In 2021, the Athena Swan Charter expanded to include an intersectional analysis of equality which means that we are now expected to evidence how all the equality grounds, e.g., ethnicity and disability, are considered in our policies and practices at RCSI. However, unequal gender representation across the career pipeline remains the key component.
There are eight Charter principles, which include tackling structural inequality, addressing negative behaviours and culture, and mitigating negative career impacts for those with caring responsibilities.
By being part of Athena Swan, RCSI is committing to a progressive charter; adopting these eight principles within the policies, practices, action plans and culture of the University.
- Adopting robust, transparent, and accountable processes for Athena Swan work, including:
- embedding equality, diversity, and inclusion in our culture, decision-making and partnerships and holding ourselves and others in our institution/department/professional unit accountable.
- ensuring active leadership from senior staff, with those in senior roles at the forefront of taking action and inspiring and fostering dedication and involvement from staff at all levels.
- collecting equality monitoring data to measure, understand and publicly report on challenges and progress, taking steps when necessary to support and encourage disclosure.
- undertaking transparent self-assessment processes to ensure priorities, interventions and actions are evidenced-based and inform our continuous development.
- distributing tasks appropriately, formally recognising and rewarding work and ensuring there is not a disproportionate burden on underrepresented groups.
- Making and mainstreaming sustainable structural and cultural changes to remedy the effects of structural inequalities and social injustices, which manifest as differential experiences and outcomes for staff and students.
- Tackling behaviours and cultures that detract from the creation of an institutional campus culture that is safe, respectful and supportive, including condemning sexual violence and harassment, bullying, discrimination, unfair treatment, or exploitation of staff, students or partners.
- Addressing unequal gender representation across academic disciplines and professional, managerial and support functions, including examining gendered occupational segregation, and elevating the status, voice, and career opportunities of under-valued and at-risk groups.
- Fostering collective understanding that intersectional inequalities must be accounted for in the development of effective equality analysis and actions.
- Mitigating the equality impacts of short-term and casual contracts for staff seeking sustainable careers.
- Supporting flexibility and the maintenance of a healthy ‘whole life balance’ and mitigating the equality impact of career breaks and caring responsibilities.
- Fostering collective understanding that individuals have the right to determine and affirm their gender, and to implementing inclusive and effective policies and practices that are cognisant of the lived experiences and needs of trans and non-binary people.
*image sourced from Athena Swan Ireland
- Our Athena Swan equality work needs to be intersectional, which means going beyond gender including grounds such as race/ethnicity and disability. However, unequal gender representation across the career pipeline remains the key component.
- Another principle of Athena Swan is to address systemic inequalities, which can manifest as differential experiences and outcomes for staff and student and to embed inclusive cultures in higher education.
- Athena Swan also aims to tackle negatives behaviours and cultures to ensure our campus to be safe, respectful, and supportive, including condemning sexual violence and harassment, bullying, discrimination, unfair treatment, or exploitation of staff and students.
- In addition, Athena Swan aims to mitigate the equality impacts of short-term and casual contracts for staff seeking sustainable careers, and support and champion career development, key career transition points and progress.
- Athena Swan also looks at supporting flexibility and the maintenance of a healthy ‘whole life balance’ and mitigating the impact of career breaks and caring responsibilities.