Skip to main content Skip to navigation

Athena Swan

The University of Warwick holds a Silver Athena Swan award.

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

You can learn more about Athena Swan at Warwick at the links 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 Link opens in a new windowLink opens in a new window 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 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.
  • Professor Jo Collingwood, School of Engineering (Chair of Gender Taskforce).
  • Jo Davis, Warwick Business School (Representative from PSS staff Grade 6-9).
  • Dr Xueyu Geng, School of Engineering.
  • Dr Kirstie Haywood, WMS.
  • Damien Homer, History.
  • Robert Horton, School of Law.
  • Dr Harjinder Lallie, WMG.
  • Puja Laporte, Education Director's Office.
  • Professor David Leadley, Physics.
  • Vicky Marsh, Strategic Planning and Analytics.
  • Dr Isabel Nunez Salazar, Sociology.
  • Dr Maria do Mar Pereira, Sociology.
  • Professor Penny Roberts, History.
  • Karen Terry Weymouth, HR Strategy Director.
  • Linda Triangolo, WBS.
  • Professor Nick Vaughan-Williams, Politics and International Studies.
  • Professor Azrini Wahidin, Sociology.
  • Dr Julie Wright, Film & TV Studies.
  • 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.
    • Robert Horton.
    • Xueyu Geng.
    • Philip Young.
  • Supporting and Advancing Women’s Careers Sub-Group.
    • Kirstie Haywood.
    • Jo Collingwood.
    • Julie Wright.
    • Livia Bartók-Pártay.
    • Linda Triangolo.
  • Organisation and Culture Sub-Group.
    • Georgia Kremmyda.
    • Penny Roberts.
    • Ranko Lazic.
    • Damien Homer.
    • Maria do Mar Pereira.
    • Lorenzo Frigerio.
    • Nick Vaughan-Williams.

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.

Success Stories

Read more about the work we've been doing towards gender equality, success stories of women at Warwick, and reports of Warwick’s Athena work and the progress made on 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 .

Application forms

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.