Athena Swan at University of Galway

Priority Areas  

Actions  

Leading and Managing Inclusively  

Increase trust, improve communication, facilitate co-creation model mind-set.  

• EDI KPIs for University leadership.

• Leader training matrix.

• Transparent, co-created policies.

• Formalised SAT roles.

• Close implementation gap.

Safe and Respectful Environment/Dignity and Respect  

Creating a safe and respectful environment built on dignity and to foster an inclusive culture where all staff and students can thrive, contribute fully, and reach their potential without fear of discrimination, harassment, or marginalisation.  

• Appoint Project Lead.

• Create Dignity & Respect Hub.

• Review equality & anti-bullying policies.

• Campaign for positive, inclusive culture.

• Deliver targeted D&R training .

Embedding EDI Systematically 

Inculcate individual and collective responsibility where commitment to EDI is both measurable and accountable. 

• Support & showcase AS work.

• Integrate EDI KPIs (recruitment, progression, promotion, workplans, strategies etc.)

• Engage more men in EDI.

• Mainstream Equality Impact Assessments.

• Embed EDI in workload & PfG.

• Support unit-level AS engagement.

Increasing Representation of Women in Senior Academic Grades  

Reach target of 30% female EP (currently 21%) by 2030 while maintaining the strength of the broader pipeline.  

Target gender profile at SL and Prof In to reflect the gender profile of grades LAB and Lecturer.  

• Strengthen pipeline via promotion, recruitment, retention, career support.

• Including consideration of personal circumstances/ caring in assessment for promotion.

• Provide specialist training.

Creating Flexible and Inclusive Working Environment to Support the Wellbeing of All (including parents and carers)  

Embedding supportive policies and practices that specifically recognise and accommodate the needs of staff with caring responsibilities, allowing balance between professional and personal commitments without compromising their wellbeing or career progression. 

• Standardise family leave support with manager guidelines.

• Provide cover to reduce career impact of family leave.

• Consolidate resources for carers.

• Train managers to support staff effectively.

• Adopt person-centred approach in operations and policies.

Supporting Professional, Managerial Support and Technical Staff  

Create ‘Job families’ competency framework as coherent & scaffolded approach for PMS to build individual careers.

Enhance Job Sizing, PfG and career supports for all PMSS.   

• Create competency framework for PMS.

• Career development workshops for PMS.

• Manage workload and progression for PMS via PfG.

• Expand coaching and mentoring.

• Offer job shadowing to PMS.

• Review job sizing process.

• Advocate for PMS promotion pathways at sectoral level.

• Support unit engagement with Athena Swan. 

Data Gathering – Equality Grounds  

Roll out an extensive self-declaration campaign encouraging staff to declare their race/ethnicity and disability through the Core System.  

• Promote staff self-disclosure, with focus at School/Unit level.

• Seek funding for national campaign and clarify data-sharing basis with HEA.

Enhance Research Staff Inclusion, Engagement and Progression 

Engage with internal research infrastructures to support inclusion, active engagement and integration of research staff while recognising that the research staff cohort is the most ethnically diverse and gender balanced cohort. 

• Promote importance of PfG for research staff.

• Standardise research staff induction and PI roles.

•  Support researcher lifecycle and Development Centre.

• Engage EDI staff in HR Excellence and research improvement.

• Specialist training.

Intersectionality in Practice: Streamlining EDI Programmes   

Streamline operationalisation of EDI programmes of work, Gender Eq, Race Eq, SVH and UDA, to maximize effective implementation of EDI objectives through coherent integrated governance and planning which minimises duplication. 

• Develop integrated programme plan aligned with EDI pillars and strategy.

• Coordinate implementation of Public Sector Equality and Human Rights Duty.

Universal Design and Accessibility  

Apply universal design principles in the development of specific initiatives to widen inclusion of disabled staff and students. 

• Formally adopt ALTITUDE Charter principles. 

• Enhance the physical, social and academic spaces of the University to be 'autism-friendly'.