Athena SWAN Introduction, update and plans - February 2016

Transcription

1 Athena SWAN Introduction, update and plans - February 2016

2 ATHENA SWAN PRINCIPLES The Athena SWAN Charter is based on ten key principles. By being a member of Athena SWAN, the University is committing to a progressive Charter, adopting these principles within their policies, practices, action plans and culture. Aston s Vice-Chancellor was one of the first VCs to sign up a University to these expanded principles. As part of Aston s engagement, we make available comprehensive information and advice to use and consult extensively with staff and students. We encourage everyone to reflect upon our current business practices and processes, and consider where we can do things better, achieve better outcomes for all our colleagues and students, and hence increase the number and levels of our Athena SWAN awards. 1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all. 2. We commit to advancing gender equality in academia, in particular addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles. 3. We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including: u the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL) u the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM) 4. We commit to tackling the gender pay gap. 5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career. 6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women. 7. We commit to tackling the discriminatory treatment often experienced by trans people. 8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles. 9. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality. 10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible. Aston s point of contact with Athena SWAN: Jane Tyrrell (HR) x 4587 j.m.tyrrell@ aston.ac.uk

3 INTRODUCTION The University signed up to the Athena SWAN 1 charter in Since then, Engineering and Applied Science has been awarded a silver award for achieving significant progress in encouraging and supporting women in academic careers in science and engineering, Life & Health Sciences has received a bronze award and the University overall a bronze award. In May 2015, the Athena SWAN Charter was expanded and now encompasses the development and progression of ALL students and staff - MEN and WOMEN, academic, professional and support - and in all disciplines not just STEMM disciplines. Aston Athena SWAN As you all know, I am passionate about encouraging and supporting the progression of women in their careers in science and engineering. I am pleased that the success of Athena SWAN is now being extended to include all staff in all disciplines and areas of work. I encourage all staff to become more engaged and aware of the issues; this will help you, your colleagues and our students. (Julia King DBE FREng, The Baroness Brown of Cambridge, Vice-Chancellor & Chief Executive, Aston University) Aston s plans and approach The University and all Schools will apply for or renew Athena SWAN awards in the next 2 years, as indicated in the table below. Type of award Target level Lead University Institution April Silver resubmission Prof Alison Hodge EAS (STEMM) Department Nov Silver renewal Prof Robert Berry LHS (STEMM) Department April Silver resubmission Dr Julia Brown ABS (AHSSBL) Department Nov Bronze new submission Dr Yves Guillaume LSS (AHSSBL) Department Nov Bronze / Silver new submission Prof Gertrud Reershemius AMS (STEM) Department Nov Bronze new submission Rachel Burn To be successful in the awards, we need to demonstrate that all staff and students are engaging in the Principles of Athena SWAN. We are forming self-assessment teams in each School and the University (this latter includes those not in a School). They will lead the analysis and review of the data and opinions that we gather, then implement actions and assess the benefits of them. If you or your students would like to join one of these teams, hear more information about the role or Athena SWAN, then please register your interest with the relevant person named above. 1 Origin of the name - Athena project = Athena - Goddess of wisdom, war and the crafts, and daughter of Zeus SWAN = Scientific Women s Academic Network

4 WHAT IS Athena SWAN AIMING TO ACHIEVE? Athena SWAN is aiming to achieve better gender balance. Society is 50:50 men and women but our staff numbers (academic, teaching and research and professional, technical and support) are not so well balance, particulary in some schools as indicated in the graphs below Student numbers are very close to 50:50 (6335 F : 6553 M) but there are marked differences in the 4 schools.

5 School staff numbers:

6 SUMMARY OF THE REQUIREMENTS for applications to Athena SWAN for awards Data > Analysis > Reflection > identification of issues > Actions > Impact u Detailed data and statistics for at least 3 years, compared with national benchmarks u For silver A focus on improvements since bronze, especially through priority initiatives u All staff and students engaged in developments and implementation of initiatives u Evaluation, with consultation and feedback u Demonstration of embedding of the Principles through leadership and communication sustainably 3 Actions involve and assist both men and women. 3 Considering gender equality is an integral part of what everyone does (similar to working and studying safely, ethically and legally) Athena SWAN is not just for women! Men I would like to take this opportunity to extend you a formal invitation. Gender equality is your issue too. Speech by UN Women Goodwill Ambassador, Emma Watson, at a special event for the HeForShe campaign, United Nations Headquarters, New York, 20 September 2014

7 HOW EVERYONE CAN CONTRIBUTE In teaching and research u Diverse images in presentations and displays u Unbiased messages in materials and examples u Recognise and reward actions contributing to gender equality u Act as a good role model, guide and mentor Learn and train yourself and help others u Unconscious bias training u Learn how to reduce gender bias u Network internally and externally to share ideas and approaches u Use focus groups to explore views and gather feedback from others u Mark and support national days - Women in engineering day, National Women s Day etc Your own career directions u Act as a mentor and look for a mentor u Make good use of -induction -annual reviews -promotion u Look for opportunities for carer development, e.g. secondments, placements, deputising u Consider flexible working, career breaks etc to fit your personal circumstances

8 EXAMPLES OF WHAT ASTON OFFERS TO HELP YOU u Mentoring/coaching/role models for staff and students u R esearch into gender issues (Prof Gina Rippon, Prof Judith Baxter, Prof Richard Crisp, Prof Mark Hart) u R ecognition and awards, internal and external (eg. Aston Excellence Awards) u Encourage school girls into engineering careers u Equality and Diversity Forum u Aston University Women s Forum u Aston Women s Engineering Society u Aston Women in Business Society u Annual WES student conference on campus u National Aurora Programme u Aston Women s Leadership Development Programme u Early Career Research Forum u Every researcher counts (VITAE) u Equality policies u C omprehensive induction and re-induction after career breaks u Flexible working/career breaks available u Maternity cover for teaching and research u Expanded nursery (photo) u Flexible working/career breaks available u C areers and placements advice for students & postdocs

9 BENEFITS OF Athena SWAN For the University u Reduced impact of staff turn-over u Attraction and retention of good staff u More stimulating and motivated environment u More engaged and effective employees u Grant Successes Research Councils UK states in its Statement of Expectations for Equality and Diversity : RCUK expects that equality and diversity therefore is embedded at all levels and in all aspects of normal research practice. and RCUK will reserve the right to introduce more formal accreditation requirements for grant funding should significant improvement not be evidenced. REF evidence for supporting equality and diversity.recommendation that the evidence included participation in schemes such as Athena SWAN For individuals, teams, men and women: u Improved recruitment, induction, career development and progression pathways u Improved career satisfaction and motivation u Recognition of personal circumstances and aspirations u Greater flexibility in working environment u Knowledge of and fairness in promotion processes u Greater communication, understanding and acceptance of roles and responsibilities

10 Jane Tyrrell Aston University Aston Triangle Birmingham B4 7ET