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Hi Teresa

Does this possibly come down to a comms issue? We have all of our AHSSBL departments committed to achieving awards (or at least submitting!) by 2020, but have been consistent in the message that Athena SWAN is about equality for all, not only women. If they have a high representation of women, are men being disadvantaged, and what actions are they taking to address this? Or do they have a high representation of women at more junior academic levels, but a more balanced gender split at senior levels, which is obviously then an altogether different problem?

Hope this helps,

Sophie

Sophie Black | Equality, Diversity & Inclusion Advisor | HR Strategy | Lancaster University

Tel no: +44 (0) 1524 (5)10634

Working days Wednesday & Thursday

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From: HEEON equal opportunities list <[log in to unmask]> On Behalf Of Williams, Teresa
Sent: 14 May 2018 08:31
To: [log in to unmask]
Subject: Athena SWAN engagement in AHSSBL?

Dear colleagues

At UCL I am liaising with arts, humanities, social sciences, business and law (AHSSBL) departments to encourage their engagement in the Athena SWAN charter mark.  I am making steady progress, but some departments are not motivated to engage due to their small size or the current high representation of women.

I wonder is this typical?  I would be interested to hear from any other universities on the progress they are making with their AHSSBL departments.  I look forward to hearing from you.

Best wishes,

Teresa

Teresa Williams
Equality Diversity and Inclusion Manager
UCL Human Resources
Tel: +44(0)20 3108 8860
UCL internal: x58860

www.ucl.ac.uk/hr<http://www.ucl.ac.uk/hr>

Human Resources, University College London, Gower Street, London WC1E 6BT

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