University signs up to newly expanded Athena SWAN Charter

Issued: Fri, 27 Nov 2015 15:43:00 GMT

ECU’s Athena SWAN Charter evolved from work between the Athena Project and the Scientific Women’s Academic Network (SWAN), to advance the representation of women in science, technology, engineering, medicine and mathematics (STEMM).

With the support of Equality Challenge Unit (ECU) and the UKRC, the Charter was officially launched at the Institute of Physics on 22 June 2005, with the first awards conferred in 2006.

In May 2015 the scope of ECU’s Athena SWAN Charter was expanded to cover gender equality in arts, humanities, social sciences, business and law disciplines.

The University of Glasgow is committed to working towards the achievement of the expanded Athena SWAN Charter’s aims; the advancement of gender equality in academia, addressing unequal gender representation across academic disciplines, professional and support functions and removing the obstacles faced by women in particular, at major points of career development and progression.

As part of the commitment the Principal recently signed a pledge of commitment to the revised principles of the Athena SWAN Charter. 

Principles of Athena SWAN

1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.

2. We commit to advancing gender equality in academia, in particular, addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.

3. We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:

  • the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
  • the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM)

4. We commit to tackling the gender pay gap.

5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.

6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.

7. We commit to tackling the discriminatory treatment often experienced by trans people.

8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.

9. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.

10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.