Athena swan
Download
1 / 9

Athena SWAN - PowerPoint PPT Presentation


  • 119 Views
  • Uploaded on

Athena SWAN . Athena SWAN charter is committed to the advancement and promotion of women in science. Bad working practices detrimentally affect women, good working practices benefit all.

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about ' Athena SWAN ' - dana


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Athena swan

Athena SWAN

Athena SWAN charter is committed to the advancement and promotion

of women in science.

Bad working practices detrimentally affect women, good working practices benefit all.

The Biology Department is proud to foster a supportive culture that helps all staff and students reach their full potential

Biology Athena SWAN working group: Ian Graham (HOD), Chair RC,

Jane Hill, Nina Pirozek, Mel Smee, Katie Wilson, Chair BoS, Chair GSB, Admissions, u/g rep.




10 increase in female researchers since 2010 and little difference in the of female pgr and pdra
10% increase in female researchers since 2010, and little difference in the % of female PGR and PDRA.


Gender parity in Researcher difference in the % of female PGR and PDRA.appointments and interviewees in Biology at York, near parity in applicants.


Gender parity in academic appointments in biology at york but only 30 of applicants are female
Gender parity in academic appointments in Biology at York, but only ~30% of applicants are female


Current activities proposed topics to address in future
Current activities & proposed topics to address in future: but only ~30% of applicants are female

Action points:

  • Destinations of graduate/PhD/post-doc leavers by gender (mechanism for collecting this information?)

  • Why do people apply to York? Can this be improved?

  • Set up mentoring networks for researchers. What do you need?

  • Named researchers on grants – is there a gender bias?

  • More support needed for getting fellowships, and other career opportunities? (We often appoint RC fellows to lectureships). Can provide mentorship, briefing workshop for fellowship applications.

  • Mentoring of PhDs by researchers/PDRAs.

  • Researcher leadership courses

  • Bridging funds for post-doc salaries

  • Training to sit on recruitment panels.


What more can the department do

What more can the Department do? but only ~30% of applicants are female


ad