Oxford’s Faculty of Law was one of the first law faculties in the UK to be awarded an Athena SWAN Bronze Certificate by the Equality Challenge Unit (now part of Advance HE). Being part of Athena SWAN means that we are committed to a progressive charter which encourages and recognises responsibility for advancing gender equality.
The Athena SWAN Charter has ten key principles and we strive to adopt these within our 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, to 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.
The Faculty’s work on gender equality is led by the Associate Dean for Equality and Diversity, Kristin van Zwieten, under the oversight of the Equality and Diversity Committee and the help of the Self-Assessment Team (SAT).
The SAT plays a key role in pushing forward the Faculty's agenda on gender equality. It is responsible for providing reflection, gathering data and for planning bold new actions for the Faculty to take on over the next 4-5 years. For further information, see SAT Guidance document.
The SAT’s composition was agreed by the Personnel Committee and is intended to afford the membership of the Equality and Diversity Committee, whose members are also part of the SAT.
To find out more about our latest Athena SWAN Bronze Award Application and Action Plan for the 2017/2021 period, please download the Athena SWAN Bronze Award Application_Nov 2016 and updated action plan from the related resources section on the right-hand side of this page.
For any further questions, please contact email@example.com.