The Athena Swan CharterLink opens in a new window is a framework to support and transform gender equality within higher education and research.

In January 2024, the University of Warwick successfully renewed its Athena Swan Silver award for a further five year cycle until January 2029. These webpages will shortly be updated with all relevant information in relation to this renewal, including being able to read our full 2024 application submission.

In the meantime, you can read our 2024 -2028 Athena Swan action plan here.

In committing to the principles of the Transformed Charter which were updated in 2021, we recognise that we join a global community with a shared goal of addressing gender inequalities and embedding inclusive cultures. Each institution, research institute, department and directorate has different gender equality challenges and development priorities. These priorities are developed based on an understanding of the local evidence-base and national and global gender equality issues.

In determining our priorities and interventions, we commit to:

1. Adopting robust, transparent, and accountable processes for gender equality work, including:

• Embedding diversity, equity, and inclusion in our culture, decision-making, and partnerships, and holding ourselves and others in our institution accountable.
• Undertaking evidence-based, transparent self-assessment processes to direct our priorities and interventions for gender equality and evaluating our progress to inform our continuous development.
• Ensuring that gender equality work is distributed appropriately, is recognised, and properly rewarded.

2. Addressing structural inequalities and social injustices that manifest as differential experiences and outcomes for staff and students.

3. Tackling behaviours and cultures that detract from the safety and collegiality of our work and study environments for people of all genders, including not tolerating gender-based violence, discrimination, bullying, harassment, or exploitation.

4. Understanding and addressing intersectional inequalities.

5. Recognising that individuals can determine their own gender identity, and tackling the specific issues faced by trans and non-binary people.

6. Examining gendered occupational segregation, and elevating the status, voice and career opportunities of any identified under-valued and at-risk groups.

7. Mitigating the gendered impact of caring responsibilities and career breaks and supporting flexibility and the maintenance of a healthy ‘whole life balance’.

8. Mitigating the gendered impact of short-term and casual contracts for staff seeking sustainable careers.

Oversight of University-wide activities towards gender equality and the institutional Athena Swan application is taken by the Institutional Athena Swan Self-Assessment Team (SAT). You can read more about the SAT hereLink opens in a new window.