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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 College of Medicine & Health's Equality & Diversity Group (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.  

Member biographies

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 College of Medicine and Health.

Co-Chair (Academic)

Richard Smith

Co-Chair (Professional Services)

Rachel Burn


Sarah Downing

Vice Dean (Education)

Ian Fussell

Vice Dean (Research)

Angela Shore

BMBS Medicine Representative

Vrinda Nayak

Medical Sciences Representative

Reza Zamani

Medical Imaging Representative

Chris Wright

Postgraduate Research Representative

Dorothea Seiler Vellame

Undergraduate Representative

Daniel Raison

Undergraduate Representative

Becky Bates

IHR (Cornwall) Representative

Ben Wheeler

Cornwall Inclusivity Group Representative

Conny Guell

IBCS Representative

Anna Murray

IHR Representative

Sarah Dean

Early Career Research Representative (IHR)

Tristan Snowsill

Early Career Research Representative (IBCS)

Pia Leete

Professional Services Representative

Cecilia Manosa Nyblon

Human Resources Representative

Katharine Harris

Research Career Path Representative

Jenny Lloyd

Race Equality Group Representative

Tudor Chinnah

The UEMS Equality & Diversity Group aims to: 

  1. 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.
  2. 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.
  3. Review the UEMS organisational working culture, to ensure that UEMS is an inclusive environment for all staff and students.
  4. 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.
  5. Consult with UEMS students and staff to clarify viewpoints and gather feedback on equal opportunities, fair career progression and related issues.
  6. Learn from other national and international organisations promoting equality of opportunities in science, and share best practice.
  7. Develop SMART action plans to improve procedures and practices with a view to overcoming barriers to fairness and equality of opportunities throughout UEMS.
  8. Oversee the planning and submission process for future UEMS Athena SWAN submissions and awards.
  9. Develop sub-groups as appropriate. These include but are not limited to:
    • Mentoring Sub-Group
    • Student Sub-Group