ECU’s Athena SWAN Charter Awards Ceremony April 2017 University of Glasgow 4 December 2017 Equality Challenge Unit’s (ECU’s) Athena SWAN Charter was % established in 2005 to encourage and recognise commitment 59.4 to advancing the careers of women in science, technology, overall success rate engineering, maths and medicine (STEMM).

In May 2015 the Charter was expanded to recognise work undertaken in arts, humanities, social sciences, business and 85 law (AHSSBL), in professional and support roles, and for trans Introduction award winners staff and students. The Charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.

59 We are delighted to celebrate the 85 successful awards today. bronze awards It is the culmination of many months’ work for institutions and departments, and for ECU as well. We held 42 assessment panels in total, and would like to thank the 217 panellists 22 from across the sector for taking part. silver awards Two research institutes, 11 higher education institutions (HEIs) and 40 departments have gained Athena SWAN awards this round, which was the first round where institutions and departments in UK HEIs have had to apply under the 4 expanded criteria. gold awards We would to thank the University of Glasgow for hosting this awards ceremony.

Dr Ruth Gilligan Athena SWAN Manager Equality Challenge Unit 10.30 Registration, refreshments, networking and photos

11.00 Open, Dr Ruth Gilligan Athena Swan Manager, Equality Challenge Unit

11.05 Welcome, Professor Anne Anderson University of Glasgow

11.15 David Ruebain Programme Chief Executive, Equality Challenge Unit 11.40 Professor Helen Beebee Athena SWAN Patron

11.50 Institutional award presentations

12.15 Professor Diane Kelly and Professor Joy Merrell Swansea University

12.30 Departmental award presentations

13.10 Professor Teresa McCormack School of Psychology, Queen’s University Belfast

Professor Helen Sang The Roslin Institute, University of Edinburgh

Dr Caroline Dart Institute of Integrative Biology, University of Liverpool

13.30 Lunch

14.25 Dr Carole Thomas John Innes Centre

14.40 Ashlee Christoffersen Researcher, Equality Challenge Unit

14.55 Close, Dr Ruth Gilligan Athena SWAN Manager, Equality Challenge Unit

15.00 Depart Professor Anne Anderson University of Glasgow

Professor Anderson, MA, Ph.D., FRSE, OBE is Vice-principal at the University of Glasgow and leads the college of social sciences. She is gender champion for the University of Glasgow and has been active in a number of university and national initiatives around gender equality, including Speakers membership of the Scottish Funding Council (SFC) gender governance group tasked with overseeing the SFC gender action plan. She serves on the Scottish government advisory group on women and work, is a Commonwealth Scholarship Commissioner (CSC), having recently been elected as deputy chair by her fellow commissioners for the CSC, a member of the SFC research and knowledge exchange committee, a board member of Visit Scotland and an advisor to the Robertson Trust and the British Council (Scotland).

Speakers 7 Professor Helen Beebee Professor Diane Kelly Athena SWAN Patron Swansea University

Helen Beebee is Samuel Hall Professor of Philosophy at the Diane’s research is on Microbial Cytochromes P450 related to University of Manchester. She was Director of the British their biodiversity, as targets for antifungal agents in both Philosophical Association (BPA) from 2007 to 2011, during medicine and agriculture and the associated rise in fungal which time she established the BPA and Society for Women resistance to current therapies. She is a member of the in Philosophy UK’s joint Committee for Women in Philosophy, BBSRC pool of experts, a Natural Products (NPRONET, NIBB) which she co-chairs with Jenny Saul. board member and is an elected fellow to the Learned Society of Wales.

Diane chaired the Swansea University Athena SWAN self- assessment team for their successful Bronze award renewal in 2012, continuing as a member as Swansea University worked towards their successful Silver award in 2017. Diane chairs the medical school’s self-assessment team, gaining Bronze in 2014 and Silver in 2016. She is a founding member of the university Athena SWAN strategy group, as well as chairing and sitting on UK Athena SWAN assessment panels at Equality Challenge Unit.

8 Speakers 9 Professor Joy Merrell Professor Teresa McCormack Swansea University School of Psychology, Queen’s University Belfast

After a successful clinical career as a nurse and health visitor, Teresa McCormack is professor of cognitive development at the Joy moved into higher education in 1989. Joy has a long school of psychology at Queen’s University Belfast. She has been standing interest in women’s health issues dating back to her involved with Athena SWAN for many years, having led the PhD work in community well woman clinics, which has school’s successful Silver application in 2010, and its first broadened to encompass research focusing on the health of successful Gold application in 2013. She has previously been minority ethnic groups and promoting active ageing. Joy is acting director of the Queen’s gender initiative, and in that the European co-ordinator of Sigma Theta Tau International capacity was instrumental in helping Queen’s secure the renewal Honour Society of Nursing. of its Silver institutional award. She is co-founder of ASPON, a national network for psychology departments that are engaging Joy chairs the college of human and health sciences’ Athena with the Athena SWAN initiative, and has given presentations on SWAN self-assessment team, achieving Bronze (2013), Bronze her experience with Athena SWAN in a number of institutions. renewal (2015) and Silver awards (2017). Since 2015, she also chairs the Swansea University self-assessment team, which achieved an institutional Silver award in 2017. She serves as a member of the university equal opportunities committee, university council and sits on Athena SWAN assessment panels at Equality Challenge Unit.

10 Speakers 11 Professor Helen Sang Dr Caroline Dart The Roslin Institute, University of Edinburgh Institute of Integrative Biology, University of Liverpool

Helen Sang received a degree in natural sciences and a PhD Caroline Dart is currently a reader and deputy head of in genetics from Cambridge University. She continued biochemistry at the University of Liverpool. She’s a cardiovascular developing a research career at Harvard and Edinburgh physiologist who completed her doctorate at the University of universities and was then appointed principal investigator at Oxford before moving to the University of Leicester as a The Roslin Institute, now part of the University of Edinburgh. postdoctoral researcher. While at Leicester she was awarded a Her main research focus at The Roslin Institute has been the Royal Society university research fellowship, which allowed her to development of technologies for genetic modification of establish her own research group. She moved to Liverpool in chicken, which are applied in basic biomedical research and 2006 and took on the role of Athena SWAN lead for the Institute biotechnology, as well as investigating the potential for of Integrative Biology in late 2012. She led the Institute to a Silver developing disease resistance in production chickens. She is award in 2013 and Gold in 2017. a fellow of the Royal Society of Biology and the Royal Society of Edinburgh.

12 Speakers 13 Dr Carole Thomas Ashlee Christoffersen John Innes Centre Researcher, Equality Challenge Unit

After graduating from Manchester University Carole joined Ashlee has been a Researcher at Equality Challenge Unit (ECU) the John Innes Centre (JIC) in 1982 to undertake a PhD since March 2014, and has led on a range of projects including studying plant virus interactions. Since then she has mining good practice examples from Athena SWAN submissions, experienced life at JIC in a variety of roles including producing the research and data briefing ‘Intersectional postdoctoral scientist, research assistant and, currently, head approaches to equality research and data’, and collecting case of JIC directorate. In addition to providing strategic support studies on equality and diversity work from intersectional to the JIC director, Carole leads on the ‘inclusivity and perspectives. diversity’ agenda at JIC and led both the 2014 Silver and the 2017 Gold Athena SWAN submissions. In addition, she is the Ashlee is currently undertaking PhD research on the JIC senior equality and diversity champion and a trustee for conceptualisation and operationalisation of intersectionality, at the Daphne Jackson Trust. the University of Edinburgh, and is a Research Fellow of the Centre for Intersectional Justice in Berlin. Previously she was Research Associate at the Institute for Intersectionality Research and Policy in Vancouver, Canada.

14 Speakers 15 Awards Universities and Research Institutes Gold Award Liverpool School Ulster University University of Oxford of Tropical Medicine = Joined: 2012 = Joined: 2005 John Innes Centre = Joined: 2013 Good practice: £100k central fund that has Good practice: The introduction of E R HA R T = Joined: 2014 Good practice: Career track scheme been allocated to support Athena SWAN compulsory sexual consent workshops for established to create a pathway to move activities including the returning carers first year undergraduates. Good practice: Successful lobbying of fixed-term staff to permanent contracts. scheme. the Norwich Research Park and local land University of the West developers to build childcare facilities. of England, Bristol Royal Holloway, University of University of Bath London = Joined: 2012 Silver Award = Joined: 2007 = Joined: 2009 Good practice: All jobs are advertised and Good practice: Undergraduate scholarships open to job share by default.

Swansea University Good practice: The college operates an targeted at women.

internal coaching and mentoring network = Joined: 2007 with 19 internal accredited coaches, made up of both academic and professional and University of Bristol Good practice: New campus recruitment support staff. project used as an opportunity to challenge = Joined: 2005 gender segregation in the estates team. Royal Veterinary College, Good practice: Inclusion of a requirement University of London for ‘active engagement with equality-related Bronze Awards activities, such as Athena SWAN’ in all head = Joined: 2011 of school job descriptions.

Brunel University London Good practice: A working group has been established to develop an academic University of Dundee = Joined: 2005 workload model which will consider the full range of responsibilities for individuals, = Joined: 2012 Good practice: Paid shared parental leave including part-time staff, from their beyond the statutory rate. individual career plan so that it can be linked Good practice: The promotion of visible to promotion. female role models including displaying photographs of all of the institution’s female Kingston University professors. The Pirbright Institute = Joined: 2012 University of East London = Joined: 2014 Good practice: University nursery meets = Joined: 2010 demand for places, and plans include Good practice: Trans employees may select running free, biweekly two hour stay and Mx as a title and choose between male/ Good practice: Establishment of an play sessions, a summer play scheme and the female/other for gender identification. institution-wide women’s network. introduction of a crèche service.

18 Awards | Universities and Research Institutes 19 Gold Awards Silver Awards

Queen’s University Belfast Durham University

School of Psychology Department of Physics E R HA R T Good practice: Internationalisation scheme, Good practice: Changes to undergraduate which was established in response to the assessment methods to help support a wider finding that female PhD students were variety of learning styles. Awards less likely than male students to be willing to move outside of Northern Ireland to

Departments progress their careers. Imperial College London

Institute of Clinical Sciences and MRC London Institute of Medical University of Edinburgh Sciences The Roslin Institute E R HA R T Good practice: The institute successfully Good practice: Coaching for success lobbied for the Medical Research Council programme, developed in partnership and to amend their policy regarding qualifying with good practice subsequently shared periods for maternity and paternity leave outside the institute. entitlement.

University of Liverpool Imperial College London

Institute of Integrative Biology Materials E R HA R T Good practice: The staff review and Good practice: The department noticed development group, to which staff are bias towards female staff in student online encouraged to informally submit their CV for learning evaluations, which has been advice on areas to improve. included in assessment of promotions. The department will now prioritise peer review and provide students with unconscious bias training.

Queen’s University Belfast

School of Chemistry and Chemical Engineering

Good practice: Six month relief of teaching/ admin duties on return from maternity and paternity leave, which is being expanded to sick leave.

Awards | Departments 21

University College London University of Essex University of Manchester University of Sheffield

Department of Chemical School of Health and Social Care School of Materials School of Health and Related Engineering Research (ScHARR) Good practice: Introduced Schwartz Good practice: Research summer Good practice: Comprehensive interview Rounds, which provide a forum for staff to placement for talented students, which aims Good practice: Pamela Enderby Prize for process to give candidates a feel for the discuss the social and emotional aspects to encourage more women students into the best part-time student in the school. department and paid visits for offer holders’ of their work and help staff feel more postdocs. families to introduce them to London. supported and less stressed.

University of Southampton

University of Nottingham Biological Sciences

University of Bath University of Glasgow School of Life Sciences

Department of Pharmacy and Institute of Health and Wellbeing Good practice: Development of a technical Pharmacology Good practice: A bridging-fund has strategy document aimed at providing a Good practice: Mentoring scheme ensured contract extensions for fixed-term clear plan for career progression for technical Good practice: Introduction of annual pairing doctorate students and early career staff post maternity leave. support staff. grant action plans for all academic staff and researchers.

grant pitch meetings allowing peer feedback

as part of preparation process to peers University of Nottingham University of Surrey

offering constructive feedback, ahead of University of Glasgow School of Physics and Astronomy School of Bioscience and Medicine preparing submissions. School of Geographical and Earth Sciences Good practice: Academic integrity Good practice: Providing training to staff document supplied to students to remind to increase awareness that unconscious bias

University of East Anglia Good practice: School-specific maternity them of the school’s policy of zero-tolerance leads to the use of differential language

School of Environmental Sciences and adoption leave guidance which provides to behaviour that will make anyone feel in recommendation letters for students of an introduction to local arrangements. marginalized, threatened or excluded. different genders. Good practice: Bridging fund for those with

short-term interruption between contracts.

University of Leeds University of Oxford

Bronze Awards School of Dentistry Nuffield Department of Primary

University of Edinburgh Care Health Sciences

School of Health in Social Science Good practice: Robust support for Durham University staff leave including buying-in teaching Good practice: Guidelines on part-time Archaeology Good practice: Demonstrated impact in support to increase research time following working, including expectations for rates of access pathways for students including maternity leave. progression. Good practice: Buy-in of teaching cover to increased applications and acceptances support staff during intense grant-writing

through LEAPS and Scottish wider access periods.

programme and reaching people globally University of Liverpool University of Reading

through the MOOC on child development Institute of Ageing and Chronic School of Mathematical, Physical, and mental health. Disease and Computational Sciences Imperial College London Department of Computing Good practice: Maternity leave champions Good practice: Esteem panel established to offer support, particularly where a that will oversee research awards, prizes and Good practice: Undertaking systematic line manager has no direct experience of fellowships and promote applications and reviews to identify potential job candidates, maternity leave. nominations. and making direct contact.

22 Awards |Departments 23 Keele University Newcastle University University College London School of Law School of Geography, Politics and Ear Institute Psychology Sociology Good practice: Work of head of school Good practice: Conference fund for Good practice: Support for staff taking to recognise gendered issues in workload Good practice: Specific attention to giving teaching staff and professional service staff maternity leave, including championing a allocation. In future a systematic analysis staff a say in how estates and facilities are with caring responsibilities. change in university policy regarding the of workload according to gender will take developed. eligibility of staff on fixed-term contracts for place at the time of annual appraisals and maternity pay, and reducing the teaching appropriate adjustments will be made by the University of Aberdeen and administrative duties of staff returning head of school. Queen Mary University of Institute for Education in Medical from leave. London and Dental Sciences School of Geography Keele University Good practice: Mentor-mentee matches University of Bristol School of Pharmacy Good practice: Support for staff teaching are made for a 12 month period through an Bristol Dental School on fieldtrips, including accommodating staff online matching programme. Good practice: Returners are provided on fieldtrips closer to home or contributing Good practice: In addition to with research backfill time to ensure that to childcare costs. understanding the need to promote gender they remain active researchers, this includes, University of Aberdeen equality, the school has demonstrated a where necessary, employing temporary School of Biological Sciences strong commitment to promoting ethnic staff to cover teaching commitments. Ulster University diversity, including conducting qualitative School of Pharmacy and Good practice: Plans to develop a ‘safe research with black and minority ethnic Pharmaceutical Sciences zone’ policy where students can approach (BME) students. Lancaster University designated members of staff for any reason School of Computing and Good practice: The school plans to in confidence. Communications introduce both a school ‘champion’ for University of Bristol paternity and parental leave (to promote the School of Experimental Psychology Good practice: Gender balance in seminar formal support arrangements available, and University of Aberdeen speakers for the distinguished seminar series. to act as a point of contact for those with School of Education Good practice: Flexible working training queries) and for flexible working (to make for line managers, to ensure that flexible sure there is ‘an ethos of proactive rather Good practice: Funding women to working options are considered for all posts. Loughborough University than reactive advice on flexible working undertake PhDs to support Research Design School opportunities and processes’). Excellence Framework (REF) submissions.

Good practice: Support offered for those with caring responsibilities to allow staff to Ulster University University of Aberdeen attend open days. School of Sport School of Social Science

Good practice: A women in sport pre- Good practice: One open seat at placement preparation event will be held each Athena SWAN self-assessment each year. During placements, call-back days team meeting. will include a female-only review of work experiences to facilitate female students’ awareness of, and preparedness for, gendered dynamics in the workplace.

24 Awards |Departments 25 University of East Anglia University of Liverpool Department of Pharmacology School of Economics Biosciences (Streatham Campus) School of Engineering

Good practice: Good female postgraduate Good practice: The department offers a Good practice: All job advertisements are Good practice: Appointments are engagement including termly meeting £5,000 training budget per person that can screened using gender decoder software. advertised with the possibility of flexible between head of department and be used as part of the keeping-in-touch working included. postgraduate/postdoc community, thereby process or on return to work, as part of a providing opportunities to hear about process of supporting return to work. University of Glasgow developments within the department, and School of Humanities / Sgoil nan University of Manchester to raise concerns or questions directly with Daonnachdan School of Computer Science head of department (in the context of University of Edinburgh PDRA staff survey results about low Edinburgh Law School Good practice: Work-life balance working Good practice: Computing at school girls’ perceptions of fairness of development/ group. events with female undergraduates acting as progression practices). Good practice: Overall support for visible role models. promotion, including providing a buddy to work through the application process with. University of Glasgow University of Cambridge School of Interdisciplinary Studies University of Oxford Faculty of Mathematics Department of Engineering Science University of Edinburgh Good practice: A LinkedIn session and Good practice: Corfield Lectureship School of Philosophy, Psychology free photoshoot to enable students to have Good practice: Commitment to providing established to develop the role of women in and Language Sciences professional headshots taken. longer contracts, including the introduction mathematics. of five 5-year grade 8 positions. Good practice: Establishing a gender climate committee which recommends University of Hertfordshire University of Cambridge implementations of the British Philosophical School of Humanities University of Oxford Institute of Astronomy Association guidelines on gender bias and School of Anthropology and informs the school action plan. Good practice: The opportunity for Museum Ethnography Good practice: Formation of the astro- undergraduate students interested in pursuing postdoc committee (three members of an academic career to job shadow academics. Good practice: Grants to carers to support which are self-assessment team members), University of Edinburgh them to undertake fieldwork. which organises support events, such as School of Social and Political how to manage stress. Science University of Leeds Faculty of Biological Sciences University of Portsmouth Good practice: Self-assessment team chair School of Architecture* University of Cambridge presented a policy paper to the university Good practice: Support for technicians Physiology, Development and people committee arguing for leadership to undertake PhD and MSc degrees in the Good practice: Introduced an action to Neuroscience role-sharing. faculty whilst carrying out their technical role. conduct a review of the curriculum to ensure gender inclusivity in structure and content. Good practice: Seminars that take place outside core hours are recorded for those who cannot attend. *Pre-May 2015 award

26 Awards |Departments 27 University of Sheffield University of Surrey Notes Department of Biomedical Science Computer Science

Good practice: Engagement in the faculty of Good practice: Two week ‘hand-back’ science ‘think ahead’ programme, which has period following head of department’s supported the progression of individuals within maternity leave to ensure smooth line- the department. management hand over.

University of Southampton University of Warwick Geography and Environment Sociology

Good practice: The department utilised Good practice: Curriculum updates, conversation cafes to have honest and including compulsory modules on social constructive conversations with staff about inequalities, and reviewing of reading lists. their experiences and challenges. These cafes informed the development of key SMART actions. University of Warwick Warwick Medical School University of St Andrews School of Computer Science Good practice: The school held a wellbeing day event to showcase all of the health and Good practice: Introduction of a school-wide wellbeing activities which are available mentoring programme available to all staff, across campus. in consultation with the institutional centre for academic, professional and organisational development. University of York Department of Health Sciences

University of St Andrews Good practice: Support for redeployment, School of Management including proactive matching to opportunities, mock interviews, help with CV writing and Good practice: Leadership roles within the £1,500 for any development needs. department are shared and gender balanced. University of York Environment Department University of Strathclyde Department of Pure and Applied Good practice: Support for career Chemistry progression for professional and support staff will be provided through a newly Good practice: Departmental newsletter for formed support staff forum. staff and students featuring standing item of ‘good news’ and congratulations from head of department, as well as Athena SWAN updates.

28 Awards |Departments 29