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Athena SWAN Charter James Lush Athena SWAN Adviser Equality Challenge Unit

Athena SWAN Charter James Lush Athena SWAN Adviser Equality Challenge Unit.

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Athena SWAN Charter James Lush Athena SWAN Adviser Equality Challenge Unit

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  1. Athena SWAN CharterJames LushAthena SWAN AdviserEquality Challenge Unit

  2. What is Athena SWAN?- Recognition scheme for HEIs’ commitment to the retention and advancement of women in STEMM- Independent, publicly funded research institutes also eligible to join as of yesterday!2005 = 10 founder HEI members2014 =100members (including most of this group), over 259 award holders (125 applications pending)

  3. Athena SWAN2 rounds of awards per yearManaged and owned by ECUFunded by: ECU; Royal Society; Biochemical Society; Department of Health; Scottish Funding Council; Department of Business, Innovation and Skills; and membership fees. (Departmental submission fee being introduced)

  4. Athena SWAN universityawardsBronze universitysolid foundation for eliminating gender bias and developing inclusive culturerequired to get departmental awardsSilver universitysignificant record of activity and achievement in promoting gender equality and in addressing challenges across the full range of STEMM (requires awards from majority of departments) -> currently only four

  5. The Athena SWAN awardsBronze departmentidentified particular challengesplanned activities for the futureSilver departmentsignificant record of activity and achievementdemonstrating impact of implemented activitiesGold departmentsignificant sustained progression and achievement (requires current Silver departmental award) beacons of achievement in gender equalitychampions of Athena SWAN and good practice -> currently only four of these too

  6. Application forms ask for dataand evidence around these areas:Key career transition pointsAppointment and promotion processesCareer developmentProvisions for career development and career development activitiesOrganisation and cultureManagement structures and organisational values and ethosFlexibility and managing career breaksFlexibility and sustainable careers and managing career breaks

  7. Athena SWAN principles 1. Commitment and action from everyone, at all levels of the organisation 2. Change cultures and attitudes across the organisation 3. Examine the absence of diversity at management and policy-making levels 4. Address the high loss rate of women in science 5. Recognise the consequences of short-term contracts for retention and progression of women 6. Active consideration of personal and structural obstacles to making the transition from PhD to a sustainable academic career To join the charter, the university’s VC or equivalent must send us a letter stating commitment to these

  8. Why engage? • - Thorough process of self and community-led -reflection • - Means and onus for implementing change • - Focal point to formalise and embed existing good practise • - Recognition by potential applicants • - General move towards increased transparency • - Platform from which to investigate other disparities we don’t currently explicitly ask about (e.g. grant application and success rates) • Promoting inclusive working practices to increase the retention of valued staff, especially women • Of this group, Sheffield Hallam University has achieved the most success in terms of the actual number of awards*See the Impact Report on our website

  9. Take note of the first time success rate!

  10. Some important points- Data – knowing ‘where they are’ (benchmarking data from HESA is available on our website)- Academic/senior management involvement and buy-in – reflected in status, composition and embedding of the Self Assessment Team -> catalysing genuine change- Real community engagement- Honesty, with yourself and externally. Acknowledge cultural change doesn’t take place overnight

  11. Developments1. Appeals process2. Good practise fact-sheets (updated)3. More workshops3. Improved forms, followed by online submission system4. ECU gender equality charter mark (GEM) trial (and separate race equality mark in consultation stage)5. New, independent evaluation6. GENDER-NET(www.ecu.ac.uk/our-projects/gender-net) 7. Possible expansion to Rep. of Ireland

  12. http://www.athenaswan.org.ukProcess guidance, handbook, FAQs, awards booklets, annual reports, links to published submissions (not exemplars) http://www.ecu.ac.ukQuestions?athenaswan@ecu.ac.uk@Athena_SWAN

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