Not so much an answer to any of the issues raised upthread, as a
potential source of answers: as I understand it, the Athena Swan folks
issue their awards on the basis of policies and procedures, rather
than on the basis of the current percentage of women among those at
any particular career stage. To do that, they'd need a sturdy
evidence base on which policies and procedures are likely to succeed
in improving recruitment and retention of women in the long run -
although page 11 of
<http://www.athenaswan.org.uk/sites/default/files/Athena%20SWAN%20Impact%20Report%202011.pdf>
suggests that they've been finding it difficult to get hold of
longitudinal quantitative data.
--
Kind regards,
Dan
Dr. Daniel C. Hatton
Lecturer in Mechanical and Marine Engineering
School of Marine Science and Engineering,
Plymouth University
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