The 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 departments, 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. You can read more about the Athena SWAN Charter and the guiding principles by visiting the Athena SWAN website.
“Gender equality is an important aspect of our community’s commitment to challenging inequality, celebrating diversity and creating an inclusive environment for all staff and students."
Lecturer; Programme Director: BA Psychoanalytic Studies; Athena SWAN LeadPsychosocial and Psychoanalytic Studies, University of Essex
Leading our Athena SWAN project at a time when our Department is growing, presents a great opportunity to help embed good work practices. I’m especially invested in using the Athena SWAN process to think intersectionally about issues of personal identity (such as class, race, disability, sexuality), as well to understand how the specificity of psychoanalytic and psychosocial subjects can be drawn on to inform our processes.
Senior Lecturer, Head of DepartmentPsychosocial and Psychoanalytic Studies, University of Essex
In therapeutic community practice democratic processes, sharing authority in a flattened hierarchy are key principles. One meets and works with those pushed into the margins of society on the basis of difference and disadvantage alone. I believe in removing unnecessary barriers and allowing people to progress on the basis of merit. These notions influence my teaching, the courses I chose to teach, and my current role as Head of Department.
Lecturer in Refugee CarePsychosocial and Psychoanalytic Studies, University of Essex
We can all do our bit to help promote equality access and inclusion within the university! And if everyone does something then we can most easily effect positive change! Within the university, I have been developing initiative to better include people from refugee backgrounds. Beyond the university world, I continue my work within the charity sector with equality and minority groups.
Professor; Director of Education; Undergraduate Director; Director of Centre for Myth StudiesPsychosocial and Psychoanalytic Studies, University of Essex
As a long-standing member of the Department I have seen how our educational and working culture have improved in recent years as the gender balance of our staff has improved. I see the Athena SWAN process as important for furthering this positive development.
Senior LecturerPsychosocial and Psychoanalytic Studies, University of Essex
Having had senior roles in the Department and University I have been strongly aware of gender issues and dynamics around women in positions of authority. I am particularly interested in differences in how confidence is developed, expressed and experienced by others and how women and men experience guilt and responsibility in senior roles.
Lecturer, PPS Programme Director, BA Childhood StudiesPsychosocial and Psychoanalytic Studies, University of Essex
As a new member of staff, previously from a Women's Gender and Sexulity programme, I am keen to continue work in an environment that not only fosters equitable professional relations and labour practices inter-departmentally, but is also committed to transmitting these theories and practices to our students in the classroom.
Department ManagerPsychosocial and Psychoanalytic Studies, University of Essex
As a member of the Department’s Senior Management team I feel that the advancement of gender equality is key for our future success and therefore it was obvious to me to be involved in our Athena SWAN work.
ProfessorPyschosocial and Psychoanalytic Studies, University of Essex
As Head of Department when work on the proposal was initiated, I was keen to move gender, equality and diversity issues to the forefront of our working culture. I hope Athena SWAN will help us to think through and respond to forms of bias and exclusion inherent in our working practices, the formation of our community, as well as our approach to teaching and the content of what we teach.