Athena Swan at IBERS

 

The Institute of Biological, Environmental and Rural Sciences (IBERS) is committed to advancing gender equality and creating an inclusive environment for all staff and students. Our work is guided by the Athena Swan Charter, which recognises and celebrates progress in equality, diversity, and inclusion across higher education and research.

Our Approach

Athena Swan at IBERS is delivered through a structured process of self-assessment, reflection, and action. A dedicated Athena Swan Self-Assessment Team (SAT) leads this work, with representation from across the Institute and with support from wider Aberystwyth University groups.

The team reviews data, gathers feedback from staff and students, and evaluates existing policies and practices to identify areas for improvement through a SMART action plan. This evidence-based approach ensures our activities are responsive to the needs and experiences of our community.

Working Towards Athena SWAN Departmental Bronze award

IBERS is currently preparing submissions for external assessment. These submissions bring together:

  • Analysis of quantitative and qualitative data
  • Evaluation of progress and impact
  • Identification of key challenges and priorities
  • A forward-looking action plan to support continued improvement

Initial awards are granted at Bronze level, with Silver and Gold subsequent, higher levels which recognise both the commitment and the progress made towards advancing gender equality within IBERS.

Monitoring Progress and Impact

Athena SWAN is an ongoing process, not a one-off application. At IBERS, following submission we will:

  • Regularly review progress against our action plan
  • Evaluate the effectiveness of initiatives and activities
  • Update our priorities in response to new evidence and feedback
  • Prepare for future submissions and award renewals

This continuous cycle ensures that our work leads to meaningful and sustainable change.

Key Areas of Focus

Data, consultation, and ongoing self-assessment inform our Athena Swan priorities. While the detail evolves over time, areas of focus typically include:

  • Gender Representation and Recruitment
    Understanding where gender imbalances exist and promoting fair, inclusive recruitment practices to improve representation across roles and career stages.
  • Career Progression, Promotion and Leadership
    Supporting equitable access to development, progression, and leadership opportunities, and addressing barriers to advancement for women and other underrepresented groups.
  • Flexible Working, Workload and Career Breaks
    Reviewing policies and practices relating to flexible working, caring responsibilities, workload allocation, and support before, during, and after career breaks.
  • Culture, Inclusion and Wellbeing
    Creating a respectful and supportive environment in which all staff and students feel included, valued, and able to thrive, including addressing inappropriate or unacceptable behaviours where needed.
  • Governance, Accountability and Evidence-Based Action
    Using data, staff and student feedback, and regular review to identify priorities, monitor progress, and ensure Athena Swan activity leads to meaningful change.

Our Commitment

IBERS is committed to embedding Athena Swan principles within our culture, governance, and everyday practices. We recognise that improving equality and inclusion requires sustained effort and collective engagement across the Institute.

Get Involved

Athena Swan at IBERS is shaped by the experiences and contributions of our community. We encourage staff and students to share their views and take part in activities that support this work.

If you would like to learn more or contribute to Athena Swan at IBERS, please contact: Jessica Adams [jaa@aber.ac.uk]