Professor Colin Scott:

In the IUA sector, this is one of the areas in which we do compare and contrast and learn from each other. The question about supporting people who return not only from maternity but other forms of leave is very important. Across the sector, key examples include providing a 50% reduction in teaching load in the first year of return, to be negotiated with what would fit with the needs of the person returning. For example, it could leave a half year of no teaching on return in order that the person can build research back-up. Another element of support is grant support to rebuild research activities. One of the things we are concerned about in the sector is how to mirror the supports provided to academic staff to our professional and administrative staff as well. We recognise that the challenge of return from leave of various types is not limited to academics. Professional and administrative staff would also benefit from, for example, a career development grant that would enable them to address some area that they need to enhance on return in order to support their continuing career development.