Athena Swan within the School of Biological and Marine Sciences

Championing and supporting a culture of participation and inclusivity
Woman diver preparing for diving in the sea - stock photo. Getty 1401529955.

Athena Swan within the School of Biological and Marine Sciences

Championing and supporting a culture of participation and inclusivity
The School of Biological and Marine Sciences (SoBMS) aims to champion and support a culture of participation and inclusivity, and to communicate and raise awareness of equality, diversity and inclusion. In September 2025 the School proudly achieved a Bronze Renewal Athena Swan award recognising our efforts and progress, but also our commitment to continue to address inequalities and to ensure that all members of the School feel safe, included and supported.
Our Athena Swan Self-Assessment team (SAT) discusses, implements, promotes and monitors school level actions aimed at improving the working and learning environment for all staff and students.
For further information about our Athena Swan work, please contact the Faculty EDI Team. 
athena swan

We believe that an inclusive and equitable culture is essential for academic excellence. As a School, we are committed to identifying and addressing structural barriers, supporting career development, and embedding fairness in decision-making at all levels.

Richard PreziosiProfessor Richard Preziosi
Head of School

Key priorities

Since achieving our Bronze award in 2018, our School has demonstrated progress in the following areas:
  • Positive and measurable culture change within the School facilitated by EDI and Difficult Conversations workshops and a reported decrease in non-inclusive language and behaviour.
  • Engaging with students through new Student EDI Rep roles and a student EDI survey launched in 2023 which found 76% students feel the School has a strong commitment to EDI.
  • Staff career development has been supported through a School mentor scheme, the University research culture fellowship scheme and the bespoke Women into Leadership programme.
Now under our 5-year action plan (2025-2030) we will focus on our key priorities:
  • Support career development for both academic and PTO staff, particularly women
  • Ensure Athena Swan action plan is supported and delivered
  • Increase student engagement in EDI  
  • Enhance the inclusive culture of the School, for both staff and students
  • Increase understanding of intersectional groups, for staff, students and prospective students
  • Support staff who take extended caring leave.
 
 
 
 

Beacon activity: Women into Leadership programme

As a School we recognised that there are very few women in senior leadership roles and therefore we have a responsibility to create better opportunities for our female staff. Our Women into Leadership programme - widely recognised as a beacon activity across the Faculty and University - has supported 25 women, helping to build confidence, developing leadership skills, and directly contributing to increased promotion success. The programme has supported academic, research, professional services and technical staff.
Led by Executive Coach, Emma Brown, the Women into Leadership programme is designed to engage authentic self-leadership, build potential, strengthen networks and drive desired change. The programme includes group and individual coaching sessions, a mentoring scheme and continued support through action learning sets after completing the programme. The coaching focused on areas such as confidence, managing conflict, self-promotion, goal setting and addressing power imbalances.
Young Businesswoman Posing by Window - stock photo. Getty 1528491760

Feedback

  • ?“Transformational. The best and most important thing I have done at the University.”

  • ?“I take on new challenges, advocate for my ideas, and step into leadership roles with assurance.”

  • ?"The programme helped me recognise my supporters, see my strengths and realise my goals and achievements."

Feedback from the programme has been overwhelmingly positive, with participants sharing that their confidence had improved in the following areas:
  • Empowerment and self-esteem
  • Allyship and networking
  • Action-focused approach
  • Managing conflict and difficult conversations
  • Reflection 

2025 Athena Swan Bronze Renewal submission self-assessment team 

Clare Embling (Chair), Emily Bradley, Rebecca Nesbit, Ari Drummond, Stacey DeAmicis, Chris Moocarme, Manuela Truebano Garcia, Thomas W Davies, Gillian Glegg, Richard Preziosi.
 
 
 

More EDI resources from the University of Plymouth