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What is Athena SWAN?
- A Charter established in 2005
- Advancing the careers of women in Science,
Technology, Engineering, Mathematics and Medicine (STEMM) disciplines
- Evolved from an Athena Project and the
Mike Chenery Athena SWAN Co-ordinator What is Athena SWAN? A - - PowerPoint PPT Presentation
Mike Chenery Athena SWAN Co-ordinator What is Athena SWAN? A - - PowerPoint PPT Presentation
Mike Chenery Athena SWAN Co-ordinator What is Athena SWAN? A Charter established in 2005 Advancing the careers of women in Science, Technology, Engineering, Mathematics and Medicine (STEMM) disciplines Evolved from an Athena Project
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Why Athena SWAN?
- Fewer women than men progressing through
academia, in particular at professorial level
- Fewer females than male undergraduates
students in some of the STEMM disciplines
- Fewer female students undertaking Master’s
degrees or doctorates in STEMM subjects
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Expanded Athena SWAN
- Expanded in 2015
- Key changes
– Arts, Humanities, Social Sciences, Business and Law (AHSSBL) – Address all gender inequality – Trans staff and students – Professional services staff
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Athena SWAN Membership
- 134 Members
– 104 Universities
- Institutions
– 67 Bronze Charter Awards – 6 Silver Charter Awards
- School/Departments
– 256 Bronze Awards – 109 Silver Awards – 7 Gold Awards
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University’s Plan
- Charter member – End of 2015
- Institutional Athena SWAN Award – Nov 2016
- School Athena SWAN Awards – April 2017
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Athena SWAN Process
- 6-9 month process
- Establish a Self-Assessment Team
- Collect Data
- Analyse/reflect on data and review policies and processes
- Explore support available to staff in advancing careers
- Develop a SMART Action Plan
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Benefits of Athena SWAN
– Allows University to examine their policies, practices and culture – Evaluate the support available to staff and students – Identify where changes may need to be made – Fair and transparent recruitment/promotion processes – Stronger training and career development
- pportunities
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Benefits of Athena SWAN
–Help secure research funding –Improve communication –Share good practice –Enhance scrutiny of workload model –Attractive place to work
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Current Status
- Raising Awareness across the University
- Collating Data
- Reviewing Policies/Staff Survey
- Establish the Gap
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Next Step
Create a Self Assessment Team (SAT)
- Key to success of application
- Representative of the University
- Needs to works as a committee
Expectations of SAT members
- Full Commitment
- Attendance at meetings (every 8 weeks)
- Analyse data and provide input into submission process
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