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.|
Updated Principles 2021
Early in 2021, Advance HE will be adopting updated Athena Swan principles as part of the on-going transformation of the Charter. You can read the updated Athena Swan principles on the Advance HE website.
The statistics in the infographic are from our Equality Monitoring Annual Report. If you'd like to know more about why we collect personal and protected characteristic information, have a look at the Equality Monitoring: Why Share Your Personal Information? webpage.
Photo by Centre for Ageing Better . Colour filter and text added to original.
You may also be interested in:
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
PLOTINA - a platform of resources that can be used by research performing organisations across Europe to implement their gender equality plans
Athena Swan news
As part of the on-going Athena Swan transformation, Advance HE is consulting on the development of a culture survey to form part of submissions. Kate Seers (Athena Swan SAT Chair) and Matthew Nudds (Research Culture Committee) will be responding to the consultation on behalf of Warwick.
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)