Campbell and Elizabeth Balfour Renwick, of Newtonmore, Scotland. [1] She was a pioneering chemist, who spent much of her academic life at the University of Southampton, and can be considered to be a fantastic influence on young chemistry students (particularly female students) during her time here.

Ish, as she was known, was a science student at the University of St Andrews from 1923 – 1927, and graduated with First Class Honours. Following this she was able to take up a place as a research student, with the support of a Carnegie Fellowship. Her PhD was awarded in 1931, although she did not attend graduation as she was at that time working at Cornell University, funded by a Commonwealth Fellowship [2] (one of the first awarded to a woman,[3] now known as a Harkness Fellowship [4]).

After a brief period at Bedford College, which was the first higher education college for women in Britain, Ish joined the Chemistry department at Southampton in 1938. [3] Whilst at Southampton she was responsible for teaching organic chemistry, [5] as well as undertaking her own research. She is most well-known for her work on organic compounds of the Group V elements, [6] in days before modern spectroscopic techniques were available. Former PhD student, Martin Hocking recalls: “Ish was experimentally well known for her ability to coax more-or-less pure crystals of a new substance from tiny amounts of solution of an unlikely looking, gluey reaction product.  It was rumoured that her success was the beneficiary of traces of her cigarette ash that provided nuclei in the crystallization test tube to help initiate the crystallization process aided by temperature changes and by scratching the side of the tube with a glass rod.” [3]

Ish was popular with her students, who remember a caring and supportive lecturer. Brain Halton, Emeritus Professor of Chemistry at the Victoria University of Wellington recalls: “Ishbel Campbell waited with us outside the examination hall checking that we were all there and wishing us the best. If one of a class failed to appear, she would promptly rush away to bring the errant being in”. [5]

Ish was physically active, and is known to have enjoyed long walks in the hills around Southampton. She also played tennis into her 80s, [3] in addition to representing the University of St Andrews as an undergraduate. [2] She was a regular sight at the University well after her retirement, with Hocking recalling that she never really retired: “Long after her official retirement Ish enthusiastically gave us a tour of the new medical faculty at Southampton and where she had volunteered to teach courses in chemistry to new medical students.  ‘It keeps me young’ she said, and it certainly worked!”. [3]

After her arrival at the University of Southampton, Ish lived in Highfield for the remainder of her life, first in Glebe Court, [7] and later in Orchards way. Ish was elected Fellow of the Chemical Society in 1940, [7] and was later promoted to Reader. [6] Ish passed away at a residential home in Blenheim Avenue, Southampton in October 1997, at 91 years of age. [8]

Today, there are few reminders on campus of a woman who spent well over 50 years at the University of Southampton. The undergraduate teaching facilities on level 5 of the Chemistry building are named the Campbell Laboratory, and are situated where her own research would have taken place. [4] On March 19th, we will celebrate diversity with the annual Campbell lecture, hosted by WiSET, with speakers Curt Rice and Athene Donald. I hope a few people will take a minute to think of the “slight, but physically tough and proud Scottish spinster” [3] in whose name we are gathering.

Tickets to the lecture are available (for free) through Eventbrite.

References:

  1. Family Search Community Trees, accessed 10/02/2014
  2. The McNaughtons and the University of St Andrews, Alasdair McNaughton, accessed 10/02/2014
  3. Rayner-Canham, M. and G., (2008) Chemistry Was Their Life: Pioneering British Women Chemists, 1880-1949, London: Imperial College Press
  4. Records of Harkness Fellowships of the Commonwealth Fund: Australian Division, accessed 10/02/204
  5. From Coronation Street to Consummate Chemist, Brian Halton, accessed 10/02/2014
  6. Chem. Brit., April 1998, 34, 72
  7. Proc. Chem. Soc., 1940, 10
  8. The London Gazette, 23rd February 1998, accessed 10/02/2014

With thanks to Geoff and Marelene Rayner-Canham for sharing their notes.

Holiday balancing acts: misogyny, work and leadership

misogyny factorCathy Pope

 

 

This month’s post is a review of Anne Summers’ TheMisogyny Factor by WFRC director Professor Catherine Pope

 

 

The directors of the Work Futures Research Centre like the idea of work-life balance  even if the demands of our working lives sometimes seem to get in the way.  One of the ways I try to inject some ‘balance’ into my life is through taking holidays when I spend  time reading things that are not directly related to my research work – often fiction, but not always. If I venture abroad I try to pick up a book connected to the place I am visiting and this has been a great way of discovering new things – ranging from poetry to ancient history.

This year I was lucky enough to follow an academic visit to see colleagues at University of New South Wales involved in a project about organisational performance and accreditation with a trip to Australia. I was there just ahead of the general election so the news was full of electioneering and amongst this lots of discussion about Kevin Rudd the then Labour prime minister and his predecessor Julia Gillard.

The YouTube video of Julia Gillard’s misogyny speech of 2012 had already gone viral at this point, and this was followed by some UK media notably a self-penned piece after the election (in which Labor lost)  in the Guardian on ‘power, purpose and Labor’s future’.  Sydney Opera House hosted a discussion between feminist writer Anne Summers and Gillard which had picked up on some of the themes of sexism and leadership that Gillard had debated in speeches and writing – and these are revisited in Summer’s book ‘The Misogyny Factor (2013) which I bought for my holiday reading.

If we in the UK are disheartened about lack of progress on workplace equality agendas then this book suggests that our sisters in Australia have even more to complain about. Summers describes how, despite pioneering workplace reforms (Australia was the first to introduce the 8 hour day) and human rights (one of the first places to grant women the vote was South Australia in 1894), Australia lags behind in supporting working women.  Australian women have lower participation in work than many other OECD countries  and the gap between lifetime earnings of men and women is a shocking  AUS $1 million. The Misogyny Factor is not a lighthearted read – Summers documents the political and legislative history of the struggle for gender equality in and outside work, and devotes a chapter to a fairly harrowing account  of the way that Julia Gillard was taunted, attacked and vilified because of her gender in politics’  ‘top job’. Thankfully the book concludes with a chapter called ‘Destroying the Joint’. The title comes from a phrase which entered the Twitter lexicon when another feminist writer, Jane Caro, decided to take on the misogynists when radio presenter Alan Jones said ”Women are destroying the joint – Christine Nixon in Melbourne, Clover Moore here. Honestly.” Caro responded with her now famous tweet, “Got time on my hands tonight so thought I’d spend it coming up with new ways of ”destroying the joint” being a woman & all. Ideas welcome.” This ignited a social media debate about misogyny – in Australian politics, in the workplace and in the street which alongside other projects like #everydaysexism has become a global conversation about gender inequality.  We are hoping to add to this conversation with our Policy Briefing on ‘Gender Equality at Work : where are we now and how far have we still to go?’ which will be out soon.

Guest blog by Su White: Athena SWAN and Southampton

su white

 

Su White is part of the Web and Internet Science research group in ECS. Her research interests include research-led learning, the effects of technology on education and learning, and web science.

 

 

 

The need and value for balanced and diverse teams and equality of treatment of all staff are two principles which might seem rather challenged in academia when the representation of female academics as a proportion of the whole is considered.nd web science.

This year has seen a widespread and continued series of small celebrations for prestigious Athena SWAN Awards around the University achieved by a range of academic areas. Six academic areas and the university as a whole have all gained bronze awards. There are three more applications in the pipeline, and two more areas are exploring the possibility of making applications.

A_SWAN_LOGO_ALL

Athena SWAN is an initiative designed to advance the representation of women in science, engineering and technology, mathematics and medicine.

Currently there are no STEMM subjects at Southampton that have equal proportions of male to female academic staff. Furthermore the numbers of female staff at higher pay grades are significantly reduced at.

The figures for the rounded percentage of female staff in STEMM is as follows:  overall 41%; 49% Grade 4; 47% Grade 5; 31% Grade 6; 21% Grade 7.

This looks quite respectable, however, when you discount colleagues from medicine, health sciences and psychology the picture is less rosy. Overall 33% are female. The breakdown is 41% Grade 4; 37% Grade 5; 23% Grade 6; 17% Grade 7.

In a desire to secure recognition of good practice there has been a massive effort on campus over recent months to look at the university workplace alongside the student experience, to think about the way we balance the gender scales; and how we could do it better.

The university successfully renewed its charter this summer, and the self assessment team chaired by Professor Iain Cameron Dean of the Faculty of Medicine, have declared the ambition to achieve a silver award in 2015. There has been concerted effort by academic teams in all the academic areas involved, the work assisted by the University’s diversity and equality officer Alexander Melhuish alongside others in HR.

Despite reward and recognition of successful female academics in the University, like the rest of the sector we seem to be experiencing a ‘leaky pipeline’ where the proportion of females diminishes as we progress along the career ladder. Systematically ensuring that our processes are fair and equal for all staff and students are important activities for which the prospect of an Athena SWAN award can provide a constructive focus and motivation. Furthermore, there are some areas of academic study where the percentage representation of female students at all levels appears to be surprisingly unbalanced. Effective actions which can improve the experience of staff and students include monitoring current practice, investigating the possible causes of imbalance and remedying problem areas.

Observations that there appear to be differences between the expected progression of staff, or the recruitment of students when analysed by gender need to be made objective so that effective interventions can be identified and implemented.

This in turn may require an increase in the budget for professional development or broad brush developmental and awareness activities which are the necessary pre-cursors to organisational change.

The work of local interest groups such as WiSET (Women in Science Engineering and Technology) can be invaluable in identifying issues which need remedy. Such groups can lobby for change or raise awareness of unexpected issues.

 

The Bigger Picture

Equality of treatment and experience for all staff and students is essential and backed up by equality legislation, however evidence from national and international surveys suggests that there is room for improvement.

Women in the UK account for around 38% of science researchers, according to the UNESCO institute for Statistics’ 2012 report.

There are some major external drivers to make sure we get things right. Around two years ago institutions were told not to expect to be shortlisted for biomedical research grants unless they could demonstrate evidence of actively supporting women’s career progression.

And it was widely reported earlier in the month that the universities and science minister David Willets said he expected those bidding for government cash to offer evidence of ‘commitment to equality and diversity’.

In mid October the House of Commons Science and Technology Select Committee held its first evidence hearing for its enquiry into “Women in STEM’ careers. The panel will hear personal views and experiences from witnesses who have worked or are working in academia.

Gender equality is only one aspect of equality, but an awareness of current practice can impact on all facets of equality. From an institutional and societal perspective, we are denying ourselves the opportunity to benefit from the best if we do not ensure all possible participants are recruited and developed. The strengths and value to an organisation of diverse teams is widely recognised, depriving ourselves of the potential for fully balanced teams seems to be shooting ourselves in the foot – never mind the possible consequence from loss of research funding.

 

WFRC welcomes Professor Peter Griffiths as co-director

Peter Griffiths

We are delighted to announce that we have recruited a new co-directorto the Work Futures Research Centre.

Peter Griffiths is currently Professor of Health Sciences Research in the Faculty of Health Sciences.

Peter studied Social Psychology at the University of Sussex in the 1980s, a decision that he says was influenced by an ‘anarchist egg attack’ on David Owen in 1981. Following a subsequent career in nursing, Peter undertook a PhD in nursing research at Kings’ College London.

Peter’s research interests include the relationship between healthcare management structures and the outcomes for staff and patients. His early research involved nursing-led care delivered to post-acute patients, where he set up and evaluated pioneering nursing-led units.

More recently, Peter has been involved in the EU-funded RN4CAST study, which examines human resources management of nursing staff in 13 countries across Europe, Asia, Africa and the USA, and the impact of nurse deployment on patient safety. Peter also collaborates with the Health Quality Council of Saskatchewan in Canada where he is helping to evaluate the Productive Ward programme, and the Health Quality Improvement Programme in England where he assessed the feasibility of a national audit of nutritional care in hospitals and care homes.

Before arriving at Southampton, Peter was director of England’s National Nursing Research Unit from 2006 to 2010, and retains a visiting professorship there. He is also Executive Editor of the International Journal of Nursing Studies.

Peter’s strong background in multidisciplinary research means that he is an excellent addition to the WFRC, and we are looking forward to incorporating his ideas into our programme. Incidentally, this is not the first time Peter has been involved with the WFRC, he gave a seminar on his research back in 2011.

Peter will take the place of Alison Fuller at the WFRC, which was made available following her appointment as Chair in Vocational Education and Work at the Institute of Education. We wish Alison the very best in her new adventure and welcome Peter to the team.

Peter will be making his debut on the Work Thought Blog later this week, make sure you look out for it!