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  • Gender Equality

Gender Equality

Queen's Management School (QMS) Gender Equality Initiative joins the efforts by the University’s Diversity and Inclusion Unit to ensure equality of opportunity and respect for diversity across the institution and its wider community. Our work includes hosting and facilitating conversations on gender issues in academia, drawing attention to senior female role models, organising gender awareness activities, and ensuring our School processes actively promote gender equality to staff members and students. 

Bronze Athena SWAN Charter Mark

The Athena Swan Charter is a framework used across the globe to support and transform gender equality within higher education and research. In May 2020, Queen’s Management School was awarded a Bronze Athena SWAN Charter Mark, in recognition of our solid foundation for eliminating gender bias and developing an inclusive culture that values all staff.

 

You can view a copy of our successful application, which includes details of current initiatives and future plans. In particular, the School was commended for taking a proactive, team-based approach and displaying a high level of commitment to promoting gender equality.

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Meet the Committee
Meet the Committee
Read the Equality Blog
Read the Equality Blog
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Mary McAleese Lectures
Mary McAleese Lectures
Athena SWAN Principles

The Athena SWAN UK Charter framework recently underwent a transformation to ensure its suitability for the future of the higher education sector. The Transformed Charter requires that institutions participating in Athena SWAN agree that in determining their priorities and interventions, they commit to:

  1. Adopting robust, transparent and accountable processes for gender equality work, including:
    • Embedding diversity, equity and inclusion in our culture, decision-making and partnerships, and holding ourselves and others in our institution/institute/department accountable.
    • Undertaking evidence-based, transparent self-assessment processes to direct our priorities and interventions for gender equality, and evaluating our progress to inform our continuous development.
    • Ensuring that gender equality work is distributed appropriately, is recognised and properly rewarded.
  2. Addressing structural inequalities and social injustices that manifest as differential experiences and outcomes for staff and students.
  3. Tackling behaviours and cultures that detract from the safety and collegiality of our work and study environments, including not tolerating gender-based violence, discrimination, bullying, harassment or exploitation.
  4. Understanding and addressing intersectional inequalities.
  5. Recognising that individuals can determine their own gender identity, and tackling the specific issues faced by trans and non-binary people.
  6. Examining gendered occupational segregation, and elevating the status, voice and career opportunities of any identified under-valued and at-risk groups.
  7. Mitigating the gendered impact of caring responsibilities and career breaks, and supporting flexibility and the maintenance of a healthy ‘whole life balance’.
  8. Mitigating the gendered impact of short-term and casual contracts for staff seeking sustainable careers.
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QMS Priorities

In line with the requirements of the transformed SWAN Charter, the QMS School Management Board has approved the following priorities for its work to further gender equality. Improvements will be made to:

  • The work allocation process.
  • The induction process.
  • The proportion of female staff and students in finance and economics.
  • The proportion of female staff in the professoriate and at Director / Head of Department level.
  • Enhanced awareness of and prominence given to diversity issues amongst staff and students in the school. 

Diversity Research Seminars

The Gender Equality Committee has initiated a new seminar series covering gender and diversity research, running twice per term. Colleagues interested in presenting as part of this series should contact Tom Hastings with details of their proposal. 

Upcoming Seminar

  • 'The effect of cultural distances within a firm on its performance volatility': Presented by Dr Supun Chandrasena, 30th November 2022 from 12-2pm

Past Seminars

  • 'Gender mainstreaming in Talent Management: an intersectional investigation into Northern Irish SMEs': Presented by Dr Grainne Kelly and Dr Sajia Ferdous, 28th September 2022
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  • Mission, Vision, Values
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  • 10 Reasons to Choose the School
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Queen's Management School

Riddel Hall
185 Stranmillis Road
Belfast
Northern Ireland
BT9 5EE

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E-mail: qms@qub.ac.uk 
Tel:+44 (0)28 9097 4200
Fax: +44 (0)28 9097 4201

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