Warwick’s Athena Journey Sandra Beaufoy 17 February 2017

Aims of the Presentation Provide background information on the Athena SWAN Charter Principles of the Charter How the Charter has changed How Warwick got involved Initiatives from Warwick’s Athena work

About the Athena SWAN Charter Established in 2005 Administered by Equality Challenge Unit Originally formed to advance careers of women in STEMM employment Methodology based on self-assessment, peer-review and continuous progression Three level of awards at both institutional and departmental level

10 Key Principles of Athena Academic Potential Advancing gender equality in Academia Address unequal gender representation Tackle the gender pay gap Removal of obstacles Short term contracts

10 Key Principles of Athena - Continued Commitment and action from leaders Commitment to mainstreaming sustainable structural and cultural changes Tackle discrimination Intersectionality

Changes to Athena 2014 Extend to include Research Institutes Framework adopted by other countries 2015 – Charter expanded to include: Address Gender equality more broadly Arts, Humanities, Social Sciences, Business and Law Depts. Professional and Support Staff Trans staff and students

Membership and Awards Currently 143 Athena SWAN Members 617 awards have been allocated No Gold Institutions 13 Silver Institutional award holders WARWICK has: Institutional Silver Award 3 Silver Departments 9 Bronze Departments 8 awards pending (some of which are renewals)

Athena Benefits Excellent way to critically analyse current procedures, policy implementation and culture. Staff given a voice to contribute to innovative good practice initiatives, but also to voice concerns Attract and retain staff and students Work together – not in isolation

Challenges Buy-in from all staff – some more engaged than others Resources (Munir et al, 2014 and Caffrey et al, 2016) Financial Human Time Momentum – Action Plan Progress Demotivation – when submissions fail

Athena Initiatives Women in Academia Workshop Creation of Gender Taskforce Communication of Gender Statement Warwick Academic Returners Fellowship Annual Demystifying Promotion Event Conference Care Fund

Athena Initiatives - Continued Warwick Shadowing Programme Working Parents Network Training and Development Opportunities Funding for Research Active Staff Networks Holiday Care Play Schemes for Children Milk Expression Room(s) Paved the way for gender conversations

STEMM Departmental Initiatives Physics – The XMaS Scientist Experience (Hase et al, 2015) Engineering – Leaflet on Women in Engineering WMS – Created local Chapter of Science Grll (Coventry and Warwickshire) Science Gala

What Next? Ensure that all Warwick’s departments continue to be supportive to each other by sharing best practice Hold more events to discuss, thrash out issues and come up with innovative solutions Encourage and support each other

References Fehmidah Munir, Carolynne Mason, Hilary McDermott, John Morris, Barbara Bagihole and Mary Nevill, ‘Evaluation the effectiveness and impact of the Athena SWAN Charter’. London: Equality Challenge Unit, 2014. Louise Caffrey, David Wyatt, Nina Fudge, Helena Mattingley, Catherine Williamson and Christopher McKevitt, ‘Gender equity programmes in academic medicine: a realist evaluation approach to Athena SWAN processes’, BMJ Open 2016:6:e012090 Hase et al, ‘XMaS Inspiring Women into Scientific Careers’ Materials Today, Vol. 19, No. 7 (2015).

Sandra Beaufoy Diversity and Inclusion Adviser Any Questions? Sandra Beaufoy Diversity and Inclusion Adviser