School of Sport, Health and Exercise Science

Athena SWAN

Athena SWAN

Recognising advancement of gender equality: representation, progression and success for all

The Athena SWAN Charter was established by the Equality Challenge Unit to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in higher education and research.

The Department of Sport and Exercise Science was awarded an Athena SWAN bronze award in April 2016, which recognises and celebrates good employment practice within the Department.

See our DSES Athena Swan submission.

Athena Swan

Clare Eglin, Principal Lecturer Athena SWAN Departmental lead for the Department of Sport and Exercise Science says: I joined the Department in 1998 as a Research Fellow on a short-term contract, and in 2001 got a permanent post as a Senior Lecturer. In 2004, after having my second child I returned to work on a part-time (0.5 FTE) basis to enable a healthy balance between my family and career. As I am research active and have teaching and administrative duties, I have plenty of experience in balancing work and family commitments.

I am delighted to be the Athena SWAN Departmental lead. I passionately believe that there should be equality in career development and a healthy work-life balance for all members of staff regardless of gender.

Departmental aims

The department is fully committed to providing a supportive and collegiate working environment for all staff and students. The principles of Athena SWAN are central to the future development of our department as it encourages, supports, and reinforces an evaluative process where action can be taken to continually achieve our desired culture of equality and inclusivity. Below are a few examples from our departmental Athena SWAN action plan which we will be undertaking over the coming months:

  • Investigate the factors that influence females’ choice of degree course and university to see if we can increase our recruitment of female students to our undergraduate courses.
  • Provide appropriate on-line support for part-time PhD students to facilitate a better work-life balance.
  • Undertake staff consultation regarding committee membership and career development
  • Implement transparent allocation of committee membership
  • Ensure, where possible, there is an even gender split for invited speakers at events hosted by DSES 
  • Develop and maintain a DSES Athena SWAN Moodle site to inform DSES staff of issues relating to Athena SWAN
  • Increase the support available to staff returning from parental leave

The Department will be performing annual culture surveys of staff and research students in order to monitor the impact of these actions and the progress against our Athena SWAN objectives.