Gender diversity equality and the Athena SWAN Charter Dr Ruth E Gilligan Athena SWAN Manager RENU workshop October 2015 Athena SWAN Charter Recognition scheme of excellence in womens employment in STEMM ID: 526771
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Defining an excellent research culture:
Gender, diversity, equality and the Athena SWAN Charter
Dr Ruth E Gilligan, Athena SWAN Manager
RENU workshop, October 2015Slide2
Athena SWAN Charter
Recognition scheme of excellence in
women’s employment in STEMM2005: 10 members2015: 134 membersCelebrated our 10th anniversary in July 2015
STEMM = Science, Technology, Engineering, Maths, MedicineSlide3
April 2015 round:
138
submissions96 awards
70% success rateThe Athena SWAN awards533 award holders80 university awards73 Bronze, 7 Silver
13 research institute awards
11
Bronze,
2
Silver
440
departmental awards
306
Bronze,
127
Silver, 7 GoldSlide4
Athena SWAN awards –
University
Bronze – 73 Bronze universitiesself-assessment & analysisidentify issuesput in place a solid foundation
Silver – 7 Silver universitiesevidence of progress and achievementmajority of STEMM departments to hold AS awardsGold – Launched in July 2015
beacons of achievement, champions of good practice
m
ajority of departments to hold Silver awards, at least one to hold Gold awardSlide5
Athena SWAN awards –
Department
Bronze – 306 Bronze departmentsidentified challengesplanned activities for the futureSilver –
127 Silver departmentsongoing activityevidence of impactGold – 7 Gold departmentssignificant record of activity and impactbeacons for gender
equality, Athena SWAN & good practiceSlide6
Athena SWAN:
post-May 2015
Recognition scheme of commitment to gender equality across institutionsExpanded in 2015 to focus on gender equality as a whole, and to take in AHSSBLAdapted from Athena SWAN and ECU’s gender equality charter mark (GEM)Based on consultation with the sector
AHSSBL = Arts, Humanities, Social Sciences, Business, L
awSlide7
Athena SWAN:
Key changes
Inclusion of professional and support staffInclusion of trans staff and studentsConsideration of intersectionality
Questions addedSlide8
Athena SWAN:
Some new questions
Inclusion in the REFnumbers eligible and submittedSupport for grant applicationsgender differences in application and success ratesContract functions and typesResearch and teaching, zero-hour contractsSlide9
How does Athena SWAN work?
An individualised approach; not a
box-ticking exerciseAthena SWAN requires members to:Collect data on women’s progression within organisation
Critically analyse their dataIdentify reasons for exclusion and under-representationDevelop an action plan to address theseShow progress over timeSlide10
The award judging process
Two submission rounds a year
Peer-review process, judged by a panel5 panellists, 1 Chair – academics, E&D/HR, subject specialists
1 moderator, 1 note taker – ECU staffPanellist and Chair training being rolled outSlide11
Possible outcomes of a panel
Award conferred or renewed
Award conferred or renewed at a lower levelRequest additional information (exceptional)
No award conferredComprehensive written feedback to every applicant:Outlines specific reasons the application did not meet criteria
Highlights good practiceSuggests areas in which to improveSlide12
Why does it work?
Requires thorough self-assessment
and reflection to understand individual data and challengesSet up by and for the academic
communityLed and championed by senior academics:buy-in from the topStaff consultation and engagementAwards are only valid for 4 yearsSlide13
Athena SWAN Evaluation Report 2014
Evidence of sustainable change
Women – improved visibility, increased self-confidence, enhanced leadership skillsAll staff – positive differences in career satisfaction, development opportunities
Admin & technical staff report greater sense of belonging “[Athena SWAN is] the most effective lever for change
I have come across in 12 years of equality work.” – Institutional championSlide14
The benefits of Athena SWAN
Highlights areas to make positive changes
Provides a focal point for existing informal good practicesIncreases awareness of career progression issues
Encourages increased transparencyDemonstrates good working environment to job applicantsFlexible to contextSlide15
Athena SWAN:
Research Institutes
Pilot in 2012/2013, mainstreamed 2014Application forms were amended to be made appropriate to RIs, based on
feedback Targeted workshops, site visitsPost-May 2015 process does not yet apply to RIsSlide16
Athena SWAN:
Republic of Ireland
Official launch February 2015Committee established to advise and act as conduit between ECU and HE sectorReviewed and tailored processes; regional workshopsFirst submissions April 2015: two universities and three departments were successful in gaining awards
Adapting post-May 2015 process will be tied in with the evaluations of the pilotSlide17
Athena SWAN:
Australia
Australian Academy of Sciences has set up a Science in Australia Gender Equity (SAGE) committee to pilot the Athena SWANprocessPilot includes 32 institutions: universities, medical research institutes and publicly funded research agencies Country-wide initiative, across all Australian states
Pilot launched in Sept 2015, will run until August 2017Slide18
Athena SWAN:
Learned societies
First application from Royal Society in
April 2015
Amended application form used – to be edited in response to feedback from RS application
Application to take into consideration society staff and members
Interest from a number of other learned societies and professional bodies,
including the Medical Schools CouncilSlide19
Further information available
Website
www.ecu.ac.uk/equality-charter-marks/athena-swan/Athena SWAN handbook http://www.ecu.ac.uk/equality-charters/athena-swan/athena-swan-resources/Email
athenaswan@ecu.ac.ukSlide20
Athena SWAN:
Improvements
Applicants have right to appeal decision Applicants may object to specific panellistsMechanism for raising objections to assessment/awardECU may put application to new panel if the decision is inconsistentChair trainingMore complete guidance in new handbookSlide21
Revision
of
sabbatical policy with the aim of enhancing research and career development opportunities for women and staff from minority/disadvantaged groups.- Abertay University (Nov 2014)Range of flexible-working options that can be considered on either a temporary or permanent basis.- University of Dundee (Nov 2013)
Examples of good practiceSlide22
Headhunters
are instructed to ensure a diverse pool of applicants for senior posts.- Sheffield Hallam University (April 2013)Mentoring arrangements are discussed during recruitment and attempts are made to match women with positive female role models.- Heriot-Watt University (April 2013)Examples of good practiceSlide23
Athena SWAN:
10
PrinciplesRecognise talents of allAdvance gender equalityRecognise disciplinary differencesTackle the gender pay gapRemove obstaclesAddress short-term contractsTackle discrimination against trans peopleDemonstrate senior commitmentMake structural and cultural changes
Consider intersectionality