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Understanding the impact of and reviewing Athena
SWAN in the UK to create the catalyst for
meaningful change in the global higher education
landscape
Gary Loke, Director of Knowledge, Innovation, Insights
and Delivery, Advance HE
STEMM Equality Congress
Advance HE• We support higher education providers and research institutions to put
institutional strategy into practice for the benefit of students, staff and society.
• Formed through the merger of the Equality Challenge Unit, Higher Education
Academy and Leadership Foundation for Higher Education in March 2018
• We bring together HE-focused expertise in governance, leadership and
management, teaching and learning, and equality, diversity and inclusion to
help to deliver world-leading teaching, research and scholarship, civic mission
and student outcomes.
• We do this through the provision of specialist knowledge and resource,
externally recognised benchmarking and recognition schemes and a member-
focused, collaborative approach.
Athena SWAN• Established in 2005: originally, recognition scheme of
excellence in women’s employment in STEMM
• 2005: 10 UK members
• Now a recognition scheme of commitment to
gender equality across institutions
• 2018: 145 UK members
• Growing number of international partnerships
Athena SWAN award (UK)Bronze
self-assessment and analysis
identify issues and challenges
plan activities on a solid foundation
Silver
additional to Bronze
evidence of impact and achievement
Gold
significant record of activity and impact
beacons for gender equality and good practice
Bronze
85 universities
15 Bronze research institutes
416 Bronze departments
Silver
13 Silver universities
2 Silver research institutes
191 Silver departments
Gold
10 Gold departments
1 Gold research institute
UK: Launched in 2005,
731 institutions and
departments
participate; since 2011,
silver awards linked to
NIHR funding.
Adapted in 2015 by
Science in Australia
Gender Equity (SAGE)
initiative of two
Australian academies;
45 institutions
participate.
Collaboration with
American Association for
the Advancement of
Science to adapt Athena
SWAN to create STEM
Equity Achievement (SEA)
Change programme. 12
institutions planning to
submit an application in
2018/19 .
Canadian government
committed in 2018 to
develop an adapted “made-
in-Canada” model; scoping
workshops run.
Launched in 2015, 28 Irish
institutions participate: all
7 universities and 12
departments hold awards.
By 2019 bronze and by
2023 silver awards will be
linked to government
research funding.
Japanese Ministry of
Education, Culture,
Sports, Science and
Technology (MEXT) in
advanced discussions
about potential pilot.
Currently participate Committed to participating Expressed interest
In 2016, an India-
Australia-UK trilateral
workshop recommended
the introduction of the
Athena SWAN
framework to India.
Athena SWAN internationally
Impact in UK• Evidence of sustainable change
• Women – improved visibility, increased self-
confidence, enhanced leadership skills
• All staff – positive differences in career
satisfaction, development opportunities
• Administrative and technical staff report a
greater sense of belonging
• Process and awards provide credibility and
impetus for gender work
“[Athena SWAN is] the most effective lever for change I have come across in 12 years of equality work.”
– Institutional champion
- Independent research by University of Loughborough
https://www.ecu.ac.uk/publications/evaluating-athena-swan/
International impact• 96.2% or respondents
agreed that the Athena
SWAN pilot has helped to
raise awareness of gender
equality issues in Irish
higher education
“The pilot has clearly
been successful in its
purpose (as I see it),
being a strategic
catalyst for change
while helping to build
capacity to deliver on
that change.”“The Athena SWAN
programme has
brought real change
to our university and
will change the
culture for the better.”
Australian SAGE formative evaluation
• Strengths: proven enabling mechanism for transformational change:
– Structured, credible and transparent – visible accountability
– Strengthens organisational governance
– Encourages and facilitates collaboration – communities of
learning and practice
• Strength: internationally recognised collaborative brand
• Weaknesses: overemphasis on establishing direct link between
evidence, action and impact; change and transformation in complex
organisations is dynamic and non-linear.
New impact study (UK only)• Effectiveness of Athena SWAN in facilitating improvement the gender profile
• Impact of Athena SWAN in:
– improving the engagement and success of women in processes such as
recruitment, promotion, appraisal and training
– changing the culture and attitudes to address gender inequality and unequal
representation
• The extent to which Athena SWAN practices and learning have been incorporated
into mainstream strategies and processes
• The sustainability of the changes made as a result of their participation in the Athena
SWAN Charter
• An exploration and testing of the experiences and perceptions of HEIs of
implementing the Athena SWAN Charter and awards process
Athena SWAN review (UK)
• Testing feedback and perceptions of:
– Workload (especially gendered workload)
– Consistency (peer review)
• Methodology of Athena SWAN
– Especially for renewals
• Timely as Athena SWAN grown has since inception
• But… must ensure rigour is maintained
Timeline
• Impact study: now till February 2019
• Review: listening exercise now till January 2019
• Sector consultation & analysis: March 2019 to July
2019
• Recommendations: September 2019
UK only review, but learning will be shared with our partners to build a
stronger global model and community of practice
Thank you and questions
@Gary_AdvanceHE
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