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Athena Swan

The University of Warwick holds a Silver Athena Swan award.

The Athena Swan Charter is a framework to support and transform gender equality within higher education and research.

The Univeristy of Warwick holds a Silver Athena Swan award. You can read our full application here.

In committing to the principles of the 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. 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.

We are proud to have retained our Silver Athena Swan award in the 2018 submission round. This award is an important indicator of work undertaken to address gender inequalities at Warwick.

“I would like to thank colleagues on the institutional Self-Assessment Team from across the University for their hard work and support and, likewise, those on their departmental SATs. We have an action plan for the University that we'll need to take forward under the award and I do hope we can count on your support and advocacy for this too.

This has been a great team effort throughout the many months of endeavour and has shown that Academic and Professional Services staff from across the University and student representatives can work very effectively and successfully together on initiatives such as Athena.”

Professor Pam Thomas (Chair of the University’s Athena Swan Self-Assessment Team for the 2018 submission).

Click here for more about the Institutional Self-Assessment Team

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 CommitteeLink opens in a new windowLink opens in a new window (formerly Equality and diversity Committee) and directly to Steering. Gender equaltiy at Warwick is also supported by the Gender Taskforce, which champions and oversees the advancement, implementation and further development of gender equality at institutional level.

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:

  • Rachel Sandby-Thomas (Social Inclusion Executive SponsorLink opens in a new windowLink opens in a new window for gender).
  • Dr Livia Bartók-Pártay, Chemistry.
  • Dr Sue Burrows, Department of Physics
  • Professor Jo Collingwood, School of Engineering (Chair of Gender Taskforce).
  • Jo Davis, Warwick Business School (Representative from PSS staff Grade 6-9).
  • Julie Doherty and Julie Jeary, HR Manager.
  • Dr Xueyu Geng, School of Engineering.
  • Dr Kirstie Haywood, WMS.
  • Robert Horton, School of Law.
  • Professor David Leadley, Physics.
  • Dr Isabel Nunez Salazar, Sociology.
  • Dr Maria do Mar Pereira, Sociology.
  • Professor Rachel Moseley, Film & TV Studies
  • Hywel Rowles, Senior Data Analyst
  • Ian Saunders, Computer Science
  • Professor Nick Vaughan-Williams, Politics and International Studies.
  • Professor Azrini Wahidin, Sociology.
  • Dr Julie Wright, Film & TV Studies.
  • Professor Philip Young, Life Sciences
  • Kate Hughes, Executive Director
  • Student representatives: SU Officers
    • Will Brewer.
    • Enaya Nihal.

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

    • Data Sub-Group.
      • Jo Davis.
      • Hywel Rowles, Senior Data Analyst
      • Michaela Hodges.
      • David Leadley.
      • Robert Horton.
      • Xueyu Geng.
      • Philip Young.
      • Will Brewer.
    • Supporting and Advancing Women’s Careers Sub-Group.
      • Kirstie Haywood.
      • Jo Collingwood.
      • Julie Wright.
      • Livia Bartók-Pártay.
      • Linda Triangolo.
      • Rachel Moseley.
      • Sue Burrows.
      • Enaya Nihal.
    • Organisation and Culture Sub-Group.
      • Georgia Kremmyda.
      • Ian Saunders.
      • Maria do Mar Pereira.
      • Lorenzo Frigerio.
      • Nick Vaughan-Williams.
      • Isabel Nunez Salazar.
      • Azrini Wahidin.

 

Athena Swan at Warwick

The University's Social Inclusion Strategy includes an aim to have all departments hold an Athena Swan award.

There are three levels of Athena Swan award:

Bronze

See criteria and award holders

 

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:

Silver

See criteria and award holders

 

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

See criteria and award holders

 

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.

Find out more about Athena Swan work at departmental and institutional level using the links below:

Athena Swan Seminar Series

We will be holding one seminar per-term, exploring topics relevant for those interested in Athena Swan and/or working towards submissions. The seminar series has now ended for 2021/22, we will announce dates for 2022/23 in due course.

Excellence in Gender Equality Award

The Warwick Institutional Athena Swan Self-Assessment Team and the Gender Taskforce are delighted to announce that we have launched our 2022 award to acknowledge commitment to gender equality, and to share best practice.

Conference Support Awards

The Conference Support Award provides a contribution of up to £200 to cover extra care costs that an individual will incur in order to attend any conference/ workshop/ training event that is essential to the effective performance of their role.

Successes and Best Practice

Read more about the work we've been doing towards gender equality, success stories of women at Warwick, reports of Warwick’s Athena work, and best practice Athena initiatives at institutional and departmental level.

 

Knowledge Hub

If you have any questions about Athena Swan, please contact us or contact Advance HE directly on .

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.