1. DIT Athena SWAN Process
Dr. Ashley O’Donoghue
Head of Staff Development,
Athena SWAN Steering Committee
21September 2017 THEA-Athena SWAN

2. Athena SWAN in DIT
Why Athena SWAN?

3. Scissors Diagram IoTs 2015
Source: HEA National Review of Gender Equality in Irish Higher Education Institutions (2016)

4. Scissors Diagram Irish Universities 2015
Source: HEA National Review of Gender Equality in Irish Higher Education Institutions (2016)

5. Values, Ethics & Social Justice
Talent Management
Legislation & Compliance
DIT Values : Inclusive - Striving to create a friendly, collaborative and trusting community, where diversity is valued, individuals are treated with respect, encouraged to develop their potential and make their contribution, and pride is shared in our collective identity.
Utilising all competencies for diverse perspectives
Wider talent pool to enrich the organisation’s human capital ‘Mixed Gender Teams Improved Financial Performance’ (Gompers & Wang, 2017)
Employment Equality Act 1998
Equal Status Act 2000

6. Athena SWAN
‘The HEA welcomed the move by three of Ireland’s research funding agencies to make gender equality accreditation in higher education institutions a condition of funding by the end of 2019’ (January 2017)

7. Timeline - Structures - Support
January 2015 AS Working Group and Chair established
April 2015 – AS National Committee WG member appointed to Athena Swan Nat. Committee
May 2015 – ECU Athena Swan briefing workshop Directors, HOS, College Heads of Research and L&D
June 2015 – Athena SWAN Steering Group DASSG formally established and membership expanded to 19
November 2016 – DIT submits Athena SWAN Application (DIT Gender audit - 70 page report)

8. Athena SWAN in DIT
In preparation for applying for the Bronze Award, a cross-institute Committee in DIT undertook a significant programme of work to conduct a gender audit of the Institute. 
What is a Gender Audit?
A gender audit involves an assessment of the Institute’s policies, practices and culture in relation to gender equality and outlines how the institute will address specific areas where inequality is found to exist.

9. WHAT DOES A GENDER AUDIT MEASURE?
DESCRIPTION OF THE INSTITUTE
STAFF DATA
CAREER DEVELOPMENT
FLEXIBLE WORKING UPTAKE
ORGANISATION CULTURE
No. of students & staff by Gender (all)
List & size of STEM departments (academic and support staff separately)
All staff by gender
Leavers by grade and gender
Contract Type Gender
Pay by Gender
T&D participation rates by gender
PMDS participation
Support for postdoctoral researchers for academic career progression
Uptake by Gender
Cover & support for maternity & adoption leave
Maternity return rate
Decision making roles & committees by gender
Timings of key meetings
Workload Models
Visibility of Women as Roe Models

10. DIT Athena SWAN Self-Assessment Process & Reporting Structure
DIT STEERING COMMITTEEE
Advising Guiding Championing Approving Action Plan
Project Manager
SUB GROUPS
ASSESSMENT
- Quantitative
- Qualitative
assessment of where the Institute is.
REFLECTION ON DATA - Challenges - Opportunities e.g. capture what is good
DATA INFORMED
ACTION PLAN
- Proactive self-assessment
DELIVER
CHANGE
- Addressing specific challenges / growing opportunities
MEASURE PROGRESS
- Against a data driven action plan

11. Athena SWAN Evaluation Panel Feedback
Panel commended our comprehensive quantitative and qualitative data collection.
Feedback;
The narrative should be analytical rather than descriptive;
what gender trends is the data identifying
how is this informing the Action Plan
The data should be used throughout the application to inform the Action Plan
Use benchmarking data for both staff and students (sectoral and international) to drive the Institute’s aspirations
Actions identified arising from the data should state the expected outputs and outcomes and how success will be measured
Continue to monitor progress of the 2016 Application

12. DIT Athena SWAN Self-Assessment Process & Reporting Structure
DIT STEERING COMMITTEEE
Advising Guiding Championing Approving Action Plan
Project Manager
SUB GROUPS
ASSESSMENT
- Quantitative
- Qualitative
assessment of where the Institute is.
REFLECTION ON DATA - Challenges - Opportunities e.g. capture what is good
DATA INFORMED
ACTION PLAN
- Proactive self-assessment
DELIVER
CHANGE
- Addressing specific challenges / growing opportunities
MEASURE PROGRESS
- Against a data driven action plan

13. Thank You
QUESTIONS