It is an understatement to say that I endorse this application: I believe that the principles embodied in the Athena SWAN process are absolutely essential for the future success of our Department.
Of course, the Cambridge Chemistry Department aims to maintain its position as a world leader in chemical research, teaching and, more generally, scholarship. As a highly visible Department, we have a special responsibility in sending out the message that excellence in research cannot be sustained unless we guarantee a working environment that is supportive and based on mutual respect throughout the organization. We will not be able recruit the best from all layers of society unless we clearly demonstrate our commitment to equality irrespective of gender.
This is why we wish to make sure that the Department is demonstrably equal to any in terms of the working experience that we offer, the teaching that we deliver and the outreach that we provide. We strongly believe that diversity is a huge asset for our Department and we are dedicated to maintain and improve the quality of support and the facilities that we offer both to those who work in the Department for a longer period and those who receive crucial training with us on their way to career elsewhere.
As is clearly stated in our Athena SWAN submission, we aspire to values which are based on the highest professional and academic standards in terms of personal growth and satisfaction offered to our staff and students; growth and excellence in what we do; teamwork that is based on respect, trust and integrity.
The process leading up to the application for the Athena SWAN Bronze award has been immensely helpful in allowing us to review all our working practices and to focus on those that can, and should, be improved. The very process leading up to the application has already resulted in many improvements in working practices that, in retrospect, were obvious but that had simply never been identified as such. An example is the introduction of a policy of family-friendly timings for seminars and group meetings.
To me, the Athena SWAN award scheme is not a matter of compliance – it is a process that we should and would continue even if the Athena SWAN scheme did not exist – the proposed practices reflect plain common sense. To ensure that we continue to move forward, the Department has formed a working-party that consults with our staff, students and post-doctoral researchers to explore ways to promote all aspects of gender equality: excellence starts from a level playing field: if we cannot fully exploit the potential of 100% of the population, we are doomed to be eclipsed by those who can.
In summary: the very process of applying for the Athena SWAN Bronze award has already been immensely beneficial. However, it is only a start. I am convinced that the Athena SWAN process offers a clear path towards creating a more supportive, congenial and, in all respects, a more successful Department.
Prof. D. Frenkel ForMemRS FRSC
Head of Department of Chemistry University of Cambridge
Amanda Maycock, Richard Turner and Jane Clarke collecting the Athena SWAN award on behalf of the Department.