Athena SWAN Self-Assessment Team

Athena SWAN Self-Assessment Team

The Athena Swan Self-Assessment Team (SAT) plays a critical role in the process of LSTMs progress through the Athena Swan Charter Mark system. Obtaining, maintaining and progressing through the charter marks (bronze, silver, gold) is of strategic importance to LSTM. It signals our institutional commitment to equality, diversity and inclusion, improves the culture of the institution as a work and study environment, and is a mandatory requirement for some funders.

The SAT, which meets regularly and has around 17 members, is responsible for delivering an extensive quantitative and qualitative analysis of LSTM policies, practices and procedures, communicating with all staff in LSTM and producing a high-quality report for submission to the Equality Charter Unit. The SAT also manages a fund which can be used to support relevant activities at LSTM.

LSTM currently holds two faculty level bronze Athena SWAN awards (submitted November 2016 and expired in November 2020) and a small and specialist institute bronze award (submitted April 2017, expires April 2021). COVID-19 has created exceptionally challenging circumstances across LSTM and the SAT has been affected with reduced time available for members to work on SAT business. In recognition of this, LSTM accepted Advance HEs offer of a 12-month extension to our current small and specialist institute bronze award. LSTM will make an application for a silver small and specialist institute award in April 2022.


The SAT is responsible for a range of activities as described below.

Analysis and evaluation

  • Collecting, collating, analysing, interpreting, sharing and reflecting on a range of quantitative and qualitative data to identify both challenges and opportunities with regards to equality at LSTM.
  • Evaluating written LSTM policies, and operational practices and activities to identify opportunities to improve equality at LSTM.

Benchmarking, priority and target setting

  • Establishing priority areas for short, medium- and long-term action that directly respond to the analysis and evaluation and to emerging issues identified by networks and groups within LSTM.
  • Identifying and defining selected indicators to track progress against priorities.
  • Identifying and documenting suitable internal and external benchmarks to inform selection of realistic stretch targets.

Action planning

  • Developing an evidence-based, SMART and comprehensive action plan to underpin advancement against the agreed priorities over the whole award period, and, for some longer-term actions, beyond the award period.

Monitoring and evaluating

  • Evaluating the effectiveness of actions undertaken on an ongoing basis, to ensure actions are delivering impact against objectives. 
  • Evolving and developing the action plan in response to evaluation ensuring that successes and failures are documented and changes to the action plan are clearly identifiable and suitably justified.

Reporting and communication

Developing and maintain a two-way communication, feedback and reporting mechanism with the wider constituencies of LSTM including via:

  • Progress updates to the monthly LSTM Management Committee (MC)
  • Departmental representatives (including professional services) to update colleagues on SAT at relevant departmental meetings and provided back to the SAT on any relevant Departmental level matters arising
  • The SAT Chair attending the EDC and sharing progress/identifying gaps and synergies between the two committees
  • Keep the equality and diversity representative on the LSTM Board of Trustees abreast of progress
  • Written updates published in the Staff and Student newsletter
  • Regular updates to the School Staff Forum and with presentations at key points in the SAT timeline and when broad feedback is needed
  • Formal representation of individual constituent groups on the SAT (See Representation on the SAT)
  • A dedicated Athena Swan page on the LSTM Website and intranet
  • Ad hoc opportunities such as at annual meetings, International Women’s Day Celebrations
  • Informal mechanisms such as emails to the SAT Chair, questions at the School Staff Forum (these can be anonymous) and via the HR Department processes

Representation on the SAT

The LSTM SAT represents the LSTM staff and student body and must therefore include people from a variety of backgrounds, with different experiences and with consideration of intersectionality. It must also have enough senior representation to hold authority and facilitate change within LSTM. Above all the SAT must be diverse, as diverse panels make the best decisions. The Chair pro-actively monitors the SAT membership to ensure diversity whilst also ensuring that a disproportionate burden is not placed on under-represented groups. Recruitment of new members is done on an annual basis or as required (e.g. to replace network representatives).

SAT members (May 2021)


Role on SAT

Eve Worrall


Charles Ameh

Deputy Chairperson


Vicky Cowley

Technical Coordinator



Post Graduate Research student representative  

Jess Williams



Laura Jeffreys



Edward Thomsen



Julie-Anne Tangena

Early Career Research Committee representative. On maternity leave


Sarah Roberts




LGBTQ+ Community Group representative


Justin Pulford



Martha Chinouya

BAME Staff and Student network representative


Keith Steen

Technicians representative


Dean of Clinical Sciences & International Public Health: Bertie Squire

Member by virtue of role (Ex officio)


Dean Biological Sciences: Alister Craig

Ex officio


Dean Education: Phil Padfield

Ex officio


Global HR Director: Sam Airey

Ex officio


Communications Director: Diderik van Halsema

Ex officio


Diversity, Inclusion and Engagement Officer: Sophie Black

Ex officio