- Sascha Hooker (2013), SOI, Reader (E&D chair)
- Kevin Laland (2013), CBD, Professor (E&D vice-chair)
- Maria Dornelas (2014), CBD, Reader (E&D officer)
- Andy Cole (2014), Secretary (E&D secretary)
- Donna Pierz-Fennell (2013), School manager (Safety Committee rep, Research Committee Rep)
- Clare Peddie (2017), Professor, Head of School
- Will Cresswell (2015), CBD, Professor
- Sue Healy (2013), CBD, Professor (Teaching Committee rep)
- Nathan Bailey (2017), CBD, Reader
- Helder Ferreira (2016), BSRC, Lecturer
- Tracey Gloster (2016), BSRC, Lecturer (Research Committee rep, External Relations Committee rep)
- Kelly Robinson (2015), SOI, Research fellow
- Chris McKnight (2015), SOI, PhD student rep, SOI
- Remi Fritzen (2017), BSRC, PhD student rep, BSRC
- Jessica Haghkerdar (2017), CBD, PhD student rep, CBD
- Jacqueline Nairn (2016), Senior lecturer (School disabilities coordinator)
- Phil Irving (2016), SOI, SMRU science manager
- Jean Johnston (2016), BSRC, secretary
- Ashley Pearson (2016), BSRC, technician
- Rene Swift (2016), SOI, Research assistant
- Erin Phillips (2017) Undergraduate (Biology class president)
- Georgina Glaser (2016-2017), CBD, PhD student rep, CBD
- Malcolm White (2014-2017), BSRC, Professor, Head of School
- Rufus Sullivan (2016-2017), Undergraduate (Biology class president)
- Pat Willmer (2016-2017), CBD, Professor
- Nora Hanson (2015-2017), SOI, Research fellow
- Stefanie Menzies (2015-2017), BSRC, PhD student rep, BSRC
- Ann-Marie Paton (2016-2017), CBD, Secretary, Dyers Brae
- Andy Gardner (2014-2017), CBD, Reader (PG recruitment committee rep)
- Patrick Miller (2013-2016), SOI, Professor
- Rona Ramsay (2013-2016), BSRC, Reader (E&D chair)
- Sophie Smout (2013-2016), SOI, Lecturer
- Nikki Cook (2014-2016), CBD, Research fellow
- Keelin Murray (2013-2016), CBD, Research fellow
- Ross Conron (2013-2014), BSRC, PhD student
- Catherine Cross (2013-2014), CBD, Research fellow
- Stephanie Reid (2013-2014), BSRC, Secretary
- Emily Burdfield-Steel (2013-2014), CBD, PhD student
- Garry Taylor (2013-2014), BSRC, Professor, Head of School
- Chris Williams (2013-2014), BSRC, PhD student
- To embed transparency and fairness in all School practices
- To raise awareness of equality and diversity issues across all protected characteristics1
- To celebrate our successes, particularly for underrepresented groups
- To encourage the acknowledgement that academia cannot reach its full potential unless it benefits from the talents of all
- To identify concerns through biennial staff and student surveys and through E&D officer’s annual review of data supplied by HR
- To develop an Action Plan to improve equality and avoid bias
- To share best practice with others to maximise the impact of the Athena SWAN Charter.
- To continue the development, implementation and monitoring of Departmental Action Plans and submissions for Athena Swan Awards for good practice.
1Protected Characteristics include: Age | Sex, including gender reassignment | Disability | Pregnancy and maternity | Race | Marriage and civil partnership | Sexual orientation | Religion and belief. The School of Biology aims to support any characteristic which may lead an individual to be disadvantaged, and operates on a principle of supporting all people in all things.
Role and responsibility of the chair
- Champion culture change, promoting awareness of equality, diversity and inclusivity issues in the day-to-day operation of the department.
- Inform management decisions and be willing to speak out about equality in a variety of settings.
- Ensure equality of representation internally and promote equality in Biology externally.
- Share and promote best practice within the department.
- Ensure that equality matters are raised regularly at departmental management meetings.
- Support and encourage engagement in the Athena SWAN* charter issues.
- Support and encourage engagement in other equality initiatives.
- Plan for, co-ordinate, and write the Athena SWAN renewal or application.
- Chair BE&D committee to balance constructive input, ideas, and discussion with need to drive and implement change (up to 10 meetings per year).
- Manage the BE&D budget.
- Manage action contributions for all sectors of the School: PhD, contract researchers, technical staff, etc.
- Represent the School of Biology at University level – a focus group of all Athena Swan reps for sharing good practice.
- Liaise with other STEM reps to share good practice and for University-wide change.
- As an option, engage in external service on national Athena Swan assessment panels.
Mon 9 January 2017 13:00, SOI
Mon 20 Feb 2017 9.15, HMB
Mon 27 March 2017 9.15, BMS
Mon 15 May 2017 9.15, SOI
Mon 19 June 2017 9.15, HMB
Thu 24 August 2017 9.15, HMB
Mon 18 September 2017 9.15, SOI
Fri 27 October 2017 9.15, HMB
Tue 12 December 2017 9.15, Gateway
The Athena SWAN Charter is based on ten key principles. By being part of Athena SWAN, institutions are committing to a progressive charter; adopting these principles within their policies, practices, action plans and culture. The Charter principles include:
- Acknowledgement that academia cannot reach its full potential unless it can benefit from the talents of all.
- Commitment to advancing gender equality in academia, in particular addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.
- Commitment to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:
- the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
- the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM)
- Commitment to tackling the gender pay gap.
- Commitment to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.
- Commitment to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.
- Commitment to tackling the discriminatory treatment often experienced by trans people.
- Acknowledgement that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.
- Commitment to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.
- Understanding that all individuals have identities shaped by several different factors. The Charter commits to considering the intersection of gender and other factors wherever possible.
*Awards recognising commitment to and progress in gender equality in arts, humanities, social sciences, business and law as well as science, technology, engineering, maths and medicine