1. Defining an excellent research culture: Gender, diversity, equality and the Athena SWAN Charter Dr Ruth E Gilligan, Athena SWAN Manager RENU workshop, October 2015

2. Athena SWAN Charter =Recognition scheme of excellence in women’s employment in STEMM =2005: 10 members =2015: 134 members =Celebrated our 10 th anniversary in July 2015 STEMM = Science, Technology, Engineering, Maths, Medicine

3. April 2015 round: =138 submissions =96 awards =70% success rate The Athena SWAN awards 533 award holders 80 university awards =73 Bronze, 7 Silver 13 research institute awards =11 Bronze, 2 Silver 440 departmental awards =306 Bronze, 127 Silver, 7 Gold

4. Athena SWAN awards – University Bronze – 73 Bronze universities self-assessment & analysis identify issues put in place a solid foundation Silver – 7 Silver universities evidence of progress and achievement majority of STEMM departments to hold AS awards Gold – Launched in July 2015 beacons of achievement, champions of good practice majority of departments to hold Silver awards, at least one to hold Gold award

5. Athena SWAN awards – Department Bronze – 306 Bronze departments identified challenges planned activities for the future Silver – 127 Silver departments ongoing activity evidence of impact Gold – 7 Gold departments significant record of activity and impact beacons for gender equality, Athena SWAN & good practice

6. Athena SWAN: post-May 2015 =Recognition scheme of commitment to gender equality across institutions =Expanded in 2015 to focus on gender equality as a whole, and to take in AHSSBL =Adapted from Athena SWAN and ECU’s gender equality charter mark (GEM) =Based on consultation with the sector AHSSBL = Arts, Humanities, Social Sciences, Business, Law

7. Athena SWAN: Key changes =Inclusion of professional and support staff =Inclusion of trans staff and students =Consideration of intersectionality =Questions added

8. Athena SWAN: Some new questions =Inclusion in the REF ‒numbers eligible and submitted =Support for grant applications ‒gender differences in application and success rates =Contract functions and types ‒Research and teaching, zero-hour contracts

9. How does Athena SWAN work? =An individualised approach; not a box-ticking exercise =Athena SWAN requires members to: =Collect data on women’s progression within organisation =Critically analyse their data =Identify reasons for exclusion and under-representation =Develop an action plan to address these =Show progress over time

10. The award judging process =Two submission rounds a year =Peer-review process, judged by a panel =5 panellists, 1 Chair – academics, E&D/HR, subject specialists =1 moderator, 1 note taker – ECU staff =Panellist and Chair training being rolled out

11. Possible outcomes of a panel =Award conferred or renewed =Award conferred or renewed at a lower level =Request additional information (exceptional) =No award conferred =Comprehensive written feedback to every applicant: =Outlines specific reasons the application did not meet criteria =Highlights good practice =Suggests areas in which to improve

12. Why does it work? =Requires thorough self-assessment and reflection to understand individual data and challenges =Set up by and for the academic community =Led and championed by senior academics: buy-in from the top =Staff consultation and engagement =Awards are only valid for 4 years

13. Athena SWAN Evaluation Report 2014 =Evidence of sustainable change =Women – improved visibility, increased self-confidence, enhanced leadership skills =All staff – positive differences in career satisfaction, development opportunities =Admin & technical staff report greater sense of belonging “[Athena SWAN is] the most effective lever for change I have come across in 12 years of equality work.” – Institutional champion

14. The benefits of Athena SWAN =Highlights areas to make positive changes =Provides a focal point for existing informal good practices =Increases awareness of career progression issues =Encourages increased transparency =Demonstrates good working environment to job applicants =Flexible to context

15. Athena SWAN: Research Institutes =Pilot in 2012/2013, mainstreamed 2014 =Application forms were amended to be made appropriate to RIs, based on feedback =Targeted workshops, site visits =Post-May 2015 process does not yet apply to RIs

16. Athena SWAN: Republic of Ireland =Official launch February 2015 =Committee established to advise and act as conduit between ECU and HE sector =Reviewed and tailored processes; regional workshops =First submissions April 2015: two universities and three departments were successful in gaining awards =Adapting post-May 2015 process will be tied in with the evaluations of the pilot

17. Athena SWAN: Australia =Australian Academy of Sciences has set up a Science in Australia Gender Equity (SAGE) committee to pilot the Athena SWAN process =Pilot includes 32 institutions: universities, medical research institutes and publicly funded research agencies =Country-wide initiative, across all Australian states =Pilot launched in Sept 2015, will run until August 2017

18. Athena SWAN: Learned societies =First application from Royal Society in April 2015 =Amended application form used – to be edited in response to feedback from RS application =Application to take into consideration society staff and members =Interest from a number of other learned societies and professional bodies, including the Medical Schools Council

19. Further information available Website www.ecu.ac.uk/equality-charter-marks/athena- swan/ Athena SWAN handbook http://www.ecu.ac.uk/equality- charters/athena-swan/athena-swan-resources/ Email athenaswan@ecu.ac.uk

20. Athena SWAN: Improvements =Applicants have right to appeal decision =Applicants may object to specific panellists =Mechanism for raising objections to assessment/award =ECU may put application to new panel if the decision is inconsistent =Chair training =More complete guidance in new handbook

21. =Revision of sabbatical policy with the aim of enhancing research and career development opportunities for women and staff from minority/disadvantaged groups. - Abertay University (Nov 2014) =Range of flexible-working options that can be considered on either a temporary or permanent basis. - University of Dundee (Nov 2013) Examples of good practice

22. =Headhunters are instructed to ensure a diverse pool of applicants for senior posts. - Sheffield Hallam University (April 2013) =Mentoring arrangements are discussed during recruitment and attempts are made to match women with positive female role models. - Heriot-Watt University (April 2013) Examples of good practice

23. Athena SWAN: 10 Principles =Recognise talents of all =Advance gender equality =Recognise disciplinary differences =Tackle the gender pay gap =Remove obstacles =Address short-term contracts =Tackle discrimination against trans people =Demonstrate senior commitment =Make structural and cultural changes =Consider intersectionality