Gender Equality Scheme - Swansea University

The following is a summary of the gender priorities and action points that the Network are
aiming to work towards:
• achieving a better balance of diversity would impact significantly on the future success of
the University, as well as influencing perspectives on its desirability as a place where
women will want to work. Action Point - all of the network are encouraged to expand the
network and communicate this to others
• Ways need to be found to prompt University management to recognize lack of womens’
representation, to see this as a missed opportunity, and be pro-active in promoting the
inclusion and visibility of women. Action Point – all encouraged to raise these issues in
their spheres of influence as opportunities present.
• Internal systems, schemes, and processes aimed specifically at nurturing and developing
women who represent the next generation of aspiring staff should be improved. The
Leeds scheme for Management Development was cited as an example. Action Point –
all Network members to bear in mind, especially where nominations on University bodies
and similar positions are called for.
• The importance of ensuring that the University’s efforts to raise its research capacity are
not achieved at the expense of work-life balance is particularly recognized as important.
• Raising the visibility and profile of existing women via increased prominence and
exposure in marketing/information about the University. Action Point – links to be
developed with Marketing and press office
• The network can help serve as an avenue for consultation on relevant issues. Action
Point– raise awareness of this opportunity.
• The network can be a vehicle for circulating relevant information and ideas.
• To apply for a funding bid to aid the network’s activities. Action Point– to explore and
take forward.
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