Athena SWAN Charter

Athena Swan Page Main Image

Advance HE’s Athena SWAN Charter was established in 2005 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. In May 2015 the charter was expanded to recognise work undertaken in arts, humanities, social sciences, business and law (AHSSBL), and in professional and support roles, and for trans staff and students. The charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.

It has been more than ten years since Lincoln began its Athena SWAN journey, with the signing of the Charter in 2008. Since then, the University's inclusion work has gained momentum, achieving a Bronze award in 2014, and successfully renewing it in 2018. Today, six of our STEMM Schools hold Bronze awards, our first Silver Award arrived in 2019, courtesy of the School of Psychology, and all Schools across the University are now engaged in the Athena SWAN process.

By being part of Athena SWAN, the University of Lincoln has committed to adopting the ten key principles within our policies, practices, action plans, and culture.

Key Principles

  • We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all
  • 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
  • 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, social sciences, business and law (AHSSBL); and the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM).
  • We commit to tackling the gender pay gap.
  • We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.
  • We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.
  • We commit to tackling the discriminatory treatment often experienced by trans people.
  • 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.
  • We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.
  • All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.
Mary Stuart Banner

I am delighted that the University of Lincoln has been recognised for its commitment to combating the underrepresentation of women in these vital subjects, while providing the correct mechanisms to advance the careers of women in STEMM research and academia. We have begun an organisational and cultural transformation that makes a real difference for women and enables all staff to achieve their maximum potential.

Professor Mary Stuart, Vice Chancellor