A Q&A with Dr George Koulieris, Associate Professor and Athena SWAN Lead for Computer Science

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

Back in 2017 when we became a standalone department, we had 18 members of academic staff. Over the five-year assessment period, we have tripled that.

We also went from 12% female academic members of staff in Academic Year 2017-18, to 25% female in Academic Year 2023-24.

Similarly, we tripled the number of students, while also improving their gender diversity (going from 12% female and other, to 21%). We have worked hard to make our processes more inclusive, reviewing everything from how we advertise, to the conversations that panels have with academic staff candidates during interviews.

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

At the beginning of the assessment period, we had to create a strategy, and stated that our most important aim would be that Durham Computer Science would become known for being the number one university in the UK for women to study computer science.

We wanted to grow a department which was inclusive, which welcomed women and where they felt at home. We wanted to run a department which empowered our women students to go on and take leading positions within the tech sector and beyond. The Athena Swan Feedback Report did specifically state that they commend our aim to become known as the number one university in the UK for women to study computer science, stating this ambition is “great to see”.

We think the Athena Swan Award is vital as it acknowledges our efforts to advance gender equality in our department. Achieving this award reflects a commitment to fostering an inclusive and diverse environment but also leads to positive changes in policies and practices. By obtaining the Athena Swan Silver Award, it also enhances our reputation and attractiveness to prospective students, faculty, and funding agencies, as it facilitates access to research funding opportunities but also promotes career advancement for women and other underrepresented groups in academia.

How does/has this benefitted your staff?
Endeavouring for an Athena Swan Award and embedding more initiatives aimed at addressing gender equality and diversity benefitted our staff in many ways, including:

• significantly improving our working environment (as indicated by the annual surveys we ran)
• encouraging valuable career development opportunities
• enhancing our job satisfaction and retention rates, ultimately promoting stability and success within the Department.
• a more supportive and inclusive workplace, fostering an improved sense of belonging and wellbeing.
• further avenues for professional growth and advancement through mentoring and training sessions.

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

It is widely accepted that the presence of an Athena Swan Award in a department significantly benefits prospective students and staff by signalling a commitment to creating an attractive, inclusive environment. This commitment fosters a positive reputation and prestige, attracting individuals seeking institutions known for their dedication to gender equality and diversity.

Additionally, Athena Swan initiatives provide opportunities for career development, access to resources, and support, making the department more appealing to those seeking professional growth.

Moreover, the promotion of diversity and inclusion within Athena Swan-affiliated departments resonates with individuals who value these principles, further encouraging them to choose these institutions for study or employment.

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

As we continue to build this new department, we remain dedicated to fostering an inclusive culture by sustaining our commitment to maintain and even further improve gender diversity and implementing our Silver Action Plan.

Future actions focus particularly on improving the wellbeing and sense of belonging of Early Career Researchers, staff members with caring responsibilities, Professional Services Staff & Postdoctoral Researchers. We remain committed to the aims of the Charter, and we are excited about the strides forward we have made and the future impact we strive for.