In April 2019 the Faculty applied for accreditation under the Athena SWAN charter for gender equality. This means we have conducted a searching and thorough analysis of our shortcomings in this area, and identified far-reaching and concrete actions to make improvements. These improvements will be overseen by an Athena SWAN Coordinator (a senior academic historian), while intersectional issues will be addressed through our Equality & Diversity Committee and its working groups on gender, race and disability.
The Athena SWAN Charter is based on ten key principles. By being part of Athena SWAN, we are committing to a progressive charter, adopting the principles below in our policies, practices, improvement 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, and social sciences (including History).
4. We commit to tackling the gender pay gap (this is a University goal which the History Faculty supports).
5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from doctoral research 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 sustainable structural and cultural changes to advance gender equality, to the extent that these become mainstream within all we do, 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.