Mike Chenery Athena SWAN Co-ordinator What is Athena SWAN? A - - PowerPoint PPT Presentation

mike chenery athena swan co ordinator what is athena swan
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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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Mike Chenery Athena SWAN Co-ordinator

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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

Scientific Women’s Academic Network (SWAN)

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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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Further Information

AthenaSWAN@canterbury.ac.uk