University secures Athena SWAN Silver Award

October 17th, 2018

The University has secured Silver in the Athena SWAN awards which promote gender equality in higher education. A new guide is also published today to support staff in ensuring diversity in recruitment practices that will help the University to build on this achievement and recruit an increasingly diverse workforce.

Commenting on the Athena Swan award, Vice-Chancellor Professor Shearer West said:

“I am delighted that Nottingham has achieved an institutional Athena SWAN Silver in recognition of our efforts and plans to promote gender equality. Our commitment to gender equality is one strand of work in our drive for equality, diversity and inclusivity throughout our University

“Of course, there remains much to do to tackle pay gaps, accelerate career progression for early and mid-career colleagues, and increase diversity in key leadership layers.

“However, it is our steadfast ambition to be an inclusive, agile and modern institution where diversity is valued and gender, or any protected characteristic, is not a barrier to achievement. We want to play a leading role in promoting these values nationally as well as on the global stage.”

The University’s Athena Swan Report sets out the measures taken in recent years to improve institutional policies to ensure a culture of fairness, flexibility and opportunity. It also reports on key progress indicators including 45% women on the University’s Executive Board (UEB), up from 30% in 2012; gender parity in our Senior Leaders Forum of 130 members; and nearly double the number of women applying for promotions.

The report also sets out a new action plan to improve recruitment practices by reducing the influence of unconscious bias; further refine promotions and performance management processes; and ensure, flexible working practices are supported appropriately and do not impact unfairly on career progression.

The University’s Diversity in Recruitment report also published today sets out wide-ranging measures to support all staff in recruiting an increasingly diverse community of staff. The result of a task group and staff consultation led by Professor Marion Walker, the report’s recommendations have been endorsed by the UEB. Measures include further work to improve recruitment and selection training; better promote career development opportunities; extend the use of anonymised applications; and include diversity targets when using recruitment agencies.

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