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Athena SWAN
Awards 2009
o
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Charter for Women in Science
Athena SWAN
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positions in science, technology, engineering,
Lo
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ni
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Introduction
2009 awards in figures
This has been an incredible year for Athena
SWAN. We have had the highest ever
number of applications for awards in almost
all categories: bronze applications from
new members, silver submissions from
departments, faculties and schools, and
renewals of some of the earliest awards made.
•
•
•
•
•
•
35 awards
24 new awards
11 renewals of previous awards
19 bronze awards
16 silver awards
81% success rate
The new application process made it much
easier to identify the innovative work going
on in institutions to advance the Athena SWAN
principles and this booklet sets out some of
the good practice highlighted in the awards
submissions. For more information about any
of the policies and practices outlined here,
contact the University direct. SWAN contact
points are available on www.athenaswan.org.
uk/membership/members-list
iv
se
aU
sity of Edi
nb
Sunderlan Univer
urg
yd
h
sr it Swa
Im
e
n
pe
ria
l
Co
lle
medicine and mathematics departments.
ity
recruiting and promoting women to senior
er s
practice for universities and research institutes
ou
th
lle
Co
promote and recognise good employment
m
ol
The Athena SWAN Charter is a scheme to
g
2009 Athena SWAN Awards
of
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s
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th U
it y
niv
niver
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Univ
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i
br
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So
am
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ni
diff
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o
1
Julie Ashdown
Athena SWAN Charter Coordinator
2
ive
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ollege Lond
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Sci
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University Coslliety of M ncheste
sd
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nolo
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University of Bath
Bronze award
lC
oll
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g
m
individual laboratory groups. There is also a
The University of Bath’s engagement with
well-developed training programme in place
the Athena SWAN process has been led
to meet the needs of early-career and senior
from the senior management team by the
research staff. A Career Development Adviser
University Secretary who chaired the self-
offers development workshops as well as
assessment team. The team devised an action
individual advice and guidance on a 1:1 basis.
plan reflecting outcomes to benefit women
There is a well-established University-wide
There was wide consultation (including on the
women’s development network has been
website) in preparing the submission so that
in operation for 7 years. Topics for events
everyone had an opportunity to contribute
are wide-ranging and cover such subjects
and feel part of the process.
as personal development skills and health.
The University piloted a mentoring circle
member of the Athena SWAN Charter and
model in 2008 where a senior woman in SET
received their first Bronze award in 2005.
acted as Circle Leader and took on a group of
Since then two departments have gone on
participants who meet periodically to discuss
to receive silver awards: Biochemistry, and
career development and other related subjects.
Physiology and Pharmacology.
Participants learn from the Circle Leader and
enjoy a degree of peer-to-peer mentoring, as
Lo
ge
The University has a SWAN implementation
well as networking with colleagues outside
Group, chaired by the Pro Vice-Chancellor which
their immediate department and discipline.
meets regularly to analyse data and discuss ideas
at embryonic stage. Many ideas are piloted in
The model has proved so successful that the
SET departments and then translated into policy
University is now looking at rolling it out to
and practice that extends across the whole
other faculties and also introducing mixed-
University to benefit and support all women.
gender circles specifically for research staff.
of
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s
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ni
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3
am
Un
Coordinator to whom all researchers can look
diff
Each Department at Bath has a Research Staff
iv
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aU
in SET departments as well as the University.
Co
lle
where researchers can network outside their
pe
ria
l
environment.
The University of Bristol was a founder
ni
ve
researchers with a well-used social space,
sity of Edi
nb
Sunderlan Univer
urg
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sr it Swa
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quality teaching in an innovative learning
ity
department has a large community of
Bronze award (renewed)
er s
recognised research University offering high
ou
th
lle
Co
for advice. The Pharmacy and Pharmacology
ol
The University of Bath is an internationally
University of Bristol
4
ive
Un
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ollege Lond
burgh D Uni
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nolo
me nal Heart and Lu lty of Tech
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University of Cambridge
Bronze award (renewed)
lC
oll
e
g
m
In addition, a Gender Representation Review
member of the Athena SWAN Charter and
Group has been set up, consisting of senior
received their first Bronze award in 2006.
academics to recommend actions to increase
the numbers of women at senior levels.
ou
th
ol
The University of Cambridge was a founder
Cardiff University
Bronze award
Founded by Royal Charter in 1883, Cardiff
flagship project aiming to support regional
University has a long-standing reputation for
economic development. The network
teaching and research in science, engineering
establishes contacts between businesses and
and technology.
the University and includes a forum to attract
lle
Co
careers advisers. In addition, the Centre for
Sciences, Clinical Medicine and Physical
Personal and Professional Development
Sciences. Following a series of staff changes
offers courses for contract research staff. The
and re-organization, a formal Equality
University has also organised joint seminars
and Diversity Committee has been set
with the Cambridge Association for Women
up, chaired by the Pro-Vice Chancellor for
in Science and Engineering, for early career
Human Resources.
researchers considering careers in academia.
Co
lle
professors from the Schools of Biological
Lo
ge
pe
ria
l
improved with the appointment of dedicated
high-profile business women.
The University’s 125th anniversary in 2008
focussed in part on the achievements of
Cardiff University has also participated in the
female academics. Inclusiveness is one of the
Women’s Universities Mentoring Scheme
University’s most cherished values which can
pilot project for women in higher education
be traced back to its foundation when men
in Wales. Funded by the Higher Education
and women were admitted on equal terms.
Funding Council for Wales for all 12 universities
Dedicated web pages, a special publication
in Wales, the scheme entailed a female
and external media contacts helped to
employee from each institution being assigned
publicise this commitment.
to a mentor from another Welsh University. The
aim of the relationship was for the mentee to
The Cardiff University Innovation Network,
receive encouragement, support and advice
run by the Research and Commercial
from a more experienced colleague.
Development Division, is the University’s
iv
se
aU
ni
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with a Steering Group made up of
sity of Edi
nb
Sunderlan Univer
urg
yd
h
sr it Swa
Im
e
n
Career support for Contract Research Staff has
ity
by the Women in SET Initiative (WiSETI)
er s
The University’s SWAN work is coordinated
of
ity
s
r
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o
th U
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niv
niver
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sietyldoUf B
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r
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ni
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5
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University of Edinburgh
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been a significant increase in the number
the development of initiatives across the
of women participating. Moreover, two
University which support women in SET schools
recent senior management appointments
and which often have wider benefits for
have been of women who completed senior
women across the institution. Promoting good
leadership programmes.
employment practice for women working in
periodic statistical reports on equality data.
in research and education.
Since 2006 there has been a commitment
to annual reports and these are published
The University is committed to having more
openly on the website and also go directly
women in senior academic leadership roles
to the governing body. A University wide
and has introduced courses to support women
seminar to disseminate findings is now
in gaining the necessary skills. The University
planned and will be held annually.
a Silver SWAN in 2006. The School is run as a
of Research Staff within the School. This
single academic unit with 45 academic staff,
resulted in the appointment of a School Early
20 technical staff, and about 200 research
Career Researcher Champion with identified
students and post-doctoral workers. The
administrative support to follow up the action
research school together with their sister
points from the day.
school from the University of St Andrews
form EaStCHEM which is a world-class
The School has introduced a workload model
centre for chemistry.
to ensure that jobs match people’s strength
and achieve a balance of load across the staff.
In December 2008 the School held an away
The model will also be used to provide staff
day with postdoctoral researchers to discuss
coming up for promotion with appropriate
how best to implement the University’s
roles and experience.
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monitors participation in these programmes
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promotion of gender equality and excellence
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students interested in continuing their careers
to raise the profile of Imperial women within
in academia and two open days for over 200
and outside the College. Each Ambassador
females aged from 14 to 16 to encourage A
receives an honorarium in recognition of
level study in engineering and science. Earlier
their role, has a small budget to support their
this year the Society organised a photographic
activities, and a voice at Faculty Management
exhibition in the College main entrance ‘100
level. The Ambassadors are already making
women 100 visions’ which was opened by the
a difference, for example, through the
Rector and which celebrated Imperial’s women
work of the Medicine Ambassadors many
scientists, from undergraduate to professor. The
more women are now nominated (often
exhibition is now touring all College campuses.
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have included a networking event for research
Imperial College London
Silver award
The Department of Chemical Engineering is
The Department has transparent and
a highly rated research and teaching institute.
supportive processes for promotion. The
Turnover among permanent staff is low. A large
criteria are well publicised. In October each
number of research staff progress to academic
year, the Head of Department appoints a
positions elsewhere in the world, often
number of Professorial Panels, each consisting
maintaining a level of collaboration with their
of two established professors and assigns
former supervisors.
all non-professorial staff to a panel. The
membership of the panels changes every year.
As well as having a self assessment team, the
Non-professorial staff are strongly encouraged
Department held two short ‘good practice’
to discuss their own cases with their
workshops as part of the staff consultation
Professorial Panel before the annual Academic
exercise in preparation for the application.
Staff Review meeting takes place. The system
The workshops gave team members the
means that panel members are familiar with
chance to listen to colleagues’ views on the
the candidates’ work. The other benefit is
culture of the department, its communications,
that if the professorial panels identify any
and its management style and key processes.
weaknesses in an individual’s CV they can offer
A draft action plan was then drawn up which
help, for example, by putting them forward as
was also circulated to staff for comments.
keynote speakers.
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to be changed, to propose positive changes,
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established in 2007. Events in the last 12 months
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survey in 2010.
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working with the Royal Society to run an ASSET
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Since 2005 the College has created a website
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history of association with Athena and is now
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first award in 2006. The College has a long
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memberships.
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Imperial College London is a founder member
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Department of Chemistry
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Imperial College
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In preparation for the application, the committee
as possible. They implement practical changes
held a series of discussion workshops. They
that make a difference, big and small, from
realised that there was a need for more openness
policy to small personal touches.
about what senior staff do (other than what
might be obvious in terms of, eg, running a
large research group). Information is now being
by the Chemistry Academic Opportunities
collected and distributed describing what a
Committee. The committee’s role is to discuss,
senior academic does. This is useful in two ways:
receive and disseminate issues relating to
to give junior staff a realistic perspective within
academic women, including post-docs and
which to review their own workload; and to give
PhDs. Their website includes links to Faculty
them a real view of what academic life entails
and College activities, and to the Royal Society
and what skills they need to develop.
Lo
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The Department’s SWAN activities are led
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life as attractive, supportive and encouraging
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The department focuses on making its working
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on women and science, and to funding and
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largest chemistry departments in the UK and is
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of Chemistry and Institute of Physics reports
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The Department of Chemistry is one of the
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The Institute has recently paid particular
established as an independent research
attention to postdoctoral research associates
institute based at the Royal Brompton Campus
with a number of initiatives, including
and subsequently incorporated into Imperial
confidential open forums with the Head of
College’s Faculty of Medicine in 1998. It is one of
Division, creation of a postdoc committee,
the largest divisions of the Faculty, employing
and hosting a postdoc career development
more than 100 academic staff, 150 research staff
and research day. The Institute has also
and hosting more than 150 research students.
launched travel awards for attendance at
The Institute is located across 9 campuses and
workshops and conferences as a direct result
associated hospitals, with scientific interests
from its open forums.
in cardiovascular and respiratory research
including both clinical and basic science.
The Institute newsletter has a dedicated
section for junior scientists to discuss their
In preparation for the application, all staff and
work, raise their profile and encourage
students were invited to join the self assessment
collaboration. Noticing low female participation,
process. The Institute held workshops with staff
the Institute proactively encouraged more
to identify the key issues and an open meeting
involvement and now 60% of abstracts are
was held to develop the action plan.
submitted by female postdocs.
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The National Heart and Lung Institute was
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Department of Physics, Imperial College London
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Research Associate departmental committee
departments in the RAE 2008. The Department
and thereby creating a channel for
is divided into nine research groups, each
communication and ensuring that Research
having on average between 50 and 100 people
Associates are represented properly in the
including postdoctoral staff, post graduates,
department.
academic staff, administrators and technical staff.
information was available on HR websites,
in general is a significantly higher proportion
they had never publicised the many people
of postdocs than in other disciplines, and
in the department who had worked part-
that realistic career advice should be given
time in the past and who were now in senior
to young researchers. The Department has
positions. They are now rectifying this.
Lo
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The Institute of Cancer Research is one of the
Development team to ensure that researchers
world’s top cancer research institutions and,
are provided with appropriate careers advice
with the Royal Marsden NHS Foundation Trust,
and support. They are also trialling the
forms Europe’s largest comprehensive cancer
introduction of Peer Mentoring for researchers,
research and treatment centre. It is a college
based on models used elsewhere in the
of the University of London and is divided into
sector. The Institute’s exit questionnaire asks
research sections, each of which is headed
departing researchers if they would be willing
by a Section Chair who is a professor. The
to keep in touch with current researchers who
Institute is predominantly research focussed
may be interested in the field to which they
and annually admits up to 30 PhD research
are moving.
students. It has 713 staff supported by 228
staff in corporate services. 59% of the
The Institute has recognised that the images
workforce are women.
used on their website and in their publications
are not representative of their diversity and in
of
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ersity of She
f Ba
U
n
ar
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i
br
am
fC
y of
The Institute supports an active Postdoctoral
some respect show stereotypical gender roles,
Association and provides it with its own
such as male doctors and female nurses. So,
budget for networking and social activities. It
they have started a project to draw together
provides a biennial Postdoc Careers Conference
all images owned by the Institute into one
with speakers from a range of career paths,
image library which will be resourced and
both at the Institute and elsewhere. The
managed to ensure a greater number of
Association liaises with the Learning and
diverse images available for future use.
h
ut
So
am
Un
rsit
ve
ni
diff
pt
o
13
Bronze award
pe
ria
l
identified that a feature of Physics departments
ni
ve
the department realised that although
sity of Edi
nb
Sunderlan Univer
urg
yd
h
sr it Swa
Im
e
n
The Wakefield Review of Physics in 2008
Co
lle
ity
While preparing for the application,
er s
the largest and strongest physics research
ou
th
lle
Co
taken this advice seriously by creating a
ol
The Department of Physics was one of
Institute of Cancer Research
14
ive
Un
at
versity of Le
ollege Lond
burgh D Uni
ed
Edin ersityepa
on U
esity C
f
sL
o
r
eparntim
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v
vernt of Chem
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D
t
o
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ug
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a
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eria
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str
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Uni erial ewcast
mi
ty
Res
ica
I
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r
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e
p
v
h
t
c
N
i
ersity
tf uCte of Can
of Y
l En
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gineering a
or k D
epartment
logical Sci
e
f Bio
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c
lo
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ersity College Lo n Departmheono t o
at
niv
fP
nddo
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Sc
o
r i ng
e
y
n
e
a
n
e
n
s
i
t
i
ga
e
U
L
c
Lo
Eng
ns
niv
ab
sa
University Co
in
e
mical Enginee
ychology an y Facultyt aonfdLif
or
lleg
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er
t Im
g at
Un
dt
eS
f Che
of Ps
e
sit
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ne
ly ator
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on
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M
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ios
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No
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B ond
at
Ke
pe
f B hemic
m
leg
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at
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ive
Im
lo
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e Lelf
tt Gineo
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s
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c
n
u
D
n
e
at
L
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e
ep hoo t of C
leg ast
c
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o
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S
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on
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e
o
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r
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do
nd ham
r Scartmen
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Cel
itut
N
Sci
gy
n
University Coslliety of M ncheste
sd
l Biolog
ationtal a
Fancug Inst
a
y at Univer on School of Life
nolo
me nal Heart and Lu lty of Tech
n
viro
i
Bronze award (renewed)
lC
oll
e
g
m
male students achieving a first class honours
initiatives; ensuring that the School follows
degree than female students; although
best practice in relation to Athena SWAN
overall the proportion of female students
guidance; assisting in gathering gender-
obtaining a 2:1 or above was higher than
disaggregated statistics, and ensuring that
their male counterparts. This has led to
these are monitored on an annual basis and
further investigation by the programme team
reviewed at appropriate School meetings.
and the Course Director is now discussing
The Champion also identifies any issues arising
with colleagues whether the assessment of
from the monitoring of statistics and suggests
particular modules is designed in such a way
solutions where key problems are identified,
as to disadvantage female students.
n
pt
o
15
Lo
ge
of
ity
s
r
e
o
th U
it y
niv
niver
ers
sietyldoUf B
Univ
l
r
i
s
o
t
ffi
ersity of She
within their School for SWAN enquiries and
ar
eC
g
d
i
br
am
fC
that there was a much higher proportion of
h
ut
So
Charter; acting as the first point of contact
Co
lle
the physics/astrophysics area, it was noted
pe
ria
l
the profile of women in SET and the SWAN
ni
ve
degree classifications split by gender within
se
aU
member of staff and is responsible for: raising
iv
monitoring the levels of attainment in
U
School. The Champion is usually a female
sity of Edi
nb
Sunderlan Univer
urg
yd
h
sr it Swa
Im
e
n
and addressing a problem area is that in
y of
an Athena SWAN Champion within each
rsit
ve
ni
One successful example of identifying
am
The Faculty of Natural Sciences has appointed
Un
SWAN Charter.
diff
Geographical Sciences earned silver a year later.
ity
will assist in promoting the aims of the Athena
er s
in 2006 and the School of Physical and
ou
th
lle
Co
and initiates activities within the School which
ol
Keele University received a Bronze award
f Ba
Keele University
School of Life Sciences, Keele University
Silver award
The School of Life Sciences is one of four
PhD students have a positive role model
schools within the Faculty of Natural Sciences
with 54% of them having a female principal
at Keele University.
supervisor.
The School initiated a survey of all staff to
In liaison with the University’s Widening
determine their views regarding existing
Participation team and the School of
workplace issues, such as appraisal and
Computing and Maths, the School of Life
mentoring processes, training opportunities,
Sciences organised a ‘Women in Science’ day,
career break, and return to work. The survey
aimed at encouraging schoolgirls into science.
raised awareness within the School, not only
Whilst Life Sciences attracts good numbers
of the Athena SWAN Charter, but also how
of females onto undergraduate courses, they
workplace issues affect staff. The results of the
hope that sharing the event with computing
survey were discussed by the self assessment
and maths will encourage girls to think about
team and circulated to all staff.
the latter, more male-dominated areas of study,
perhaps by considering dual honours in both
The School of Life Sciences makes good use
areas. The School ensured that the schoolgirls
of role models. They encourage females to
were exposed to a wide range of female role
continue studying STEM subjects by ensuring
models providing inspirational demonstrations
that, wherever possible, the most inspirational
of science in action. All such activities are fully
lecturers, particularly female role models, teach
recognised in the workload allocation model
science foundation year students and maintain
for the female staff involved and significant
their enthusiasm for degree-level science. They
contributions are recorded as achievements in
also ensure that the vast majority of female
appraisals and promotion references.
16
ive
Un
at
versity of Le
ollege Lond
burgh D Uni
ed
Edin ersityepa
on U
esity C
f
sL
o
r
eparntim
nive
v
vernt of Chem
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tm
D
t
o
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istry
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o
U
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p
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I
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ersity
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I
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gineering a
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epartment
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University Co
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ychology an y Facultyt aonfdLif
or
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dt
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ios
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ati
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B ond
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Ke
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m
leg
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at
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ive
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lo
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e Lelf
tt Gineo
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s
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d
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do
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r Scartmen
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Cel
itut
N
Sci
gy
n
University Coslliety of M ncheste
sd
l Biolog
ationtal a
Fancug Inst
a
y at Univer on School of Life
nolo
me nal Heart and Lu lty of Tech
n
viro
i
Bronze award
lC
oll
e
g
m
Key features of the revised procedures
maternity return rate. The Faculty of Engineering
include increased transparency, with clear
has a well-established scheme to support staff
competency-based standards for each
returning from long term absence, including
category and grade of staff. As part of the
return from maternity leave. This can take a
review, the membership of promotions
variety of forms, such as additional research
panels was also examined. This resulted in a
support or buying out teaching time for a period.
significant change to the membership of the
This year the Faculty of Medicine and Health
Senior Lectureships Committee, in particular,
set up a fund to provide similar support and
from one that was predominantly male, to
consideration is now being given to extending
one which has 50% female representation.
this support to women in other faculties.
pt
o
17
Lo
ge
of
ity
s
r
e
o
th U
it y
niv
niver
ers
sietyldoUf B
Univ
l
r
i
s
o
t
ffi
ersity of She
The SET Faculties at Leeds University have a 100%
ar
eC
g
d
i
br
am
fC
promotions procedures were reviewed.
Loughborough University
Bronze award
Loughborough University is a founder member
career and skills development and provides
of the Athena SWAN Charter. This year they
a showcase for research; a Research Staff
are celebrating 100 years since the formation
Development Open Competition allowing
of the original Technical Institute that has
research staff to apply for funds for transferable
grown into today’s University in which SET
skills development; and a career development
is the dominant feature, accounting for over
advisor providing dedicated support.
60% of academic activity. Loughborough
has substantial partnerships with industry,
The University’s Women in Science Committee
government and the professions. The staff
is currently considering the introduction
and students of Loughborough University
of a mentoring scheme for staff returning
make up a community of 18,000 people.
from maternity leave. The Committee also
has a remit to raise awareness of conference,
The University has an extensive range of
seminar, lecture and exhibition opportunities
support for research staff, including, targeted
to build external profile, and it is active in
induction; workshops for less experienced
outreach work in schools and with families.
researchers on basic skills; Teaching Skills
The Widening Participation office runs the
workshops, an Associate Teaching Route
Widening Access through Sports project,
for researchers with greater teaching loads;
working, for example, with Moslem girls to
regular Research Staff Forum meetings for
raise their aspirations for the future. Female
development and networking; an annual
SET students play a vital role in these
Research Staff Conference which addresses
outreach activities.
h
ut
So
revised pay and grading structure, existing
Co
lle
than men.
pe
ria
l
at all levels. Following implementation of the
ni
ve
success rate of women was consistently higher
se
aU
supporting the career development of staff
iv
than the pool of potential applicants and the
U
The University recognises the importance of
n
proportion of women applicants was higher
sity of Edi
nb
Sunderlan Univer
urg
yd
h
sr it Swa
Im
e
n
applicants has improved, such that in 2008 the
y of
campus so close to the heart of a city.
rsit
ve
ni
and Professor level, the proportion of women
am
Russell Group universities to have a full
Un
women academics to Senior Lecturer, Reader
diff
outskirts of the city centre, one of the few
ity
promotion application and success rate of
er s
University, based on a single campus on the
ou
th
lle
Co
As a result of significant work to improve the
ol
The University of Leeds is a research-intensive
f Ba
University of Leeds
18
ive
Un
at
versity of Le
ollege Lond
burgh D Uni
ed
Edin ersityepa
on U
esity C
f
sL
o
r
eparntim
nive
v
vernt of Chem
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tm
D
t
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ug
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istry
U
o
U
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ty
t
a
i
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Un
of
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o
K
t
p
v
rou
eria
Ch
ive
nd
ch
lleg le Uni
ya
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gh
em
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str
ear
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Uni erial ewcast
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ty
Res
ica
I
n
e
r
s
e
p
v
h
t
c
N
i
ersity
tf uCte of Can
of Y
l En
m
I
t
o
gineering a
or k D
epartment
i
lC
oll
e
g
m
and there is no provision in a grant to cover
strengths. The map guides performance
maternity or adoption leave, the Faculty will
and development reviews, progress being
usually cover the funding for additional posts.
assessed relative to the inputs and targets set
Support for academic staff on return to work,
in relation to a planned future contribution
particularly for their research, is seen as vital
map. The process is expected to benefit female
for their continued career development. Staff
academics who take on less traditional roles or
returning from maternity leave have a reduced
find it hard to accumulate international markers
teaching load and technician support for as
of research esteem. Contribution mapping will
long as necessary to refocus their research. As
be optimised for other staff groups following
staff have varying needs, support is tailored to
feedback from the pilot.
pt
o
19
Lo
ge
of
ity
s
r
e
o
th U
it y
niv
niver
ers
sietyldoUf B
Univ
l
r
i
s
o
t
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ersity of She
and to facilitate working to an individual’s
ar
eC
g
d
i
br
am
fC
by existing staff. Where that is not feasible
h
ut
So
tool to recognise a wider range of staff activities
Co
lle
workload absence can often be covered
pe
ria
l
The Faculty is piloting a “contribution mapping”
ni
ve
The large size of the Faculty means that
se
aU
administration loads reduced proportionately.
iv
or research.
U
working part-time have their teaching and
n
and a further 300 staff engaged in teaching
sity of Edi
nb
Sunderlan Univer
urg
yd
h
sr it Swa
Im
e
n
work full-time, but at home. Academic staff
y of
The Faculty is home to 270 academic staff
rsit
ve
ni
full-time work, while others have preferred to
am
Victoria University of Manchester and UMIST.
Un
for a specified period before returning to
diff
Manchester, from the merger of the former
ity
have found it helpful to have reduced hours
er s
2004 with the creation of the University of
ou
th
lle
Co
suit individual circumstances. Some women
ol
The Faculty of Life Sciences was founded in
f Ba
Silver award
logical Sci
e
f Bio
n
c
lo
es
ersity College Lo n Departmheono t o
at
niv
fP
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L
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Eng
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niv
ab
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University Co
in
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mical Enginee
ychology an y Facultyt aonfdLif
or
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t Im
g at
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dt
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of Ps
e
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ly ator
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on
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M
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eS
Col
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No
rsi
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B ond
at
Ke
pe
f B hemic
m
leg
cie
ec
at
U
ive
Im
lo
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e Lelf
tt Gineo
t
e
s
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d
n
c
n
u
D
n
e
at
L
u
i
Un
e
ep hoo t of C
leg ast
c
r
o
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S
v
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on
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e
o
L
r
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s at
at
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r ge L
do
nd ham
r Scartmen
on ity Co
Cel
itut
N
Sci
gy
n
University Coslliety of M ncheste
sd
l Biolog
ationtal a
Fancug Inst
a
y at Univer on School of Life
nolo
me nal Heart and Lu lty of Tech
n
viro
Faculty of Life Sciences, University of Manchester
Newcastle University
Bronze award
Newcastle University’s reputation is built on
career academic ‘Faculty Futures’ focuses on
the quality of their teaching and research,
strategic leadership and includes a significant
and the services they provide for business
contribution from successful women role
and industry. They play a leading role in the
models. A two day Women’s Development
economic, social and cultural development
Programme will be piloted this academic year,
of the north east of England. The University
as will a “Welcome Back” programme for all
has formed a partnership with Newcastle
staff returners following extended absences,
City Council and One NorthEast, the regional
such as maternity leave.
development agency, to create ‘Science
Central’ a science, business and education
The University has also recognised that it
complex in the city centre.
underplays the achievements of women
academics, so it is organising a conference
Newcastle University provides development
on women in science and engineering
programmes at key stages in academic/
to celebrate the achievements of women
research careers. The Principal Investigator
academics in those disciplines. Newly
Development Programme attracts a mix
appointed press officers in the SET faculties
of participants with 84% coming from SET
are working closely with academics to raise the
disciplines, 59% of which are women. This
profile of women on the University’s website
programme is designed to provide participants
and plasma screens. A group of academics are
with the skills and information they need at
also exploring the idea of a series of images of
the point of managing their first independent
successful women which could be displayed
research project. In addition, for the early
more prominently around the University.
20
ive
Un
at
versity of Le
ollege Lond
burgh D Uni
ed
Edin ersityepa
on U
esity C
f
sL
o
r
eparntim
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v
vernt of Chem
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tm
D
t
o
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n
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r
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U
o
U
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t
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t
s
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Un
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p
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Ch
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Res
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c
N
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ersity
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m
I
t
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epartment
logical Sci
e
f Bio
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c
lo
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at
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mical Enginee
ychology an y Facultyt aonfdLif
or
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dt
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University of Nottingham
Bronze award
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Manufacturing Engineering and the School
The University’s latest action plan has been
of Psychology have received silver awards.
developed in consultation with the Women in
Science, Engineering and Technology Group,
The University is now encouraging other
which has a broad membership in terms of
SET Schools to adopt the good practices
faculty representation and gender balance.
pioneered by the Silver SWAN award
Individual Schools have their own Athena
holders, including increasing mentoring and
SWAN Champions who were also consulted.
networking opportunities, the adoption of
The University recently employed an Athena
transparent workload models and ensuring
Project Officer to provide dedicated support
key meetings are held between 10am and
for the delivery of the SWAN goals.
of
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annually has doubled.
Within the School women are highly visible;
away from the main University campus and
many of the committees are chaired by females.
this enhances a feeling of community amongst
In order to ensure that more senior women
the staff. The School is ranked as one of the
professors are not overloaded (because of their
top schools in the country by the Agriculture,
smaller number than equivalent males), many
Veterinary and Food Science Panel.
key roles are given to middle-career women.
The reasons are three-fold: firstly, experience is
As well as supporting University wide women’s
gained by lower levels of staff which is useful for
development programmes, the School Staff
promotion purposes; secondly, female visibility is
Development Committee offers other events,
enhanced at all levels; and finally, senior women
such as a women’s workshop organised jointly
are not overburdened.
with the School of Pharmacy, during which
three senior women gave presentations
Many external contributors are women and
about their research, career progression and
female staff are encouraged to participate in
work/life balance. While the School promotes
external bodies. Staff at all levels frequently
initiatives for women, it is keen to encourage
socialise within organised research events and
good working practice for all staff in order to
information/advice is openly shared. The School is
maintain a healthy working environment for
developing a series of informal networking events
both women and men.
aimed at addressing women-specific issues.
ar
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marked and to encourage and maintain
The School of Biosciences is situated 11 miles
h
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So
at the University and the number awarded
ni
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SET Schools where progress has been less
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years independent funding for research based
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systematic action plan to engage with those
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career in the UK. The fellowships provide 2
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levels and have developed a rigorous and
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and engineers who wish to establish a research
y of
some Schools and at senior academic
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Fellowships for postdoctoral women scientists
am
that there are still gender disparities in
Un
The University has created the Anne McLaren
diff
of nursery and school age. They recognise
pt
o
21
Lo
ge
pe
ria
l
4pm to accommodate staff with children
Co
lle
Department of Mechanical, Materials and
ity
University.
Silver award
er s
a Bronze award in 2006. Since then the
ou
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levels of existing good practice across the
ol
The University of Nottingham received
School of Biosciences, University of Nottingham
22
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epartment
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Athena SWAN action plan.
on progress over recent years rather than the
career as a whole.
The School has established a Women
Researchers’ Forum which meets once a
The School runs an active after-school club
term and is open to female researchers from
for 8-11 year olds, visiting an average of 4
postdoctoral Research Fellows to Professors.
schools seven times a year. More than half
The group provides an opportunity for
the volunteers are female, providing excellent
women to discuss any work-related issues and
female role models. These activities and others,
particularly how they impact on home life.
such as lectures to the public, are considered in
the annual performance review and are taken
n
U
into account when considering promotion.
pt
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23
Lo
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of
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it y
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made recommendations for promotion based
member of the Athena SWAN Charter and
to raise awareness and encourage actions
received their first bronze award in 2006. The
for improvement. The promotions procedure
University is one of the UK’s largest universities
and criteria are currently being revised in
with 30,000 students.
the light of the Gender Equality Impact
Assessment, annual reports and analysis.
Considerable work has been done to improve
the rate of applications from women for
A number of family friendly measures
academic promotion. This has worked
have been introduced to support working
especially well at Senior Lecturer level where,
parents and mothers returning to work after
in 2008, women were more successful than
maternity or adoption leave, including a
men. Analysis of applications and success
childcare voucher scheme. A revised maternity
rates to Reader and Professor is now also
Policy and Procedure will be introduced
included. Monitoring reports on the baseline,
shortly, including a breastfeeding policy to
promotions and applications, highlighting the
support women returning to work but wishing
issues, have been circulated annually to senior
to breastfeed.
ar
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Science Committee monthly to discuss the
academic managers. This has done much
h
ut
So
career breaks the Promotions Committee has
Co
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meets the Chair of the University Women in
pe
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advice. Where there have been a number of
ni
ve
increased five-fold. The Head of Department
The University of Plymouth is a founder
se
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who review them and provide mentoring and
Bronze award (renewed)
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of permanent female academic staff has
sity of Edi
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the School’s Promotions Committee annually
y of
average age of staff is now 43 and the number
rsit
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ni
all staff are invited to submit applications to
am
the number of academic staff. As a result the
Un
during the Activity Review Process. In addition,
University of Plymouth
diff
has changed dramatically through doubling
ity
by members of staff with their Head of Division
er s
over the last six years and its demography
ou
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Academic promotions are discussed annually
ol
The School of Pharmacy has been restructured
f Ba
Silver award
logical Sci
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f Bio
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nolo
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School of Pharmacy, University of Nottingham
24
ive
Un
at
versity of Le
ollege Lond
burgh D Uni
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Edin ersityepa
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The Girls into Technology Programme provides
over the last three years. The SWAN action
hands-on sessions in engineering, computing
plan has subsequently been discussed
and mathematics, designed to increase girls’
regularly at the Faculty Executive, where
skills, confidence and enthusiasm, and to help
equality and diversity is a standing item. The
them to consider higher education and careers
new action plan includes a staff survey to
in these areas. Feedback is overwhelmingly
assess the extent to which staff are aware of
positive, showing appreciation of the space for
and satisfied with the gender equality work
girls to try non-traditional activities away from
taking place in the Faculty; to identify any
the gender peer-pressure that can sometimes
areas of gender good practice; and to pick
operate to girls’ disadvantage.
pt
o
25
Lo
ge
of
ity
s
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it y
niv
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Univ
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ersity of She
an action plan which has been implemented
Silver award
An internal review of the representation of
There is a high level of participation by
women in the School of Biological Sciences
women in outreach activities such as
in 2008, using data supplied by the Queen’s
exhibitions at a science exploration centre
Gender Initiative and from other sources,
in Belfast, and the hosting of school visits
showed that there was no shortage of women
and individual student projects. Staff get
in biology at undergraduate and postgraduate
recognition for all such activities, and
levels; but that the problems arose at the
outreach is part of the required profile
transition to academic posts, particularly
for promotion.
at senior level.
For researchers, mentoring is provided
The School’s gender action plan is helping to
through a specific women’s scheme and
identify and develop future research leaders
during the appraisal process. Researchers
through promotion to positions of potential
are actively encouraged to develop their
influence, while actions taken during recent
profiles to assist with applications for
recruitment processes have helped to bring
permanent positions or grade enhancement.
two internationally excellent new female
Regular review of a researcher’s CV is an
members of staff into the School.
essential element of this process.
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women academics about the development of
Queen’s University Belfast
h
ut
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processes is taking place at University level.
Co
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work towards silver recognition by consulting
pe
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options. An internal audit of recruitment
ni
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Senior Management in the Faculty began
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faculty culture, flexible working, and childcare
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and diversity, covering its importance to the
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access into STEM subjects for women.
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particulars’ including a factsheet on equality
sity of Edi
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the number of female entrants and to support
y of
posts. All applicants are sent faculty ‘further
rsit
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ni
environment which actively seeks to increase
am
Positive wording is used to attract women to
Un
areas and to providing a gender friendly
diff
promotion of the careers of women in STEM
ity
might be improved upon.
er s
of commitment to the advancement and
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up on any problem issues or aspects that
School of Biological Sciences
ol
The Faculty of Technology has a long history
ou
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Silver award
logical Sci
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f Bio
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nolo
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Faculty of Technology, University of Plymouth
26
ive
Un
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burgh D Uni
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Edin ersityepa
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esity C
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logical Sci
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School of Construction Management and Engineering
i
lC
oll
e
Silver award
g
m
ou
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ol
with childcare issues.
students in their second year. Tutors nominate
students based on an existing piece of marked
Peer support is an informal network, in which
coursework, and a regional judging panel
a colleague befriends a new member of staff
interviews the six highest marked students. The
and introduces them to others in the School
winner receives a cash prize and a paid summer
that are engaged in teaching, research or
work placement, along with mentoring. The
administration. This eases new members of
awards ceremony provides an ideal networking
staff into the School quickly and engages them
event: a previous student did not win first prize,
in the culture of the School to the benefit of
but was head-hunted at the awards ceremony.
both School and employee.
27
of
ity
s
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niv
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Univ
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dominated field. The scheme is open to female
f Ba
adjusting to possibly new working hours or
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women in what has always been a male-
Lo
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has returned to work to assist the returner in
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Scheme”, which was developed to promote
pe
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scheme continues after the member of staff
ni
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participated in the “Women in Property Awards
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changes and staff movements. The buddy
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For the last three years the School has
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staff member on work-related issues, policy
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communication open to regularly update the
sity of Edi
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with industry in both the UK and overseas.
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adoption leave,. The buddy keeps the lines of
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in the construction field. They have close links
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economics of engineered technologies, primarily for example, for maternity, paternity or
am
an extended break from the workplace,
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research about the management, design and
diff
counter the isolation often felt by staff taking
ity
Engineering is a world leader in teaching and
er s
The School operates a buddy system to
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The School of Construction Management and
University of Sheffield
Bronze award
The University of Sheffield’s history stretches
after maternity leave. This allows participants
back to 1828 when the Sheffield School of
to have a clearly defined opportunity to
Medicine was founded and their University
concentrate on their research activities, thus
charter was granted in 1905. The University has
minimising the impact their absence may
almost 25,000 students and nearly 6,000 staff.
have on their long-term career development
and progression. The programme also offers
The University’s submission was coordinated
departments the practical resource support
and championed by the Pro Vice-Chancellor,
needed to allow them to accommodate this
and the self assessment team held a series
reallocation of responsibilities. Funding is
of individual and group meetings to assess
available to STEM staff on both open-ended
where departments were currently, what
and fixed-term contracts. Women have
staff thought about University policies
benefitted from 60 awards over the last 3 years
and practices, and what staff felt could be
and the University has committed to continue
improved. The action plan was the result of
funding the programme until at least 2012.
ongoing consultations with staff, including
female professors at a lunch hosted by the
The University has also piloted a mentoring
Vice Chancellor.
programme for women lecturers in STEM,
giving women the opportunity to be in
The Women Academic Returners Programme
a mentoring relationship with a more
aims to relieve returning STEM academics
experienced female professor. Other
from teaching and/or administrative duties or
support includes a Science and Engineering
to provide additional support, either during
Networking programme, and lab group
their absence or upon their return to work
journal clubs.
28
ive
Un
at
versity of Le
ollege Lond
burgh D Uni
ed
Edin ersityepa
on U
esity C
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sL
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eparntim
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c
N
i
ersity
tf uCte of Can
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gineering a
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epartment
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logical Sci
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f Bio
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at
niv
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do
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Sci
gy
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University Coslliety of M ncheste
sd
l Biolog
ationtal a
Fancug Inst
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y at Univer on School of Life
nolo
me nal Heart and Lu lty of Tech
n
viro
University of Southampton
i
lC
oll
e
g
m
universities to do an equal pay audit. Issues
Technology group (WiSET) is funded to run a
were raised on starting salaries, earnings
mentoring scheme and action learning groups
and increments for part-time workers (the
to support women’s development. Past pilots
majority of whom remain women), and the
have shown that these are very successful ways
impact of break in service. The University is
to develop women’s confidence to achieve
now undertaking an ambitious programme in
the best from their career. Many women
these areas including, payment of additional
who participated have gone on to apply for
increments, academic promotions, career
promotions and their success rates have been
progression for administrative staff, apparent
as good as, if not better than that of men.
Co
lle
The Women in Science, Engineering and
Lo
ge
The University of Sunderland was awarded a
and science disciplines, who analysed it and
Bronze SWAN in 2006. The University has strong
identified priorities for the new action plan.
civic and community links and a well-established
reputation for widening participation.
The University has conducted six annual
equal pay audits since 2003 and their work
The University has recently restructured from
has been shared nationally as best practice.
five schools into four faculties and established a
The 2008 findings showed that 58% of the
new Faculty of Applied Sciences, which groups
University’s staff overall and 39% of academic
together all science activity. The University
staff were women, comparing favourably
has used the SWAN renewal process as an
with the national average. Although pay
opportunity to reflect on their progress and the
gaps on a grade by grade basis are within
impact that the new structures and changes
acceptable limits, there is still a pay gap
within the University will have on women in
overall. The University is working to address
science in particular.
this through fair recruitment and pay practices,
increased confidence of female employees and
In preparation for the renewal, the University’s
addressing of any perceived barriers. They are
data was discussed by a group of female
committed to continuing to monitor pay data
academic staff, representing a range of grades
every year and to seek ongoing improvement.
iv
se
aU
sity of Edi
nb
Sunderlan Univer
urg
yd
h
sr it Swa
Im
e
n
Southampton was amongst the first
pe
ria
l
parity of terms and conditions.
ni
ve
first bronze award in 2006.
ity
pay structures, annual leave entitlements and
er s
members of Athena SWAN. They received their
ou
th
Bronze award (renewed)
lle
Co
glass ceiling for female academic staff, current
ol
The University of Southampton are founder
University of Sunderland
of
ity
s
r
e
o
th U
it y
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niver
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sietyldoUf B
Univ
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ersity of She
f Ba
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n
ar
eC
g
d
i
br
am
fC
h
ut
So
am
Un
rsit
ve
ni
diff
pt
o
29
30
ive
Un
at
versity of Le
ollege Lond
burgh D Uni
ed
Edin ersityepa
on U
esity C
f
sL
o
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eparntim
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v
vernt of Chem
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tm
D
t
o
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n
n
s
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r
ug
rsi
istry
U
o
U
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v
nt
i
l
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ty
t
a
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h
o
e
n
t
s
L
r
b
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e
m
U
Un
of
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o
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t
p
v
rou
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ch
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ya
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gh
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ear
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Uni erial ewcast
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Res
ica
I
n
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p
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c
N
i
ersity
tf uCte of Can
of Y
l En
m
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gineering a
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epartment
logical Sci
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f Bio
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lo
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ersity College Lo n Departmheono t o
at
niv
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Eng
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ab
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University Co
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mical Enginee
ychology an y Facultyt aonfdLif
or
lleg
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g at
Un
dt
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f Che
of Ps
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ne
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University Coslliety of M ncheste
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Fancug Inst
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nolo
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viro
i
Bronze award
lC
oll
e
g
m
events targeted at SET women. This has included
are also required to consider and report on the
well-attended annual International Women’s
gender balance of their committees every year.
Day events and Swansea Bay Women of the Year
In addition, the Senior Management Team has
awards. An informal internal senior women’s
approved the implementation of additional
network was one of the outcomes of a recent
membership options for under-represented
grant from the UKRC. SURF, the Swansea University
groups. These are over and above the normal
Research Forum is a further group that brings
membership positions and aim to “introduce”
together active SET and non-SET researchers.
staff to committee roles at early career stages.
And a ‘Lunch and Learn’ series run through the
year in Staff Development draws individuals to a
Swansea participated in the pan-Wales inter-
wide range of practical topics relating to teaching,
institutional Women’s University Mentoring
research and professional awareness.
31
Lo
ge
of
ity
s
r
e
o
th U
it y
niv
niver
ers
sietyldoUf B
Univ
l
r
i
s
o
t
ffi
ersity of She
committees. Chairs of University Committees
ar
eC
g
d
i
br
am
fC
delivering high-level, high-impact networking
Bronze award (renewed)
University College London is a founder
16 influential committees. Initiatives include
member of the Athena SWAN Charter. They
proactive targeting of under-represented
received their first Bronze award in 2006. The
groups for committee vacancies, reviewing
self assessment team has continued to monitor
the scope of ex-officio members to nominate
progress and to build on many of the initiatives
colleagues from these minorities, and co-
in the action plan. In addition, progress on
opting members to committees where there
SWAN is a standing item on the agenda of the
may be no current vacancies. Overall there
Provost’s Committee for Equal Opportunities.
has been a small net increase of women on
these committees, including a number of
The self assessment team has a maternity/
SET individuals.
childcare sub-group which is looking at issues
such as, experiences of isolation during career
As part of UCL’s Equality Action Planning all
breaks; slowing of research because of loss of
SET departments are required to implement
specialised researchers, who cannot easily be
at least one initiative to advance women’s
substituted during maternity leave; managing
careers. These have led to Widening
childcare arrangements during school holidays;
Participation events with female role models,
and problems arising from paternity leave in
such as Women in Mathematics; seminars
some SET disciplines.
on women’s experience in science; and
benchmarking with similar departments,
One of UCL’s Corporate Equality Objectives has
leading to development of action plans for
been to improve women’s representation on
SWAN submissions.
h
ut
So
on its invitations for nominations to
Co
lle
ITWales has been successful in promoting and
pe
ria
l
The University uses positive action statements
ni
ve
the campus. With European Social Funding,
se
aU
both formal and informal, are expanding across
University College London (UCL)
iv
University. There are over 12,500 students.
U
Networking opportunities and mechanisms,
n
appointed the first female professor in a British
sity of Edi
nb
Sunderlan Univer
urg
yd
h
sr it Swa
Im
e
n
University has around 2,500 staff and in 1921
y of
and mentees.
rsit
ve
ni
belong in the 6 SET discipline schools. The
pt
o
with the greatest number of participant mentors
am
and some 74% of academic and research staff
Un
were high and Swansea was especially prominent
diff
linked to the great industries of South Wales
ity
women, participation rates from these disciplines
er s
University. Its strength in SET disciplines was
ou
th
lle
Co
Scheme. Although not focussed specifically at SET
ol
Founded in 1920, Swansea is a research-led
f Ba
Swansea University
32
ive
Un
at
versity of Le
ollege Lond
burgh D Uni
ed
Edin ersityepa
on U
esity C
f
sL
o
r
eparntim
nive
v
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tm
D
t
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s
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r
ug
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istry
U
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t
a
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h
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t
s
L
r
b
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U
Un
of
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o
K
t
p
v
rou
eria
Ch
ive
nd
ch
lleg le Uni
ya
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gh
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str
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Uni erial ewcast
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ica
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p
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N
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ersity
tf uCte of Can
of Y
l En
m
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gineering a
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epartment
University College London
logical Sci
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f Bio
n
c
lo
es
ersity College Lo n Departmheono t o
at
niv
fP
nddo
Qu
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tU
Sc
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a
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n
s
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Eng
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niv
ab
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University Co
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e
mical Enginee
ychology an y Facultyt aonfdLif
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lleg
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of Ps
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University Coslliety of M ncheste
sd
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Fancug Inst
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y at Univer on School of Life
nolo
me nal Heart and Lu lty of Tech
n
viro
Department of Chemical Engineering
i
lC
oll
e
Silver award
g
m
ou
th
Department of Civil, Environmental and Geomatic
Engineering, University College London
Silver award
ol
on role and teaching allocation decisions,
recognising that girls are under-represented
which normally follow discussions with
in physics after the age of 16, the department
individuals. Some outreach and enabling
widened its entry requirements and now runs
roles beyond the department are included
a first-year module on ‘physics for chemical
and others will be added this year. All activities
engineers’ for students without A level physics.
and weighting factors are visible on the
This module is taken by approximately 20% of
intranet and feedback has been invited. The
the intake, over 40% of which are female. The
model is updated periodically and a review is
department is also reviewing its publication
being undertaken.
33
of
ity
s
r
e
o
th U
it y
niv
niver
ers
sietyldoUf B
Univ
l
r
i
s
o
t
ffi
ersity of She
mathematics and physics. However,
f Ba
is used to inform management judgements
make them more attractive to people who
Geomatic Engineering was formed out of two
have not necessarily followed the mainstream
departments in August 2007. This resulted in
academic route and this helps to encourage a
a number of issues in relation to equality as
broad range of applicants, including women,
there was a large difference between the two
who might otherwise have felt that they were
departments in terms of gender balance, and
not suitable for the post.
slightly different approaches to working culture
which are now being resolved.
In order to advance women to higher grades,
a women’s reading group has been formed
In 2003 the Department redesigned their
and a website is being developed to support it.
degree programmes to be more attractive
The group was based on the fact that articles
to a wider range of interests, many of which
or successful women’s stories have been
were more likely to appeal to women. They
shared by colleagues. For the same purpose
have now extended this to staff recruitment,
a special training programme of business
changing the way in which positions are
networking for female staff was also organised
described. Opening the areas of interest, titles
and there will be more women-oriented
and job descriptions for posts has tended to
training courses in future.
ar
eC
g
d
i
br
am
fC
Department’s programmes is chemistry,
Lo
ge
The Department of Civil, Environmental and
h
ut
So
A spreadsheet Work Hours Allocation Model
Co
lle
The preferred A-level choice for entry to the
pe
ria
l
in the number of female students.
ni
ve
groups of students.
se
aU
As a result there has been a substantial increase
iv
the Head of Department, academic staff and
U
successful past female students are included.
n
on the basis of extensive consultation with
sity of Edi
nb
Sunderlan Univer
urg
yd
h
sr it Swa
Im
e
n
good gender balance and student profiles of
y of
students. The SWAN application was compiled
rsit
ve
ni
Masters students, the publicity material has a
pt
o
around 310 undergraduate and postgraduate
am
visits to attract more female acceptances. For
Un
having just 15 academic and research staff and
diff
involving current female students in UCAS
ity
is small in terms of academic staff numbers,
er s
material to attract more female applicants and
lle
Co
The Department of Chemical Engineering
34
versity of Le
ollege Lond
burgh D Uni
ed
Edin ersityepa
on U
esity C
f
sL
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ersity
tf uCte of Can
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Silver award
ive
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at
Molecular Cell Biology, University College London
logical Sci
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f Bio
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at
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University Coslliety of M ncheste
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nolo
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Medical and Research Council (MRC) Laboratory for
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Division of Psychology and Language Sciences,
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Silver award
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prompt very specific discussion of issues within
human disease. It was opened in 1993 and
staff focus groups that need to be addressed.
became a Research Department within the
institute were contacted; and each major staff
(2) to show future students and postdocs
group had its own focussed discussion group.
exploring the LMCB that female scientists are
The anonymous feedback from the survey,
valued, encouraged and supported; (3) to lead
together with the discussions, highlighted
the way for other departments within UCL and
areas that needed to be addressed.
MRC centres/units to take up the Athena SWAN
challenge. This has been very successful, with
From the responses to the survey
students, postdocs and staff suggesting further
questionnaires, the LMCB assembled a list of
useful sites or articles.
35
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webpage, together with a notice board on work-
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assessment team launched the ‘Athena @ LMCB’
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‘shocking statements’ – those that surprised the
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The Division of Psychology and Language
Responses suggested that there was a sense
Sciences was created from the amalgamation
of isolation among new mothers and a feeling
of the former departments of Psychology,
that individual women were having to figure
Phonetics and Linguistics, and Human
things out for themselves, so the Division is
Communication Science. Departments in
creating a parenting support network with
these areas traditionally span the sciences
a webpage and online mailing list.
and humanities, but at UCL they are all heavily
weighted towards the scientific ends of the axis.
The Division has begun a research output
analysis to compare female and male grant-
Maternity leave is partly or fully covered, either
getting, and publications, in order to determine
by employing another member of staff, buying
whether differential career progression
in cover for specific activities, or temporarily
post-lecturer might be due to differential
suspending activities. On return, staff have
productivity. Preliminary research and analysis
sometimes renegotiated their working hours
found no differences between females and
or agreed greater flexibility. This has been
males in either grant applications or grant
supported by the introduction of a one-term
success at any grade. Thus female staff seem
teaching sabbatical for maternity returners.
to be as research-productive as males.
In preparation for the award submission, the
Division sent out a questionnaire to all the staff
The Division runs a buddy system pairing
who had taken maternity leave in the previous
first year students with a second or third year
three years, asking about their experiences.
student who acts as an advisor.
36
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research, their career progression and how the
family friendly policies, including a flexible
inclusive practice within their department has
working policy. Manager and employee
enabled them to progress. A key learning point
guidance is available online and briefings are
at York has been the importance of visibility in
given to Heads of Department and to staff.
promoting good management practice rather
Some SET departments actively promote these
than the progress of women.
policies in their information to candidates and
actively encourage suitable women to apply.
All departments offer a mentoring scheme
All SET departments always have a woman on
for new academic staff. Participants in a
selection panels for appointments.
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37
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Athena SWAN Awards 2009
Silver (16)
• School of Chemistry, University of Edinburgh (R)
• Department of Chemistry,
Imperial College London
• MRC Laboratory for Molecular Cell Biology,
University College London
• Department of Chemical Engineering,
University College London
• Department of Chemical Engineering,
Imperial College London
• National Heart and Lung Institute,
Imperial College London
• Department of Physics,
Imperial College London
Bronze (19)
• University of Bath
• University of Bristol (R)
• University of Cambridge (R)
• University of Cardiff
• School of Life Sciences, Keele University
• University of Edinburgh (R)
• Faculty of Life Sciences,
• Imperial College London (R)
University of Manchester
• Institute of Cancer Research
• School of Biosciences, University of Nottingham
• Keele University (R)
• School of Pharmacy, University of Nottingham
• University of Leeds
• Faculty of Technology, University of Plymouth
• Loughborough University
• School of Biological Sciences,
• University of Newcastle
Queen’s University Belfast
• School of Construction Management and
Engineering, University of Reading
• Department of Civil, Environmental and
• University of Nottingham (R)
• University of Plymouth (R)
• University of Sheffield
• University of Southampton (R)
Geomatic Engineering,
• University of Sunderland (R)
University College London
• University of Swansea
• Division of Psychology and Language Sciences,
University College London
• University College London (R)
• University of York (R)
38
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Closing date for 2010 awards: 31 May 2010
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