The University of Aberdeen believes embedding the Athena SWAN principles will create a diverse and empowered community, an inclusive culture, and an improved work and study environment for all staff and students.
The University of Aberdeen's continued commitment to the Principles of Athena SWAN will have the following positive effects:
- The creation of a diverse and empowered community
- A positive working environment for all staff, researchers and students
- Attracting and retaining high-calibre staff, researchers and students
The University's 2012 submission and Action Plan can be found here:
A dedicated Athena SWAN team work to ensure the Athena SWAN principles are embedded across the University and offer support to Schools and Departments with Athena SWAN actions and submissions. To get in touch with the team, please email: email@example.com.
Athena SWAN Principles - May 2015
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.