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little impact on lived experiences of women working in universities. Others have indicated an apparent failure to find any significant impact of Athena SWAN awards on changes in the proportion of women in senior leadership positions or professorial posts based on data held be the Higher
Education Statistics Agency (HESA) for consecutive years between 2012 and 2019.
352:
SWAN research funding incentives, which promote research and leadership opportunities for women. However, it is important to note that these improvements are not ubiquitous across all academic disciplines, and
Charter-induced interventions may take some time to produce tangible results, as the influence of diversity charters follows a trajectory of maturity.
271:
An exploratory study of women's and men's perceptions of Athena SWAN in 2017 was broadly positive, and highlighted the significance of government funding being linked to Athena SWAN awards; it also highlighted the limitations of the process to change long-standing and entrenched issues in society. A
351:
Despite being in its nascent stage, research into the effects of the
Charter on the careers of women indicates a positive impact on gender diversity among both managerial leaders and non-managerial academics, as well as female research leaders. The latter is attributed to the introduction of Athena
279:
According to empirical research carried out at the
University of Bath, "there is no evidence that Athena SWAN membership and award level have any impact" on "the gender pay gap and the proportion of women in the top quartile of pay". Some commentators consider it to be largely window-dressing with
262:
rights to paid leave and the lasting negative impact this has on relative career advancement for those taking long maternity and short paternity leave. It has also been found that "there is no evidence that Athena SWAN membership and award level have any impact" on "the gender pay gap and the
276:(NIHR). A 2020 study examining the effect of Athena SWAN funding incentives on women's research leadership in NIHR Biomedical Research Centres found a rise in the number of women in mid-level leadership positions and the proportion of funding going to women.
272:
2019 study of the university culture in medical and social sciences attributed a more positive culture in medical sciences to the widespread implementation of Athena SWAN gender equality action plans, linked to the funding incentives of the
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Members (universities) who sign up to the charter are expected to apply for an Athena SWAN award, at Bronze, Silver or Gold level. Each award is valid for four years under the post-2015 rules (three years where pre-2015 rules apply).
159:
In May 2015 the charter was expanded to include non-STEMM departments including arts, humanities, social sciences, business, and law. Additionally, it expanded to cover additional communities including professional and support staff,
172:. The first awards to non-STEMM university departments were announced in April 2016. The new charter recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.
294:, in a letter to the editor, said it "promotes a controversial view of sex and gender". Within the Irish context in particular (see below), it has been suggested that institutional commitment to the charter poses a risk to
1331:
Ovseiko, Pavel V.; Taylor, Mark; Gilligan, Ruth E.; Birks, Jacqueline; Elhussein, Leena; Rogers, Mike; Tesanovic, Sonja; Hernandez, Jazmin; Wells, Glenn; Greenhalgh, Trisha; Buchan, Alastair M. (26 October 2020).
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Ovseiko, Pavel V.; Taylor, Mark; Gilligan, Ruth E.; Birks, Jacqueline; Elhussein, Leena; Rogers, Mike; Tesanovic, Sonja; Hernandez, Jazmin; Wells, Glenn; Greenhalgh, Trisha; Buchan, Alastair M. (26 October 2020).
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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
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In 2018 Canada introduced the
Dimensions pilot programme. Supported by Advance HE, Dimensions aims to draw on the Athena SWAN methodology to recognise institutions that are inclusive of underrepresented groups.
196:
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.
148:
The Athena SWAN charter was established in 2005 and the first awards were conferred in 2006. The initial charter set out to encourage and recognise commitment to advancing the careers of women in
156:
made it a requirement for academic departments applying for funding from the
National Institute for Health Research to hold the Athena SWAN silver award. This requirement was removed in 2020.
1128:
996:"Developing a theoretical framework for exploring the institutional responses to the Athena SWAN Charter in higher education institutionsāA feminist institutionalist perspective"
343:
and the
Technological Higher Education Association. As of December 2022, there was a total of 112 award holders, 110 of these were Bronze Awards and the remainder were Silver.
799:"Creating a more supportive and inclusive university culture: a mixed-methods interdisciplinary comparative analysis of medical and social sciences at the University of Oxford"
242:
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.
897:
The impact of Athena Swan accreditation on the lived experiences of early- and mid-career researchers: A qualitative study of an Athena Swan gold award-holding department
335:
In 2015 the
Charter entered Irish higher education. It is supported by the Athena SWAN National Committee which has representatives from higher education institutes,
283:
The Athena SWAN charter is now used by some institutions in conjunction with the Race
Equality charter and issues of gender and race inequality become conflated.
580:
249:
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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We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from
149:
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in introducing a pilot scheme called STEM Equity
Achievement (SEA) Change programme. SEA Change borrows from Athena SWAN but is broader in scope.
1548:
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reported concerns about the Athena SWAN programme; barrister Naomi Cunningham described it as "totalitarian and unlawful" while historian
1389:"Positive Action Towards Gender Equality: Evidence from the Athena SWAN Charter in UK Medical Schools: Athena SWAN in UK Medical Schools"
1155:"An exploration of perceptions of gender equity among SAGE Athena SWAN self-assessment team members in a regional Australian university"
124:) is an equality charter mark framework and accreditation scheme established and managed by the UK Equality Challenge Unit (now part of
742:"Advancing gender equality through the Athena SWAN Charter for Women in Science: an exploratory study of women's and men's perceptions"
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258:, for failing to address unconscious bias in paying "market" rates of pay, and failing to address the sex discrimination inherent in
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946:"Narratives of academic staff involvement in Athena SWAN and race equality charter marks in UK higher education institutions"
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across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:
206:
the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
728:
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They commit to adopting ten principles, which focus on promoting and supporting gender equality for women. These are:
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Ovseiko, Pavel V.; Pololi, Linda H.; Edmunds, Laurel D.; Civian, Jan T.; Daly, Mary; Buchan, Alastair M. (2019).
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the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM)
111:
Recognises organisations' commitment to, and progress on, equality and diversity, particularly race and gender
454:"The Athena SWAN Charter: Promoting Commitment to Gender Equality in Higher Education Institutions in the UK"
320:
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Nash, Meredith; Grant, Ruby; Lee, Li-Min; Martinez-Marrades, Ariadna; Winzenberg, Tania (23 February 2021).
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913:"A Time-Series Analysis of the Impact of Athena Swan on the Representation of Women in Senior Roles"
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581:"NIHR responds to the Government's call for further reduction in bureaucracy with new measures"
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1129:"Staff requirement to promote 'gender ideology' is threat to academic freedom, say lecturers"
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1428:"Workforce Diversity, Diversity Charters and Collective Turnover: Longāterm Commitment Pays"
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Ovseiko, Pavel V.; Chapple, Alison; Edmunds, Laurel D.; Ziebland, Sue (21 February 2017).
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Xiao, Yunyu; Pinkney, Edward; Au, Terry Kit Fong; Yip, Paul Siu Fai (1 February 2020).
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F Amery, 'Why do UK universities have such large gender pay gaps?' (25 April 2019)
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cannot reach its full potential unless it can benefit from the talents of all.
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for the retention and progression of staff in academia, particularly women.
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1334:"Effect of Athena SWAN funding incentives on women's research leadership"
1276:"Athena SWAN and gender diversity: a UK-based retrospective cohort study"
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841:"Effect of Athena SWAN funding incentives on women's research leadership"
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An Australian pilot of the Charter began in 2015 and is overseen by SAGE
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We commit to tackling the discriminatory treatment often experienced by
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152:(STEMM) institutions of higher education and research. In 2011, the UK
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603:"Navigating unChartered waters: anchoring Athena SWAN into Irish HEIs"
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Chapman, Gary; Nasirov, Shukhrat; Ćzbilgin, Mustafa (1 August 2022).
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Donald, Athene; Harvey, Paul H.; McLean, Angela R. (5 October 2011).
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provides insufficient context for those unfamiliar with the subject
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British university accreditation scheme promoting gender equality
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The ten principles have been criticised for failing to mention
1508:
1511:. American Association for the Advancement of Science (AAAS).
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1493:"Centre of Excellence for Equality, Diversity and Inclusion"
525:"Athena SWAN awards: Bridging the gender gap in UK science"
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We commit to addressing the negative consequences of using
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science, technology, engineering, mathematics, and medicine
128:) in 2005 that recognises and celebrates good practices in
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Barnard, Sarah (2017), White, Kate; O'Connor, Pat (eds.),
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Gendered Success in Higher Education: Global Perspectives
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Athena Swan (Scientific Women's Academic Network) Charter
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Henderson, Holly; Bhopal, Kalwant (20 February 2021).
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497:"How to create a better future for women in science"
1517:"Equity, diversity and inclusion : Dimensions"
460:, London: Palgrave Macmillan UK, pp. 155ā174,
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American Association for the Advancement of Science
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263:proportion of women in the top quartile of pay".
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911:Armstrong, John, Sullivan, Alice (14 May 2023).
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325:Australian Academy of Technology and Engineering
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1503:. Science in Australia Gender Equality (SAGE).
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929:: CS1 maint: multiple names: authors list (
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140:: representation, progression and success.
1509:"See change with STEMM Equity Achievement"
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644:"First non-STEM Athena SWAN winners named"
319:company created from a partnership of the
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136:institutions towards the advancement of
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1387:Gregory-Smith, Ian (1 September 2018).
894:Christine Mathew, Ruby (January 2021).
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1495:. Higher Education Authority, Ireland.
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274:National Institute for Health Research
1519:. Government of Canada. 5 April 2022.
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44:providing more context for the reader
1250:"Athena Swan Ireland: Award holders"
1101:Colfer, Colette (18 November 2021).
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994:OāMullane, Monica (1 August 2021).
225:into a sustainable academic career.
122:Scientific Women's Academic Network
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747:Health Research Policy and Systems
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900:(phd thesis). University of York.
803:Interdisciplinary Science Reviews
700:"About ECU's Athena SWAN Charter"
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495:Solomon, Tom (26 November 2014).
360:In 2017 Advance HE supported the
1232:"Athena SWAN Charter in Ireland"
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199:We commit to addressing unequal
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1501:"SAGE pathway to Athena Swan"
1432:British Journal of Management
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962:10.1080/02680939.2021.1891576
824:10.1080/03080188.2019.1603880
729:Political Studies Association
642:Grove, Jack (28 April 2016).
620:10.1080/09589236.2021.1923463
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321:Australian Academy of Science
601:Drew, Eileen (1 June 2021).
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1103:"Stifling Academic Freedom"
950:Journal of Education Policy
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214:We commit to tackling the
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706:. Equality Challenge Unit
680:. Equality Challenge Unit
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433:. Equality Challenge Unit
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649:Times Higher Education
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674:"Athena SWAN Charter"
256:collective bargaining
201:gender representation
188:*We acknowledge that
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1075:"FEARS FOR ACADEMIA"
403:Women's empowerment
230:short-term contracts
92:Commissioned by
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40:improve the article
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286:In November 2021,
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393:Gender inequality
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