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The University of Exeter Medical School is delighted to have been awarded an Athena SWAN Silver department award.
Equality & Diversity Group
The University of Exeter Medical School Equality & Diversity Group (UEMS E&D Group) was established in August 2012 in parallel with the new Medical School being created, and was formally known as the Athena SWAN Working Group.
Dr Sarah Dean
Through my work I see many staff profiles and CVs belonging to those applying for jobs or research grant funding. On numerous occasions I have observed that female profiles often far exceed their current position especially when compared to male counterparts - who often have a higher position or higher salary. I wish to see women having greater confidence to aim higher, negotiate more strongly and be recognised more explicitly for their contributions to academia. Being involved in Athena SWAN is one way to support this equality agenda.
Dr Sarah Dean, Senior Lecturer (Health Services Research) and Co-Chair
I was delighted when the Medical School was awarded the Athena SWAN Silver departmental award, as it reflects how committed we are within the Medical School to ensuring equality and inclusivity across the board. My role is to help the Athena SWAN Working Group ensure that we meet all the targets set out in our Silver action plan, as well as helping them to develop other activities that will take us further in the future.
Sarah Downing, Executive Officer and Co-Chair
Ana Miguel Cruz
Ana Miguel Cruz, Postgraduate Research Student
Professor Lora Fleming
I am a physician and epidemiologist interested in the interconnections between the environment and human health. Having mentored more than 100 students and faculty over the past 20+ years in academic and other careers (the majority of whom are women and/or under-represented minorities), I am very interested in supporting the activities and efforts of the Medical School and the wider university in the area of Athena SWAN in hopes that it will improve the quality of working life for everyone at the University of Exeter.
Professor Lora Fleming, Director of The European Centre for Environment and Human Health
I am delighted to have been appointed to help maintain and grow the Athena SWAN principles within the Medical School. Inequality in any discipline can minimise the availability of knowledge, expertise, and experience. As STEMM subjects traditionally struggle to maintain gender equality, the Athena SWAN charter continues to be a beneficial and worthwhile pursuit. My role is to help to ensure the scheme grows into the future, and that current targets are met.
Alex Hall, Business Support Officer
Dr Ola Kudlicka
Women face multiple challenges throughout their progression into a sustainable academic career and are under-represented in the most senior positions within the higher education system. I strongly believe that we need to implement innovative solutions to create a culture that promotes women in academia. The Athena SWAN Charter is an important initiative that has the potential to shift public attitudes and deep-seated social norms. I am delighted to have a role representing early career researchers in the UEMS Athena SWAN Working Group.
Dr Ola Kudlicka, Research Fellow, Centre for Research in Ageing and Cognitive Health
Dr David MacDonald
Having taught undergraduate Biomedical Science for many years, I am aware of the discordance between the proportion of successful female students graduating with this degree award and the proportion of female Biomedical Scientists holding senior positions within this career pathway later in life. Only through raising awareness of gender equality in education and in the workplace can this bias be addressed. I am proud of the fact that I work in a Medical School that has been awarded Athena SWAN Silver status in recognition of its positive, proactive stance on gender equality amongst staff and students.
Dr David MacDonald, Senior Lecturer (Medical Sciences)
Professor Jean McEwan
Professor Jean McEwan, Vice Dean Education
Dr Anna Murray
I am a senior lecturer in genetics and a single mum to a 14 year old daughter. Both roles are challenging, but at the same time extremely rewarding. The gender imbalance among senior academics has complex aetiology and we need to find creative solutions to redress that imbalance. I have benefitted from some inspirational mentors and role models during my career and I would like to use these positive experiences in my role as a representative for IBCS on the Athena Swan Working Group.
Dr Anna Murray, Senior Lecturer
Dr Mark Pearson
Dr Mark Pearson
I am a health services researcher with a clinical background as an Adult Nurse. As a Senior Research Fellow I am very aware of the lower numbers of women in senior academic and research roles - I believe this represents a huge waste of talent and risks skewing the university environment in a way that benefits no-one, whether male or female.
Dr Mark Pearson, Senior Research Fellow in Implementation Science
NIHR CLAHRC South West Peninsula
Professor Angela Shore
Angela Shore is Vice Dean for Research, Professor of Cardiovascular Sciences, Scientific Director of the NIHR Exeter Clinical Research Facility and leader of the Vascular Medicine Research group. She is married with two teenage children.
Professor Angela Shore, Vice Dean for Research, Professor of Cardiovascular Sciences, Scientific Director of the NIHR Exeter Clinical Research Facility and leader of the Vascular Medicine Research group.
Dr Tristan Snowsill
Dr Tristan Snowsill, Research Fellow
Dr Ben Wheeler
Dr Ben Wheeler
I am a health geographer, researching the interconnections between environment, society and health. Much of my work has involved investigating the damaging impacts of social and environmental inequalities on people’s health and wellbeing, largely at national and international scales. I am keen to support Athena SWAN activities in the Medical School and more widely to try to help us move towards a more equitable and inclusive research and educational culture for all staff and students.
Dr Ben Wheeler, Senior Research Fellow, European Centre for Environment & Human Health
Dr Reza Zamani
I have been aware of issues surrounding equality of opportunities for many years, but have not had the chance to actively influence practice and policies. I see the Equality & Diversity group as a robust process to achieving its goal of gender equality at work and, as a parent and a scientist-educator, am very happy to be involved in this process. “Equality is the soul of liberty; there is, in fact, no liberty without it.” Frances Wright, lecturer, writer, freethinker, feminist, abolitionist, and social reformer.
Dr Reza Zamani, Programme Director, Medical Sciences
Equality and Diversity Group
The E&D Group meets every month, and its members are either representative of particular roles, or are volunteers from particular areas within the Medical School.
|Co-Chair (Professional Services)||
|Vice Dean (Education)||
|Vice Dean (Research)||
|Director of College Operations||
|BMBS Medicine Representative||
|Medical Sciences Representative||
|Medical Imaging Representative||
|Postgraduate Taught Representative||
|Postgraduate Research Representative||
Ana Miguel Cruz
|IHR (Cornwall) Representative||
|IHR (Exeter) Representative||
|Early Career Research Representative||
|Early Career Research Representative||
|Professional Services Representative||
Cecilia Manosa Nyblon
|Human Resources Representative||
|Research Career Path Representative||
|Education Career Path Representative||
The UEMS Equality & Diversity Group aims to:
- Monitor the progress of the College’s Athena SWAN Action Plan, determine the impact of the Action Plan and identify new initiatives and actions to take the Action Plan forward.
- Disseminate information about Equality & Diversity, and Athena SWAN, throughout UEMS and liaise with other STEM/M colleges and the wider University on the actions the UEMS E&D Group is taking. Receive, consider and respond to information about Equality & Diversity related issues and initiatives in other University of Exeter STEM/M colleges, as well as University wide issues and initiatives.
- Review the UEMS organisational working culture, to ensure that UEMS is an inclusive environment for all staff and students.
- Review existing processes and policies to identify where there are barriers or perceptions which hinder students and staff from reaching their full potential, and put solutions in place. In particular, the Group will encourage and empower students and staff to further their work and careers by increasing applications for promotion and research/education awards.
- Consult with UEMS students and staff to clarify viewpoints and gather feedback on equal opportunities, fair career progression and related issues.
- Learn from other national and international organisations promoting equality of opportunities in science, and share best practice.
- Develop SMART action plans to improve procedures and practices with a view to overcoming barriers to fairness and equality of opportunities throughout UEMS.
- Oversee the planning and submission process for future UEMS Athena SWAN submissions and awards.
- Develop sub-groups as appropriate. These include but are not limited to:
- Mentoring Sub-Group
- Student Sub-Group