ECU’s Athena SWAN Charter covers Women (and Men where appropriate) in:
Academic Roles in STEMM and AHSSBL
Professional and Support Staff
Trans Staff and Students
In relation to their:
Progression of Students into Academia
Journey through Career Milestones
Working Environment for All Staff
Founded in 2005, the Athena SWAN Charter is a scheme that recognizes excellence in science, technology, engineering, mathematics and medicine (STEMM) employment for women in academia.
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. The University of Dundee became a member of the Charter in 2011.
New Charter MembersThe University of Dundee was confirmed as a member of the new Athena SWAN Charter in September 2015. This represents the University's commitment to gender equality for all within the University of Dundee.
The expanded Athena SWAN Charter is based on ten key principles. As a member of this charter, the University of Dundee has committed to adopting these principles within their policies, practices, action plans and culture.
Expanded Athena SWAN Charter
Ten Key Principles* We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.
Pre-May 2015 Athena SWAN Charter
The current University of Dundee institution award and all current and pending department awards were submitted pre-May 2015.
The six key principles of the pre-May 2015 charter are:
- to address gender inequalities requires commitment and action from everyone, at all levels of the organization
- to tackle the unequal representation of women in science requires changing cultures and attitudes across the organization
- the absence of diversity at management and policy-making levels has broad implications which the organization will examine
- the high loss rate of women in science is an urgent concern which the organization will address
- the system of short-term contracts has particularly negative consequences for the retention and progression of women in science, which the organization recognizes
- there are both personal and structural obstacles to women making the transition from PhD into a sustainable academic career in science, which require the active consideration of the organisation
University of Dundee Athena SWAN Steering & Executive Groups
On the basis of HESA, using full-time equivalent (FTE) data our non-professorial academic staff is 47% female, which is above the UK average of 43.4%.
The percentage of female professors was 19%, above the UK average of 16.5% and the highest percentage in Scotland.
Graph shows distribution of male and female staff over the grades
Overview of female staff at University of Dundee