Athena Swan is a charter run by Advance HE. Organisations apply for an Athena Swan Charter award to recognise their commitment to and progress on gender equality and diversity. Sheffield Hallam University signed up to the charter in 2008 and has held a bronze institutional award since 2010 - renewed in 2023. We also hold two department awards.
Originally focussing on women in STEMM roles (science, technology, engineering, maths and medicine), the charter is now gender equality focused (rather than solely focusing on barriers affecting women) and covers AHSSBL subjects, (arts, humanities, social sciences, business and law) and professional and support staff.
Notable recent achievements include:
- An increase in female staff submitting to the Research Excellence Framework (REF) in 2021 compared with 2014 - a rise from 41% to 47%.
- An increase in female professors - as at June 2025, 42% of the University's professors were female, compared to the sector average of 32%.
- The expansion of support for female staff with the introduction of the Hallam Menopause Network, the Parent and Carer Network and an infertility and baby loss support group.
Being a member of the charter commits the University to:
- adopting robust, transparent and accountable processes for gender equality work, including:
- embedding diversity, equity and inclusion in our culture, decision-making and partnerships, and holding ourselves and others in our institution/institute/department accountable.
- 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.
- ensuring that gender equality work is distributed appropriately, is recognised and properly rewarded.
- addressing structural inequalities and social injustices that manifest as differential experiences and outcomes for staff and students.
- 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.
- understanding and addressing intersectional inequalities.
- recognising that individuals can determine their own gender identity, and tackling the specific issues faced by trans and non-binary people.
- examining gendered occupational segregation, and elevating the status, voice and career opportunities of any identified under-valued and at-risk groups.
- mitigating the gendered impact of caring responsibilities and career breaks, and supporting flexibility and the maintenance of a healthy ‘whole life balance’.
- mitigating the gendered impact of short-term and casual contracts for staff seeking sustainable careers.
Read more about the Athena Swan Charter
