|Athena SWAN Factsheets
UCL Briefing note: Changes to the Athena SWAN Charter 2015 – In May 2015, the ‘new’ Athena SWAN charter was launched – the charter is now open to Arts, Humanities, Social Science, Business and Law departments, and covers professional services and technical staff. This document summarises the changes and additional requirements within the updated Athena SWAN application forms.
Athena SWAN Toolkit: this document will act as a guide for Departments applying for Athena SWAN. The Toolkit introduces Athena SWAN and the different awards available, information on statistical and qualitative data analysis and discussions, evidencing impact and sections of the application form.
Data Explanatory Notes: this document outlines the data sets provided to departments by HR and student data services. There is also a description of quick and simple ways of analysing this data.
Graph Templates: if you fill in your data into the tables, the graphs will automatically update. You may have to refresh the data labels. You do not have to use these graphs in your application, but they are examples of how you could present your data in a clear format, including the raw numbers and percentages.
Action plan guidance and template: the action plan is a key section of the application, and the actions your include should follow on from the discussion and analysis presented in the application. You action plan should cover the next 3 years, and must be SMART (specific, measurable, attainable, realistic and timely). If you chose not to use this template, please read the guidance included in this document.
Athena SWAN survey template: many departments have decided to run surveys in their departments to gather further information and feedback from staff and students. This survey has been put together to support SWAN departments, who can use as many or as little of the suggested questions. Guidance on conducting a survey or focus group is also included.
Athena SWAN timeline: this will give an indication of the amount of work required to put together a successful application. This timeline represents the minimum required, and should act as a guide
Athena SWAN checklist: this has been created for departments to double check formatting and important information to include in the application before submitting draft applications to your EDI Manager, or the final submission to Athena SWAN.
A summary of feedback from Athena SWAN panels to date: when you apply for an award, the Athena SWAN assessment panels provide departments with feedback on their application. Feedback from UCL departments has been compiled and discussed.
UCL policies for SWAN departments: This document outlines UCL policies, initiatives, training and resources that Self Assessment Teams should be aware of.
Making the most of your Athena SWAN awards: once you have been successful in achieving an Athena SWAN award, it is important to publicise the award within the department and externally. This document includes information and suggestions as to how to promote your award.
Guidance for Heads of Department: support for HoDs new to the SWAN process and are hoping to set up a Self Assessment Team (SAT)
Dean’s Checklist: The checklist will enable Deans to gain specific feedback from HoDs on key Athena SWAN criteria and ensuring that progress is being made.
Positive Action Guidance (from UCL Legal Services): Please refer to this guidance if you are considering positive action initiatives within your department. If you have any further questions, please contact UCL Legal Services
Women in SET mailing list: we send out articles and publications to people interested in issues relating to women in Science Engineering and Technology. Join the mailing list here.
SWAN leads mailing list: the Athena SWAN newsletters, information about Athena SWAN events, information and updates are sent via this mailing list. Join the mailing list here.
UCL women is a network for female academics (post docs and above) in STEMM. The network organise lectures, discussion and social events - please see their website or follow UCL women on twitter for upcoming events and details on how to get involved.
Women role models in medicine, surgery and dentistry - leading change: the Leadership in Medicine videos have been produced to address the question - how does a leader in medicine evolve? The women leading change subset of podcasts are particularly focused on the career progression and success of women in medicine and how they came to become leaders in their field.
Athena SWAN application forms:
Athena SWAN awards booklets: the booklets outline some of the best practice identified in each department who have achieved an Athena SWAN award at each awards ceremony.
For other resources from Athena SWAN including their annual reports, please see the Athena SWAN website
|Last updated: 17th February 2017|