Understanding the Athena SWAN award scheme for gender equality as a complex social intervention in a complex system: analysis of Silver award action plans in a comparative European perspective

Abstract

Background:Given that the complex mix of structural, cultural, and institutional factors has produced barriers for women in science, an equally complex intervention is required to understand and address them. The Athena SWAN award scheme for gender equality has become a widespread means to address barriers for women's advancement and leadership in the United Kingdom, Ireland, Australia, the United States of America, and Canada, while he European Commission is exploring the introduction of a similar award scheme across Europe. Methods:This study analyses the design and implementation of 16 departmental Athena SWAN Silver action plans in Medical Sciences at one of the world's leading universities in Oxford, United Kingdom. Data pertaining to the design and implementation of gender equality interventions were extracted from the action plans, analysed thematically, coded using categories from the 2015 Athena SWAN Charter Awards Handbook, and synthesised against a typology of gender equality interventions in the European Research Area. The results were further analysed against the complexity research literature framework, where research organisations are perceived as dynamic systems that adapt, interact and co-evolve with other systems. Results: Athena SWAN is a complex contextually-embedded system of action planning within the context of universities. It depends on a multitude of contextual variables that relate in complex, nonlinear ways, and dynamically adapt to constantly moving targets and new emergent conditions. Athena SWAN Silver action plans conform to the key considerations of complexity: 1) multiple actions and areas of intervention with a focus on the complex system embedded in and the local dynamics, 2) the non-linearity of interventions and the constantly emerging conditions, 3) impact in terms of contribution to change, improved conditions to foster change, and the increased probability that change can occur. Conclusions: To enact effective sustainable gender equality structural and cultural change, it is necessary to acknowledge and operationalize complexity as a frame of reference. Athena SWAN is the single most comprehensive and systemic gender equality scheme in Europe and can be strengthened further by promoting the integration of sex and gender analysis in research and education. Gender equality policies in the wider European Research Area can benefit from exploring Athena SWAN's contextually-embedded systemic approach to dynamic action planning and inclusive focus on all genders and categories of staff and students.

Athena SWAN and gender diversity: a UK-based retrospective cohort study

“…First, our study is advantageous to obtain relatively large sample across 5 years; however, it is possible that the effect of Athena SWAN may become more pronounced over longer periods. As suggested by latest evaluation studies, Athena SWAN is a complex intervention and could influence changes in female representation in different ways and mechanisms 23 29. Thus, it is possible that substantial increases in female representation, especially at senior academic levels, will require more time 29.…”

“…Initially focused on careers of women in Science, Technology, Engineering, Mathematics and Medicine (STEMM), the scope of Athena SWAN expanded in 2015 to cover other disciplines, non-academic staff, trans-sexual staff and students. Recently, researchers demonstrated that Athena SWAN can be usefully framed as complex social interventions embedded in a complex system 23. Acknowledging, planning and evaluating Athena SWAN’s contextually embedded systematic approach is imperative to initiate effective gender equality structural and cultural changes.…”

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

“…Gender equity however GE is complex and there are a number of factors such culture, leadership, bias and transformational change which take significant time and are difficult to measure and may influence the generalisability of the findings (12,13,32).…”

“…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].…”

A retrospective analysis of gender parity in scientific authorship in a biomedical research centre

“…The profile of gender equity in higher education and research has been raised by the introduction of Athena SWAN-linked funding incentives by the NIHR[26–28]. While Athena SWAN awards are useful markers of achievement for higher education institutions and research institutes, they alone are insufficient to assess and monitor the progress of NIHR BRCs towards gender equity[29].…”