- Sascha Hooker (2013), SOI, Professor (BEDI chair)
- Kevin Laland (2013), CBD, Professor (BEDI vice-chair)
- Andy Cole (2014), Secretary (BEDI secretary)
- Donna Pierz-Fennell (2013), School manager (Safety Committee rep, Research Committee Rep)
- Frank Gunn-Moore (2019), Professor, Head of School
- Mike Morrissey (2018), CBD, Reader (BEDI data analyst)
- Will Cresswell (2015), CBD, Professor
- Dave Patterson (2019), SOI, Professor
- Helder Ferreira (2016), BSRC, Lecturer
- Tracey Gloster (2016), BSRC, Reader (Research committee rep, External relations committee rep)
- Jacqueline Nairn (2016), BSRC, Senior lecturer (School disabilities coordinator)
- Andrew Blight (2019), SOI, Research fellow/Lab manager
- Miguel Barbosa (2019), SOI, Associate lecturer (Education focussed)
- Mauricio Gonzalez Forero (2019), CBD, postdoctoral rep
- Edith Invernizzi (2019), CBD, PhD student rep
- Kim Morrison (2020), BSRC, PhD student rep
- Jean Johnston (2016), BSRC, secretary
- Ashley Pearson (2016), BSRC, technician
- Brynne Stewart (2020), Undergraduate rep (Biology class president)
- Jurin Katayama (2020), Undergraduate rep
- Karen McGregor (2018), HR, Equality and Diversity Awards adviser
- Reyes Sanles-Falagan (2019-2020), BSRC, postdoctoral rep
- Theoni Photopoulou (2018-2020), SOI, postdoctoral rep
- Monika Gostic (2019-2020), BSRC, research technician
- Morganne Wilbourne (2019-2020), Undergraduate rep (Biology class president)
- Januka Athukoralage (2019-2020), BSRC, PhD student rep
- Catherine Sheard (2018-2019), CBD, postdoctoral rep
- Janneke Ransijn (2018-2019), SOI, PhD student rep
- Roisin Gendall (2018), Undergraduate rep (Biology class president)
- Jessica Haghkerdar (2017-2019), CBD, PhD student rep
- Clare Peddie (2017-2019), Professor, Head of School
- Nathan Bailey (2017-2018), CBD, Reader
- Sue Healy (2013-2018), CBD, Professor (Teaching Committee rep)
- Phil Irving (2016-2018), SOI, SMRU science manager
- Natalie Sinclair (2017-2018), SOI, PhD student rep, SOI
- Erin Phillips (2017-2018) Undergraduate (Biology class president)
- Remi Fritzen (2017-2018), BSRC, PhD student rep, BSRC
- Kelly Robinson (2015-2018), SOI, Research fellow
- Maria Dornelas (2014-2018), CBD, Reader (E&D officer)
- Rene Swift (2016-2017), SOI, Research assistant
- Chris McKnight (2015-2017), SOI, PhD student rep, SOI
- 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, diversity and inclusion 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 BEDI 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 BEDI committee to balance constructive input, ideas, and discussion with need to drive and implement change (up to 10 meetings per year).
- Manage the BEDI 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 15 January 2018, 9.15, HMB seminar room
Wed 7 March 2018, 9.15, Gateway seminar room 3
Tue 1 May 2018, 9.15, HMB seminar room
Mon 18 June 2018, 9.15, HMB seminar room
Thu 30 August 2018, 9.15, HMB seminar room
Wed 3 October 2018, 9.15, BMS room 4.14
Mon 5 November 2018, 9.15, HMB seminar room
Tue 11 December 2018, 9.15, BMS room 4.14
Mon 21 January 2019, 9.15, HMB seminar room
Fri 1 March 2019, 9.15, HMB seminar room
Tue 2 April 2019, 9.15, HMB seminar room
Wed 15 May 2019, 9.15, HMB seminar room
Thu 20 June 2019, 9.15, HMB seminar room
Wed 11 September 2019, 9.15, HMB seminar room
Mon 25 November 2019, 9.15, SOI Corner room
Thu 16 January 2020, 9.15, HMB seminar room
Mon 9 March 2020, 13.00, SOI Balcony room (core group)
Tue 28 April, 2020, 9.15, Teams
Thu 28 May 2020, 10.00, Teams (core group)
Mon 29 June 2020, 14.00, Teams
Thu 20 August 2020, 14.00, Teams
Tue 29 September 2020, 10.00, Teams
Mon 2 November 2020, 10.00, Teams
Tue 15 December 2020, 10.00, Teams
Wed 20 January 2021, 10.00, Teams
Fri 26 February 2021, 10.00, Teams
The Athena SWAN Charter was updated in 2020 and is now based on eight 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 commit to:
- Adopting robust, transparent and accountable processes for gender equality work, including:
- embedding diversity, equity and inclusion in our culture, decision-making and partnerships, and holding ourselves and others in our institution/institute/department accountable
- undertaking evidence-based, transparent self-assessment processes to direct our priorities and interventions for gender equality, and evaluating our progress to inform our continuous development
- ensuring that gender equality work is distributed appropriately, is recognised and properly rewarded.
- Addressing structural inequalities and social injustices that manifest as differential experiences and outcomes for staff and students
- Tackling behaviours and cultures that detract from the safety and collegiality of our work and study environments for people of all genders, including not tolerating gender-based violence, discrimination, bullying, harassment or exploitation
- Understanding and addressing intersectional inequalities
- Fostering collective understanding that individuals have the right to determine their own gender identity, and tackling the specific issues faced by trans and non-binary people because of their identity
- Examining gendered occupational segregation, and elevating the status, voice and career opportunities of any identified under-valued and at-risk groups
- Mitigating the gendered impact of caring responsibilities and career breaks, and supporting flexibility and the maintenance of a healthy ‘whole life balance’
- Mitigating the gendered impact of short-term and casual contracts for staff seeking sustainable careers.