Human Resources: Equality & Diversity

Athena SWAN Charter

Athena Swan Bronze logo - rc 139px

‌The Athena SWAN Charter is a scheme which recognises excellence in Science, Technology, Engineering, Mathematics and Medicine (STEMM) employment in higher education. 

The University joined the Charter in August 2011 with the endorsement of the Principal and the Senior Management Group and was awarded an Athena SWAN Institutional Bronze Award in April 2013.   

The beliefs underpinning the Charter are:

  • The advancement of science, technology, engineering, maths and medicine is fundamental to quality of life across the globe
  • It is vitally important that women are adequately represented in what has traditionally been, and is still, a male-dominated area
  • Science cannot reach its full potential unless it can benefit from the talents of the whole population, and until women and men can benefit equally from the opportunities it affords.


Principles

The six principles which Charter members are asked to accept and to incorporate into their action plans are:

  • To address gender inequalities requires commitment and action from everyone, at all levels of the organisation
  • To tackle the unequal representation of women in science requires changing cultures and attitudes across the organisation
  • The absence of diversity at management and policy-making levels has broad implications which the organisation will examine
  • The high loss rate of women in science is an urgent concern which the organisation will address
  • The system of short-term contracts has particularly negative consequences for the retention and progression of women in science, which the organisation recognises
  • There are both personal and structural obstacles to women making the transition from PhD into a sustainable academic career in science, which require the active consideration of the organisation


Benefits

Athena SWAN awards, and the application process involved, help Schools and Research Institutes improve the recruitment, retention and promotion of female academics. The awards therefore play a significant role in helping Schools and Research Institutes carry out research at the highest standards of international excellence and maintain a competitive advantage. The process of reviewing and establishing good working practices around induction, staff development, training and flexible working as part of an Athena SWAN submission benefits the whole workforce.

In some research areas, future funding is likely to be tied to an institution’s commitment to Athena SWAN. Currently, the Research Councils UK expect those in receipt of RCUK funding to provide evidence of commitment to equality and diversity, and participation in Athena SWAN is mentioned as one piece of such evidence.

The University's dedicated Athena SWAN Co-ordinator, Susan McKeown will supporting our Schools and Research Institutes when applying for their 'departmental' (Athena SWAN terminology) awards.