Athena SWAN and ADVANCE: effectiveness and lessons learned

Rosser, Sue V.; Barnard, Sarah; Carnes, Molly; Munir, Fehmidah

doi:10.1016/s0140-6736(18)33213-6

Cited by 65 publications

(86 citation statements)

References 7 publications

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“…This research has provided a deeper understanding of the obstacles that women face in academic health sciences, and it also describes a toolbox of evidence‐based solutions at all levels to ensure diverse voices are included to advance academic missions of excellence in research, clinical care, and education 19 . Data from the NSF ADVANCE Institutional Transformation awards, the STEM Equity Achievement (SEA) Change initiative, as well the Athena Scientific Women's Academic Network (Athena SWAN, in the United Kingdom) provide information about the hiring and retention of women before and after implementation of multifaceted strategies such as training to mitigate the impact of implicit bias delivered across an institution, mentoring schemes, work‐life balance policies, and other practices aimed at advancing women faculty in STEM 20 . Each of these initiatives emphasize the importance of transparency and accountability for collecting, tracking, and evaluating institutional data about faculty demographics, resources, and salaries.…”

Section: Integrated Approaches Are Necessarymentioning

confidence: 99%

NIH's scientific approach to inclusive excellence

Valantine

2020

FASEB j.

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Section: Integrated Approaches Are Necessarymentioning

confidence: 99%

NIH's scientific approach to inclusive excellence

Valantine

2020

FASEB j.

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“…Advance HE are currently reviewing the processes associated with the charter mark, with the independent review particularly focussing on the administrative burden and award process [Advance HE, 2018b]. Other questions have arisen as to how equitably awards are provided, and there remains only mixed data as to the real change the charter marks propagate [Rosser et al, 2019;Gregory-Smith, 2017].…”

Section: What Are the Disadvantages?mentioning

confidence: 99%

“…A further common criticism of Athena SWAN then is that the leadership and administration involved in Athena SWAN can be problematic for the very people it seeks to advance, women [Tzanakou and Pearce, 2019]. Self-assessment teams are often heavily led by female staff [Rosser et al, 2019], with universities taking varying approaches as to how that is reflected in their workloads. Athena SWAN can easily become another task adding to female academics' 'housework' [MacFarlane, 2018].…”

Section: What Are the Disadvantages?mentioning

confidence: 99%

What role can Athena SWAN play in gender equality and science communication?

Wilkinson¹

2019

JCOM

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This essay discusses how gender-focused culture change initiatives developed for science (like Athena SWAN) might offer models for science communication. Such initiatives can seek to mobilise change amongst university departments and practices, but there are also potential pitfalls in such approaches. Using experiences in a department at UWE Bristol as a basis, the article will consider whether such schemes in science offer potential for science communication to reflect on its own gender imbalances.

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“…Athena SWAN awards are useful markers of GE achievement in higher education but they were not specifically designed for translational research organisations (TROs) such as NIHR BRCs, which are partnerships between UK's leading NHS organisations and universities [8]. Furthermore the majority of GE research has focussed on perceptions of the Athena SWAN Charter in higher education settings [9][10][11][12][13]. A recent major evaluation of the Athena SWAN Charter did not examine Athena SWAN in the context of NIHR BRCs [9].…”

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confidence: 99%

A survey to explore new markers of achievement to assess and monitor gender equity in an NIHR Biomedical Research Centre: A two-factor model

Henderson

Shah

Ovseiko

et al. 2020

Preprint

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Background: The underrepresentation of women in academic medicine at senior level and in leadership positions is well documented. In the United Kingdom, the National Institute for Health Research (NIHR) announced that eligibility for funding for Biomedical Research Centres (BRCs) required at least Silver award status of the Athena SWAN Charter. However, the evidence base for monitoring gender equity (GE) in BRCs is underdeveloped. Methods: An exploratory online survey distributed to an entire population of NIHR Oxford BRC affiliates (N=683) who ranked the importance of 13 markers of GE on a five point Likert scale. Data were summarised using frequencies and descriptive statistics. Interrelationships between the markers and underlying latent dimensions (factors) were determined by exploratory and confirmatory factor analyses. Thematic analysis was used to analyse open-ended comments. Results: The response rate was 36% (243 respondents). Respondents were more frequently female (55%, n=133), aged 41-50 years (33%, n=81), investigators (33%, n=81) and had been affiliated with the BRC for 2-7 years (39.5%, n=96). Participants ranked BRC senior leadership roles and organisational policies on gender equity, as very important, 58% (n=141) and 57% (n=139) respectively. The top two markers ranked as very important by female participants were organisational policies (64.7%, n=86/133) and recruitment and retention (60.9%, n=81/133), whereas male participants ranked leadership development (52.1%, n=50/96) and BRC senior leadership roles (50%, n=48/96) as being very important. The factor analyses showed two distinct latent dimensions: organisational markers and individual markers of GE in BRCs. Open ended comments suggested three key areas of actions: monitoring and benchmarking, organisational support for those with childcare responsibilities, and leadership and Institutional support for GE. Conclusions: The findings suggest a two-factor model of markers of achievement for GE with organisational and individual dimensions. Implementation and sustainability of gender equity requires commitment at senior leadership and organisational policy level.

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Athena SWAN and ADVANCE: effectiveness and lessons learned

Cited by 65 publications

References 7 publications

NIH's scientific approach to inclusive excellence

NIH's scientific approach to inclusive excellence

What role can Athena SWAN play in gender equality and science communication?

A survey to explore new markers of achievement to assess and monitor gender equity in an NIHR Biomedical Research Centre: A two-factor model

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