The Equality Challenge Unit's Athena SWAN Charter was developed to encourage and recognise commitment to advancing the careers of women in STEMM research and academia. It recognises the advancement of gender equality through representation, progression and success for all.

In May 2015 the charter was expanded to recognise work undertaken in non-STEMM disciplines i.e. Arts, Humanities, Social Sciences, Business and Law (AHSSBL), and in professional and support roles, and for trans staff and students. The charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.

The University of Huddersfield committed to the expanded version of the charter in October 2015.

About the Athena SWAN Charter

The Charter covers women (and men where appropriate) in academic roles in STEMM and AHSSBL, professional and support staff trans staff and students in relation to their representation, progression of students into academia, journey through career milestones and working environment for all staff.

The Athena SWAN Charter is based on ten key principles. By being part of Athena SWAN, the University of Huddersfield is committing to a progressive charter; adopting these principles within our policies, practices, action plans and culture.

  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.

More information

Find out about the benefits of Athena SWAN or visit the Equality Challenge Unit Athena SWAN Charter website for more information.


For general enquiries on the Athena SWAN charter at the University of Huddersfield contact: