Athena SWAN (Scientific Women Academic Network) is a prestigious award given to institutes in recognition of the results and commitments to advancing women.
Athena SWAN was launched in June 2005, to recognise commitment to advancing and promoting women's careers in science, technology, engineering, maths and medicine (STEMM) employment. From April 2015, the charter was expanded to recognise departments in Arts, Humanities, Social Sciences, Business and Law.
It recognises and celebrates good employment practice in the recruitment, retention and promotion of women including in Law School.
- The Athena SWAN Charter was developed in conjunction with the Equality Challenge Unit (ECU) to advance the representation of women in higher education and research.
- Awards range from bronze to gold. An institute is required to attain a bronze medal before individual departments can obtain an award.
- Submissions are made twice a year in November and April, and awards are given for 3 years.
Bronze department awards recognise that in addition to institution-wide policies, the department has reflected on its current culture, practices and processes and produced a four-year Action Plan to deliver improvements.
- Assessment of gender equality for the department
- 4 year plan
- The development of the organisational structure.
The Athena SWAN Charter is based on ten key principles:
- Acknowledgement that academia cannot reach its full potential unless it can benefit from the talents of all
- Commitment to advancing gender equality in academia
- Commitment to addressing unequal gender representation across academic disciplines and professional and support functions
- Commitment to tackling the gender pay gap
- Commitment to removing the obstacles faced by women at major points of career development and progression
- Commitment to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia
- Commitment to tackling the discriminatory treatment often experienced by trans people
- Acknowledgement that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles
- Commitment to making sustainable structural and cultural changes to advance gender equality
- Commitment to considering the intersection of gender and other factors wherever possible.
What is the School of Law doing?
Representatives from all programmes are currently working on putting together an application for Athena SWAN Bronze award.
Working with the Charter is helping City to identify and follow best practice. The main areas in which good practice can make a difference are:
- Appointment and selection
- Career Development
- Career Development for Early Career Researchers
- Workplace Flexibility
- Career Breaks
- Organisation and culture
Our Athena SWAN Team at the School of Law
- David Amos, Associate Professor
- Peter Hungerford-Welch, Assistant Dean, Professor
- Linda Jotham, Senior Lecturer
- Mazen Masri, Senior Lecturer
- Aurelia Murphy, School Head of Academic Services
- Lorraine Price, Quality Officer
- Katherine Reece Thomas, Associate Professor
- Keith Simpson, UCU Health & Safety Representative, Senior Lecturer
- Richard Ashcroft, Deputy Dean and Equality & Diversity Lead
- Cat Edera, Interim Chief Operating Officer
- Raha Ghadaksaz, Student Representative
- Emmy Gregory, Departmental Administrator
- Ruby Hundal, Project Support Officer for Athena SWAN
- Michael Jannetta, Equality, Diversity and Inclusion Officer
- Pia Rebelo, Student Representative
- Andrew Shall, HR Manager
- Sandra Brown, Equality & Diversity Manager
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.