Heriot Watt University Athena SWAN
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Transcript of Heriot Watt University Athena SWAN
Heriot Watt University
Athena SWAN
Open Session 28 March 2013
Presentation outline Overview of Athena SWAN HWU Approach Athena SWAN Survey Action Plan Questions & Discussion
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
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
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
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 2012Jan 2013
Feb 2013
Apr 2013
Step 5: SUBMIT
Mar 2013
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
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
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%
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
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
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
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%
Conclusions for the SAT Mixed picture between men and women core
work required on:o Perception issues with HWU prioritising of academic career
progressiono Communication with academic staffo Women feeling valued within their Departmento 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
Questions/Discussion