Life Sciences Research for Lifelong Health
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Athena SWAN

The Babraham Institute holds a silver Athena SWAN award, which was renewed under the expanded Athena SWAN charter in 2018. The Babraham Institute was one of the first independent research institutes to secure an award at this level.

The award recognises the Institute’s existing good practices and our commitment to driving further progress towards creating an equal, diverse and inclusive community. The information below provides links to the Institute’s application and action plan plus details on the membership of the Institute’s equality4success team.

About the Athena SWAN charter

The Athena SWAN Charter recognises commitment to advancing equality in careers in and around higher education. The Charter was launched in 2005 to support women's careers in science and related fields. The charter's remit was significantly expanded in 2015 to include support roles, other academic fields and equality for all genders. The Charter believes that an organisation must have institutional support and underpinning institutional good practice, policies and procedures in place in order to achieve and sustain an award.

The Babraham Institute is fully commited to the core principles of the Athena SWAN Charter:
 
  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) and 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.


Contact: Elizabeth Wynn, equality4success Manager