At Anglia Ruskin University we are committed to gender equality. We became members of Athena SWAN in December 2012 and were delighted to be awarded an Athena SWAN Institutional Bronze Award in April 2015.
We have ambitions to continue with this success by achieving Faculty Bronze awards in all five of our Faculties over the next few years, and to further build on the success of our Institutional Bronze Award.
The Athena SWAN Charter
Recognising advancement of gender equality: representation, progression and success for all.
The Athena SWAN Charter was established by the ECU (Equality Challenge Unit) in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in higher education and research.
In May 2015 the charter was expanded to recognise work undertaken in arts, humanities, social sciences, business and law (AHSSBL), and in professional and support roles, and for trans staff and students. The charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.
What are we doing?
As a part of our commitment to the principles laid out by the Athena SWAN Charter we are exploring avenues to enhance our culture and to develop our policies and practices to further promote gender equality throughout our University. We are doing this in a number of ways, through our:
- Appointment and selection processes
- Promotions processes
- Career development programmes and initiatives
- Workplace flexibility
- Career breaks
- Return to work support
- Staff support networks
Athena SWAN not only covers gender equality for staff, but also for students. At Anglia Ruskin University this is very important to us and we are dedicated to breaking down any existing barriers for our students, particularly in areas of underrepresentation of women in STEMM areas, as well as subsequent career progression of women into an academic career in these areas.
The Athena SWAN Charter is based on ten key principles. By being part of Athena SWAN, we are committing to a progressive charter; adopting these principles within our policies, practices, action plans and culture.
- We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all
- 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
- 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)
- We commit to tackling the gender pay gap
- 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
- We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women
- We commit to tackling the discriminatory treatment often experienced by trans people
- 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
- 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
- All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible
Our University Athena SWAN Self-Assessment Team
The University Athena Swan Committee comprises representatives from within our five Faculties and at an institutional-level from within our student, staff and academic service teams. The committee is responsible for the oversight of all Athena SWAN related activity and for ensuring that gender equality remains at the top of our University’s agenda.
Meet the team
- Jason Archontides - Strategic Data and Analytics Manager, Business Intelligence Service
- Anika Bloomfield - Athena SWAN Coordinator, Human Resources Services
- Dr Tim Brooks - Head of Research Excellence and Enhancement, Research, Innovation and Development Office
- Rachael Cornwall - Head of Engagement and Development, Human Resources Services
- Dr Sunrita Dhar-Bhattacharjee - Senior Lecturer, Acting Deputy Head of Department, Lord Ashcroft International Business School; Faculty Athena SWAN Lead
- Professor Jeffrey Grierson - Professor of Health and Social Care, Faculty of Health Social Care and Education; Faculty Athena SWAN Lead
- Katie Potts - Equality and Diversity Manager, Student Services
- Dr Kez Latham - Reader, Faculty of Science & Technology; Faculty Athena SWAN Lead
- Dr Nina Lubbren - Deputy Head of Department ECFM; Acting Course Group Leader Communication, Film and Media; Principal Lecturer in Film Studies, Faculty of Arts Law and Social Sciences; Faculty Athena SWAN Lead
- Dr Francesca Panin - Lecturer in Healthcare Science, Faculty of Medical Science; Faculty Athena SWAN Lead
- Jamie-Louise Smith – Students’ Union President
- Professor Helen Valentine - Deputy Vice Chancellor
- Dr Alan White - Director of the Doctoral School, Research, Innovation and Development Office
If you would like further information about Athena SWAN at Anglia Ruskin University, please contact our Athena SWAN Coordinator - Anika Bloomfield (firstname.lastname@example.org).
We are always keen to improve on practices and processes, so if you have any comments or ideas we are keen to hear from you.
Institutional Bronze Award
View our Institutional Bronze Award submission.