Athena SWAN Charter James Lush Athena SWAN Adviser Equality Challenge Unit
Heriot Watt University Athena SWAN Open Session 28 March 2013.
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Transcript of Heriot Watt University Athena SWAN Open Session 28 March 2013.
![Page 1: Heriot Watt University Athena SWAN Open Session 28 March 2013.](https://reader034.fdocuments.us/reader034/viewer/2022042821/56649d1f5503460f949f2817/html5/thumbnails/1.jpg)
Heriot Watt University
Athena SWAN
Open Session
28 March 2013
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Presentation outline
Overview of Athena SWAN HWU Approach Athena SWAN Survey Action Plan Questions & Discussion
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Athena SWAN - Why
“It is the right thing to do.” RCUK expect those in receipt of Research
Council funding to provide evidence of participation in schemes such as Athena SWAN
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Athena SWAN – 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
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Athena SWAN – Principles
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
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Athena SWANBronze Award Application
Step 1:
Initiative mapping
Identify data requirements
Allocate work packages
Step 2:
Identify priority issues – what does the data tells us?
Map issues to existing initiatives & identify gaps
Step 3: File notification of intent to submit
Headline findings
Develop prioritised initiatives
Draft Action Plan
Step 4:
Create final draft of Award Submission and Action Plan
University Executive sign off
Dec 2012
Jan 2013
Feb 2013
Apr 2013
Step 5:
SUBMIT
Mar 2013
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Athena SWAN Self-Assessment Team
Drawn from across the University Membership from Research Associate to Professorial
level and from Professional Services Includes representatives from Senior Management Charged with producing the Submission and then
implementation of the Action Plan
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Athena SWAN SurveyProfiling Headline info
54% return rate from target staff group Highest return from lectures (21%) and professors
(20%) EPS highest School return (25%) and then SML
(20%) – shows the need to ensure we embed the Athena Principles
89% from the Edinburgh Campus – but returns across all campuses
56% responses from men – overall c75% of our academic staff are male could be a buy-in issue
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Athena SWAN SurveyProfiling Headline info
Age range of respondents largely mirrors HWU
As with recent HWU Census more respondents classified themselves as having a disability than central records show (just under 14% of respondents)
Also mirroring the HWU Census a high proportion identified caring responsibilities outwith work - 49%
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Athena SWAN SurveyPerception
Only 27% of men and 19% of women agreed that the progression of female academics is a HWU priority
61% men and 56% women agreed that HWU encourages a supportive working environment
63% men and 75% women agreed that HWU accommodates flexibility in the how individuals work.
Issues raised around effective communication with academic staff
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Athena SWAN SurveyPerception
53% men and 50% of women felt valued as part of HWU
58% men and 43% women felt valued as part of their School
74% men and 67% women felt valued as part of their Department
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Understanding of Athena SWAN
41% men and 46% women aware of Athena
Mixed picture of who benefits from Athena – 16% men and 11% women agreed it was only about women
61% men and 55% women knew HWU had been involved in Athena before
74% men and 66% women agreed Athena as positive
35% men and 40% women agreed Athena would benefit them
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Suggested activities and male/female likely uptake
Activity Men Women
Mentoring 60% 69%Coaching 54% 61%Leadership initiatives 66% 69%Gender based networking 13% 47%Gender equality symposiums 33% 43%
Career transition 27% 56%Virtual networking 32% 54%Promotions workshops 63% 66%Career and personal development workshops 52% 79%
HWU Governance workshops 41% 39%
Capacity building for committees/boards workshops 50% 47%
Work-life balance Workshops 29% 30%
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Conclusions for the SAT
Mixed picture between men and women core work required on:o Perception issues with HWU prioritising of academic career
progression
o Communication with academic staff
o Women feeling valued within their Department
o Some differences in the kind of activities that men and women would like to take part in
o Need to be consistent in demonstrating the benefit of Athena SWAN
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Questions/Discussion