Equality, Diversity and Inclusion & Athena SWAN
The School of Pharmacy and Bioengineering has students and staff from all over the world and this dynamic community makes studying and working here a unique experience. Within this setting, we are committed to promoting inclusivity and equality, and to creating an environment of mutual respect and dignity.
With this in mind, we have an Equality, Diversity and Inclusion Committee with representatives from all student and staff groups in the School from across the 3 sites, and are committed to supporting Keele University's equality, diversity and inclusion strategy. Our EDI Committee meets regularly to co-ordinate initiatives to improve the staff and student experience across the School. The Committee aims to promote equality, diversity and inclusion across the School and also address the under-representation of women and BAME individuals in science, technology, engineering, medicine and mathematics and encourage their career progression.
The School was awarded a Bronze Department Award from the Athena SWAN (Scientific Women's Academic Network) Charter in 2017 and is working towards achieving a silver award, with an ongoing commitment to the Athena SWAN charter, recognising the advancement of gender equality: representation, progression and success for all.
If you have any queries or suggestions for our EDI and Athena SWAN Committee, please email email@example.com
- To learn more about Keele's Equality, Diversity & Inclusion Strategy, visit the website.
- Find out more about the various Diversity events that Keele is organising.
- Learn more about Keele's Athena SWAN Commitment
In committing to the Charter, we commit to adopt the ten key principles within their policies and culture (taken from: www.ecu.ac.uk/equality-charters/athena-swan/about-athena-swan/):
- We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.
- 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.
- 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)
- We commit to tackling the gender pay gap.
- 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.
- We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.
- We commit to tackling the discriminatory treatment often experienced by trans people.
- 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.
- 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.
- All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.