The University recognises and celebrates these achievements. Athena SWAN has played an important role in increasing our focus on gender equity by strengthening accountability and supporting improvements in recruitment, promotion, career development and flexible working. The University wants to build on this legacy.
However, the Athena SWAN framework has attracted growing criticism across the Higher Education sector, particularly regarding the administrative burden of award applications resulting in high workload, often placed disproportionately on female staff or other marginalised colleagues. There are also concerns about the extent to which awards themselves drive measurable improvements in outcomes and how Athena SWAN may be encouraging institutional cultures that are at risk of prioritising accreditation over meaningful change and impact. The University wants to address these concerns for our institution.
As a result, the University will be winding down its commitment to school level Athena SWAN in a planned way, while maintaining a commitment to institutional accreditation. We recognise that some Schools are currently working towards submission, so each school will decide whether to complete work on existing submissions, depending on how far this work has progressed. There will then be no further new Athena SWAN submissions at school (or service) level.
The rationale for this change
- A strategic response
The University's refreshed strategy positions Equity, Diversity and Inclusion (EDI) as an enabler of its priorities, recognising that inclusive cultures, equitable opportunities and diverse perspectives are fundamental to excellence in education, research, sport and organisational performance and our People and Culture agenda is helping to create an environment that makes these developments possible. At the same time, the challenging financial environment across the sector means that Loughborough has a responsibility to focus capacity and resources where they can have the greatest impact. This change will contribute to meeting that responsibility.
- Greater intersectional impact
EDI at Loughborough is progressing. We are placing increasing emphasis on delivering and monitoring actions, embedding responsibility for equality within leadership structures, recognising EDI contributions within workload, development, recruitment and progression processes and developing a more integrated and intersectional approach to equality. This change will enable the University to develop a strong Intersectional Internal Framework that holds gender as a key priority while recognising its interaction with other aspects of identity and lived experience. (Further communication about this development, including a roadmap will be shared in due course).
- Emphasising local priorities
The University has strengthened its commitment to EDI through enhanced governance arrangements, including EDI leadership roles across Schools and some Professional Services, local EDI action plans, and clear reporting through to Council. Withdrawing from School Athena SWAN submissions will enable Schools (and Professional Services colleagues) to focus on the priorities most relevant to their own contexts while the University maintains institutional oversight and accountability.
- Changes to the external requirements for Athena SWAN as a prerequisite for funding eligibility
UK Research and Innovation (UKRI) and National Institute for Health Care and Research (NIHR) funding requirements for Athena SWAN accreditation have been removed. EDI remains an important consideration within The Research Excellence Framework (REF) and wider assessments of research culture, however there is no requirement for institutions or Schools to hold Athena SWAN accreditation to perform successfully. Funders and assessment bodies are increasingly more interested in evidence of progress, accountability and impact rather than a particular award.
Loughborough University’s continued commitment to gender equity
This change does not mean a reduction in the University's commitment to gender equity. In fact, reducing the workload associated with Athena SWAN activity will enable greater capacity for Schools and Professional Services to focus on gender equity as a priority area, informed by local evidence.
Loughborough will continue its commitment to Athena SWAN at an institutional level as this will help to maintain reputational benefit as the sector changes in this area and we will build on the achievements made through Athena SWAN while adopting a more sustainable, locally responsive and impact-focused approach to advancing equity, diversity and inclusion.