Athena SWAN Charter

This AS Charter ensures the School is committed to implementing ten key principles in every policy, practise and action plan within the School. These principles are ingrained in the Schools culture.

Athena Swan Silver logo

The Athena SWAN Charter is designed to promote and support the progression of women in all areas of STEMM. 

This AS Charter ensures the School is committed to implementing ten key principles in every policy, practise and action plan within the School. These principles are ingrained in the Schools culture.

The Ten Key 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.


Key Responsibilities of a Silver Award holder

As a Silver Award holder, the key responsibilities of the School of Chemistry are outlined:

"In addition to the future planning required for Bronze department recognition, Silver department awards recognise that the department has taken action in response to previously identified challenges and can demonstrate the impact of these actions."

In order to achieve and maintain this standard we have an appointed Equality and Diversity Group (EDG).