Athena Swan

We intend to attract and retain world-leading scientists to a gender-equal environmental conducive to career progression and the generation of life-changing advances in the field of eye and vision research. 

The 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 2015, the Charter expanded to include all people working in academic institutions, and all genders. 

The Institute has engaged with Athena Swan since 2011, aiming to embed equality, diversity and inclusion into all aspects of our governance and culture. Our strategy rests on three pillars: (1) equality in leadership; (2) equality of career development; (3) supporting a collaborative culture. 

Key Achievements

• Increased the proportion of women on decision-making committees to 33%
• Increased the proportion of women academics to 43%
• Increased promotion rates for women academics to match men
• Reduced the professorial pay gap from 28% in 2018 to 18% in 2020
• Increased promotion rates for women postdoctoral researchers to match men
• Increased networking opportunities and improved satisfaction with career support
• Increased the proportion of staff who work flexibly to 96%

Professor Andrew Dick, Director of UCL Institute of Ophthalmology

"It remains central to the mission of this Institute that we live the core values of the Athena Swan charter and the equality, diversity and inclusion we believe in, to enable opportunity and success for all."

Dr Tessa Dekker, Associate Professor for Experimental Psychology

Equality Challenge Co-Chair

"Athena Swan provides a very effective, formal framework for identfying and addressing hurdles historically ingrained in the fabric of academia and society, that prevent all the great talent in our department from reaching its full potential. Fully engaging with this program really benefits us all."