Athena Swan in the College of Medicine and Health

How we have progressed

Since the formation of the Women in Academic Medicine (WAMS) team in 2009, the College of Medical and Dental Sciences Athena SWAN taskforce has worked hard to continue to build upon the changes and successes that have been made. Below is a timeline how Athena SWAN has been established in MDS.

• 2009: Women in Academic Medicine (WAMS)
• 2011: Athena SWAN initiative became a major part of the WAMs steering group
• 2012: CMH awarded the Athena SWAN bronze award
• 2014: CMH awarded the Athena SWAN silver award
• 2017: Professor Una Martin, the previous Chair, takes up a new role as Deputy Pro-Vice Chancellor for Equalities
• 2017: Professor Wiebke Arlt becomes Chair and changes the name from the Athena SWAN self-assessment to the Athena SWAN taskforce.
• 2018: CMH awarded the Athena SWAN bronze award
• 2018: Appointment of College Outreach, Equality and Diversity Officer
• 2020: CMH awarded the Athena SWAN silver award

What is Athena SWAN?

Athena SWAN is a charter managed by Advance HE. Based upon ten key principles, being part of Athena SWAN means organisations have a responsibility to adopt the principles within policies, practices, action plans and culture with the aim of recognising good practice towards the advancement of gender equality, representation and progression. In May 2015, the Athena SWAN Charter expanded to include professional, support and technical staff, trans staff and students, and male underrepresentation where this occurs.

Read the MDS silver award submission, June 2020

Please note identifiable information has been redacted from this version.

Key achievements

The Athena SWAN Self-Assessment Team have worked hard to improve opportunities and support for our colleagues across the College of Medicine and Health.

The College's Athena SWAN Silver award recognises some of the key achievements for gender equality listed below.

• More women in leadership positions within the College outperforming national averages for women in senior positions
• Increase in women promoted to Senior Research Fellow, Lecturer and Reader level
• More women encouraged to apply for full time contracts as their fixed term contracts are come to an end
• Invested in dedicated HR administrators who assist line managers with a comprehensive induction process and checklist
• Newly appointed lecturers on probation are assigned a mentor, an open mentoring scheme has currently been launched focused on supporting early-career academics
• Staff members on fixed term contracts are entitled to enhanced University maternity pay without having to return to work
• Staff members are encouraged to request flexible working on return from family leave to help maintain a healthy work-life balance
• Guidelines for timing of departmental meetings to be between 10am-3pm where ever possible and the timing of high profile events such as Birmingham Professional are rotated so most can attend at least some of the events
• Newly refurbished breastfeeding room

Team

The College SWAN Self Assessment Team has undergone a number of changes since it evolved from the Women in Academic Medicine group in 2009.

The team has gradually come to represent a greater diversity of staff and students from across the College. As of 2020 the gender ratio stands at 19 women and 8 men.

Case studies

Changes made through the Athena SWAN project in the College of Medicine and Health have helped academics, professional staff and students fulfil their potential. Some of these have chosen to share their stories below.

• Dr Daniel Filton
• Dr Jonathan Mueller
• Professor Connie Wiskin