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WMG and Athena Swan

01.jpgWMG and Athena SWAN

Our strategic vision is to achieve impact through world-leading research and address global challenges through education. The department has 7 strategic goals, one focused on People and a set of core values promoted department wide. These values include professionalism, respect and teamwork and are at the heart of our culture. The development and empowerment of our staff are critical factors to our ongoing success.

What difference does this make to our employees?

b.jpg Membership of Athena SWAN has a proven impact as a catalyst for change, leading to organisational and cultural transformation that makes a real difference for women and enables all staff to achieve their maximum potential. The framework allows organisations to identify areas for positive action, as well as recognise and share good practice." (Advance HE,

Working with the Charter is helping the University to identify and follow best practice which assists staff and students working towards career goals. Details about the Charter are described on the University's Athena SWAN page. The University holds a Silver Award and actively encourages all Schools and Departments to apply for departmental awards.

Athena Swan awards at WMG

WMG currently holds a department Silver Award from Athena Swan.

WMG last submitted an application for a Silver Award (PDF Document) in November 2020.

Take a look at our progress so far.

For further information about WMG’s Athena SWAN activities, please contact

Advance HE's Athena SWAN 10 Principles

The Athena SWAN Charter is based on ten key principles. By being part of Athena SWAN, institutions are committing to a progressive charter; adopting these principles within their policies, practices, action plans and culture.

1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.

2. We commit to advancing gender equality in academia, in particular, addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.

3. We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:

  • The relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
  • The particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM)

4. We commit to tackling the gender pay gap.

5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.


6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.

7. We commit to tackling the discriminatory treatment often experienced by trans people.

8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.

9. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.

10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.

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