Heriot Watt University Athena SWAN

1. Heriot Watt UniversityAthena SWAN Open Session 28 March 2013

2. Presentation outline • Overview of Athena SWAN • HWU Approach • Athena SWAN Survey • Action Plan • Questions & Discussion

3. 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

4. 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

5. 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

6. Athena SWANBronze Award Application • Step 5: • SUBMIT Apr 2013 Mar 2013 Feb 2013 Jan 2013 Dec 2012

7. 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

8. 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

9. 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%

10. 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

11. 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

12. 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

13. Suggested activities and male/female likely uptake

14. Conclusions for the SAT • Mixed picture between men and women core work required on: • Perception issues with HWU prioritising of academic career progression • Communication with academic staff • Women feeling valued within their Department • Some differences in the kind of activities that men and women would like to take part in • Need to be consistent in demonstrating the benefit of Athena SWAN

15. Questions/Discussion