The UK saw the first development of the charter, as a collaboration between the Athena Project and the Scientific Women’s Academic Network (SWAN), which works to advance the representation of women in STEM:

• Science
• Technology
• Engineering
• Mathematics
• Medicine

The charter was first launched in Ireland in 2015, and redeveloped in 2021. It aims to support higher education institutions, academic departments and professional units in impactful and sustainable gender equality work. 

And it goes further, aiming to build capacity for evidence-based equality work across the equality grounds enshrined in Irish legislation.

The primary objectives of the Athena Swan Charter are to:

• Address gender inequalities and encourage a culture of inclusion and diversity.
• Promote and support the representation of women in academic, professional, and leadership roles, where underrepresentation exists.
• Enhance the career advancement of underrepresented groups across all disciplines.
• Ensure that the working environment and culture are supportive of all individuals, regardless of gender.

Institutions that sign up for the Athena Swan Charter commit to ten key principles, which include:

• Recognising the talents of all.
• Advancing gender equality, not just preventing discrimination.
• Ensuring that gender equality work is intersectional, considering multiple factors such as race, disability, and age.
• Addressing the structural and systemic barriers to equality, diversity, and inclusion.
• Committing to transparent, evidence-based processes and policies.

Although gender still sits at the core of the framework, the Athena Swan approach is growing to be more intersectional. It now allows for the inclusion of wider EDI work and links to other areas of inequalities such as:

• Age
• Disability
• Ethnicity
• Sexual orientation
• Religion

In March 2017, DCU was awarded the Athena Swan Bronze Award for our commitment to advancing gender equality and creating cultural change in the university. 

Our Bronze Award was renewed in 2020 — see our 2020 award submission. 

Professor Greg Hughes, chair of the DCU Athena Swan Committee (2017–2020) welcomed this award renewal:

“DCU continues its commitment to the principles that underpin the Athena Swan Charter and is delighted to have that commitment, and our ongoing efforts, recognised by the attainment of our second Bronze Award. 

Our Athena Swan submission in 2020 once again provided us an opportunity to consult widely with staff, reflect on where we are in terms of gender equality, identify the main challenges for the university and develop a strong action plan to address these issues over the next three years as we work on progressing our plans for gender equality and achieving a Silver Award.”

DCU is currently awaiting the outcome of its 2024 Silver Award submission. 

Read more about Pursuing Our Gender Action Plan. 

DCU currently holds eight Athena Swan Departmental Bronze Awards:

• School of Communications, April 2021
• DCU Business School, November 2021 
• School of Mathematical Sciences, April 2022
• School of Biotechnology, April 2022 
• School of Physical Sciences, November 2022
• School of Nursing, Psychotherapy and Community Health, November 2022
• School of Applied Languages and Intercultural Studies, April 2023 
• DCU School of Psychology, November 2023

Find information and resources on applying for a Departmental Application.

Athena Swan stands for ‘Athena Scientific Women's Academic Network’. It's a charter established in the UK and Ireland that aims to advance gender equality in higher education and research institutions. 

Originally focused on the fields of science, technology, engineering, mathematics, and medicine (STEMM), it has since expanded to include arts, humanities, social sciences, business, and law (AHSSBL).

The Athena Swan charter is a framework designed to transform gender equality in higher education and research. 

It supports higher education institutions, academic departments, and professional units in impactful and sustainable gender equality work and helps to build capacity for evidence-based equality work across Irish legal equality grounds. Find out more. 

Athena Swan has both institutional and departmental awards in three categories: Bronze, Silver and Gold. 

All institutions and individual departments must first apply for a Bronze award, before moving up to Silver and Gold awards as appropriate.

DCU actively engages with the Charter by applying for an Athena Swan award every four years. 

We carry out regular self-assessments of gender equality and EDI and develop action plans to address any gaps or challenges identified.

Every employee can engage with Athena Swan in DCU by participating in Athena Swan surveys and focus groups. 

You may also have a chance to engage with Athena Swan within your department by sitting on the school’s self-assessment team or EDI Committee, supporting the development of an Athena Swan application or with the implementation of an action plan. 

DCU’s Deputy President holds oversight for Athena Swan in the University as the Vice President for Diversity and Equality. 

An Athena Swan DCU Working Group ensures progress with Athena Swan action plans, and reports to our EDI Steering Committee and EDI sub-Committee of the Governing Authority. 

Our dedicated Athena Swan Officer in the DCU People EDI Unit supports institutional plans and departments engaging with the process.  

The Athena Swan charter supports us in our goal of addressing systemic inequalities and embedding inclusive cultures in our institution. 

It provides us the unique opportunity to critically self-assess our position with regards to equality, diversity and inclusion and identify gaps and opportunities that we can address. 

All academic departments in DCU are in various stages of engaging with the Athena Swan charter. 

Information on which departments currently hold an Award can be found on our website. This is updated regularly as new awards are attained.