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Warwick’s Athena Journey Warwick’s Athena Journey

Warwick’s Athena Journey - PowerPoint Presentation

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Warwick’s Athena Journey - PPT Presentation

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

gender athena swan staff athena gender staff swan initiatives charter equality women awards 2015 academic 2014 principles silver warwick

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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