We are proud to hold a Silver Athena Swan award since April 2016.
Athena SWAN in Geography
We are proud to hold a Silver Athena Swan award since April 2016.
Introduction to Athena SWAN
The Athena SWAN Charter recognises the advancement of women in Higher Education (HE). Within STEMM disciplines, women are typically under-represented at senior levels and this is ubiquitous across the HE sector.
Following the Principles of the transformed UK Athena Swan Charter and, in determining our priorities and interventions, we commit to:
1. adopting robust, transparent and accountable processes for gender equality work, including:
a. embedding diversity, equity and inclusion in our culture, decision-making and partnerships, and holding ourselves and others in our institution/institute/department accountable.
b. undertaking evidence-based, transparent self-assessment processes to direct our priorities and interventions for gender equality, and evaluating our progress to inform our continuous development.
c. ensuring that gender equality work is distributed appropriately, is recognised and properly rewarded.
2. addressing structural inequalities and social injustices that manifest as differential experiences and outcomes for staff and students.
3. tackling behaviours and cultures that detract from the safety and collegiality of our work and study environments for people of all genders, including not tolerating gender-based violence, discrimination, bullying, harassment or exploitation.
4. understanding and addressing intersectional inequalities.
5. fostering collective understanding that individuals have the right to determine their own gender identity, and tackling the specific issues faced by trans and non-binary people because of their identity.
6. examining gendered occupational segregation, and elevating the status, voice and career opportunities of any identified under-valued and at-risk groups.
7. mitigating the gendered impact of caring responsibilities and career breaks, and supporting flexibility and the maintenance of a healthy ‘whole life balance’.
8. mitigating the gendered impact of short-term and casual contracts for staff seeking sustainable careers.
Geography's Athena SWAN Working Group meets regularly to determine, progress and assess our priorities and interventions as identified in our Silver Action Plan.
Information on The University of Exeter institutional award and Departmental awards can be found here
Activities and benefits
The Geography department here at Exeter is committed to the development of an inclusive culture whereby all staff and students feel that they can achieve their career aspirations and goals.
The Athena SWAN self assessment process has given us the opportunity to explore issues of gender within our discipline as well as a mechanism through which we can support both men and women. The Geography Athena SWAN group has genuine influence, which is already showing an impact upon the culture of the department.
Since embarking on our Athena SWAN journey, we have recognised key challenges faced by women within the department. In consequence to this, we have put in place a number of measures, including:
- an established early careers network
- increased completion rates for equality and diversity training, as well as recruitment and selection training for all staff who sit on interview panels
- equal gender representation on our web pages
- Athena SWAN principles are integrated into our recruitment procedure
- A review of the PDR appraisal process
- organised weekly coffee sessions which all staff are invited to attend.
During this time, we have seen an increase in the overall number of our staff and students whilst welcoming a greater proportion of women to the department. This is reflected in our data, which shows the gender ratio of our student and staff populations have become more balanced over time. We are extremely proud of the work we have done so far but recognise there is more to do. Women are still underrepresented at the most senior levels; we hope that through our Athena SWAN work, we can support the women already in our pipeline to progress on to those senior positions, thereby providing a gender balance of role models for the next generation of Geographers.
Geography Athena SWAN Working Group
|Name and Role||Contact|
|Jo Little - Chair||J.K.Little@exeter.ac.uk|
|Ian Cook - core group|
|Alastair Graham - core group|
|Jennifer Lea - core group||J.Lea@exeter.ac.uk|
|Lina Mercado - core group|
|John Wylie - HoD||J.W.Wylie@exeter.ac.uk|
|Sean Carter - DoE||S.Carter@exeter.ac.uk|
|Andrew Nicholas - DoR||A.P.Nicholas@exeter.ac.uk|
|Louise MacAllister - postdoc rep|
|Jack Stephens - PGR firstname.lastname@example.org|
|Sian Biggar - SSLCemail@example.com|
|Isabel Castle - PS Support||I.Castle@exeter.ac.uk|
Core hours FAQs
What are Geography's core hours on the Streatham campus?
9.30am-3.00pm, Monday to Friday. These are based on 'school run' hours, assuming colleagues drop their children off at school at 9 and pick them up at 3.30.
Why has the issue of core hours come up?
Our Athena SWAN silver application form requires us to talk about:
'Timing of departmental meetings and social gatherings – provide evidence of consideration for those with family responsibilities, for example, what the department considers to be core hours and whether there is a more flexible system in place.'
Where can I find out more about Athena SWAN at Exeter?
Why do we need core hours?
This is all about maximising the opportunities for all of our staff and postgrads to keep 'in the loop' of our discipline's research and governance cultures. Many colleagues, for life-work balance reasons (in particular to do with caring responsibilities, but also for other reasons), are unable to attend 'bread and butter' meetings because they take place too early or too late in the day.
Do core hours include teaching?
No. There is a longstanding and separate policy through which colleagues can request a change to their working patterns. Details of this and other available support for parents and carers are outlined on the parent webpages.
What should take place during core hours?
The most basic, regular get-togethers that colleagues need to attend to be 'in the loop' as far as Geography's research and governance are concerned. This includes, for example, all regular committee meetings, staff meetings, departmental seminars and research group meetings.
Who are these core hours for?
Academic staff, postdocs, and postgraduate students. Undergraduate students and Professional Services staff are not part of this core hour policy, at this stage.
Is it OK to organise meetings and events outside core-hours?
Yes, for one-off or maybe termly events during the academic year, but only if these are announced with plenty of notice (at least 6 weeks, perhaps) so that colleagues can arrange replacement care, etc. This includes, for example, research group residentials.
The established practice of arranging times to meet colleagues and/or students within and beyond core hours etc. are fine, if the people involved are happy with this.
What if I have any questions?
Please contact Ian Cook, Geography's Athena SWAN chair on firstname.lastname@example.org or in person in Amory 409.
Links and further reading
Signing up to the following mailing lists is useful for keeping up to date with current research, events, best practice and policies relating to Equality and Diversity and Athena SWAN.
Athena SWAN JISC mailing list
The Athena SWAN’s JISC mailing list is useful for both learning from and informing individuals and institutions involved in the Athena SWAN Process about the research, events, and initiatives your Department and/or your Institution has been involved in. You can subscribe via emailing the Athena SWAN team.
The Equality Challenge Unit’s Equality Link newsletter: Equalitylink - This is a monthly round-up of equality and diversity news, resources and ECU’s work with the sector.
For Geographers, you can also sign up to the Geographer’s Athena SWAN Jisc mailing list.
Subscribing to the Gov.UK Equality Policy email alerts gives you regular updates to national changes in policy and information on ‘what the government’s doing about equality’.
Women in Science and Engineering (WISE):
Sign up to getSET, the monthly newsletter from WISE.
Newsletters and Blogs:
Gender equality and Athena SWAN
- University of Exeter gender equality website
- Women in STEM: four steps to a stronger Athena Swan application (Guardian)
CLES guidelines for the support of staff taking maternity, maternity support/paternity, adoption, parental or carer related leave:
- CLES Management Guidelines for the support of staff taking up leave and flexible working opportunities
Psychology Athena SWAN Guidelines for the arrangement of pop-up nurseries for events outside of core hours
Creating Cultural Change:
Gender equality in STEM articles:
- 6 steps to gender equality (short free e-book)
- How to get more women professors: success at the top of the world!
- Science faculty’s subtle gender biases favour male students
- Attrition of Women in the Biological Sciences: Workload, Motherhood, and Other Explanations Revisited
- 5 suggestions to the Norwegian government about women professors
- Addressing gender imbalances in Animal Conservation
- 6 Women Scientists Who Were Snubbed Due to Sexism
- Male Bosses Need to Speak Up for Gender Balance
- Why women leave academia and why universities should be worried
- The chemistry PhD: the impact on women’s retention
- Advancing Women in Science and Technology is Critical for Innovation
Rethinking Language and Visual Representations
Gender in Recruitment
- Evidence that gendered wording in job advertisements exists and sustains gender inequality
- How to diversity recruitment: including using Texico software and the Kat Matfield Gender Decoder