The University of Westminster has received an Athena Swan Silver Award, recognising its ongoing work to advance gender equality, improve its culture and create a more inclusive environment for colleagues and students.
The Athena Swan Charter, established by Advance HE in 2005, provides a framework for universities and research organisations to identify and address inequalities, develop evidence-based action plans and create lasting cultural and structural change.
Equality, diversity and inclusion (EDI) is a key institutional priority at the University of Westminster and is embedded across the University's strategies, policies and decision-making. It is central to the Being Westminster Strategy 2022–29 and the University's EDI Strategy 2025–30, which takes an intersectional approach to understanding and addressing the different barriers faced by members of the University community.
Westminster has strengthened its approach by introducing more coordinated gender equality work and relaunching the Women of Westminster (WoW) Colleague Network. The University has since established five Colleague Networks, giving colleagues opportunities to share their experiences, influence decision-making and help shape EDI initiatives. The University has a range of measures to help create a more inclusive and supportive environment, including inclusive language guidance, the EDI Champion Scheme, menopause guidance and the Report and Support platform, which provides a way for colleagues and students to report bullying, harassment, discrimination, hate crimes and sexual and gender-based violence.
The University has driven forward a comprehensive range of policies supporting gender equality for students and colleagues, covering flexible working, family-related leave, dignity at work and study, and research sabbaticals. The University has also used colleague feedback and data to understand experiences and identify areas for improvement. Participation in the University's institution-wide colleague survey almost doubled from 576 respondents in 2022 to 1,086 in 2024.
The University has also strengthened its monitoring of equality through annual Equal Pay Audits and EDI reporting, helping to identify pay gaps and inform targeted action. Its commitment to equality is also reflected in its governance, with the proportion of women on the University's Court of Governors increasing from 18% in 2014/15 to 55% in 2025.
Westminster has also introduced a range of programmes to support women's career development and progression. Since the 2021/22 academic year, 55 women colleagues have completed the Aurora Women's Leadership Programme. Of the 45 participants who remained at the University, one in five either were promoted, progressed or regraded within two years of completion.
The University has supported further leadership development through programmes including Advance HE's Diversifying Leadership Programme, WHEN's 100 Black Women Professors Now and Career Accelerator Programme, and the Success on the Board Development Programme.
Further action includes establishing formal EDI roles across the University’s academic schools and giving students the chance to become EDI interns and champions to support the delivery of Westminster’s EDI Implementation Plan and help identify priorities affecting students. The University has also committed to ensuring that equality is considered across its decision-making structures, with EDI being included in the Terms of Reference for university, college and school committees since 2022.
In 2023, Westminster partnered with the Students' Union to introduce free sanitary products and condoms across its campuses, helping to improve access to essential resources and reduce stigma around menstruation and sexual health. In 2024/25, the Students' Union also provided on-campus STI testing and sexual health information and guidance through monthly outreach activities at the Marylebone and Harrow campuses.
Professor Miriam Dwek, Associate Head of the College of Liberal Arts and Sciences who led on the Athena Swan application, said: “I am delighted that the University’s commitment to gender equity has been recognised by Advance HE and that we are the first higher education institution to progress directly to a Silver Athena Swan award (bypassing the Bronze stage). Our Athena Swan application brought together colleagues and students from across the University, including the Women of Westminster, Black and Minority Ethnic, Q+ and Disability colleague networks, via our working groups and wider community all led by our self-assessment team. This award reflects a truly collaborative effort and provides a strong roadmap for continued partnership and lasting positive change.”
Professor Dibyesh Anand, Deputy Vice-Chancellor for Global Engagement, and Employability and the Executive champion for the application as the University EDI Committee’s Co-Chair, added: “We're grateful to Advance HE for their responsiveness and strong, intersectional commitment to gender equity, and especially to the Self-Assessment team led by Professor Miriam Dwek at Westminster whose work made this happen. We went in with confidence as well as humility. We knew we were ahead of many institutions in some areas, but not in others. We knew our gender equity work has to continue and be strengthened. We saw the application as a process of culture change, and we see the award as a catalyst for the work ahead.”
This recognition by Athena Swan demonstrates the University’s direct contribution to the United Nations Sustainable Development Goals (SDG) 3: Good Health and Wellbeing, 5: Gender Equality and 10: Reduced Inequalities. Since 2019, the University of Westminster has used the SDGs holistically to frame strategic decisions to help students and colleagues fulfil their potential and contribute to a more sustainable, equitable and healthier society.
Find out more about equality, diversity and inclusion at the University of Westminster.
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