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Athena Swan

Athena Swan Silver Award Holder. Advancing Gender Equality: Representation, Progression and Success for All

The Athena Swan Charter is a framework, established in 2005 which is used across the globe to support and transform gender equality within higher education and research.

The Charter covers women (and men where appropriate) in

  • Academic roles in science, technology, engineering, maths and medicine (STEMM) and arts, humanities, social sciences, business and law (AHSSBL).
  • Professional and support staff.
  • Trans staff and students.

In relation to their representation, the progression of students into academia, staff journeys through career milestones, and the working environment for all staff.

The University of Warwick currently holds an Institutional Silver Athena Swan Award.

On these pages you will find information on:

Athena Swan Principles

The Athena Swan Charter is based on eight key principles.

Departmental Awards

Find information for departments and a list of departments holding awards.

Athena Swan Network

Connect with others working towards Athena Swan awards.

Self-Assessment Team

Information about our SAT, including membership.

Annual Reports

Read about the Univeristy's progress on Athena Swan.

Success Stories & Good Practice

See more on the work we're doing towards gender equality.

If you'd like to learn more about the University's work on Athena Swan and can't find what you need here, contact us and let us know.

 

Principles

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 and department has different gender equality challenges and development priorities. These priorities should be 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:

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

a) Embedding diversity, equity and inclusion in our culture, decision-making and partnerships, and holding ourselves and others in our institution/institute/department accountable.

b) 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.

c) Ensuring that gender equality work is distributed appropriately, is recognised and properly rewarded.

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

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.

Understanding and addressing intersectional inequalities.

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.

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

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

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

These principles are detailed in the Athena Swan Charter handbook, which also provides detailed guidance on how to complete each section of the submission. You can find the handbook, as well as a range of other useful resources, on the Advance HE Athena Swan Resources webpage.

More than half of Warwick's staff are women. Women: 52.9%, Men: 47.1%. Sector average is 54.6% women, 45.4% men.  Data taken from Equality Monitoring Annual Report 2019/20

 

Athena Swan Network

Staff from across all departments meet regularly to discuss progress towards meeting our University-wide Athena Swan action points and prepare individual departmental applications.

The departmental representatives act as a communication channel between academic departments and the Network; they also convene local departmental discussions.

The Network is an opportunity for departments to hear up-dates on current initiatives and progress on Athena Swan, as well as scrutinise other departments’ submissions and encourage and support them with their Athena Swan work.

If you'd like to learn more about the Athena Swan Network and can't find what you need here, contact us and let us know.

 

Almost 1 in 4 of Warwick's Professors are women. Warwick: 23.8%, Sector: 26.7%. Data taken from Equality Monitoring Annual Report 2019/20

 

Annual Reports

Each year, we produce an Annual Report on Warwick’s Athena work, which details the significant progress made on Athena initiatives at institutional and departmental level.

 

Faculty of Arts has the highest proportion of female Professors (40.7%). Warwick Medical School: 43.8%. Faculty of Social Science: 23.9%. Faculty of Science: 12.2%. Data taken from Equality Monitoring Annual Report 2019/20

You may also be interested in:

Training, Guidance, and Resources

Taskforces and SIC - including Gender Task Force

Policies

Gender Initiatives

Events

External links

You can find more information about gender equality in HE from the following sources:

Advance HE - Athena Swan Resources

Advance HE - Getting Started with Athena Swan webinar

Advance HE - REC and Athena Swan Good Practice Initiatives

UK Research Council (UKRC) - Encouraging Women into Science, Engineering and Construction

Higher Education Statistical Agency (HESA) - data site useful for benchmarking

PLOTINA - a platform of resources that can be used by research performing organisations across Europe to implement their gender equality plans

Athena Swan news

The NIHR have announced they no longer require academic partners to have a silver Athena Swan award, but this change does not alter our commitment to continuing to work to promote gender equality (September 2020)

New Athena Swan Renewal Process Announcement (December 2019)

Silver Athena Swan awards for WMS and Engineering (October 2019)

Law and IER Athena Swan Announcement (June 2019)

Looking ahead to Gender Pay Gap Report (March 2019)

Athena Swan Silver Charter award to 2022 (November 2018)