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Athena Swan

 

The University of Warwick is a Silver Athena Swan award holder.

In committing to the principles of the Athena Swan Charter, 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. Fostering collective understanding that individuals have the right to determine their own gender identity, and tackling the specific issues faced by trans and non-binary people because of their identity.

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.

 

Athena Swan at Warwick

Read more about Athena Swan at Warwick in the sections below:

The University's Social Inclusion Strategy includes an aim to have all departments hold an Athena Swan award. You can find a list of all departments currently holding an award below.

There are three levels of Athena Swan award. You can find information on each, and a list of departments currently holding an award at that level, below:

Bronze Award

Bronze awards are based on three criteria:

  • A: Structures and processes underpin and recognise gender equality work.
  • B: Evidence-based recognition of the key issues facing the department.
  • C: Action plan to address identified key issues.

Bronze Renewals have one additional criterion; D: Demonstration of progress against the applicant’s previously identified priorities.

The following departments currently hold a Bronze award (click the link to read their submission):

Silver Award

Silver awards are based on five criteria:

  • A: Structures and processes underpin and recognise gender equality work.
  • B: Evidence-based recognition of the key issues facing the department.
  • C: Action plan to address identified key issues.
  • D: Demonstration of progress against the applicant’s previously identified priorities.
  • E: Evidence of success addressing gender inequality.

Silver Renewals don't require departments to meet criterion E.

The University of Warwick currently holds an Institutional Silver Award.

The following departments currently hold a Silver award (click the link to read their submission):

Gold Award

Gold awards are based on six criteria:

  • A: Structures and processes underpin and recognise gender equality work.
  • B: Evidence-based recognition of the key issues facing the department.
  • C: Action plan to address identified key issues.
  • D: Demonstration of progress against the applicant’s previously identified priorities.
  • E: Evidence of success addressing gender inequality.
  • F: Evidence of sector-leading gender equality practice and supporting others to improve.

Gold Renewals don't require departments to meet criteria E and F.

Warwick does not currently have any departments who have achieved a Gold award level.

The Athena Swan Self-Assessment Team's (SAT) role is to take oversight of University-wide activities towards gender equality and oversee the institutional Athena Swan application. The Group reports to Senate via the Social Inclusion Committee (formerly Equality and diversity Committee) and directly to Steering.

The Athena Swan SAT is Chaired by Professor Kate Seers (Director Warwick Research in Nursing, WMS) with Professor Georgia Kremmyda (Engineering) as Deputy Chair.

The membership is as follows:

  • Registrar: Rachel Sandby-Thomas (Social Inclusion Executive Sponsor for gender).
  • Representatives from each Faculty:
    • Faculty of Arts: Professor Penny Roberts and Damien Homer, History; Dr Julie Wright, Film & TV Studies.
    • Faculty of Science, Engineering and Medicine: Professor Ranko Lazic, Computer Science; Professor David Leadley, Physics; Dr Kirstie Haywood, WMS; Dr Livia Bartók-Pártay, Chemistry.
    • Faculty of Social Sciences: Professor Nick Vaughan-Williams, Politics and International Studies; Dr Maria do Mar Pereira, Sociology; Linda Triangolo, WBS.
  • HR Strategy Director: Karen Terry Weymouth.
  • Chair of Gender Task Force: Professor Jo Collingwood.
  • Assistant Registrar (Strategic Plan & Analytics): Vicky Marsh.
  • Social Inclusion Associate: Claire Algar; Michaela Hodges (Secretary).
  • Representative from PSS staff Grade 6-9: Jo Davis, Academic Support Manager, Warwick Business School.
  • Representative from PSS staff Grade 1a-5: Alex Albans, Chaplaincy.
  • Student representatives: TBC.

Sub-Groups

Some areas of SAT work are led by sub-groups, membership of which is as below:

  • Data Sub-Group.
    • Vicky Marsh.
    • Jo Davis.
    • Michaela Hodges.
    • David Leadley.
  • Supporting and Advancing Women’s Careers Sub-Group.
    • Kirstie Haywood.
    • Jo Collingwood.
    • Julie Wright.
    • Claire Algar
    • Livia Bartók-Pártay.
    • Linda Triangolo.
  • Organisation and Culture Sub-Group.
    • Georgia Kremmyda.
    • Penny Roberts.
    • Ranko Lazic.
    • Damien Homer.
    • Claire Algar
    • Alex Albans.
    • Maria do Mar Pereira.
    • Lorenzo Frigerio.
    • Nick Vaughan-Williams.

We will be holding one seminar per-term, exploring topics relevant for those interested in Athena Swan and/or working towards submissions.

You can read more about the work we've been doing towards gender equality at the links below:

Older Success Stories

You can read more about previous work we've been doing towards gender equality at the links below:

 

Knowledge Hub

If you have any questions about Athena Swan, please contact us or contact Advance HE directly on . You can also connect with others submitting for Athena Swan awards on Advance HE Connect, there is a dedicated Athena Swan Network Group (if you are new to Connect, you can set up an account here). To access the group, log in to Advance HE Connect, click on the 'Connect' tab and scroll down for the relevant Charter network group where you can request to join.

Applying for a departmental Athena Swan award for the first time can be daunting, which is why we have collated a range of resources to support you, see the links below for more.

You can find application documents for the transformed Athena Swan Charter on the Advance HE website. Departments seeking to renew their existing award should follow the Renewal Process.

In advance of your application, don't forget to complete the intention to submit form.

When you do make your submission, please ensure you follow the GDPR compliant submission process.

You can access staff and student data on the SPA Athena Swan webpage. If you have any questions about the data or trouble accessing it contact the SPA analytics team..

You can obtain benchmark data from the HESA website.

 

Athena Swan Seminar Series

Academic year 2021/22

Term 1

Wednesday 3 November 2021, 1-3pm, Oculus OC1.05.

This seminar will cover the Athena Swan transformation, gender equality during the pandemic, and presentation of the Excellence in ED&I Award.

Book your place for the term 1 seminar.

Term 2

Monday 14 February 2022, 1 - 3pm, venue TBC.

Two Bronze award holding departments (School for Cross-Faculty Studies and another TBA) will discuss how they approach Athena.

Booking form coming soon.

Term 3

Thursday 10 March 2022, 12.30 - 2.30pm, venue TBC.

Two Silver award holding departments (WBS and WMS) will discuss how they approach Athena.

Booking form coming soon