We are a team of 23 women and 7 men from all departments across the School of Public Health aiming to improve the culture and diversity of SPH to improve opportunities of all staff and students through our Athena SWAN action plan.

The Athena project is a powerful driver to make positive changes. We meet every month to drive our Athena Swan Action Plan 2018 (PDF)

Data monitoring and consultations

Since 2010 we have monitored and reviewed academic career pathways for women including appointments and promotion. We report monthly to the School Executive Committee to leverage change across the School Management Group to leverage change across the School. Data collection and review is on-going but we publish our metrics annually. In May 2013, we ran 8 workshops asking the views of over 75 staff and students on how to improve working practices and career opportunities in the School (read the Staff & Student Consultation Report May 2013). We now propose to take this further in forthcoming Campus visits to encourage open discussion of how to progress these ideas for change. In July 2013, we conducted a face-to-face questionnaire study asking 15 staff about parental leave experiences (read the Parental Voices Report July 2013). These assessments have helped us to develop the next steps for our new Athena SWAN Action Plan for the next 3 years and beyond.

Improving career development, communication and culture

We have made our activities more transparent and widened communications through our webpages; termly newsletters and through events aimed at celebrating achievement and developing staff and students, for example we held our inaugural annual School of Public Health Showcase event in May 2013. We have increased the visibility of female role models across the School. This year we invited Dr Fiona Godlee to give the annual Athena SWAN Lecture and we hold annual family-friendly events that have included trips to the Natural History Museum, London Zoo, London Aquarium, Kew Gardens and HMS Belfast.

We aim to attract women to the School and to help them develop their potential as academics and provide support and training to encourage fair practice and actively plan for promotion through appraisal. From July to October 2013 we arranged 4 bespoke Equality and Appraisal training events for all staff who line manage and again in February 2016 for all academic staff. We provide funding support and fellowships for women going on maternity leave and celebrate success of women in the School.