Equality, Diversity and Inclusion

Athena SWAN

At the University of Hull we are committed to the principles of the Athena SWAN Charter and strive for equality in all aspects of our life within the University community and within all groups and people that study, work and enjoy our campus.

Athena Swan

The Equality Challenge Unit (ECU) Athena SWAN principles form the basis of the charter. They relate to the May 2015 criteria and process.

In May 2015 the charter was expanded to recognise work undertaken in arts, humanities, social sciences, business and law (AHSSBL), and in professional and support roles, and for trans staff and students. The charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.

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.

1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.

2. We commit 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.

3. We commit 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)

4. We commit to tackling the gender pay gap.

5. We commit 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.

6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.

7. We commit to tackling the discriminatory treatment often experienced by trans people.

8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.

9. We commit 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.

10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.

For further information on the University’s commitment or work supporting Athena SWAN please contact the secretary of the University Athena SWAN Steering Group – Patrick John (p.john@hull.ac.uk).

HR Excellence in Research Award

HR Excellence in Research Award

Vitae, the national organisation with responsibility for supporting researcher development, has announced that the University of Hull has been successful in retaining the European Commission HR Excellence in Research Award.

A UK-wide process, incorporating the QAA Code of Practice for Research Degree Programmes and the Concordat to Support the Career Development of Researchers, enables institutions to gain the European Commission's 'HR excellence in research' badge, acknowledging alignment with the principles of the European Charter for Researchers and Code of Conduct for their Recruitment'.

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