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Co Leads

Judith Stephenson

Professor Judith Stephenson
IRIS

John Timms lead

Dr John Timms
IRIS

Athena SWAN

The Elizabeth Garrett Andersen Institute for Women’s Health (IfWH) is committed to the principles and beliefs of the Athena SWAN Charter.

Annual Conference 2016 group photoAS Silver Award logo (png)

The Institute received a Silver Award from the Athena SWAN charter in 2013.

The Equality Challenge Unit (ECU)’s Athena SWAN is a national charter mark that recognises the advancement of gender equality in higher education: representation, progression and success for all. It was established in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employed in higher education and research.

The Athena SWAN awards process enables departments and universities to develop an action plan aimed at improving recruitment, retention and promotion of female academic and research staff, as well improving work to address gender equality more broadly, and not just barriers to progression that affect women.  

About Athena SWAN

Recognising advancement of gender equality: representation, progression and success for all.

ECU’s Athena SWAN Charter was established in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in higher education and research.

In May 2015 the charter was expanded to recognise work undertaken in arts, humanities, social sciences, business and law (AHSSBL), and in professional and support roles, and for trans staff and students. The charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.

ECU’s Athena SWAN Charter covers women (and men where appropriate) in:

  • academic roles in STEMM and AHSSBL
  • professional and support staff
  • trans staff and students

In relation to their:

  • representation
  • progression of students into academia
  • journey through career milestones
  • working environment for all staff

Athena SWAN Principles

The Athena SWAN Charter is based on ten key principles. By being part of Athena SWAN, institutions are committing to a progressive charter; adopting these principles within their policies, practices, action plans and culture.

 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:
 
  • the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
 
  • 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.

IfWH history

Page last modified on 08 nov 16 13:25