The Athena Swan Charter is a framework which is used across the globe to support and transform gender equality within higher education (HE) and research. Established in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment, the Charter is now being used across the globe to address gender equality more broadly, and not just barriers to progression that affect women.
- helps institutions achieve their gender equality objectives
- assists institutions to meet equality legislation requirements, and the requirements and expectations of some funders and research councils
- uses a targeted self-assessment framework to support applicants identify areas for positive action as well as recognise and share good practice
- supports the promotion of inclusive working practices that can increase retention of valued academics, professional and support staff
- Demonstrates an institution’s commitment to an equitable working environment
STM is a proud holder of a Silver Athena Swan award which was granted in October 2022 and remains valid until 31 October 2027. The submission for our silver award (excluding data, annexes and personally identifiable information) can be downloaded here(opens in a new tab) . It charts our progress from 2013 when we joined the scheme, with a focus on impact and progress since our last award, bronze, in 2017, to 2021. It details our previous key priorities, actions taken to address them, and the impact of and gaps in our progress. Next, it provides quantitative analysis of staff and student data and a qualitative assessment of LSTMs gender equality context, based on the most recent staff consultation data. The evidence is synthesised to identify future key priorities, and actions to deliver these priorities over the period 2022 to 2027.
Our evidence-informed gender equality priorities for 2022 to 2027 are:
- Increase the proportion of women Professors and corporate leaders
- Ensure that under-represented voices are heard in decision-making at LSTM
- Increase confidence in the way in which LSTM deals with bullying, harassment, and discrimination
- Enhance the quality and quantity of data on gender, ethnicity, culture, inclusion, and social mobility and embed this in decision-making throughout the organisation
- Understand and address barriers to men and women’s’ progression at key career points
- Build an inclusive workplace where everyone can thrive and is recognised for their contributions
By being part of Athena Swan, LSTM has committed to the eight Athena Swan principles:
- adopting robust, transparent and accountable processes for gender equality work, including:
- embedding diversity, equity and inclusion in our culture, decision-making and partnerships, and holding ourselves and others in our institution/institute/department accountable.
- undertaking evidence-based, transparent self-assessment processes to direct our priorities and interventions for gender equality, and evaluating our progress to inform our continuous development.
- ensuring that gender equality work is distributed appropriately, is recognised and properly rewarded.
- addressing structural inequalities and social injustices that manifest as differential experiences and outcomes for staff and students.
- tackling behaviours and cultures that detract from the safety and collegiality of our work and study environments, including not tolerating gender-based violence, discrimination, bullying, harassment or exploitation.
- understanding and addressing intersectional inequalities.
- recognising that individuals can determine their own gender identity, and tackling the specific issues faced by trans and non-binary people.
- examining gendered occupational segregation, and elevating the status, voice and career opportunities of any identified under-valued and at-risk groups.
- mitigating the gendered impact of caring responsibilities and career breaks, and supporting flexibility and the maintenance of a healthy ‘whole life balance’.
- mitigating the gendered impact of short-term and casual contracts for staff seeking sustainable careers.
Athena Swan Self-Assessment
The Athena Swan Self-Assessment Team (SAT) plays a critical role in the process of LSTMs progress through the Athena Swan Charter Mark system. Obtaining, maintaining and progressing through the charter marks (bronze, silver, gold) is of strategic importance to LSTM. It signals our institutional commitment to equality, diversity and inclusion, improves the culture of the institution as a work and study environment, and is a mandatory requirement for some funders.
Equality and Diversity Policy Statement
The Liverpool School of Tropical Medicine (LSTM) is a highly specialised, values-driven institution making a global impact.
We welcome staff, students and partners from across the world into the LSTM community.
Diversity is one of the things that makes LSTM such a great place to work and study. Our aim is to be a truly inclusive organisation that promotes equality of opportunity, encourages ambition and the development of human potential.
We will continually improve outcomes and opportunities for our staff, students and stakeholders across all groups, and are proactive in advancing equality and supporting people to achieve their potential through inclusive practice.
We provide a safe, dignified and inclusive environment where every member of the LSTM community is valued and treated with respect regardless of age, disability, gender reassignment, pregnancy or maternity, race, religion or belief, sex, sexual orientation, marriage or civil partnership, or where they are based.
We will not tolerate any form of unlawful discrimination or behaviour that is contrary to this policy statement, that wastes talent, stifles ability or negatively impacts upon human dignity or relationships across the LSTM community.
We expect every member of the LSTM community to share our values and champion equality and inclusion, to work in accordance with this policy statement and contribute to the delivery of our Equality and Diversity Strategy.