ATHENA SWAN CHARTER

ANNUAL REPORT

October 2015

CONTENTS

PAGE

SUMMARY 1

  1. UPDATE ON THE ATHENA SWAN CHARTER 2
  2. GOVERNANCE AND NETWORK GROUP 4
  3. Athena Steering Group 4
  4. Athena Network Group 5
  5. SUMMARY OF WARWICK ATHENA SWAN SUBMISSIONS 6
  6. GOOD PRACTICE INTIATIVES IMPLEMENTED AS PART

OF THE ATHENA SWAN PROCESS 7

4.1Warwick Academic Returners Fellowship 8

4.2Warwick Conference Fund 8

4.3Leadership in Action for Researchers Programme 8

4.4Warwick International Higher Education Academy 8

4.5Inspiring Women Series 9

4.6SPRINT Programme 9

5.WHAT IS PLANNEDNEXT? 9

APPENDIX 1: PROGRESS MADE AGAINST THE SILVERACTION PLAN 10

SUMMARY

The University of Warwick has been a member of the Athena SWAN Charter since 2009, and achieved Athena Silver institutional status in 2013. The Charter has grown considerably, not only in the number of institutions and departments signing up to it, but in reputation within the HE sector and wider. The Charter was originally set up to recognise and celebrate good employment practice for women working in Science, Technology, Engineering, Mathematics and Medicine (STEMM) in Higher Education, in an attempt to address gender inequalities within science disciplines. However in November 2014, the Equality Challenge Unit (ECU), who administer Athena, took the decision to amalgamate the Gender Equality Charter Mark that had been trialled in 2013/14 with the Athena Charter Mark, and consequently, the Charter has now been expanded to include Arts, Humanities, Social Science, Business and Law departments alongside the STEMM disciplines.

Full commitment to the Charter isenabling the University to raise its Equality and Diversity profile, both internally and externally, and Warwick is still one of only five universities with a Silver Institutional award and also one of a few universities where all of the STEMM departments have achieved Athena status.

This is the fourthAnnualReport on Warwick’s Athena work, which details the significant progress made on Athena initiatives since the University joined the Charter in 2009, and progress is recorded in Appendix 1.

Many of the Athena initiatives have historically formed part of the University’s Equality Objectives 2012-2015, ensuring the Athena agenda is driven from both top down and bottom up, so that Athena initiatives become firmly embedded into the culture of the organisation. The Equality Objectives for 2016 onwards are currently under review in line with the new University Strategy and University Research Strategy, but will continue to incorporate and progress the University’s Athena initiatives and work on other Charter Marks, such as the Race Equality Charter Mark.

Attention during 2014/15 has focused on new initiatives and ensuring that non-STEMM departments are fully conversant with the Charter and to encourage them to begin to critically analyse the processes and procedures in their departments, with a view to submitting for an Athena award.

  1. Update on the Athena SWAN Charter

In November 2014, ECU announced its intention to expand the scope and aims of the Athena SWAN charter in line with its successful Gender Equality Charter Mark (GEM) trial, of which, Warwick Business School (WBS) took part and achieved a Bronze award. This expansion opened up the Charter to include all Arts, Humanities, Social Science, Business and Law (AHSSBL) departments. The amalgamated Charter will cover broader diversity issues to recognise that people’s identities are shaped by several factors at the same time, creating unique experiences and perspectives. These factors include amongst others, age, disability, gender identity, race, religion and belief and sexuality. Institutions have been told by ECU to be mindful of this intersectionality when exploring issues and developing solutions. For example, the experience may vary greatly for a black woman compared with a white woman. Whilst everything within the Athena SWAN application should be considered through the primary lens of gender, the other factors that shape people’s identify and therefore their experience within the institution should not be ignored.

Consequently from May 2015, AHSSBL departments became eligible to submit for the Charter, with the first submission round being November 2015. The new criteria of the Charter will recognise work undertaken by institutions to address gender equality more broadly, and not just barriers to progression that affect women, it will cover women (and men where appropriate) in academic roles in STEMM and AHSSBL; professional and support staff, trans staff and students in relation to their representation, progression of students into academia, journey through career milestones and the working environment for all staff.

It should be noted that Athena Assessment Panels will still consider applications on a discipline-specific basis, ensuring that the different contexts and priorities of AHSSBL and STEMM areas are taken into account.

There will be a transition timetable that allows for new AHSSBL applicants to submit for an award in November 2015, and time for existing Athena SWAN members and STEMM departments to submit for an award, renew or upgrade a current award, under the existing criteria until November 2016.

The Charter has grown consistently from its inception, and now has 134 member institutions who have signed up to the Charter and have 483 award holders.

In November 2014, ECU launched a three-year pilot to extend the Charter to the higher education sector in the Republic of Ireland. This was funded by Ireland’s Higher Education Authority, and was the first time the Charter has been run outside of the UK. More recently interest by the Australian Academy of Science has led to Monash University participating as an inaugural member of the Science in Australia Gender Equity (SAGE) pilot of the Athena SWAN Charter to improve gender equity practices, representation and retention in science, technology, engineering, mathematics and medicine disciplines. Warwick has already committed to being a ‘critical friend’ to Monash and will support them on their Athena journey.

A comprehensive guidance document on the Athena awards process has been developed. This document also outlines a new appeals process for unsuccessful submissions, which is something institutions have been requesting for some time. New submission forms have also been developed, but Athena policy is that there will be a period of time where both old and new submission forms will be accepted.

Criteria for new Gold institutional awards was also announced in 2015. Between the time period of November 2015 – November 2016, the Gold criteria is:

  • At least one department must have a valid Gold award.
  • The majority of the institution’s STEMM departments must hold Silver department awards.
  • The majority of the institution’s AHSSBL departments must hold Bronze department awards and at least one AHSSBL department must hold a Silver award.
  • There should be a clear plan for the progression of all academic departments in achieving awards.

After April 2017 onwards, the majority of the institution’s academic departments must hold valid Silver awards, and at least one department must hold a Gold award.

As it stands, Warwick is not in a position (as most institutions will not be) to apply for a Gold award, as we do not currently have any departments with Gold awards, and indeed none of our AHSSBL departments yet have awards.

  1. Governance and Network Group

2.1Athena Steering Group

The Warwick Athena Steering Group continues to meet termly. In 2014, the membership expanded to include the Chairs of the Faculties of Arts and Social Sciences, in preparation for AHSSLB departments to be able to apply for the initial proposed Charter – The Gender Equality Charter Mark (GEM) which as previously mentioned, has now been subsequently amalgamated into Athena.

The Athena Steering Group Chair changed from Professor Tim Jones, Pro-Vice Chancellor for Knowledge Transfer, Business Engagement and Research (Science and Engineering) to Professor Pam Thomas, Pro-Vice Chancellor of People and Public Engagement, whosespecific portfolio includes Charter Marks, such as Athena.

The Athena Steering Group provides University-level strategy for Athena, taking oversight of University-wide activities to ensure that Warwick does not disadvantage women, or indeed anyone, within its talent pool, and considers new initiatives, issues of concern and monitors the career progression of women across allfaculties.

The key aim of the Athena Steering Group is to review and develop strategies for the implementation of appropriate activities within the Athena agenda and to encourage the career development of women in all Faculties within the University of Warwick. The Steering Group addresses issues that either cannot be managed at departmental level or where there is institutional wide impact.

The Group Membership is:

Professor Pam Thomas, Pro-Vice Chancellor for People and Public Engagement – Chair

Professor Mike Shipman – Chair of the Board of Faculty of Science

Professor Peter Winstanley – Chair of the Board of Faculty of Medicine

Professor Maureen Freely– Chair of the Board of Faculty of Arts

Professor Christopher Hughes – Chair of the Board of Faculty of Arts

Professor Alison Rodger – Co-Chair of the Athena Network Group

Ms Geraldine Mills – HR Engagement Director

Dr Leona Morton, Research Development Manager, Science & Engineering

Mrs Leonie Walls – Human Resources Manager, Administration

Mrs Sandra Beaufoy –Equality and Diversity Adviser and Co-Chair of the Athena Network Group

Ms Claire Algar – Equality and Diversity Coordinator

The Athena Steering Group’s role is to take oversight of University-wide activities to ensure that Warwick does not disadvantage women within its talent pool, thus attracting and retaining the best staff and creating a working environment that enhances academic performance and general well-being. The particular focus of the Group is to define overarching strategy for the institutions engagement with Athena SWAN. The Group reports to Senate via the Equality and Diversity Committee and directly to Steering. The Terms of Reference of the group remain unchanged.

2.2 AthenaNetwork Group

The AthenaNetwork Group is an informal group with representation from all faculties as well, as staff from HR, and theLearning and Development Centre (LDC). Membership of this group has increased significantly during 2014/15, once the announcement that the Athena Charter had been extended to AHSSBL departments. Many of Warwick’s AHSSBL departments have already started to familiarise themselves with the principles and requirements of Athena and to seek best practice demonstrated in STEMM departments, and where appropriate,to replicate that best practice. The group continues to be co-chaired by Alison Rodger (Chemistry/MOAC) and Sandra Beaufoy (Equality and Diversity Adviser). The group meets monthly and up-dates departmental representatives on current initiatives, progress on Athena work, and encourages and supports departments with their Athena agenda. Minutes of meetings of the Network Group are posted on the Athena web page:

Communication ofAthena successes and up and coming events related to Athena Work are also posted on the Athena web pages:

Members of staff from Warwick have also attended a number of national meetings where Athena matters are part of the agenda discussions, as well as giving presentations on Warwick’s Athena work. In particular, Professor Annie Young WMSis frequently asked to attend meetings to discuss their Athena work, Alison Rodger and Sandra Beaufoyhave given presentations to numerous institutions on Warwick’s journey to achieve Silver Athena status, and more recently Professor Pam Thomas has also discussed Warwick’s Athena work at the Diamond Light Source facility.

  1. Summary of Warwick Athena Swan Submissions

Whilst significant progress continues to be made by STEMM departments on their Athena work, the School of Life Sciences was the only department that submitted to renew their Athena award in the November 2014 submission round, and no departments submitted in April 2015. The School of Life Sciences had hoped to obtain Silver, but instead were awarded a Bronze renewal.

The table below depicts each of the ten Warwick STEMM departmentsand details progress that each have made, as well as the Athena contact for each department. All existing awards are renewable after a three year period (this will change for departments using the post-2015 submission forms, where awards will be of four years duration), and it is hoped that within thesetime periods, each department will have sufficiently moved their action plans forward to be ready to submit for the next level of award.

In future reports, similar tables will be produced for both the Faculties of Arts and Social Sciences.

Table 1: Status of STEMM departments with Athena SWAN awards

Department / Coordinator / Level Awarded / Proposed Submission Date / Next Level of Award to be applied for
Physics / Sue Burrows / Silver (2014) / Will renew IoP Juno award in 2016, which will result in a renewal of Athena Silver / Silver/Gold
Chemistry / Alison Rodger / Silver (2013) / April 2016 / Silver/Gold
WMS / Judith Klein / Silver (2013) / April 2016 / Silver/Gold
Psychology / Liz Blagrove / Bronze (2012) / November 2015 / Bronze Renewal
Engineering / Joanne Collingwood / Bronze (2013) / November 2015 / Silver
WMG / Jane Coleman / Bronze (2013) / November 2015 / Silver
Life Sciences / Orkun Soyer / Bronze (2015) / Nov 2018 / Silver
Mathematics / Nav Patel / Bronze (2013) / April 2016 / Bronze/Silver
Statistics / Richard Crossman / Bronze (2013) / April/Nov 2016 / Silver
Comp Science / Alexandra Cristea / Bronze (2014) / April/Nov 2017 / Silver

The following AHSSBL departments have indicated their intention to submit for Athena awards in April 2016:

  • Law
  • Economics
  • PAIS
  • History
  • CIM
  • Sociology
  • Theatre Studies
  • Philosophy
  • WBS – may be submitting for a Silver award.
  • IER
  • CEDAR
  • CES
  1. Good Practice Initiatives Implemented As Part Of Athena SWAN process

As a continuation of the good work identified through the University Silver Athena award, a significant number of innovative and good practice initiatives continue to be identified and put in place. It is essential that these initiatives are effective and meeting their objective, so where possible the progress and impact on each initiative is measured, and this is reported on the Silver Action Plan Progress Table (see Appendix 1). Some initiatives worth highlighting are discussed below.

4.1 Warwick Academic Returners Fellowship

In January 2015, a University initiative called the Warwick Academic Returners Fellowship was launched to assist academic staff returning from periods of maternity/adoption/extended paternity/long term parental leave. The Fellowship essentially ‘buys out’ teaching and administration duties for those on full academic contracts, to allow the returners to fully concentrate on their research work. Currently there are six members of academic staff (5 females and 1 male (adoption)) that have been awarded Fellowships. More information on the Fellowships can be found at:

4.2 Warwick Conference Care Fund

Warwick Conference Care Fund, assists with caring related expenses that individuals incur whilst attending conferences and workshops. Take up of the conference care fund is increasing year on year – and since 2012, 39 grants of up to £100 have been awarded to staff.

4.3 Leadership in Action for Researchers Programme

The Leadership in Action for Researchers Programme was run at Warwick on 3, 17 and 24 March and 1, 8 and 15 June 2015. The delegates were from research, academic and teaching positions. There was an even delegate split between males and females and delegates from both science and non-science faculties. The programme enabled research active staff to explore and develop their leadership skills. Participants had the opportunity to look at relevant theory, practice their unique leadership styles and receive coaching and feedback from their colleagues.

The programme was an adaption of the Vitae Leadership in Action Programme.

4.4 Warwick International Higher Education Academy

The Warwick International Higher Education Academy (WIHEA) was formally launched at the Teaching and Learning Showcase on 7 May 2015. WIHEA is Warwick’s new professional association for academic staff, developed to transform our student’s experience through partnership and collaboration between educators and students. Six themes that focus existing programmes and activities together with new initiatives. Themes are: Teaching and Learning Champion Scheme; Peer observation; Continuing professional development framework; Pedagogical CPD in promotion criteria; Professional development for postgraduate students; technology to support learning and opportunity to obtain adjunct status at Monash University.

4.5 Inspiring Women Series

The Inspiring Women Series is a series of talks/panels for staff by female alumni, friends and staff in various successful careers, who would inspire and encourage other women at Warwick, within the Academy and the Administration. Three talks have taken place to date and included Warwick alumna, Zara Hyde Peters, former Chief Executive Officer of the British Triathlon, who is now developing a career in the NHS; Sarah Ellis, Head of CSR, Sainsbury; Lisa Dodd-Mayne, Director for Sport and Active Community, Warwick Sport, Gillian McGrattan, HR Director, and Vicki Cooke, lay member of Council.

With effect from October 14 2015, the Inspiring Series is being expanded to female students and the first speaker of that series was Aksana Pekun, Managing Director of Deutsche Bank.

4.6 SPRINT Programme

Organised by Student Careers and Skills, the SPRINT programme saw 43 female students graduate in 2015. SPRINT is the female undergraduate personal and professional development programme which is now being run at Warwick.

  1. What is planned next?

As discussed earlier in this document, support is now being offered to the Faculties of Arts and Social Sciences to assist them to develop their Athena submissions and to ensure best practice identified in STEMM departments is replicated where possible. The Equality and Diversity Team will attend departmental Athena meetings to guide and support through the process. One of the key objectives for 2016 is to ensure that those departments entering for awards are successful.