Athena Swan at Cambridge
The University successfully renewed its Athena Swan Silver Award in November 2024. This recognition highlights our ongoing efforts to advance gender equality and build an inclusive culture across the institution.
University of Cambridge Athena Swan Institutional Application and Action Plan 2024-2029
The University's Self-Assessment Team, co-chaired by Dr. Kirsty Allen, Chief Operating Officer, Cambridge University Libraries, and Professor Kamal Munir, Pro Vice Chancellor for University Community and Engagement, played a pivotal role in this achievement.
Responses to the University's Culture Survey were instrumental in shaping our application and action plan, providing a key foundation for the work we will undertake to further gender equality.
The Athena Swan Panel commended the University’s leadership in demonstrating a clear institutional commitment to gender equality. They cited the University's decision to increase paid paternity leave to 12 weeks as an exemplar of best practice for the sector. Additionally, the Panel praised the University’s “impressive” work on the gender pay gap, acknowledging the reduction achieved so far and the ambitious target of a further 25% reduction over the next five years.
The University committed to the following key priorities in the 2024-29 Athena Swan Action Plan:
- Priority 1: To develop and implement initiatives to reduce the Gender Pay Gap (GPG) through career progression and promotion, while systematically identifying and addressing key drivers contributing to disparities within the organisation.
- Priority 2: To promote an inclusive and supportive work and study culture for all.
- Priority 3: To promote gender diversity by attracting, recruiting and retaining talent within the University in areas of underrepresentation.
- Priority 4: To enhance the overall student experience and address awarding gaps.
- Priority 5: To address the wellbeing and mental health needs of our staff and students.
- Priority 6: To enhance organisational capacity and integrate ED&I practices into the University’s core operations.
In 2025 our key areas of focus will be:
- Launching an ED&I Intersectional Delivery Group (EDIIDG): Implementing targeted actions to address the root causes of pay disparities and monitoring progress toward achieving our gender pay gap reduction target.
- Career Development for PSS Colleagues: Delivering a clear and transparent framework to support career planning within the University.
- Menopause Support: Providing targeted guidance and training for staff experiencing menopause.
- Wellbeing Steering Group: Establishing a group to identify key themes and inform the development of a University Wellbeing Strategy and action plan.
- Inclusive Recruitment: Expanding efforts to diversify applicant pools and embedding equity throughout the recruitment process.
The renewal of our Silver Award reflects the University’s progress to date and provides a strong foundation for the work ahead. We extend our heartfelt gratitude to everyone involved in making this milestone possible and look forward to continuing our journey toward greater inclusivity.
Guidance and Information on Departmental/Faculty/Unit Applications
Application forms, guidance and essential information about applications can be found via Sharepoint.
Please contact the ED&I Team for further support with your application or information about current departmental/Faculty awards.