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.

Further information available:

www.athenaswan.ac.uk

Athenaswan@ecu.ac.uk