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Athena Swan

Liverpool Hope University has confirmed its commitment to working towards the Athena Swan Charter Mark.  It has three years to be in a position to apply for a Bronze Institution award which recognises a solid foundation for eliminating gender bias and developing an inclusive culture.

A Self-Assessment Team, has been established which, reporting in to the Equality and Diversity Steering Group, will create and monitor an action plan designed to prepare the University for its submission.

Further information will soon be available via the on the web page which will provide further information on Athena Swan and the University’s application process. In the meantime, if you have any questions or require further information, please contact Theresa Lewin (HR Manager) who is the University’s Athena Swan Co-ordinator (lewint@hope.ac.uk or ext 3348). 

Self-Assessment Team

 

Name

Job Role

Chair TBC
Mrs Theresa Lewin (Athena Swan Co-ordinator) HR Manager 
Miss Karen Jones Database Administrator - Personnel
Dr Karen Wilson  IS Corporate Application Developer 
Mrs Claudia McLean Chief Accountant and Head of Financial Services
Mr John Berry Campus Manager
Mr Adam Dumbleton Faculty Administrator 
Ms Paula Raper Professional Tutor in Human Resource Management
Dr Belen Olmos Giupponi Senior Lecturer in E.U. Law and International Law
Dr Ria Cheyne Lecturer in Disability and Education
Dr Letizia Palumbo Lecturer in Psychology 
Dr Kathrin Wagner  Lecturer in Art History 
Ms Kimberely Berry  Social Sciences Faculty Administrator 
Dr Zoe Zontou Senior Lecturer in Drama 

A Self-Assessment Team, which includes a mix of men and women with a range of experience and at different stages of their careers, has been established to:

  • Design, deliver and monitor Liverpool Hope University’s Bronze Award Action Plan 2016-19
  • Prepare, oversee and submit the University’s Bronze Award Application

To achieve this, the Self-Assessment Team will:

  • Raise awareness of Athena Swan across the University
  • Co-ordinate the collection of data across the University
  • Comment on the data, identify key findings and gaps and areas for action
  • Identify priorities and objectives to be included in the Action Plan
  • Report on progress made against the action plan 

The Self-Assessment Team will report in to Equality and Diversity Steering Group and to Research Committee (for information).

Key Principles

The Athena SWAN Ten Key Principles

ECU's Athena SWAN principles form the basis of the charter. They relate to the May 2015 criteria and process.

In May 2015 the charter was expanded to recognise work undertaken in arts, humanities, social sciences, business and law (AHSSBL), 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.

The Athena SWAN Charter is based on ten key principles. By being part of Athena SWAN, institutions are committing to a progressive charter; adopting these principles within their policies, practices, action plans and culture.

1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.

2. We commit to advancing gender equality in academia, in particular, addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.

3. We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:

  • the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
  • the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM)

4. We commit to tackling the gender pay gap.

5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.

6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.

7. We commit to tackling the discriminatory treatment often experienced by trans people.

8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.

9. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.

10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.

Useful Links

Equality Challenge Unit 

Athan Swan Overview

Athena Swan ECU 2014 Report 

Effectiveness and Impact of Athena Swan

10 Principals 

Foundation Hour - 23rd November 2016

The Foundation Hour presented an overview of the Athena Swan project at Hope. The aim was to give staff an update on the team’s progress and explain how employees can get involved.

Athena Swan - Foundation Hour Presentation

Updates and Activity

Date  Update or Action 
   
February 2016 Athena Swan Self-Assessment Team was formed
February 2016 Liverpool Hope Signs up to Athena SWAN
 April 2016 Conducted an Academic Survey  
28/04/2016 Inspirational Women Series  - Speaker Paula Lamb 
24/05/2016 Inspirational Women Series  - Speaker Sister Margaret Walsh 
09/06/2016 Inspirational Women Series  - Speaker Angela Samata
23/11/2016 Foundation Hour - Bridging the Gender Gap
27/01/2017 Aurora participants reunite
23/02/2017 Inspirational Women Series - Speaker Dr Syliva Forchap 
03/02/2017 Athena SWAN Action Planning group met for the first time
08/03/2017 International Women's Day - Tea and Cake open meeting
27/04/2017 Inspirational Women Series - Speaker Gaynor Zaagstra 
25/05/2017 Inspirational Women Series - Speaker Elizabeth Evans 

Athena Swan

Liverpool Hope University has confirmed its commitment to working towards the Athena Swan Charter Mark.  It has three years to be in a position to apply for a Bronze Institution award which recognises a solid foundation for eliminating gender bias and developing an inclusive culture.

A Self-Assessment Team, has been established which, reporting in to the Equality and Diversity Steering Group, will create and monitor an action plan designed to prepare the University for its submission.

Further information will soon be available via the on the web page which will provide further information on Athena Swan and the University’s application process. In the meantime, if you have any questions or require further information, please contact Theresa Lewin (HR Manager) who is the University’s Athena Swan Co-ordinator (lewint@hope.ac.uk or ext 3348). 

Self-Assessment Team

 

Name

Job Role

Chair TBC
Mrs Theresa Lewin (Athena Swan Co-ordinator) HR Manager 
Miss Karen Jones Database Administrator - Personnel
Dr Karen Wilson  IS Corporate Application Developer 
Mrs Claudia McLean Chief Accountant and Head of Financial Services
Mr John Berry Campus Manager
Mr Adam Dumbleton Faculty Administrator 
Ms Paula Raper Professional Tutor in Human Resource Management
Dr Belen Olmos Giupponi Senior Lecturer in E.U. Law and International Law
Dr Ria Cheyne Lecturer in Disability and Education
Dr Letizia Palumbo Lecturer in Psychology 
Dr Kathrin Wagner  Lecturer in Art History 
Ms Kimberely Berry  Social Sciences Faculty Administrator 
Dr Zoe Zontou Senior Lecturer in Drama 

A Self-Assessment Team, which includes a mix of men and women with a range of experience and at different stages of their careers, has been established to:

  • Design, deliver and monitor Liverpool Hope University’s Bronze Award Action Plan 2016-19
  • Prepare, oversee and submit the University’s Bronze Award Application

To achieve this, the Self-Assessment Team will:

  • Raise awareness of Athena Swan across the University
  • Co-ordinate the collection of data across the University
  • Comment on the data, identify key findings and gaps and areas for action
  • Identify priorities and objectives to be included in the Action Plan
  • Report on progress made against the action plan 

The Self-Assessment Team will report in to Equality and Diversity Steering Group and to Research Committee (for information).

Key Principles

The Athena SWAN Ten Key Principles

ECU's Athena SWAN principles form the basis of the charter. They relate to the May 2015 criteria and process.

In May 2015 the charter was expanded to recognise work undertaken in arts, humanities, social sciences, business and law (AHSSBL), 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.

The Athena SWAN Charter is based on ten key principles. By being part of Athena SWAN, institutions are committing to a progressive charter; adopting these principles within their policies, practices, action plans and culture.

1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.

2. We commit to advancing gender equality in academia, in particular, addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.

3. We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:

  • the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
  • the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM)

4. We commit to tackling the gender pay gap.

5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.

6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.

7. We commit to tackling the discriminatory treatment often experienced by trans people.

8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.

9. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.

10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.

Useful Links

Equality Challenge Unit 

Athan Swan Overview

Athena Swan ECU 2014 Report 

Effectiveness and Impact of Athena Swan

10 Principals 

Foundation Hour - 23rd November 2016

The Foundation Hour presented an overview of the Athena Swan project at Hope. The aim was to give staff an update on the team’s progress and explain how employees can get involved.

Athena Swan - Foundation Hour Presentation

Updates and Activity

Date  Update or Action 
   
February 2016 Athena Swan Self-Assessment Team was formed
February 2016 Liverpool Hope Signs up to Athena SWAN
 April 2016 Conducted an Academic Survey  
28/04/2016 Inspirational Women Series  - Speaker Paula Lamb 
24/05/2016 Inspirational Women Series  - Speaker Sister Margaret Walsh 
09/06/2016 Inspirational Women Series  - Speaker Angela Samata
23/11/2016 Foundation Hour - Bridging the Gender Gap
27/01/2017 Aurora participants reunite
23/02/2017 Inspirational Women Series - Speaker Dr Syliva Forchap 
03/02/2017 Athena SWAN Action Planning group met for the first time
08/03/2017 International Women's Day - Tea and Cake open meeting
27/04/2017 Inspirational Women Series - Speaker Gaynor Zaagstra 
25/05/2017 Inspirational Women Series - Speaker Elizabeth Evans