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Athena SWAN focus group (Riverside)

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University of Chester, Riverside Campus

Riverside 148

Castle Drive

Chester

CH1 1SL

United Kingdom

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ECU’s Athena SWAN Charter was established 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.

ECU’s Athena SWAN Charter covers women (and men where appropriate) in:

  • o academic roles in science, technology, engineering, maths and medicine (STEMM) and arts, humanities, social sciences, business and law (AHSSBL).
  • o professional and support staff
  • o trans staff and students

In relation to their:

  • o representation
  • o progression of students into academia
  • o journey through career milestones
  • o working environment for all staff

The University of Chester currently holds a Bronze Athena SWAN institutional award, conferred in 2014. All the information is available here. The University also holds the Gender Equality Mark, again conferred in 2014. All the information is available here and here

As a result of the changes to the award, detailed above, the University will submit a brand new application for a Bronze Institutional Athena SWAN award in April 2018. All staff are invited to input and contribute to the University’s gender equality work and one way of doing this is via a number of focus groups being held in February. The focus groups will build on responses gained to the University’s Athena SWAN survey which was available for academic staff to complete from June to September 2017.

The focus groups will seek feedback from both academic and support staff on gender equality, particularly in relation to the following areas:

  • Induction and support, particularly asking attendees to think back to their own inductions to develop a best practice list of areas that should be covered in departmental and university wide induction programmes.
  • Career development, including support for career progression, particularly specific support that should be available to postdoctoral researchers.
  • Flexible working and managing career breaks, including beneficial support given before, during and after leave and support that was expected or needed but not provided; Flexible working; transitioning from part to full time; University of Chester childcare provision and caring responsibilities.
  • Organisation and culture: focussing on best practice examples of how University of Chester considers gender equality and inclusivity; how we can better embed the AS principles into the culture of University of Chester, role models and support for trans people.

The focus groups will be facilitated by Athena SWAN Co-chair Dr Elizabeth Christopher, Athena SWAN self-assessment team member Prof Lynne Kennedy and Athena SWAN coordinator Kathryn Leighton

Open to University staff only

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University of Chester, Riverside Campus

Riverside 148

Castle Drive

Chester

CH1 1SL

United Kingdom

View Map

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