Athena SWAN: Recognising excellence in women’s employment in UK academic science Sarah Dickinson
Athena SWAN Manager
Athena SWAN Charter
Picture in UK Science
51 % of STEMM undergraduates are women
16% of STEMM Professors are women
Athena SWAN Charter
Recognition scheme of excellence in women’s employment in
STEMM in UK higher education
2005 = 10 founder members
2013 = 95 members 75% of eligible universities
259 award holders, around 150 applications pending
2 rounds of awards per year, 3 year validity – must show progress
Why is it so successful?
It was set up for the academic community, by the
academic community
Competitive nature of academia
In UK some NIHR funding will require an Athena
SWAN silver departmental award.
Equality and Diversity statement from RCUK
Interest – Research Institutes
The six principles
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
The Athena SWAN awards
Bronze university solid foundation for eliminating gender bias and developing an inclusive culture Silver university significant record of activity and achievement in promoting gender equality and in addressing challenges across the full range of STEMM
The Athena SWAN awards
Bronze department identified particular challenges planned activities for the future
Silver department significant record of activity and achievement demonstrating impact of implemented activities
Gold department significant sustained progression and achievement beacons of achievement in gender equality champions of Athena SWAN and good practice
Data and evidence around Supporting & advancing women’s careers: Key career transition points Appointment and promotion processes
Career development Provisions for career development and career development activities
Organisation and culture Management structures and organisational values and ethos
Flexibility and managing career breaks Flexibility and sustainable careers and managing career breaks
Key Career Transition Points
How are job adverts are worded and advertise – reference any
family friendly policies, flex & LFT working, Athena SWAN etc
Actively seek job candidates – instruct head-hunters to seek a
gender balance of applicants
Ensure a gender balance on interview & promotion panels and
that panels are trained
Are promotion processes fair & transparent? Are they known
to all – how do you know this?
Career development
Is appraisal available to all staff – what is the frequency, who
conducts it, do staff find it useful?
What induction takes place & what training (e.g. Leadership, CV
writing) is offered (specific to the department)
What support is available for staff to develop e.g. Buddy
system, CV workshops
What support is available for academics on probation e.g.
Reduced teaching load
What career development is available for students.
Organisation and Culture
Q. Is there a risk that individual successful women are asked to serve on
too many committees (some of which may not be so important) and that
it negatively affects their careers?
Monitor committee membership - rotation, shadowing, deputising
Introduce clear, transparent workload models - include
administration (committees, Athena SWAN work, outreach)
Consider social gatherings – where and when are they, are they
family friendly
Hold meetings in core hours – especially key staff meetings
Consider outreach – who does it and is it recognised
Flexibility and managing career breaks
Ensure support is available before and after a break e.g.
maternity and paternity polices & flexible working policies are
discussed, staggered return, protected research time on return
Ensure clear policies for covering teaching
K.I.T days
Quiet rooms
Clear flexible working policies that everyone knows about
Recommendations
Make addressing gender inequality a stipulation of
funding
Gather, monitor and benchmark data. Better data =
better understanding of staff.
Target support. Not all initiatives or activities will suit
everyone. Consult staff to find out their needs.
Ensure good practice is championed by senior staff
and men as well as women.