Athena SWAN gender equality charter
CCFE has adopted the principles of the Equality Challenge Unit's Athena SWAN charter.
Like most science and technology organisations, women are under-represented among our technical staff and we are using the industry-standard Athena SWAN accreditation scheme as a way to implement the changes required to make CCFE a more equal workplace.
CCFE is striving to recruit more women staff, particularly in scientific and engineering roles. We are also seeking to retain those women who we might otherwise lose by eliminating some of the barriers which women typically face and, at the same time, creating a better work environment for all staff. In support of this, CCFE and its parent body the UK Atomic Energy Authority (UKAEA) began working towards Athena SWAN accreditation in 2013 and achieved the Bronze award in October 2015.
A CCFE Athena SWAN self-assessment team oversees the gender equality programme and has responsibility for ensuring that the commitments made in our action plan, as laid out in the Bronze application, are fulfilled. These commitments include working towards a Silver accreditation with Athena SWAN in 2018. Certain key stages in the Bronze action plan are also linked to formal UKAEA milestones.
Athena SWAN charter principles:
1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.
2. We commit to advancing gender equality in academia, in particular, addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.
3. We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:
- the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL);
- the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM).
4. We commit to tackling the gender pay gap.
5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.
6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.
7. We commit to tackling the discriminatory treatment often experienced by trans people.
8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.
9. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.
10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.