Athena SWAN: Recognising excellence in women s employment in UK academic science. Sarah Dickinson Athena SWAN Manager

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1 Athena SWAN: Recognising excellence in women s employment in UK academic science Sarah Dickinson Athena SWAN Manager

2 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

3 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

4 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

5 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

6 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

7 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

8 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?

9 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.

10 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

11 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

12 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.

13 Further information available: