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UCL meets its commitments to gender equality and the requirements of Horizon Europe’s Gender Equality Plan through Athena Swan, broader Equality, Diversity and Inclusion work and other activities.
Mandatory Process-Related Requirements
- 1. Public Document
UCL’s Silver Institutional Athena Swan submission is available online. The submission and associated action plan have been endorsed by senior leaders across UCL, setting out specific goals and measures of success for gender equality for the period 2021 to 2026.
The Institutional Action Plan was formally presented and approved by the Human Resources Policy Committee in March 2021. The HRPC includes all the Deans of faculties, senior professional services leaders and is chaired by Provost.
- 2. Dedicated resource
Dedicated resource and expertise to promote gender equality is provided at all levels throughout UCL.
- Equality, Diversity and Inclusion Team, Office of the President and Provost – within this team the Athena Swan Manager oversees and implements gender equality related work.
- Central Athena Swan Team – consists of Athena Swan and gender equality specialists from across UCL offering central support to departments submitting to Athena Swan.
- Equality Charters Group – responsible for overseeing the development of the Institutional Athena Swan submission and Race Equality Charter Mark submission.
- Gender Steering Group – responsible for overseeing the implementation of gender equality work across UCL, including the Institutional Athena Swan action plan.
- Envoy for Gender Equality – is a role appointed to champion gender equality across UCL at the most senior levels.
- Departmental Self-Assessment Teams (SATs) – SATs are located within departments and create local Athena Swan submissions. Currently there are 40+ SATs who have worked to achieve more than 43 Athena Swan departmental awards.
- 3. Data collection and monitoring
Sex and/or gender disaggregated data is collected on staff and students across many internal processes, such as recruitment, promotion, admissions, and awards. This data is analysed and interpreted within the Athena Swan process to create a data-driven and evidence-based action plan. Key metrics will be reviewed annually.
- 4. Training
Organisational Development, within Human Resources, leads the institutional provision of training and staff development to redress inequalities, including gender, race and intersectionally. Specific programmes to support the progression of women, Black, Asian and Minority Ethnic staff and other minoritised groups are run alongside positive action programmes. Additionally, training to support all staff is offered, differentiated by levels of responsibility (for example, managers and senior leaders), staff groups (professional services, researchers, academic and teaching) and specific staff life-cycle interventions (recruitment, induction, appraisal).
Targeted training to deliver culture change and address issues of bullying and harassment is run through the Equality, Diversity and Inclusion Office, including Where Do You Draw the Line (for all staff) and Taking the Lead (for leaders).
Online equality training and unconscious bias training is available for staff to complete as part of their induction or when taking on specific roles, such as recruitment or management.
Five Recommended content-related (thematic) areas
- 1. Work-life balance and organisational culture
Within section 5.6 of the Institutional Athena Swan submission, we examine organisation and culture within UCL. Important achievements have been developing a male/catalyst allies programme; creating a work-life balance/wellbeing strategy; and appointing/developing EDI Vice-Deans within each faculty.
- 2. Gender-balance in leadership
In section 5.6 (V), we examine the proportions of women and men on influential committees across UCL. Most committees include 40%-55% women, but some remain gender imbalanced. The action plan commits us to increase diversity in committees by 2023, including reducing the number of those with ‘unknown’ ethnicity in the data, to better examine committees intersectionally.
- 3. Gender equality in recruitment and career progression
Sections 5.1 to 5.4 look at recruitment and career development (amongst other key career transition points) for all staff – academic and professional services. UCL has many ambitious actions in these areas including piloting positive action recruitment projects; extending the use of UCL’s pioneering Fair Recruitment Specialists; and developing a range of leadership and career development programmes.
- 4. Integration of the gender dimension into research and teaching content
The Research Excellence Framework (REF) is a national exercise in assessing the impact research. This last exercise was undertaken in 2021 with the outcomes due in 2022. The data of submitted participants is analysed by equality protected groups, including sex and ethnicity. The findings will be used to develop institutional responses and deliver the commitment for an inclusive researcher community.
- 5. Measures against gender-based violence, including sexual harassment
Section 5.6 (II) provides an overview of UCL’s work around prevention of bullying, harassment and sexual misconduct. Key achievements include launching Report + Support, an online reporting and support tool for staff and students; implementing ‘Where do you draw the line?’ and ‘Taking the Lead’ workshops for staff; and hosting the Calling Time on Sexual Misconduct conference.