Gender Equality

Queen's Business School (QBS) 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.

Silver 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 September 2025, the School was awarded a Silver Athena Swan Charter Mark, in recognition of our work towards eliminating gender bias and developing an inclusive culture that values all staff.

Members of QBS DEIB Committee Receiving the Silver Athena Swan Award from QUB Vice Chancellor in 2025

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:

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.

Addressing structural inequalities and social injustices that manifest as differential experiences and outcomes for staff and students.
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.
Understanding and addressing intersectional inequalities.
Recognising that individuals can determine their own gender identity, and tackling the specific issues faced by trans and non-binary people.
Examining gendered occupational segregation, and elevating the status, voice and career opportunities of any identified under-valued and at-risk groups.
Mitigating the gendered impact of caring responsibilities and career breaks, and supporting flexibility and the maintenance of a healthy ‘whole life balance’.
Mitigating the gendered impact of short-term and casual contracts for staff seeking sustainable careers.

Gender Equality

Diversity, Equity, Inclusion and Belonging

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