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As part of the Athena SWAN self-assessment process, we have developed an ambitious action plan for the next few years. The planned actions are proactive and responsive to the quantitative and qualitative evidence we have gathered, and reflect our commitment to advancing gender equality and providing an inclusive community for all staff and students.

Our ambition is to:

  • identify and remove factors that impede representation, development and career progression of staff and students

  • develop practices and policies that are responsive to the needs of staff and students

  • improve the understanding of any differential experience of academic and non-academic staff

  • engage staff from all parts of the university in Athena SWAN and diversity and inclusion activities

  • broaden the Athena SWAN agenda to consider intersectionality for staff and students

  • demonstrate sustained impact from Athena SWAN and diversity and inclusion activities.

Our priorities are:

  • the self-assessment process and expanded principles of Athena SWAN charter

  • key career transition points, appointments, pay and promotions

  • career development

  • flexible working, career breaks and work-life balance

  • organisation, culture and communication

  • education and students

  • baseline data and supporting evidence.

For more information about our Silver Award action plan, please contact Vanessa Ho.

The impact cycle

impact cycle diagram

See: How to get involved

 

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