Completing our second year of our Athena Swan Action Plan, therefore, is a significant milestone in our ongoing commitment to advancing gender equality and fostering an inclusive culture at the university.
Following our Athena Swan Bronze Charter award in 2024 we have taken forward our prioritised action plan to address our 6 key priorities with the support of the Athena Swan Action Group.
- Address job segregation within professional services roles.
- Enhance and embed inclusive recruitment and selection processes for academic staff.
- Increase the proportion of women in AC5 positions via academic promotions.
- Support and improve confidence to report incidences of bullying and harassment.
- Improve data quality on gender identity and gender reassignment to better understand gaps in support.
- Improve experience of staff returning from a career break (including parental leave).
Over the academic year, colleagues across the university have contributed to a number of impactful initiatives aligned with our Athena Swan action plan:
- Publication of menstruation guidance to support management of the impacts on menstruation in the workplace. (Action 8.2)
- Creation of a clear and transparent employee value proposition, including benefits and carer provisions through launch of staff benefits hub launched Sept 2025. Includes EAP and Employers for Carers Resources Video case studies for EVP and career journeys added to website. (Action 13.2)
- Storytelling and promotion of inspirational stories from BAME leaders promoted through BAME Staff Network (Action 15.1)
- Publishing awareness raising articles regarding the Report and Support platform and available support to improve confidence to report incidences of bullying/harassment (Action 17.1)
- The launch of a campaign to support staff in updating confidential, personal and sensitive information, including ‘prefer not to say’ as an active response and how improving diversity data benefits individuals (Action 20.2)
- The launch of Parents and Carers Community (June 26. The event brought together staff to open conversations about the experiences of working parents and carers and to lay the foundations for an ongoing community of support. (Action 24.4)
As we enter our third year of our Athena Swan journey, we will align all charter activities for an intersectional approach as we continue our commitment to gender equality and our dedication to enhance representation progress and success for all.
The working group will continue its work, with four meetings scheduled for the 2026/27 academic year, chaired by Andrew Westby, Deputy Vice-Chancellor, Research and Innovation, LASE University Group.
Thank you to all colleagues who have contributed to this important work.
For more information, please email equality@gre.ac.uk