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:

  • Representation
  • 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 and the expanded charter in 2015.

New Charter Members

The University of Dundee's membership of the new Charter in September 2015 represents the University's commitment to gender equality for all within the University of Dundee community.

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.
 * 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.

Pre-May 2015 Athena SWAN Charter

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

Find out more information about the expanded Athena SWAN Charter

University of Dundee Athena SWAN Steering & Executive Groups

See the list of staff contacts on the Steering Group and Executive Group Staff pages.

School Data

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 of distribution of male and femail staff over the grades

Graph shows distribution of male and female staff over the grades

Graph shows overview of female staff

Overview of female staff at University of Dundee

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