1. Warwick’s Athena Journey
Sandra Beaufoy
17 February 2017

2. 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

3. 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

4. 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

5. 10 Key Principles of Athena - Continued
Commitment and action from leaders
Commitment to mainstreaming sustainable structural and cultural changes
Tackle discrimination
Intersectionality

6. 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

7. 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)

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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, 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:e Hase et al, ‘XMaS Inspiring Women into Scientific Careers’ Materials Today, Vol. 19, No. 7 (2015).

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