Our application reflects on how the department has transitioned from fragmented, volunteer-led gender equality initiatives to a more integrated, governance-led system, underpinned by strong use of Staff & Student Experience Surveys and Staff data as well as ongoing consultation to inform decision-making. It emphasises sustainable, scalable structural change while acknowledging persistent challenges and outlines an action plan to address these challenges.
The renewal of our Silver Award is a testament to the department’s evidence-driven and institutionally embedded equality strategy, with clear priorities, defined accountability, and measurable outcomes.
Key achievements (2020–2025)
Stronger leadership and governance
- Established a unified ‘People and Culture Framework’ integrating Athena Swan, EDI, Research Culture Working Groups’ leadership into the new People & Culture Oversight Group (P&COG). This new approach ensures clear and senior-led accountability through regular reporting to Senior Management Group (SMG) and representation.
- Strengthened communication and cohesion across divisions and the department via Senior Staff Away Days, Town Halls, and Newsrounds.
Improved culture and support
- Introduction of Inclusive Leadership Programme (ILP), Lab Handbooks standardising expectations and inclusive lab culture, and Women in Clinical Neuroscience (WICN) network providing mentoring opportunities and career development support.
Positive cultural shift
- Significant increase in shared parental leave uptake by men, helping normalise caring responsibilities and reduce gendered assumptions.
Career development support
- Launch of externally funded re-entry fellowships supporting researchers returning from career breaks.
- Improved quality of career development conversations via Personal Development Reviews (PDRs) across staff groups.
Fair recruitment and equitable student pipeline
- Recruitment processes remain equitable, with women shortlisted and appointed at equal or higher rates.
- No gender gap in student attainment or progression.
Strategic Priorities/Future Action Plan (2025–2030)
Our action plan focuses on four areas responding directly to the four major structural issues revealed by our 2025 SES and Student Experience Survey.
- Leadership behaviour and psychological safety
- Strengthening researcher career progression and grant leadership support
- PSS engagement, development, and inclusion
- Transparency, communication, and trust in decision-making
Our department remains committed to ensuring that everyone can thrive in an inclusive, supportive, and high-performing environment. We will communicate our short-term action plans through departmental communication regularly.