The University is committed to supporting all staff to deliver their individual personal best, achieve excellence in a diverse range of areas, and progress in their careers. To be a world leading University we must attract, retain, support and develop the best staff; this includes making sure that we represent the diverse nature of the wider community within the University.
What is Leeds doing to recognise excellence and enhance equality?
The Universitys Equality and Inclusion Framework sets out our vision to be:
A beacon of excellence in the sector, promoting a culture of inclusion, respect and equality for all.
Dealing with issues of under-representation, leadership, and the barriers to pursuing an academic career, will benefit women and other groups faced with similar challenges and experiences.
The University is proud to hold an Athena SWAN Bronze Award, which recognises our commitment to advancing womens careers in science, technology, engineering, maths and medicine (STEMM). Within the Athena SWAN context our key aims are to:
- tackle the unequal representation of women in science
- address the reducing numbers of women in sciences, academic leadership, and management and at policy-making levels
- increase the number of female professors
- address the personal and structural obstacles to women making the transition from PhD into a sustainable academic career.
Why is this important?
It's apparent that particular groups of staff are under-represented in the University at all levels and there are also significant variations in how women can progress their careers. To combat this, we aim to embed equality and inclusion into all our mainstream activity and remove barriers that create differential progress.
This is right from a simple 'justice' perspective and will also benefit the institution by raising overall performance and enabling a wider range of views and experiences to contribute to leadership and decision making.