The Athena SWAN Charter recognises and celebrates good employment practice for women working in science, technology, engineering, maths and medicine (STEMM) subjects in higher education and research.
Charter members can apply for recognition in the form of Bronze, Silver or Gold Awards at either Institutional or Department level. The three levels of awards recognise plans, and progress against plans, to address gender inequalities, to change culture and attitude, and to tackle structural barriers to women making career transitions into senior academic posts.
"As Head of Computing Science, I place the highest personal priority on our participation in the Athena SWAN programme. Together, the School is working to create the vibrant, dynamic and open-minded environment that will achieve gender equality and will deliver world-class research and teaching." Chris Johnson
The School established a Working Group to take forward an initial Athena SWAN bronze application (Section 6: action plan may be of particular interest). Our self-evaluation and action plan took on board your views through a survey focussing on three key areas: career and development; working environment; and gender issues management, and analysis of a range of datasets.
A departmental Bronze Award from Athena SWAN was confirmed in October 2015 recognising our commitment to provide the resources necessary to eliminate gender bias and create an inclusive culture that values female staff.
Thank you to all who have contributed so far.
Why Athena SWAN?
- The Charter demonstrates the commitment to gender equality, good management practice and the advancement and promotion of careers of women in STEMM.
- Research into the impact of Athena SWAN activity demonstrates that making Universities better workplaces for women improves their quality for men as well.
- Athena SWAN recognises Positive Action that can be taken to redress this unfairness; it does not support, reward, or endorse Positive Discrimination which is, of course, illegal in the UK.
- Athena SWAN enhances both internal and external reputation with the development of initiatives to bring about longer term cultural change which will benefit all staff and students.
- Demonstrating a commitment to equality and diversity is an essential component of successfully engaging with the Internationalisation agenda in terms of attracting the best staff and student talent; Research Excellence Framework; and Widening Participation work.
- EPSRC has also considered linking funding to Athena SWAN participation; it has not definitively ruled out linking funding in this way in the future.
- RCUK includes Athena SWAN participation within its evidence of a commitment to Equality and Diversity by Institutions and Departments.
Frequently Asked Questions (FAQ)
What are core hours for Computing Science?
Core hours are from 10am to 4pm. Generally, committee meetings and research seminars should be timed to take place within core hours. This makes it easier for staff and students with care commitments to participate in meetings and seminars.
Is it possible to contact female computer scientists directly?
Yes. We have dedicated mailing lists for undergraduate and postgraduate female Computer Scientists. Please get in touch with Alice Miller or Jeremy Singer if you want to send a message on either/both of these lists.
I am an early career researcher who requires flexible working patterns due to family responsibilities. Are any specialized grants available?
Are there any fellowships specifically targeted at female computer scientists?
Yes - if you are a researcher, consider applying for a L'Oreal-UNESCO Women in Science fellowship. If you are an undergrad/postgrad student, consider applying for a Google Women Techmakers scholarship.
Would a colleague at Glasgow be willing to review my fellowship or scholarship application?
Yes, the chair of the Research Committee (Simon Gay) is happy to review fellowship applications, or to find someone else who is suitable.
I have recently become a parent. Where can I find advice and support at the university?
Why not join the Parent Buddy Network? This group facilitates peer-support and advice around managing childcare issues and workloads.
Equate Scotland works with industry, academia, public bodies and government to promote gender equality in key sectors.
The Grace Hopper Celebration is an annual gathering of women technologists from across the world.
The Ladies of Code meetup happens once a month on Level 5, Sir Alwyn Williams Building. Check social media for dates and speakers.
Girl Geek Scotland is a network to support people studying and working in computing and related disciplines.
The Human Resources service has a section on Staff Leave Policies for a range of circumstances including maternity, paternity and adoption. The university has a policy for Student Maternity, Paternity and Adoption Leave.
When you return after a period of parental leave, you may be eligible for academic support funding. See the College policy for details.
Flexible Working is supported by the university but must be requested explicitly by an individual.
Performance and Development Review is an annual opportunity for staff and their line managers to reflect on the past year and plan for the forthcoming year.
Details about Promotion are available on the HR section of the website.
Several mentoring schemes are available to help individuals to become more effective and advance their careers.
Current members of our Athena SWAN self-assessment team (SAT) are:
|Dr Gerardo Aragon-Camarasa||Dr Oana Andrei|
|Mr Pete Bailey||||Professor Matthew Chalmers|
|Dr Ornela Dardha||Dr Katie Farrell|
|Miss Anastasia Fliatoura||Dr Mary Ellen Foster|
|Mr Alberto Gonzalez Olmos||Professor Chris Johnson|
|Dr Alice Miller||||Dr Kitty Meeks|
|Dr Gethin Norman||||Ms Gözel Shakeri|||
|Dr Jeremy Singer||||Mr Simon Wilson|