The University has committed to applying for an Athena SWAN Institutional Bronze Award during 2017.
The Athena SWAN Charter was established in 2005 by the Equality Challenge Unit (ECU) to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, mathematics and medicine (STEMM) in higher education and research. In May 2015 the charter was expanded to include work undertaken in arts, humanities, social sciences, business and law (AHSSBL), and in professional and support roles, and for transgender staff and students. The charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.
Membership of the Charter will help us to improve our gender equality, work towards sustaining equitable working environments and enhance our reputation as an employer of choice. To find out more details on the membership of our Athena SWAN self-assessment team, please click here.
The Athena SWAN charter process is based on ten key principles. By being part of Athena SWAN, we are committing to a progressive charter; adopting these principles within our policies, practices, action plans and culture.
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.