1. Athena Swan at Liverpool Hope
BRIDGING THE GENDER GAP

2. What is Athena Swan?
A charter which evolved from the Athena Project and the Scientific Women’s Academic Network (SWAN) whose purpose was to advance the representation of women in STEMM disciplines.
Universities and research institutions could become charter members by signing up to the principles related to gender equality within STEMM areas.

3. Why was it necessary?
There was an acknowledgement that females were underrepresented in:
Undergraduate, postgraduate and doctoral studies in some STEMM areas
Progression & promotion opportunities
Senior positions - only 15% of Professors in Science Engineering and Technology (Equality Challenge Unit 2014)
At Hope (2015), 88% of professors are male in addition to 71% of academics at Grade 9 and above.
Otherwise known as the ‘leaky pipeline’.

4. The Leaky Pipeline
Image source: Equality Challenge Unit, Equality in Higher Education: Statistical Report (2014)

5. Funding Implications
National Institute for Health Research (NIHR): Athena SWAN silver award required.
Research Councils UK (RCUK): No formal accreditation but evidence of action on equality and diversity issues needed e.g. Athena SWAN.
Stern Review: Important that REF supports initiatives such as Athena SWAN.

6. Expansion of Athena Swan
In May 2015 the charter was expanded to include:
Non-STEMM subject areas
Arts, Humanities, Social Sciences, Business and Law (AHBSSL)
Additional groups of staff and students:
Professional and support staff
Trans staff and students
And universities now have to commit to adopting Ten Principles* within their policies, practices, action plans and culture *

7. The Goal - A Bronze Institutional Award
A Bronze Institutional Award recognises that the institution has a solid foundation for eliminating gender bias and developing an inclusive learning culture that values all staff.
To achieve this, we need to:
Carry out an assessment of gender equality;
Develop a four year plan; and
Develop an organisational structure to carry proposed actions forward.

8. Who’s involved?

9. Timelines & Goals Signed up for Charter in January 2016
SAT in process of of developing a 4 year action plan
From registration - 3 years to submit application for Bronze Award
2 submission dates per year: April and November
Liverpool Hope plans to submit in November 2017
Next step - Silver Award (inclusion of staff at all levels)

10. Why we want to achieve this
‘Right’ action
Broadens view on gender inequality
Proactive
Impact on networks and collaborations
Involvement of senior management
Impact on institutional practices

11. What are we currently doing?

12. Academic Questionnaire
As part of the consultation process, a questionnaire was devised.
Questionnaires were distributed to 285 academic staff.
The results of 85+ questionnaires returned are being analysed now.
The questionnaire was useful as it was important to gather information about perceptions as well as quantitative information.
The SAT welcomes an honest, critical evaluation; however, identifying where we are doing well is as important as where we could do better!

13. Find Out More
Equality Challenge Unit Athena SWAN Charter page:
Hope’s Athena Swan Charter page: