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Created with Fabric.js 1.4.5 Lorem ipsum dolor sit ametconsectetur adipsisicing elit, sed 297 The current number ofinstitutions and departments that hold Athena awards GOLD departments: BRONZE departments: Demonstrate particular challenges and plan activities for the future.Use quantitative and qualitative assessment to identify challenges and opportunities.Have a plan that builds onthis assessment, and lessons from any activities already in place. Demonstrate particular challenges and plan activities for the future.Demonstrate that action has beentaken in response to previouslyidentified challenges.Demonstrate the impact of the actions implemented. SILVER departments: Demonstrate a substantial andwell-established activity andachievement record in working towards equality in career progression in STEMM.Show initiative to increase numbers of women students.Demonstrate beacon activities in gender equality to the widercommunity. Athena SWAN received a major boost in 2011, when the Chief Medical Officer announced that the National Institute for Health Research would only expect to shortlist medical schools for biomedical research centre and unit funding if the school holds a Silver Athena SWAN award. There are both personal and structural obstacles to women making the transition from PhD into a sustainable academic career in science, which require the active consideration of the organisation Addressing gender inequalities requires commitment and actionfrom everyone, at all levels of theorganisation Charter principles: The absence of diversity at management and policy-makinglevels has broad implications, which the organisationwill examine The high loss rate of women in science is an urgent concernwhich the organisation will address The system of short-term contracts has particularly negative consequences for the retention and progression of women in science, which the organisation recognises Tackling the unequal representationof women in science requires changing cultures and attitudes across the organisation 1. 2. 3. 4. 5. 6. "The findings of this research study clearly evidence the impact Athena SWAN has had, and continues to have, both at an institutional level and for individuals. Within universities and departments change is happening; organisational structures and practices are being improved, there is greater awareness around culture and gender equality and the importance of good communication is being highlighted. For individuals, Athena SWAN has been valuable in encouraging aspiration, identifying and exemplifying role models and illustrating potential academic career pathways and opportunities." Professor Dame Julia Higgins, Athena SWAN Charter Patron
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