Department of Geography
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 Geography adheres to the principles of the Athena Swan (AS) charter. The department AS committee currently consists of seven members of staff, three men and four women, at different stages in their careers and reflects the concerns of academic and support staff in relation to equality issues within the department. The AS process is now recognised as a core activity within our department, with the Geography AS Committee meeting at least four times per year to ensure the implementation of the action plan and to build on the AS principles detailed in the AS Bronze Award application which will be submitted in April 2016.
The AS Committee is chaired by Rob Inkpen, Reader in Physical Geography who says: ‘The Athena SWAN charter is a key focus for developing the culture of the department as it provides an opportunity to reflect on current practices and attitudes and to drive actions that will transform the professional culture, practices and working environment of the department into the future. Not only does Athena SWAN help to recognise and encourage the development of women in STEMM subjects, it also acts as a motivation for enhancing staff equality in general’.
We have a dedicated Athena Swan blog for the Department of Geography.
The vision and long term objectives of our department are to maintain and improve women staff and student representation and experience in our School and to achieve the Athena Swan recognition of our efforts by obtaining the Silver and Gold Athena Swan awards in the next ten years.
Our evolving Action Plan for change in the department identifies and addresses genuine concerns about work-life balance throughout the lifecourse and career prospects of students, researchers, support staff and academic staff. We believe that implementing this action plan will improve the working lives of current and future staff in the department.