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Professor Brooke will be a fellow of Harris Manchester College.
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Professor Heath will remain a fellow of Nuffield College.
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Proxime accessit: PHILIP CARDINALE, St Edmund Hall.
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THOMAS DART, Somerville College
ALEXANDER KANN, Lady Margaret Hall
RUFO QUINTAVALLE, Lincoln College
HELEN RADICE, Lady Margaret Hall
DAVID SERGEANT, Lincoln College
ADAM THIRLWELL, New College
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PHILIP J. HODGES, Wadham College
STUART A. NORMAN, Merton College
MATTHEW A. REES, Lady Margaret Hall
ALASTAIR J. TYNDALL, Oriel College
MISS ANNA L. WELLINGS, St Catherine's College
CASPAR D. GRAF VON MOY, St Hugh's College
OLIVER J. KUNC, Corpus Christi College
MISS HELEN K. SMITHIES, Keble College
MISS EMMA J. SNOW, Jesus College
PETER J. WELFORD, St John's College
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LEE J. ARNOLD
GEOFFREY J. BRYANT
YIUN L. CHONG
SARAH-JAYNE CLIFTON
STEVEN P. HAYWOOD
CHRISTOPHER J. HENDERSON
JULIA M. HOLGATE
SARAH J. INGRAM
BENJAMIN B. LLOYD
BENJAMIN J. STEPHENS
CLAIRE H. TOWNSEND
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Second Prize: LUCIAN HOLLAND, Magdalen College
Proxime accesserunt: JOANNA ORPIN, Magdalen College, and JOHN STEVENSON, University College
Proxime accessit: JANE HEATH, Balliol College
Honourably mentioned: RICHARD ASHBY, Magdalen College, and JOANNA KOTZIAS, Queen's College
Proxime accessit: RICHARD ASHBY, Magdalen College
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The Dasturzada Dr Jal Pavry Memorial Prize (£500) is for a thesis on a subject in the area of international peace and understanding.
The Bapsybanoo Marchioness of Winchester Prize (£500) is for a thesis on international relations, with particular reference to the area of human rights and fundamental freedoms.
Candidates should apply in writing to Mrs Marga Lyall, Secretary to the Managers of the Cyril Foster and Related Funds, Centre for International Studies, Social Studies Faculty Centre, George Street, Oxford OX1 2RL, not later than 12 noon on Friday, 23 July. Applications must include a copy of the thesis, together with a short abstract, and a letter supplying (a) the candidate's name, college and degree; (b) the names of the candidate's examiners and supervisor(s) (not applicable to M.Phil. candidates); (c) a clear indication for which one of the two prizes the candidate is submitting the thesis; (d) an address for communication should the candidate not be returning to the University in Michaelmas Term.
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Standard registration (except for English as a Foreign Language) will begin in noughth week. Places on courses are limited and priority is given to registered students of the University, and academic staff. Non-academic staff and spouses of University members should contact the Information Officer in advance of noughth week to be placed on a waiting list.
Registered postgraduate students who require a course in English as a Foreign Language may register from Monday, 6 September. Open registration for English as a Foreign Language will begin in first week, on Monday, 11 October.
The Language Centre will be open for private study throughout the Long Vacation, from 8.30 a.m. to 4.30 p.m. New users must take a library induction tour; these normally take place at 10 a.m. and 2 p.m.
Full information on Language Centre facilities and resources is available on the centre's World Wide Web site, http://units.ox.ac.uk/departments/langcentre.
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Joining Opportunity 2000 required the University to set published, monitored goals and to draw up action plans to achieve them. Although there has been little recent publicity about the University's achievements in this area, significant progress has been made. This discussion paper is published by the University's Equal Opportunities Committee with two aims:
(i) To inform staff about progress towards our Opportunity 2000 goals.
(ii) To seek your ideas on the next steps towards increasing opportunities for women at Oxford.
Those interested can contribute to this wider discussion by attending one of the lunchtime seminars being held around the University this summer (see schedule of dates below) or, if preferred, by e-mailing the University's Equal Opportunities Officer (judith.secker@admin.ox.ac.uk).
(All seminars booked from 12.30 to 2 pm; drinks provided; bring a `brown bag lunch')
Date Venue
Wednesday, 21 July The Harrison Room, Merton
Thursday, 29 July Classroom 6, Level 3, Academic
Centre, the
John Radcliffe
Friday, 6 August The Centenary Room, the
Careers Service
Tuesday, 10 August Senior Common Room, St Cross
Building
Wednesday, 18 August Room 321, Administrative
Building,
Wellington Square
Thursday, 26 August Seminar Room, Pharmacology
Some goals included both short-term and longer-term proposals. In this context, `short-term' was defined as meaning that the target should have been met within a period of one or two years; `longer-term' means that significant progress should have been made by the benchmark year 2000. Progress made towards each of the goals is reviewed below and your comments and ideas welcomed.
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—consult on the Opportunity 2000 goals;
—reaffirm commitment to equality of opportunity at the highest levels;
—work closely with university boards and committees;
—offer support to colleges.
To date the University has:
–consulted widely in 1993, and again with this current initiative;
—won the endorsement of the Conference of Colleges for this work;
—included equal opportunity concerns in the terms of reference for university committees under the new governance arrangements.
Should we now:
—Publicise the University's goals and progress in other ways?
—Develop equal opportunities work with individual departments/faculties—perhaps working towards departmental/faculty goals?; take other initiatives—if so what might these be?
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—research the differences between men's and women's degree results and take remedial action where appropriate;
—survey staff for information on gender, ethnic origins and disability;
—monitor the proportion of women applying for posts compared with their presence in the `recruitment pool', and take positive action where necessary;
—review monitoring procedures and investigate ways of extending it to promotion, access to training and appointments to university boards and committees;
—review the code of practice on equal opportunities in appointments and the guidance provided on recruitment and selection;
—provide training in fair selection and the use of selection criteria for those responsible for both staff and student recruitment;
—ensure that chairs of selection panels, and as many panel members as possible, are trained in fair recruitment.
To date the University has:
—commissioned the National Foundation for Educational Research to investigate possible causes of disparity between men and women's degree results;
—carried out an annual equal opportunities survey of staff (and this year set up a working party to address subsequent concerns about ethnicity);
—monitored applications by gender, established those areas such as posts at the most senior level and some academic disciplines, where women may be under-represented and begun an analysis of the recruitment-pools for those areas;
—revised the code of practice on equal opportunities in 1994 and 1997;
—revised the guidance on fair recruitment and selection in 1994 (further up-dating is currently underway);
—provided annual training courses on staff recruitment and student admissions and monitored staff selection panels to ensure those involved are adequately trained;
—adopted recommendations on governance which should result in fairer representation of women and made arrangements to monitor the proportions of men and women on university boards and committees.
Should we now:
—Take steps to publish more widely the results of equality monitoring—if so how?
—Take positive action within the law (the Sex Discrimination Act permits advertisements encouraging women to apply for posts in which they are under-represented and allows women-only training to be provided too)?
—Take other initiatives on recruitment and selection—if so what might these be ?
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—review staff terms and conditions to ensure that they do not unwittingly create barriers to opportunities for women;
—attempt to develop new, possibly more flexible, arrangements if existing conditions seem to create unfair barriers for women;
—review arrangements for dealing with harassment;
—open a second day nursery for under-fives;
—promote provision of child-care for school aged children;
—review child-care provision to identify how far needs are being met.
To date the University has:
—contributed to the national review of staff terms and conditions;
—identified a need for greater flexibility for staff with caring responsibilities;
—opened a second day nursery at Bradmore Road;
—reviewed child-care needs and appointed a child-care officer who has developed a strategy for increasing the range of provision;
—established a school holiday playscheme;
—revised the code of practice and procedures for dealing with harassment, expanded the Advisory Panel on Harassment and re-launched the harassment advisory service.
Should we now:
—Consider introducing child-care vouchers for staff whose children do not have a university nursery place?
—Develop a range of flexible working options to suit department and staff needs?
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—continue to make sure that training course content and delivery are consistent with commitment to equal opportunities;
—include equal opportunities information in staff induction;
—provide training for academic staff on issues relating to gender and teaching;
—ensure that career development training meets the needs of women staff;
—provide equal opportunities training for those who appraise other staff.
To date the University has:
—revised the induction programme to include information on sex, race and disability equality;
—established a successful course on gender and teaching;
—introduced a course on career review and planning for support staff;
—offered training and consultancy to those who appraise and developed a model of appraisal which is geared to individual development and enables equality issues to be aired when necessary.
Should we now:
—Provide development opportunities for staff newly eligible to join university committees—if so, would some women-only courses be appropriate?
—Build on the experience of the Women Tutors' Group to set up a wider network of women at Oxford through which information about training could be disseminated and women consulted about future developments?
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OxTalent is running this competition for the second year to select and highlight the best Oxford Web sites in either of two categories: `Supporting Students' and `Supporting Staff'.
Prizes, sponsored by the OUCS, are: for `Supporting Students', first prize £150, second prize £50; for `Supporting Staff', one prize of £100.
The winner in each category will go forward to the national UCISA (Universities and Colleges Information Systems Association) competition. Last year the Oxford winner took the national prize (see http://info.ox.ac.uk/oxford/seminars/web989-Oxwinners.html).
UCISA offers a prize in each category worth £1,000. Further details of the UCISA competition can be found at http://www.ucisa.ac.uk/docs/webawa.htm.
Entries for the Oxford competition must comply with the requirements defined by UCISA—see http://www.ucisa.ac.uk/docs/awards/aims2000.htm.
Nominations should be sent to webaward@ermine.ox.ac.uk, giving the Web address of the site, the name of the nominating person, and the name of the owner of the site.
Enquiries may be directed to Tonia Cope Bowley (e-mail: tonia.copebowley@oucs.ox.ac.uk), until 3 August; thereafter, until the competition closes, to Peter Robinson (e-mail: peter.robinson@etrc.ox.ac.uk).
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