Athena SWAN at RCSI

What is Athena SWAN?

ECU’s Athena SWAN Charter was established in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in higher education and research.

Access to the Athena SWAN framework was extended to Irish universities in 2015. Securing an award under the Charter involves the development of an institution-wide action plan to improve gender equality and diversity, and putting in place appropriate structures to rigorously monitor progress of the plan's implementation. The plan itself must be specific to issues faced by the institution. ECU’s Athena SWAN Charter covers women (and men where appropriate) in:

  • academic roles in STEMM and AHSSBL
  • professional and support staff
  • trans staff and students

In relation to their:

  • representation
  • progression of students into academia
  • journey through career milestones
  • working environment for all staff

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.

Athena SWAN Charter at RCSI

In November 2017, RCSI became a signatory of the expanded Athena SWAN Charter. In October 2018, RCSI was awarded an Athena SWAN Bronze award, in recognition of positive gender practice (providing equal opportunities for success for all people) in Higher Education.

By being part of Athena SWAN, RCSI is committing to a progressive charter; adopting these 10 principles within into the policies, practices, action plans and culture of the University.

  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.
  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.