The Athena SWAN charter was established in 2005 and the first awards were conferred in 2006. The initial charter set out to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, mathematics, and medicineinstitutions of higher education and research. In 2011, the UK Chief Medical Officer made it a requirement for academic departments applying for funding from the English National Institution of Health Research to hold the Athena SWAN silver award. In May 2015 the charter was expanded to include non-STEM departments including arts, humanities, social sciences, business, and law. Additionally, it expanded to cover additional communities including professional and support staff, technical staff, as well as trans staff and students. The first awards to non-STEM university departments were announced in April 2016. The new charter recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.
Award details
Members who sign up to the charter are expected to apply for an Athena SWAN award, at Bronze, Silver or Gold level. Each award is valid for four years under the post-2015 rules. They commit to adopting ten principles, which focus on promoting and supporting gender equality for women. In particular, the charter aims to address what is known as the “leaky pipeline” of women progressing to senior roles in science by removing obstacles to their advancement, ensuring equal pay and mainstreaming support, through action at all levels across the department or organisation.
Reception
An exploratory study of women's and men's perceptions of Athena SWAN was broadly positive and highlighted the significance of government funding being linked to Athena SWAN awards, but it also highlighted the limitations of whether the process can change longstanding and entrenched issues in society. A study focusing on the university culture in medical and social sciences attributed a more positive culture in medical sciences to the wide-spread implementation of Athena SWAN gender equality action plans linked to the NIHR funding incentives.
