The Athena SWAN Charter recognises and celebrates good employment practice for women working in science, technology, engineering, maths and medicine (STEMM) in higher education and research. It evolved from work between the Athena Project and the Scientific Women’s Academic Network (SWAN), to advance the representation of women in science, engineering and technology.
Institutions pay an annual subscription to be a member of the Charter, and as members they can apply for recognition with Bronze, Silver or Gold Awards at either institutional or departmental level. The three levels of awards recognise plans, and progress against plans, to address gender inequalities, to change culture and attitude, and to tackle structural barriers to women making career transitions into senior academic posts.
The newsletters include news from Athena SWAN, current research and hints and tips for submitting an application.
- Issue 8 March 2015
- Issue 7 October 2014
- Issue 6 May 2014
- Issue 5 February 2014
- Issue 4 December 2013
- Issue 3 October 2013
- Issue 2 May 2013
- Issue 1 March 2013
Achieving Athena SWAN award recognition is not a competitive process; rather it is a collaborative one. We aim to extend the resources in these pages to signpost to applications and action plans so that institutions can learn from each other’s good practice.
- University of Birmingham, College of Medical and Dental Sciences – Application
- University of Bristol, School of Oral Dental Sciences – Application
- Queens University Belfast, School of Medicine, Dentistry and Biomedical Sciences – Application
- University of Manchester, School of Dentistry
- Cardiff University, School of Dentistry – Application
- Queen Mary University of London, Institute of Dentistry – Application
- University of Sheffield, School of Clinical Dentistry
- University College London, Eastman Dental Institute – Application
Written evidence submitted to the House of Commons Science and Technology Committee
The Dental Schools Council and Medical Schools Council submitted a joint response to the STEM Inquiry, outlining the issues of retention and progression of women in academic STEM careers, for example limited senior women role models, women often taking on a greater proportion of teaching/pastoral roles, limited opportunities for part-time or flexible working and women taking on the majority of caring responsibilities. The cycle is self-perpetuating.
The response offers examples of good practice from medical and dental schools, and makes wider suggestions for the roles that universities and the Government can play to address these issues.
The response can be accessed here.