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Advance HE | Equality Charters Awards Ceremony
www.advance-he.ac.uk/charters
Advance HE Equality Charters
Awards Ceremony24 June 2019
Athena SWAN + REC 2019 Award booklet v10.qxp_) 14/06/2019 17:18 Page 1
Advance HE Equality Charters
Awards Ceremony24 June 2019
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Advance HE | Equality Charters Awards Ceremony
Athena SWAN + REC 2019 Award booklet v10.qxp_) 14/06/2019 17:18 Page 2
Equality Charters Award Ceremony 24 June 2019 - Roger Kirk Centre, University of York
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Advance HE | Equality Charters Awards Ceremony
10:30 Registration, refreshments, networking and photos
11:00 Welcome Professor Deborah Smith, Acting Deputy Vice-Chancellor and Pro-Vice-Chancellor for Research, University of York
11:10 Open Ammara Khan and James Greenwood-Lush, Advance HE
11:15 Professor Kevin Hylton
Race Equality Charter Patron
11:30 Race Equality Charter award presentations
Ammara Khan, Advance HE
11:40 New Race Equality Charter award winners
Clare Matysova and Professor Marcia Wilson, University of East London
Cat Hallam, Dr Sammyh Khan and Nicola Ratcliffe, Keele University
12:10 Lunch
13:10 Update from Advance HE
Gary Loke, Advance HE
13:20 Professor Dame Julia Higgins
Athena SWAN Charter Patron
13:35 Athena SWAN Charter institutional award and Gold departmental award presentations
James Greenwood-Lush, Advance HE
13:40 Athena SWAN Charter Gold award winners
Professor Nia Bryant, Angela Lipscomb and Professor James Moir,
Department of Biology, University of York
Dr Helen Coombs, Dr Leonie Jones and Dr Derek Wann,
Department of Chemistry, University of York
14:25 Athena SWAN Bronze and Silver departmental award presentations
James Greenwood-Lush, Advance HE
15:25 Close
Ammara Khan and James Greenwood-Lush, Advance HE
15:30 Depart
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Introduction
Intr
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uct
ion
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We are delighted to celebrate the presentation of 95 UK Athena SWAN Charter
and five Race Equality Charter awards today. It is the culmination of many
months of work for institutions and departments. We held 49 review panels in
total, and would like to offer heartfelt thanks to panellists from across the sector
for taking part. This work enables the charters to be used as such powerful
frameworks for change. We are seeing a real step-change in the ambition and
innovation of initiatives that institutions are implementing. Our congratulations go
to the sector for its on-going commitment and achievement, and for the hard
work to improve gender and race equality for their colleagues, students,
collaborators and the next generation. Our heartfelt thanks to the University of
York for hosting this awards ceremony.
James Greenwood-Lush
Head of Athena SWAN
Advance HE
Ammara Khan
Head of Race Equality Charter
Advance HE
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Advance HE’s Equality Charters
Our Charters are catalysts for change
– encouraging higher education
institutions, research institutes and
others to transform their cultures and
make a real impact on the lives of staff
and students.
90% of institutional champions
agreed Athena SWAN had impacted
positively on gender issues
(Evaluating the Effectiveness and
Impact of Athena SWAN – 2014)
There are currently 56 members and
12 award holders of the Race Equality
Charter - May 2019
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About Athena SWAN
Ab
ou
t Ath
ena
SW
AN
The Athena SWAN Charter is a framework which is used
across the globe to support and transform gender equality
within HE and research. Established in 2005 to encourage and
recognise commitment to advancing the careers of women in
science, technology, engineering, maths and medicine
(STEMM) employment, the charter is now being used to
address gender equality more broadly, and not just barriers to
progression that affect women.
Athena SWAN Principles
1. We acknowledge that academia cannot reach
its full potential unless it can benefit from the
talents of all.
2. We commit to advancing gender equality in
academia, in particular, addressing the loss of
women across the career pipeline and the
absence of women from senior academic,
professional and support roles.
3. We commit to addressing unequal gender
representation across academic disciplines and
professional and support functions. In this we
recognise disciplinary differences, including:
• the relative underrepresentation of women in
senior roles in arts, humanities, social
sciences, business and law (AHSSBL)
• the particularly high loss rate of women in
science, technology, engineering,
mathematics and medicine (STEMM)
4. We commit to tackling the gender pay gap.
5. We commit to removing the obstacles faced by
women, in particular, at major points of career
development and progression including the
transition from PhD into a sustainable academic
career.
6. We commit to addressing the negative
consequences of using short-term contracts for
the retention and progression of staff in
academia, particularly women.
7. We commit to tackling the discriminatory
treatment often experienced by trans people.
8. We acknowledge that advancing gender
equality demands commitment and action from
all levels of the organisation and in particular
active leadership from those in senior roles.
9. We commit to making and mainstreaming
sustainable structural and cultural changes to
advance gender equality, recognising that
initiatives and actions that support individuals
alone will not sufficiently advance equality.
10. All individuals have identities shaped by several
different factors. We commit to considering the
intersection of gender and other factors
wherever possible.
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The Athena SWAN Charter is based on ten key principles. By being part of Athena SWAN, institutions are
committing to a progressive charter; adopting these principles within their policies, practices, action plans
and culture.
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Advance HE | Equality Charters Awards Ceremony
About the Race Equality Charter
The Race Equality Charter is one of the frameworks provided
by Advance HE that aims to improve the representation,
progression and success of black and minority ethnic staff and
students within higher education. It provides a framework
through which institutions work to self-reflect on institutional
and cultural barriers standing in the way of black and minority
ethnic staff and students. Member institutions develop
initiatives and solutions for action, and can apply for a Bronze
or Silver REC award, depending on their level of progress.
Race Equality Charter Guiding Principles
The Race Equality Charter is underpinned by five fundamental guiding principles:
1. Racial inequalities are a significant issue within higher education. Racial inequalities are not
necessarily overt, isolated incidents. Racism is an everyday facet of UK society and racial
inequalities manifest themselves in everyday situations, processes and behaviours.
2. UK higher education cannot reach its full potential unless it can benefit from the talents of
the whole population and until individuals from all ethnic backgrounds can benefit equally
from the opportunities it affords.
3. In developing solutions to racial inequalities, it is important that they are aimed at achieving
long-term institutional culture change, avoiding a deficit model where solutions are aimed at
changing the individual.
4. Black and minority ethnic staff and students are not a homogenous group. People fromdifferent ethnic backgrounds have different experiences of and outcomes from/within
higher education, and that complexity needs to be considered in analysing data and
developing actions.
5. All individuals have multiple identities, and the intersection of those different identities should
be considered wherever possible.
Ab
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Kevin Hylton is Head of the Research Centre for
Diversity, Equity and Inclusion at Leeds Beckett
University. Kevin is the first Black academic to hold
the position of Professor in Carnegie history. Kevin
is also Visiting Professor at the University of South
Wales and Honorary Fellow at Leeds Trinity. His
early work focused on race equality in local
government and has continued into the salience of
‘race’ and racism in sport, leisure and education.
Kevin’s research centre is the lead research partner
for race equality in sport organisation, Sporting
Equals, with whom he has collaborated to develop
the recently launched Sporting Equals Charter.
Kevin also chaired the Leeds Beckett Race Equality
and Diversity Forum for six years.
Professor Hylton is internationally renowned for his
work on Critical Race Theory (CRT). He authored
‘Race’ and Sport: Critical Race Theory (Routledge,
2009), Contesting ‘Race’ and Sport: Shaming the
Colour Line for Routledge (2018) and co-edited
Atlantic Crossings: International Dialogues on
Critical Race Theory (CSAP/Higher Education
Academy, 2011). Kevin is co-editor of the Routledge
Critical Perspectives on Equality and Social Justice.
Kevin is Patron of the Race Equality Charter,
Patron of Black British Academics and member of
the Sport England Talent Inclusion Advisory Group.
Professor Kevin Hylton Race Equality Charter Patron
Speaker Biographies
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Deborah Smith trained as a biochemist (BSc, PhD)
at the University of Southampton and carried out
post-doctoral research at MRC Mill Hill, NIH
Bethesda (USA) and Imperial College London before
joining the academic staff of the Imperial
Biochemistry Department. She moved to the
University of York in 2005 to establish the Centre for
Immunology and Infection and further her research
interests in neglected tropical diseases, with a
particular focus on the leishmaniases.
Deborah was Head of the Biology Department at
York before appointment as Pro-Vice-Chancellor for
Research in 2014, with responsibility for research
strategy and policy across the University. She sits on
the University Executive Board, the University
Council and is York lead for Athena-Swan activities.
Externally, Deborah has chaired the Medical
Research Council Infection and Immunity Board and
the Wellcome Trust Science Interview panel, and is
currently chair of the Academic Advisory group of the
World Universities Network. She is also a member
of the Wellcome Trust/Royal Society Sir Henry Dale
Fellowships committee and the Council of Research
England. She has participated extensively in
evaluation of international research, working for
organisations including Genome Canada, the
Canadian Institutes of Health Research, the Institut
Pasteur and FCT Portugal. Deborah was awarded
an OBE for Services to Biomedical Sciences in 2010.
Professor Deborah Smith University of York
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University of East London signed up to and started
working towards the Race Equality Charter
submission in early 2017. Their successful submission
was the culmination of a two year consultation and
cross-institutional collaborative effort. Equality and
inclusion has historically been core to the university's
values and the self-assessment process has enabled
the institution to understand and highlight racial
inequalities both in relation to student attainment and
progression gaps and staff progression.
Professor Marcia Wilson, Acting Dean of the College
of Applied Health and Communities, led UEL's Race
Equality Charter self-assessment team. She has
taught and researched in higher education for 28
years, as well as working for the Football Association
for 8 years. Her recent scholarship focuses on equity
issues in Higher Education. More specifically, the
underrepresentation of Black women in senior
positions in the academy.
Clare Matysova is the Equality, Diversity and Inclusion
Manager at University of East London and has been
working in EDI related roles within HE for the past 12
years. Working at UEL for the last four years, Clare
was responsible for project managing the submission.
Clare was also responsible for project managing the
institution’s successful Athena SWAN submission.
Previously, Clare worked at the University for the
Creative Arts as Disability Support Services Manager.
Clare is also a PhD researcher focusing gender
equality and exploring the impact of the UK’s shared
parental leave policy from the perspective of couple’s
decision-making.
Professor Marcia Wilson and Clare Matysova University of East London
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Sammyh Khan, Nicola Ratcliffe and Cat Hallam Keele University
Keele University is one of only twelve Race Equality
Charter (REC) Bronze award holders. They have a
strong institutional commitment to embedding equality,
diversity and inclusion (EDI) into everything we do,
and the work undertaken in relation to our REC
submission has had a very significant impact,
facilitating vibrant and self-critical reflection across the
campus through a variety of open, interactive events
and initiatives.
Sammyh Khan is a senior lecturer in social
psychology at Keele University, with expertise in group
processes, intergroup relations, and health outcomes.
He serves as the co-chair of the REC Self-
Assessment Team and co-lead of the Black Asian and
Minority Ethnic (BAME) staff network at Keele
University.
Nicola Ratcliffe is Head of HR (Strategy & Policy) and
leads on staff related EDI strategic developments.
Nicola was chair of the University’s REC Staff Data
Working Group, a member of the REC Self-
Assessment Team, and is a member of both the
University’s EDI Steering Group and Oversight Group.
She has recently developed and launched LGBTI+
allies training at Keele University
Cat Hallam is a Faculty Learning Technology Officer
and is a strong advocate of using innovative
educational technology to enhance learning and
teaching practice. She is a member of the University’s
REC Self-Assessment Team, Race Equality Culture
and Communication Group, Faculty EDI Champion
and part of the LGBTI+ ally network.9
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Professor Dame Julia Higgins is Emeritus Professor
of Polymer Science in the Department of Chemical
Engineering in Imperial College, London, her
research career has focussed on the application of
scattering techniques, notably neutron scattering, to
the understanding of polymer behaviour.
Julia was Chair of EPSRC from 2003 to 2007, Vice
President and Foreign secretary of the Royal Society
2001 to 2006. She was the founding Chair of the
Athena Project from 1998 to 2003, and continues to
support the careers of women in academic science as
Patron of the Athena Swan awards.
She is a past President of the IChemE and is
currently President of the Institute of Physics.
Gary Loke Advance HE
Professor Dame Julia Higgins DBE FRS FREng Athena SWAN Charter Patron
Gary Loke is Director of Knowledge, Innovation and
Delivery at Advance HE where he is responsible for
leading on research, thought leadership and content
delivery of Advance HE’s services. Prior to his
current role and the formation of Advance HE, Gary
was Deputy Chief Executive at Equality Challenge
Unit, which he joined in 2008.
Gary’s careered has centred on higher education and
equality policy and public affairs. He is currently a
member of the gender equality commission of the
Swiss National Science Foundation and has most
recently contributed to Arday, J. and Mirza, H. S.
(2018) ‘Dismantling Race in Higher Education:
Racism, Whiteness and Decolonising the Academy‘.
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York Chemistry Group University of York
Dr Helen Coombs has an understanding of the
issues faced by science postdoctoral researchers
having been one herself before re-training and now
works as Departmental Manager, leading on HR
strategy, sharing best practice and ideas across the
University. She worked part-time while her children
were young and now to help with care for her
mother.
Dr Leonie Jones is the Employability and Diversity
Officer in the Department of Chemistry. She takes a
key role in the Chemistry Equality and Diversity
group and Athena SWAN activities including running
the Unconscious Bias Observer training, equality and
diversity training for students as well as being
graduate student support officer.
Dr Derek Wann is a Senior Lecturer in Physical
Chemistry. He is acting chair of the Chemistry
Equality and Diversity Group, Co-Chair of the
University of York LGBTI+ Matters staff network and
Chemistry Postdoc Champion; representing
postdocs on Research Committee, supporting them
with career development and promotion.
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Advance HE | Equality Charters Awards Ceremony
Nia Bryant was appointed Chair of Cell Biology in
2014, having previously worked as Professor of
Molecular Cell Biology at the University of Glasgow.
Nia brings experience of working in a variety of
research and HE institutions in the UK, the USA and
Australia to the Biology Equality and Diversity Group
(BioEDG) where she champions Athena SWAN
activities.
Angela Lipscomb is Departmental Administration
Manager and plays a key role on BioEDG. Angela is
lead administrator for Athena SWAN in the
department and represents Biology on the Science
Faculty Athena SWAN Committee and University
LGBTI + Matters Forum.
James Moir is Deputy Head of Department
(Teaching & Staff). James has worked in the
Department as an academic since 2002 and is now
Professor of Microbiology. He has been involved in
managing and leading teaching in the department,
and retains research interests linked to microbiology
in medicine and the environment both in the UK and
in Less Economically Developed Countries. James
chairs the BioEDG committee, is departmental
Equality & Diversity Champion.
York Biology Group University of York
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Bronze Awards
Race Equality Charter February 2019 round
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Keele University – Bronze
Good practice example: the Programme Design
Consultancy, which links expert teams of
educational development and learning
technologists with course leaders when new
programmes of study are being designed. This
consultancy works through a series of core
questions, with some focussed on race.
Kingston University – Bronze Renewal
Good practice example: the Inclusive Curriculum
Framework, which considers multiple factors of
disadvantage and intersectionality in order to
address differentials in the progression and
attainment of BME students.
Royal Holloway University – Bronze Renewal
Good practice example: the Introduction of
“Mandala”, a BAME staff development
programme that includes a Pipeline to Professor
component and is also open to staff from
neighbouring institutions.
University of East London – Bronze
Good practice example: anonymous shortlisting
has been introduced for academic and
professional services staff recruitment.
The University of Manchester – Bronze
Renewal
Good practice example: the introduction of the
Lemn Sissay Law Bursary, supporting the Black
Lawyers Matter project.
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Advance HE | Equality Charters Awards Ceremony
Bournemouth University
Good practice example: gender decoder software
used to identify gendered language in job
descriptions and adverts.
British Geological Survey
Good practice example: flexi-time scheme
extended to all staff to ensure staff did not feel
they had to choose between flexible working and
career progression, which resulted in increased
participation from senior staff.
Cardiff University
Good practice example: each protected
characteristic is personally championed by a
member of the senior management team.
Durham University
Good practice example: introducing a job families
framework to provide more transparent and
logical career paths for professional and support
staff.
Edge Hill University
Good practice example: Wonder Woman
campaign ran with 12 months of events to mark
the centenary of some women gaining the right to
vote.
Nottingham Trent University
Good practice example: the 'Respect at NTU'
video is part of all staff and student induction.
The James Hutton Institute
Good practice example: six-weekly "Open House"
sessions with the CEO on organisational
developments, with questions invited.
United Kingdom Atomic Energy Authority
Good practice example: all employees, including
the senior management team, have at least one
EDI objective.
University of York
Good practice example: planning to triple the
capacity of the on-campus nursery and extend
opening hours.
Athena SWAN Charter November 2018 round | Institutional Awards
Bronze Institutional Awards
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Silver Institutional Awards
Athena SWAN Charter November 2018 round | Institutional Awards
University of Cambridge
Good practice example: launched “Breaking the
Silence”, a campaign to recognise and prevent
sexual assault and harassment, including an
anonymous reporting portal for staff and students.
University of Sheffield
Good practice example: continued investment in
the Women Academic Returners' Programme to
support research assistance or other research-
related activity.
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Advance HE | Equality Charters Awards Ceremony
University of York
Department of Biology
Good practice example: outreach activities of
academics and researcher are recorded and
acknowledged in workload, and considered in
promotion applications.
University of York
Department of Chemistry
Good practice example: sharing of good practice
externally through talks and advice to other UK
departments, professional societies, and
international institutions.
Athena SWAN Charter November 2018 round | Departmental Awards
Gold Departmental Awards
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Birkbeck, University of London
Department of Psychological Sciences
Good practice example: development of a Talent
Management Framework, which identifies
behaviours across nine competencies at all PSS
grades so staff can identify career opportunities.
Bournemouth University
Department of Life and Environmental
Sciences
Good practice example: competitive funding
strand introduced to support PhD students to write
papers after submission.
Bournemouth UniversityDepartment of PsychologyGood practice example: department supports a six-month period free from teaching and administration upon return from maternity leave.
Canterbury Christ Church University
School of Psychology, Politics and Sociology
Good practice example: Supporting Progression in Academic Research Careers programme for early
career researchers, with protected monthly
afternoons for research management-related
learning and dedicated research mentorship.
Cardiff University
School of Computer Science and Informatics
Good practice example: Deputy Director roles
introduced to support but not overburden early
career and underrepresented staff in advancing to
senior roles.
Cardiff University
School of History, Archaeology and Religion
Good practice example: supported a student-led
project to investigate the role played by gender in
module choice and the impact of gender
‘segregation’ on the learning experience.
De Montfort University
Leicester School of Pharmacy
Good practice example: "Tea with Tony" monthly
informal gatherings with the Head of School to
openly discuss issues.
Durham University
Department of Classics and Ancient History
Good practice example: supporting teaching-only
career progression by allocating administrative
duties to help promotion case and by providing
innovative promotion support letters highlighting
teaching contributions.
Durham University
Department of Biosciences
Good practice example: introduced a new
promotions process, later adopted by the entire
institution, with all staff asked to submit
standardised CVs annually for promotion
consideration.
Durham University
Department of Engineering
Good practice example: probationary
administrative role shadowing, where all new staff
in their first year shadow a number of existing
major administrative roles.
Edge Hill University
Department of Computer Science
Good practice example: planning peer-mentoring
with postgraduates supporting female
undergraduates to increase awareness of
progression opportunities.
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Bronze Departmental Awards
Athena SWAN Charter November 2018 round | Departmental Awards
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Edge Hill University
Faculty of Health and Social Care
Good practice example: making Athena SWAN a
standing agenda item on all faculty committees to
embed principles.
Heriot-Watt University
School of Mathematical and Computer
Sciences
Good practice example: PDR reviewers given
explicit guidance to discuss long-term career
development and priorities for promotion.
Imperial College London
Department of Life Sciences
Good practice example: introducing targeted
mentoring for postdocs and research fellows to
increase their benefit from appraisals.
Imperial College London
National Heart & Lung Institute
Good practice example: NHLI Fellowship scheme,
with targeted invitation of candidates wanting to
return to research following career-break.
Imperial College London
School of Public Health
Good practice example: the SPH Career
Continuity Scheme offers bridging funding for
fixed- and short-term contracted staff when
returning from parental leave.
Keele University
School of Geography, Geology and the
Environment
Good practice example: Return to Research Fund
to support research-development of staff returning
from career break.
Keele University
School of Nursing and Midwifery
Good practice example: staff who are partners of
pregnant women are supported to attend routine
antenatal appointments.
Kingston University
School of Computer Science and Mathematics
Good practice example: introducing innovative
learning and teaching approaches, including
problem-solving and project-based learning
sessions.
Lancaster University
Lancaster Institute for the Contemporary Arts
Good practice example: a peer-to-peer handover
period of mentorship for staff assuming a new
administrative role.
Loughborough University
School of Social Sciences
Good practice example: the Barbara Bagilhole
Memorial Award for the best student paper in the
area of equality and diversity.
Newcastle University
Newcastle Law School
Good practice example: all academics and
postdocs have a mentor to support career-
progression.
Swansea University
School of Management
Good practice example: defined individual
personal development allowance for conferences,
development, and training activities.
University College London
Institute of Epidemiology and Health Care
Good practice example: monthly career advice
surgeries for professional staff, delivered by senior
staff.
University College London
London Centre for Nanotechnology
Good practice example: ‘Where Do You Draw the
Line?’ workshops on bullying and harassment co-
led by expert trainer and Head of Department,
with attendance mandatory for all staff and
students.
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Advance HE | Equality Charters Awards Ceremony
Bronze Departmental Awards (cont.)
Athena SWAN Charter November 2018 round | Departmental Awards
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University College London
Division of Surgery and Interventional Science
Good practice example: away days for doctoral
students, the entire division, and for professional
and support staff, featuring talks by staff and
personal development sessions.
University of Aberdeen
Institute of Dentistry
Good practice example: prospective staff are
given the option of attending interviews via video-
conferencing.
University of Aberdeen
School of Language, Literature, Music &
Visual Culture
Good practice example: implemented blind review
at the first stage of the promotion application
process
University of Bath
Department of Physics
Good practice example: tripled uptake of doctoral
development opportunities after targeted
advertising of these.
University of Bath
Department of Electronic & Electrical
Engineering
Good practice example: introducing policy to
encourage staff choosing to work out-of-hours to
use 'delay-send' email function.
University of Bath
School of Management
Good practice example: introduced mentoring
circle led by a professor and open to all staff to
share and discuss issues such as promotion.
University of Birmingham
Chemical Engineering
Good practice example: Work Experience
Wednesday for Engineers, where emails are
circulated offering graduate roles, internships, and
placement opportunities.
University of Birmingham
School of Geography, Earth and
Environmental Sciences
Good practice example: increased gender parity
in recruitment by developing a comprehensive
standardised protocol, including the use of
gender-neutral language and monitoring shortlist
compositions.
University of Birmingham
School of Mathematics
Good practice example: all staff can access one-
to-one coaching through the internal Coaching
Academy.
University of Brighton
School of Sport and Service Management
Good practice example: introduced initiative for
academics to apply for release from teaching to
write and submit grant applications.
University of Bristol
School of Cellular and Molecular Medicine
Good practice example: Developed an
Acceptable Behaviour Flowchart displayed on
posters by lifts.
University of Cambridge
Department of Computer Science and
Technology
Good practice example: Women@CL Committee
work supported through recognition in workload
and dedicated administrator support.
University of Cambridge
Faculty of English
Good practice example: SAT members completed
EDI training on implicit bias and stereotype threat
in preparation for the self-assessment.
University of Cambridge
Faculty of Music
Good practice example: student-initiated
curriculum survey results incorporated into the
development of a new degree programme.
Bronze Departmental Awards (cont.)
Athena SWAN Charter November 2018 round | Departmental Awards
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Advance HE | Equality Charters Awards Ceremony
University of Cambridge
Department of Plant Sciences
Good practice example: "I've done it" board
displayed in busy corridor, with staff encouraged
to share professional and personal successes.
University of Dundee
School of Education and Social Work
Good practice example: in-house academic
research showed male attainment issues, with
actions developed from findings.
University of East Anglia
School of Computing Sciences
Good practice example: supporting technician
careers through the Technicians Commitment,
representation on SAT, and encouraging doctoral
study.
University of East Anglia
School of Mathematics
Good practice example: gendered student
recruitment data analysed by geographical area
and grade attainment to inform future targeted
outreach.
University of Glasgow
School of Chemistry
Good practice example: introduced annual PhD
focus groups to discuss imposter syndrome,
mental health, work-life balance, lack of female
role models, and misconceptions of postdoc and
academic workloads as barriers to academia.
University of Hertfordshire
Hertfordshire Business School
Good practice example: introduced competitive
scheme for six 6-month sabbaticals, with recent
maternity leave returners being among successful
applicants.
University of Kent
School of European Culture and Languages
Good practice example: participated in institutional
pilot project to reduce reliance on zero-hour
contracts.
University of Leicester
School of Archaeology and Ancient History
Good practice example: away days used to discuss
workplace culture and work-life balance, with follow-
up actions introduced.
University of Lincoln
Health and Social Care
Good practice example: support for PhD student
maternity leave, with institutional regulations on
interruption of studies subsequently improved in
response
The University of Manchester
Alliance Manchester Business School
Good practice example: organised events on sexual
harassment awareness in response to feedback,
with a panel on #MeToo and the workplace and a
learning lunch on inappropriate behaviours and
definitions.
The University of Manchester
School of Mechanical, Aerospace & Civil
Engineering
Good practice example: introduced the Behaviour
Charter detailing school values and how to uphold
these.
University of Nottingham
School of Cultures, Languages and Area Studies
Good practice example: introduced a reading group
for language teaching staff to develop confidence in
reading and producing research.
University of Plymouth
School of Art, Design and Architecture
Good practice example: ran three two-hour
mandatory training sessions for SAT members in
preparation for the self-assessment.
Bronze Departmental Awards (cont.)
Athena SWAN Charter November 2018 round | Departmental Awards
Bro
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Advance HE | Equality Charters Awards Ceremony
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University of Portsmouth
Department of Psychology
Good practice example: run ‘Boys into
Psychology’ open days for male pupils to
encourage them to consider studying psychology.
University of Portsmouth
Department of Sport and Exercise Science
Good practice example: introduced an award
scheme to recognise 'excellent' contributions to
Athena SWAN activities.
University of Salford
Salford Business School
Good practice example: ran the Future Females
student mentoring programme, linking final-year
female undergraduates with female industry
mentors.
University of Sheffield
Advanced Manufacturing Research Centre
Good practice example: improved personal
protective equipment to better meet the needs of
female staff.
University of Southampton
Zepler Institute for Photonics and
Nanoelectronics
Good practice example: support for Lightwave
outreach programme, with doctoral students
leading science experiements for local school
children.
University of St Andrews
School of Classics
Good practice example: introduced an annual
Accessibility Fund for initiatives that its equality
and diversity commitee identifies as important.
University of St Andrews
School of International Relations
Good practice example: committed to protect
research time for teaching-focused staff to enable
promotion to the teaching-and-research pathway.
University of Stirling
Division of Biological and Environmental
Sciences
Good practice example: introduced return-to-work
sabbaticals to provide 6-month teaching cover for
lecturing staff returning from parental leave.
University of StirlingFaculty of Health Sciences and SportGood practice example: planning to create a family-related leave champion to provide confidential support before, during, and after leave.
University of Strathclyde
Department of Physics
Good practice example: encourages peer
shadowing for key administrative roles.
University of Surrey
School of Psychology
Good practice example: introducing the Athena
SWAN Student Forum for continued discussion
and evaluation of gender equality.
University of Warwick
Institute for Employment Research
Good practice example: preparing to support
female staff experiencing any negative
menopausal symptoms, by manager training on
the work-effects of menopause.
University of Warwick
School of Law
Good practice example: using in-house family
law expertise to feed into institutional Athena
SWAN work on maternity leave provision.
Bronze Departmental Awards (cont.)
Athena SWAN Charter November 2018 round | Departmental Awards
Bro
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Advance HE | Equality Charters Awards Ceremony
Imperial College London
Department of Bioengineering
Good practice example: working with girls facing
intersection inequalities, particularly in local
community around the new Research Hub in
White City.
Imperial College London
Department of Physics
Good practice example: insights scheme bringing
underrepresented pupils into the department for
one week of work experience.
Imperial College London
Department of Surgery and Cancer
Good practice example: Leading Lights initiative
on departmental website to highlight female role
models through interviews.
King's College London
Florence Nightingale Faculty of Nursing,
Midwifery & Palliative Care
Good practice example: appointed external
publications coach to support teaching staff and
students in producing scholarly outputs.
Queen Mary University of London
Institute of Dentistry
Good practice example: improved pastoral
support from student support team in response to
doctoral student feedback.
Ulster University
School of Nursing
Good practice example: introduced direct entry for
undergraduates into doctoral study to enable
earlier career progression.
University of Bath
Department of Architecture & Civil
Engineering
Good practice example: reduced the student
gender attainment gap by changing forms of
assessment, anonymising marking, and
increasing the proportion of female examiners and
tutors.
University of Bath
Department of Chemistry
Good practice example: improved career
development support through the PGR Network
for doctoral students and postdocs in response to
feedback, with new annual careers day and the
Bolland symposium.
University of Bristol
Bristol Dental School
Good practice example: funded gardening project
for staff and students to enhance outside space
used for time out and socialising, providing green
space in city centre.
University of Edinburgh
Royal (Dick) School of Veterinary Studies
Good practice example: introduced the Family
Support Award that covers childcare for training
and conference events.
University of Edinburgh
School of Physics and Astronomy
Good practice example: provides comprehensive
training in diversity, unconscious bias, PhD
supervision, recruitment and selection, responding
to disclosures of sexual violence, and mental
health first aid.
Athena SWAN Charter November 2018 round | Departmental Awards
Silver Departmental Awards
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University of Glasgow
School of Veterinary Medicine
Good practice example: established a menopause
working group that proposed an informal
menopause café and manager guidance on
managing the menopause at work.
University of Leeds
Psychology
Good practice example: School Contract
Research Staff Champion appointed, following
which all research staff survey respondents report
being encouraged to engage in career and
professional development.
University of Liverpool
School of Environmental Sciences
Good practice example: operate a policy of re-
advertising vacancies if no women were
shortlisted.
University of NottinghamSchool of PharmacyGood practice example: school-funded maternity leave for home and EU postgraduate students.
University of Oxford
Department of Biochemistry
Good practice example: runs the senior women's
network that meets termly.
University of Oxford
Nuffield Department of Population Health
Good practice example: expanded locally the
institutional Returning Carer's Fund beyond
researchers to professional staff.
University of Oxford
Nuffield Department of Women's &
Reproductive Health
Good practice example: funds the annual
Graduate Studies Symposium for postgraduate
students.
University of Oxford
Sir William Dunn School of Pathology
Good practice example: launched peer-mentoring
for postdocs and maternity mentoring to pair
soon-to-be-mothers with experienced mothers.
University of YorkDepartment of PhysicsGood practice example: Research Fellow mentoring scheme.
Advance HE | Equality Charters Awards Ceremony
22
Silver Departmental Awards (cont.)
Athena SWAN Charter November 2018 round | Departmental Awards
Silv
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Ath
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Find out more
For more information about Advance HE’s equality charters visit:
www.advance-he.ac.uk/charters
or email advanceheequality@advance-he.ac.uk
www.advance-he.ac.uk
@AdvanceHE
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