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The Athena SWAN SAT is supported by a number of working groups (WGs), recruited from the wider Department with at least one SAT member on each. These WGs divide the workload amongst SAT members and engage the Department more fully in the Athena SWAN process. Each WG assesses, consults, prioritises, plans and implements actions within their topic areas, identifies survey items and reviews responses. They meet at least termly.

The Working Groups exist to help meet the 10 goals of the Athena SWAN Charter. 

Anyone interested in joining one of the working groups should contact Susie Murphy.

Academic Career Working Group

The Academic Career WG focusses on developing and optimising the support given to research staff to develop their careers.  This includes: optimising grant application support (e.g. research meetings, mock interviews); increasing applications for Awards for Excellence and Recognition of Distinction schemes; and increasing dissemination of career development information.

Clinical Academic Career Working Group

The focus of this WG is on supporting people to combine clinical and academic work.  This will include: developing the support given to Academic Clinical Fellows; providing networking opportunities for female clinicians; making seminars more accessible for clinicians.

Professional and Support Staff Working Group

This WG is aimed at increasing support for Professional and Support staff (PSS).  This includes: promoting PSS career development opportunities; organising networking events for PSS; championing and celebrating the work done by PSS within the Department.

Family-friendly and part-time working WG

This WG will focus on developing the support given to staff with family and other caring responsibilities and those working part-time.  This includes: developing support for people taking parental leave; increasing awareness of the Shared Parental Leave; introducing initiatives to support people working part-time.

Culture Working Group

This working group has a broad remit to improve the working culture of our Department.  This includes: reviewing Department-wide social events; promoting gender balance in outreach activities; reviewing and developing the support given to staff experiencing bullying and harassment; reviewing potential discrimination experienced by BME and LGBT staff.