UCL Queen Square Institute of Neurology



The IoN Athena SWAN committee aim is to embed equality, diversity and inclusion practices into the everyday aspects of our Institute's policy and culture. The innitiatives bellow support IoN's Athena SWAN goals:

  • To identify and remove systemic and cultural barriers for career progression at IoN.
  • To drive change and increase representation at all levels at IoN - particularly the most senior levels.
  • To give a voice to all and champion the underrepresented.
  • To fight against bullying and harassment of students and staff in our workplace.
  • To champion fairness and equity of opportunities for all.
  • To ensure all of our initiatives cover academic and professional & technical support staff employed at the IoN.
mentoring hands

Mentoring scheme

Mentoring is a crucial part of supporting career progression and we are dedicated to trying to find an appropriate mentor for any person who requests one at IoN. 

The Wellcome Centre for Human Neuroimaging (WCHN) has embarked on a new partnership with In2science, launching its pilot mentorship programme for students. The new one-year programme entitled In2research alumni of In2science’s current placement programme who are looking to further develop their careers in academia by pursuing a PhD.

maternity room

Maternity room

The Athena SWAN Maternity Room is located on floor 7 (rooms 709 and 710) of Queen Square House.

zero tolerance

Dignity at Work

The Institute fosters a positive cultural climate where all staff and students can flourish and be their authentic selves.


Making promotion and pay progression part of appraisal

All IoN staff should have an annual appraisal. When carrying out appraisals, all IoN staff should use the form on the Faculty website, as this contains a checklist of issues to raise at the meeting. (UCL’s standard form does not specifically mention promotion and pay progression.)  Professor Mike Hanna, believes that both of these important areas should be discussed.