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WMS Athena SWAN Initiatives

Plans for 2017-2021:

WMS Athena SWAN Silver Renewal Award Submission (April 2017). Our Silver Renewal Action Plan (to be published following submission results in September 2017) contains several revolutionary items that we hope will make WMS a leader at the forefront of promoting equality and diversity in STEMM.

  • Development and implementation of initiatives
  • Communicate progress and achievements
  • Staff and Student engagement

Key challenges include low numbers of female clinical staff, low numbers of females in positions of leadership and female applicants for senior positions, and low Research Excellence Framework (REF) returns from females. These will be addressed by:

  • A programme to maintain female clinical academics including the use of an open contract post, mentorship and a workshop on grant writing
  • Enhancing female leadership by shadowing and training, widely advertising posts and appointing females as unit leaders

Guided by our Silver Actions and the ethos propagated throughout WMS, we have made significant progress in a number of areas including:

  • Engagement with both internal and external related groups (ScienceGrrl, StemNet)
  • Advancement of HR procedures such as paternity leave/return
  • Work experience and outreach activities
  • Networking and presentations within WMS, university, nationally and internationally
  • Mentoring policy and engagement
      Achievements for 2013-2017:
      • More WMS staff members have completed equality and diversity training than ever before (70%)
      • We launched the Gibbet Hill Health and Wellbeing Day
      • We participated in and organised a number of events (WIS, International Women’s Day, WAN)
      • We established a WMS Early Career Researchers Network
      • We gave talks nationally and internationally about Athena SWAN
      • We helped several institutions with their Athena SWAN applications
      • We extended the Mentoring scheme opportunities to our Professional and Support Staff
      • We promoted the expansion of numbers of dignity contacts
      • We developed a work experience pack that gives detailed guidance for anyone considering to offer work experience
      • We created a first aid and nursing mother’s room which has evolved into a Family and Reflection Room.
      • We launched WMS staff awards
      • We engage in a number of outreach activities
      • We develop departmental procedures such as the leaver’s exit questionnaire and a maternity leave/return welcoming and support protocol