‘Opinion’ is our latest addition to The Hub. This is a space where writers can share their personal opinions about topical issues. In today’s article, a current PhD candidate* discusses her experience of becoming pregnant during her lab-based PhD. Should PhD candidates be treated as students (tax exempt stipend, no benefits) or staff (pay tax on salary, employee benefits e.g. maternity pay)?
I’ve been contemplating this post for a while – to write or not to write, to share or not to share. After careful consideration, I believe the story should be shared so that this issue can be debated by and with a wider audience. Perhaps this post can resonate with the collective experiences of others who found themselves in my position.
Women’s rights, equality for women and now promoting more women in science are hot topics today. But is it just another tick box exercise or an honest quest for change? What is the reality on the ground?
In 2005, the Equality Challenge Unit (ECU) established the Athena Swan Charter to – ‘encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in higher education and research’. A statement on the ECU website reads: ‘We support universities and colleges to build an inclusive culture that values the benefits of diversity, to remove barriers to progression and success for all staff and students, and to challenge and change unfair practices that disadvantage individuals or groups’.
Since its inception, many universities have signed up to adopt the charter and have put measures in place so women in the profession are better supported such as flexible working hours, Job shares and scheduling events during core hours (10 am – 4pm).