Accreditations, pledges and commitments

Coventry University has held an institutional level bronze award from Athena SWAN since 2016. We are proud to have signed up to the new Athena SWAN Charter Principles and to have had our award reaccredited until 2027.

Since the university’s last accreditation in 2016, our Academic Progression Framework has helped drive a steady rise in the percentage of grade 9 and 10 roles held by women across the Group and has seen the total number of applications from women for career advancement opportunities increase by more than 350 per cent.

An integral part of the Athena SWAN application process is for the University to critically analyse its own gender equality landscape and to build and commit to a four-year action plan for delivering further progress. You can download the full submission which includes the action plan.

The work is developed and overseen by the Athena SWAN Action Team (ASAT) which is comprised of academic and professional services staff from across the University.

Athena SWAN is an Advanced HE Charter, which requires Vice-Chancellors to commit to the following Charter Principles:

1. adopting robust, transparent and accountable processes for gender equality work, including:
   a. embedding diversity, equity and inclusion in our culture, decision-making and partnerships, and holding ourselves and others in our institution/institute/department accountable.
   b. undertaking evidence-based, transparent self-assessment processes to direct our priorities and interventions for gender equality, and evaluating our progress to inform our continuous development.
   c. ensuring that gender equality work is distributed appropriately, is recognised and properly rewarded.
2. addressing structural inequalities and social injustices that manifest as differential experiences and outcomes for staff and students.
3. tackling behaviours and cultures that detract from the safety and collegiality of our work and study environments, including not tolerating gender-based violence, discrimination, bullying, harassment or exploitation.
4. understanding and addressing intersectional inequalities.
5. recognising that individuals can determine their own gender identity, and tackling the specific issues faced by trans and non-binary people.
6. examining gendered occupational segregation, and elevating the status, voice and career opportunities of any identified under-valued and at-risk groups.
7. mitigating the gendered impact of caring responsibilities and career breaks, and supporting flexibility and the maintenance of a healthy ‘whole life balance’.
8. mitigating the gendered impact of short-term and casual contracts for staff seeking sustainable careers.

Access

Providing structured work experience and/or apprenticeship opportunities to people from disadvantaged backgrounds or circumstances.

Recruitment

Adopting open employee recruitment practices which promote a level playing field for people from disadvantaged backgrounds or circumstances

Coventry University Group is already working hard to improve social mobility through activities and initiatives under each of the three pillars, and will continue to work towards ensuring that it supports individuals to achieve their full potential.

The covenant focuses on helping members of the armed forces community to have the same access to government and commercial services and products as any other citizen, which importantly for the Coventry University Group includes access to education, and support with starting a career.

The Group already has a special leave policy in place which covers reserve forces activity and will continue to review policies across the Coventry University Group to align with this commitment.