Sandra Beaufoy 17 February 2017 Aims of the Presentation Provide background information on the Athena SWAN Charter Principles of the Charter How the Charter has changed How Warwick got involved ID: 622094
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Slide1
Warwick’s Athena Journey
Sandra Beaufoy17 February 2017Slide2
Aims of the Presentation
Provide background information on the Athena SWAN CharterPrinciples of the CharterHow the Charter has changedHow Warwick got involved
Initiatives
from Warwick’s
Athena workSlide3
About the Athena SWAN Charter
Established in 2005Administered by Equality Challenge UnitOriginally formed to advance careers of women in STEMM employment
Methodology based on self-assessment, peer-review and continuous progression
Three level of awards at both institutional and departmental levelSlide4
10 Key Principles of Athena
Academic PotentialAdvancing gender equality in AcademiaAddress unequal gender representationTackle the gender pay gap
Removal of obstacles
Short term contractsSlide5
10 Key Principles of Athena - Continued
Commitment and action from leadersCommitment to mainstreaming sustainable structural and cultural changesTackle discrimination
IntersectionalitySlide6
Changes to Athena
2014 Extend to include Research InstitutesFramework adopted by other countries2015 – Charter expanded to include:
Address Gender equality more broadly
Arts, Humanities, Social Sciences, Business and Law Depts.
Professional and Support Staff
Trans staff and students
Slide7
Membership and Awards
Currently 143 Athena SWAN Members617 awards have been allocatedNo Gold Institutions
13 Silver Institutional award
holders
WARWICK has:
Institutional Silver Award
3 Silver Departments
9 Bronze Departments
8 awards pending (some of which are renewals)Slide8
Athena Benefits
Excellent way to critically analyse current procedures, policy implementation and culture.Staff given a voice to contribute to innovative good practice initiatives, but also to voice concerns
Attract and retain staff and students
Work together – not in isolationSlide9
Challenges
Buy-in from all staff – some more engaged than othersResources (Munir et al, 2014 and
Caffrey
et al, 2016)
Financial
Human
Time
Momentum – Action Plan Progress
Demotivation – when submissions failSlide10
Athena Initiatives
Women in Academia WorkshopCreation of Gender TaskforceCommunication of Gender Statement
Warwick Academic Returners Fellowship
Annual Demystifying Promotion Event
Conference Care FundSlide11
Athena Initiatives - Continued
Warwick Shadowing ProgrammeWorking Parents NetworkTraining and Development Opportunities
Funding for Research Active Staff Networks
Holiday Care Play Schemes for Children
Milk Expression Room(s)
Paved the way for gender conversationsSlide12
STEMM Departmental Initiatives
Physics – The XMaS Scientist Experience (Hase et al, 2015)Engineering – Leaflet on Women in Engineering
WMS – Created local Chapter of Science
Grll
(Coventry and Warwickshire)
Science GalaSlide13
What Next?
Ensure that all Warwick’s departments continue to be supportive to each other by sharing best practiceHold more events to discuss, thrash out issues and come up with innovative solutionsEncourage and support each otherSlide14
References
Fehmidah Munir
,
Carolynne
Mason, Hilary McDermott, John Morris, Barbara
Bagihole
and Mary
Nevill
, ‘
Evaluation the effectiveness and impact of the Athena SWAN Charter’
. London: Equality Challenge Unit, 2014.
Louise
Caffrey
, David Wyatt, Nina Fudge, Helena
Mattingley
, Catherine Williamson and Christopher
McKevitt
, ‘
Gender equity programmes in academic medicine: a realist evaluation approach to Athena SWAN processes
’, BMJ Open 2016:6:e012090
Hase et al, ‘
XMaS
Inspiring Women into Scientific Careers
’ Materials Today, Vol. 19, No. 7 (2015).Slide15
Any Questions?
Sandra Beaufoy
Diversity and Inclusion Adviser