Gender inequality exists in the research community both nationally and at institutional levels. It is present in progression and promotion, part-time working, membership of institutional committees and governing bodies among a range of areas.
UWE recognises the importance and benefit of fully inclusive working practices for all staff.
UWE acknowledges that poor working practices tend to disadvantage women more than men while good working practices benefit all staff regardless of their gender. This formed the basis for UWE to become a member of the Athena SWAN Charter. UWE has committed to follow the Athena SWAN principles.
A thorough analysis and discussion of both good practice and inequalities at UWE can be found in the UWE Athena SWAN Bronze Award application. UWE plans to address issues around gender inequality by delivery of the Action Plan which forms part of our application.
What is Athena SWAN?
Athena SWAN is a Charter which addresses gender inequalities and recognises commitment to advancing women's careers in science, technology, engineering, maths and medicine (STEMM) employment in higher education.
Athena SWAN promotes best practice in recruitment, retention and support of high quality staff in Universities. Members of the Charter include Universities throughout the UK and Ireland. UWE believes that Athena SWAN will benefit all staff in all roles in all faculties and support services at all levels within UWE.
Find out more
Olena Doran, UWE Athena SWAN Lead [Olena.Doran@uwe.ac.uk]
Vicky Swinerd, Athena SWAN Officer [Vicky.Swinerd@uwe.ac.uk]
Athena SWAN SharePoint site (members only)
This is the working area for University and Department level Self Assessment Teams.