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Article: Athena SWAN and gender diversity: a UK-based retrospective cohort study

TitleAthena SWAN and gender diversity: a UK-based retrospective cohort study
Authors
Keywordsaccreditation
advocacy group
career
cohort analysis
Issue Date2020
PublisherBMJ Publishing Group: BMJ Open. The Journal's web site is located at http://bmjopen.bmj.com
Citation
BMJ Open, 2020, v. 10 n. 2, p. article no. e032915 How to Cite?
AbstractObjectives: To promote gender diversity and equity in higher education, Athena Scientific Women’s Academic Network (SWAN) supports and recognises higher education institutions (HEI) in advancing the careers of women through charter commitment, awards, training and advocacy since 2005. Most evaluation studies, however, are based on qualitative assessments. This study sought to (1) examine the relationship between Athena SWAN accreditation/awards in the UK and gender diversity of leaders and senior academics using quantitative data from 2012/2013 to 2016/2017, and (2) explore the associations between Athena SWAN awards and university performance as measured by overall scores in global ranking systems. Design: Retrospective cohort study based on the UK HEIs. Setting: Higher education sector in the UK provided by the Higher Education Statistics Agency. Participants: 148 HEIs who provided employment data on female-to-male ratios (55% complete data) for each academic year between 2012/2013 and 2016/2017. Primary and secondary outcome measures: Gender diversity, defined as female representation rates of positions in managerial leadership (eg, heads of institutions, department heads) and professors. The Quacquarelli Symonds (QS) World University Rankings scores, an indicator of research, teaching, employability and internationalisation, were collected to measure university performance. Results: Gender diversity of managerial leaders and non-managerial professors at all levels of Athena SWAN status has improved over the 5 years. Linear mixed effects models identified that Athena SWAN awardees had lower female representation than non-awardees in managerial leadership positions (p<0.05), while the gap was narrowed among Silver awardees over time. Athena SWAN Charter members had increasingly higher female representation than those not in the Charter (p<0.05). Silver-award institutions ranked higher in QS rankings than Bronze-award institutions (β=11.80, p<0.05). Conclusions: There are overall rising trends in gender diversity from 2012/2013 to 2016/2017. Athena SWAN members showed greater and faster growth in female representations. Silver awardees had greater university performance than Bronze awardees.
Persistent Identifierhttp://hdl.handle.net/10722/290849
ISSN
2023 Impact Factor: 2.4
2023 SCImago Journal Rankings: 0.971
PubMed Central ID
ISI Accession Number ID

 

DC FieldValueLanguage
dc.contributor.authorXiao, Y-
dc.contributor.authorPinkney, E-
dc.contributor.authorAu, TKF-
dc.contributor.authorYip, PSF-
dc.date.accessioned2020-11-02T05:47:59Z-
dc.date.available2020-11-02T05:47:59Z-
dc.date.issued2020-
dc.identifier.citationBMJ Open, 2020, v. 10 n. 2, p. article no. e032915-
dc.identifier.issn2044-6055-
dc.identifier.urihttp://hdl.handle.net/10722/290849-
dc.description.abstractObjectives: To promote gender diversity and equity in higher education, Athena Scientific Women’s Academic Network (SWAN) supports and recognises higher education institutions (HEI) in advancing the careers of women through charter commitment, awards, training and advocacy since 2005. Most evaluation studies, however, are based on qualitative assessments. This study sought to (1) examine the relationship between Athena SWAN accreditation/awards in the UK and gender diversity of leaders and senior academics using quantitative data from 2012/2013 to 2016/2017, and (2) explore the associations between Athena SWAN awards and university performance as measured by overall scores in global ranking systems. Design: Retrospective cohort study based on the UK HEIs. Setting: Higher education sector in the UK provided by the Higher Education Statistics Agency. Participants: 148 HEIs who provided employment data on female-to-male ratios (55% complete data) for each academic year between 2012/2013 and 2016/2017. Primary and secondary outcome measures: Gender diversity, defined as female representation rates of positions in managerial leadership (eg, heads of institutions, department heads) and professors. The Quacquarelli Symonds (QS) World University Rankings scores, an indicator of research, teaching, employability and internationalisation, were collected to measure university performance. Results: Gender diversity of managerial leaders and non-managerial professors at all levels of Athena SWAN status has improved over the 5 years. Linear mixed effects models identified that Athena SWAN awardees had lower female representation than non-awardees in managerial leadership positions (p<0.05), while the gap was narrowed among Silver awardees over time. Athena SWAN Charter members had increasingly higher female representation than those not in the Charter (p<0.05). Silver-award institutions ranked higher in QS rankings than Bronze-award institutions (β=11.80, p<0.05). Conclusions: There are overall rising trends in gender diversity from 2012/2013 to 2016/2017. Athena SWAN members showed greater and faster growth in female representations. Silver awardees had greater university performance than Bronze awardees.-
dc.languageeng-
dc.publisherBMJ Publishing Group: BMJ Open. The Journal's web site is located at http://bmjopen.bmj.com-
dc.relation.ispartofBMJ Open-
dc.rightsThis work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.-
dc.subjectaccreditation-
dc.subjectadvocacy group-
dc.subjectcareer-
dc.subjectcohort analysis-
dc.titleAthena SWAN and gender diversity: a UK-based retrospective cohort study-
dc.typeArticle-
dc.identifier.emailAu, TKF: terryau@hku.hk-
dc.identifier.emailYip, PSF: sfpyip@hku.hk-
dc.identifier.authorityAu, TKF=rp00580-
dc.identifier.authorityYip, PSF=rp00596-
dc.description.naturepublished_or_final_version-
dc.identifier.doi10.1136/bmjopen-2019-032915-
dc.identifier.pmid32051310-
dc.identifier.pmcidPMC7044944-
dc.identifier.scopuseid_2-s2.0-85079336119-
dc.identifier.hkuros318520-
dc.identifier.volume10-
dc.identifier.issue2-
dc.identifier.spagearticle no. e032915-
dc.identifier.epagearticle no. e032915-
dc.identifier.isiWOS:000527786700096-
dc.publisher.placeUnited Kingdom-
dc.identifier.issnl2044-6055-

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