Athena SWAN | Coventry University
CLOSE

Campus Map

Working with Coventry University

Working at Coventry University

Coventry University is a diverse and exciting place to work and we share the enthusiasm of our staff and students to be the best at whatever they choose to do. As one of the City’s biggest employers, we offer some impressive benefits for our staff and are committed to delivering the very best opportunities. We have a comprehensive training, personal and professional development programme that provides our employees with the skills to enhance their performance in the workplace and grow in their careers. There are pension schemes, a generous holiday allowance and flexible working opportunities as well as lifestyle benefits including childcare vouchers, discounted membership to the £4 million sports and recreation centre and schemes such as Cycle to Work and the CU Car Share initiative.

View current job vacancies.

LOG IN TO THE COVENTRY UNIVERSITY SITE

Staff portal

Access the central point of information for all staff across the University.

LOG IN TO THE STAFF PORTAL

Student Portal

Check your assessments, access Solar and get course information.

LOG IN TO THE STUDENT PORTAL

Athena SWAN

Coventry University is proud to have been granted the Bronze Athena SWAN Award (for 2016 – 20).  Originally Athena awards focused solely on progression of female academics working in STEMM.  However in May 2015 the charter was expanded to also include arts, humanities, social sciences, business and law (AHSSBL), and  professional and support roles, and for trans staff and students. The charter now recognises work undertaken to address gender equality, and not just barriers to progression that affect women.

 


To achieve the award, the University had to submit a four-year action plan, showing how it would progress and further gender equality for its staff.

Our updated Athena Swan action plan will be available via this page soon.


The work is developed and overseen by the Athena SWAN Action Team (ASAT) which comprises staff at a variety of seniority and from a range of areas.  ASAT reports to the University’s Equality and Diversity Committee to help maintain a high profile for this work.

Athena SWAN has ten principles; to join the Charter, vice-chancellors or principals must indicate that their institution will take action to address these areas.

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.


Visit the ECU Athena site