News

The Dunn School of Pathology is delighted to announce the renewal of its Silver Athena Swan accreditation by AdvanceHE in November 2024. This prestigious award reflects the department’s ongoing commitment to advancing gender equality, inclusivity, and excellence, as detailed in our application.

Members of the Self-Assessment Team and colleagues gathered for a celebratory tea and cakes in the Combination Room on 21 November to mark this significant achievement.

Reflecting on the award, Professor Matthew Freeman, Head of Department, said: “The Athena Swan process is more than just an abstract accreditation: it really does provide a framework to support our aim of fostering an environment where every member, regardless of gender or background, can thrive and contribute to our scientific and educational ambitions. While we are proud of what we have done, we are not complacent, and know there is still plenty of room for improvement.”

Since its last award in 2018, the Dunn School has made significant progress in its equality, diversity, and inclusion (EDI) agenda. Key achievements include:

• Enhanced Gender Balance: The proportion of female academic staff has risen from 15% to 36%, supported by targeted recruitment and mentoring initiatives.
• Professional Development: Programmes such as leadership training, skills workshops, and grant application support have been instrumental in advancing career progression, particularly for women.
• Support for Carers: Internal funding schemes for career development and childcare costs have helped staff and students balance professional and personal responsibilities.
• Positive Workplace Culture: Anti-bullying initiatives, including bystander training and dedicated Harassment Advisors, have fostered a respectful and supportive environment.

Looking ahead, the Dunn School’s 2024-2029 action plan focuses on addressing the “leaky pipeline” in senior roles, expanding mentorship programmes, improving workload distribution, and raising awareness of carers’ grants and family-friendly policies.

Professor Freeman added: “As we continue to address challenges such as the ‘leaky pipeline’ and the need for greater inclusivity, I hope and believe that our focused action plan for the next five years will reinforce our efforts towards building an equitable working culture.”

The department extends its gratitude to application leads Quentin Sattentau and Louise Cotterell and colleagues from the Athena Swan Self-Assessment Team and EDI Committee for their contributions, as well as to all members of the Dunn School community who help make it a place where everyone feels valued and supported.