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Equality and Diversity Policy

The National Centre for Atmospheric Science is committed to promoting and maintaining equality and diversity in order to establish an inclusive and productive culture.

We aim to pursue good practice addressing all protected characteristics – gender, race, age, pregnancy and maternity, disability, sexual orientation, religion or belief, gender reassignment, marriage or civil partnership. In addition there are other aspects we wish to address, such as staff with caring commitments. 

We follow well-established principles developed by the Athena Swan (AS) initiative that addresses gender. This involves:

  1. the development of an organisational structure, including a self-assessment team, to carry proposed actions forward
  2. an assessment of gender equality, including quantitative (staff data) and qualitative (policies, practices, systems and arrangements) evidence, and identification of both challenges and opportunities
  3. the development of a four-year plan that builds on this assessment, provides information on activities that are already in place, and what has been learned from these.

Although we cannot formally affiliate with the AS initiative because we are not a separate organisation, all of our individual constituent parts are already affiliated, and hold AS Awards at various levels.

Implementation Plan

Our overall aim is to follow the AS assessment evaluation and guidelines as closely as possible and practicable, even though we cannot formally affiliate with AS.

We have established a Self-Assessment Team (SAT), following AS guidelines.

A member of the Management Team will be identified to provide support to the SAT e.g. in identification / collection of data, preparation of statistics, organisation of additional activities, preparation of reports etc. The first meeting of the SAT to agree terms of reference and discuss initial activities to be held by October 2019.

The SAT will consider the AS data requirements to decide what quantitative and qualitative data are appropriate for us to collect, what data are already available and what additional data can reasonably and usefully be collected, with due consideration of GDPR (General Data Protection Regulation) requirements. A report will be prepared for the Board, with an initial assessment, including a description of the available data and proposed future data collection, by April 2020.

Thereafter, the SAT will meet twice yearly to review progress, and prepare an annual report to the Board, with updated data, description of activities and outlining future plans, April 2021 and thereafter.

AS Awards

  • Cambridge University (Silver) & Chemistry (Silver)
  • Leeds University (Bronze) & Environment Faculty (Bronze)
  • Manchester University (Bronze) & SEES (Bronze, interim)
  • Reading University (Bronze) & SMPS (Silver)
  • STFC (Member)
  • York University (Bronze) & Chemistry (Gold)
  • Birmingham University (Bronze) & Chemistry (Bronze)
  • Cranfield University (Bronze) (no departmental awards)
  • Hertfordshire University (Bronze) & SPAM (Silver)
  • Oxford University (Bronze) & Physics (Silver)
  • Surrey University (Bronze) & DMES (Bronze)
  • UEA (Bronze) & Chemistry (Bronze)

Self Assessment Team

  • Rami Alfarra, University of Manchester
  • Ioana Colfescu, University of Leeds
  • Alan Gadian, University of Leeds
  • Ali Gane, University of Leeds
  • Hannah Price, University of Cranfield
  • Ruth Purvis, University of York (Head of Equality, Diversity & Inclusion)
  • Jon Robson, University of Reading
  • Robin Smith , University of Reading
  • Louise Whitehouse, University of Leeds