Athena SWAN and Good Practice Sarah Dickinson Athena SWAN Manager, ECU

Athena SWAN Recognition scheme of excellence in women’s employment in STEMM in HE 2005 = 10 founder members 2013 = 89 members, 179 award holders, 112 applications pending Two rounds – April and November.

Athena SWAN Managed by ECU Funded by: ECU, Royal Society, Biochemical Society, Dept. of Health, Scottish Funding Council Annual membership fee of £1000 per institution from April 2012 until 2014

The Athena SWAN awards Bronze university solid foundation for eliminating gender bias and developing inclusive culture Silver university significant record of activity and achievement in promoting gender equality and in addressing challenges across the full range of STEMM

The Athena SWAN awards Bronze department identified particular challenges planned activities for the future Silver department significant record of activity and achievement demonstrating impact of implemented activities Gold department significant sustained progression and achievement beacons of achievement in gender equality champions of Athena SWAN and good practice

Awards ask for data and evidence around the following areas: Key career transition points Appointment and promotion processes Career development Provisions for career development and career development activities Organisation and culture Management structures and organisational values and ethos Flexibility and managing career breaks Flexibility and sustainable careers and managing career breaks

Good practice - Key career transition points Advertise well – reference any family friendly policies, Athena SWAN etc Check the wording of the advert Diverse and trained interview panel Actively seek candidates Promotion – clear process and criteria Support for staff at key transition points – consult them

Good practice - Key career transition points GP examples - An informal contact listed in job posts allowing potential applicants to visit prior to application/interview Voluntary PDR meetings between postdocs and research staff, and external representatives from industry

Good practice - Career development Annual appraisal Support for promotion Induction and training (specific to the department)

Good practice - Career development GP examples - Linking staff appraisal to promotion. HoD meets all staff and checks draft promotion applications Reduced teaching load for academics on probation (3 years).

Good practice - Organisation and culture Committee rotation Workload models that include administration (incl Athena SWAN work) Core hours Family friendly social gatherings Outreach – who does it and is it recognised Visibility - Review website, publicity materials, diversity of speakers.

Good practice - Organisation and culture GP examples - Early Researcher Committee that bridges Fellowship holders and new lecture staff. Circulating calendar of all committee meetings at the start of every year. All meetings and seminars held between 10am and 3pm. No meetings schedules after 2pm

Good practice – Flexibility and managing career breaks Support before and after a break KIT days Nursery provisions Childcare vouchers Informal or formal flexibility

Good practice – Flexibility and managing career breaks GP examples – 6 months protected research time and a gradual return to work for those returning after a break Quiet rooms with blinds, a lock and a fridge so they can be suitable for breastfeeding.

Good practice - Judging process 1 day, 7 submissions, 45 mins per submission Make it easy for the panellists: Page numbers Acronyms Sign post AP points Word count Orientation Font size