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:
The Athena SWAN Charter is based on ten key principles.
Find information for departments and a list of departments holding awards.
Connect with others working towards Athena SWAN awards.
Information about our SAT, including membership.
Read about the Univeristy's progress on Athena SWAN.
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.
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.
|We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.|
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.
We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:
|We commit to tackling the gender pay gap.|
|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.|
|We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.|
|We commit to tackling the discriminatory treatment often experienced by trans people.|
|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.|
|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.|
|All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.|
|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.|
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 here.
Applying for a departmental Athena SWAN award for the first time can be daunting, which is why we have created the Framework for Applications Guidance. You can also find a range of resources on the Advance HE website, including the Athena SWAN Charter Handbook, which provides detailed information on submitting applications to the Charter. Departments seeking to renew thier existing award should follow the Advance HE Athena SWAN Renewal Process.
When you do make your submission, please ensure you follow the GDPR compliant submission process.
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.
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.
- Athena SWAN Annual Report 2018/19 .
- Athena SWAN Annual Report 2017 .
- Athena SWAN Annual Report 2016 .
- Athena SWAN Annual Report 2015 .
- Athena SWAN Annual Report 2014 .
- Athena SWAN Annual Report 2013 .
- Athena SWAN Annual Report 2012 .
- Athena SWAN Action Plan Updated with Progress & Actions 2012 .
You can read more about the work we've been doing towards gender equality at the links below:
You may also be interested in:
Conference Support Awards (funding awards to cover the costs of childcare or caring for those attending conferences)
Taskforces and SIC - including Gender Task Force
You can find more information about gender equality in HE from the following sources:
Higher Education Statistical Agency (HESA) - data site useful for benchmarking
Athena SWAN news:
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)