Chemistry

What was the key change/highlight within your department to receive the award? 

Overall, the Chemistry Department was commended for its honest approach to identifying opportunities and challenges, and clearly cross-referencing to relevant actions. The external Athena Swan (AS) panel particularly noted good progress on several challenges such as female student acceptance above sector benchmarks, increased female staff applications, increased female staff success in bid applications and flexible working. The Chemistry AS self-assessment team was commended for its gender analysis of intersectional data, such as race and ethnicity, against national benchmarks.  

 Why does your department feel this is an important agenda to contribute to? 

 Equality, Diversity and Inclusion should be at the forefront of every aspect of departmental business from diverse representation on department committees through to equality of opportunities for all roles. Through our commitment to the AS Charter, we can continue to address all identified EDI-related challenges to maintain an open, diverse and transparent culture in the Department of Chemistry.  

How does/has this benefitted your staff? 

Our most recent staff culture survey showed significant positive shifts in perception of EDI matters and improved confidence in reporting unwelcome behaviour. Staff were appreciative of activities e.g. Demystifying Promotion workshops. Overall, staff are aware that there are challenges remaining to tackle, however, recognise that many positive steps have been made.   

How does this positively impact current/prospective students and staff? 

• Improved career opportunities: It is hoped that this will create a level playing field where individuals are judged on their merit and not their gender. 

• Confidence boost: It is hoped that staff will feel empowered and confident to pursue their career goals. This is particularly important for students and early career staff, as they need a supportive environment to thrive and achieve their potential. 

• Enhanced creativity and innovation: It is hoped that diversity in the workforce will lead to a wider range of perspectives and experiences, which will in turn enhance creativity and innovation as different perspectives can help to identify and solve problems more effectively. 

• Increased productivity and efficiency: It is hoped that diversity in the department can promote a culture of collaboration and teamwork, which can lead to increased productivity and efficiency as diverse teams can better understand and meet the needs of a diverse and changing student cohort. 

• Improved organisational reputation: It is hoped that our departmental reputation will be enhanced as a socially responsible and inclusive place to work.  It is hoped that our reputation will attract academics and protect the department's ability to retain existing staff. 

How does your department plan to build on this for future? 

• Promote gender diversity in job advertisements: it is expected that gender diversity in hiring is promoted throughout the department by actively seeking out and recruiting qualified candidates for job openings to ensure an equitable gender balance.  

• Provide training and development opportunities: Providing training and development opportunities for all staff members, regardless of gender, to promote career growth and enhance skills and knowledge. This includes the continuation of our mentor programme. 

• Foster a culture of inclusion: Promoting respect and tolerance for all staff members, regardless of gender or other demographics through regular EDI events and meetings.  

• Continuing hybrid working for staff. 

• Support women's professional development: by providing opportunities for networking and professional growth, such as the Aurora Leadership Programme, contributing to conference costs. 

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