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Athena Swan (Scientific Women Academic Network) is a prestigious award given to institutions in recognition of commitment to advancing gender equality.

Athena SWAN Established in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment, the Charter is now being used across the globe to address gender equality more broadly, and not just barriers to progression that affect women.

The City Law School is committed to being a fair, inclusive, respectful and diverse place to work and study, which values all its staff and students equally.

In May 2022, we submitted our application for an Athena Swan bronze award as a sign of this commitment, as well as contributing to City, University of London’s engagement with the Race Equality Charter, the Disability Confident employer scheme, and initiatives against bullying and harassment.

We aspire to being the best law school to work and study in the UK, where all staff and students can flourish and fulfil their potential.

– Richard Ashcroft, Deputy Dean and Equality & Diversity Lead.

Charter Principles

The Athena SWAN Charter is based on ten key principles:

  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.

Bronze department awards recognise that, in addition to institution-wide policies, the School has reflected on its current culture, practices and processes and produced an Action Plan to deliver measurable improvements.

Our Athena SWAN Team at the School of Law

Please feel free to contact us with any questions or comments about the Athena SWAN process, or if you have any thoughts as to how to increase the number of women in senior roles within the School.

You can submit any comments to by emailing Law-Athenaswan@city.ac.uk.

Awards