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Diversity and Inclusion

Diversity and Inclusion

The History Department is committed to providing an inclusive working and learning environment. We aim to confront the inequalities which persist in our society and how they affect the intellectual community we foster. To this end, we have, in the past two years received an Athena Swan Bronze Award for the promotion of gender equality, and reformed our working and educational environment in response to issues facing our diverse student body.

More about our initiatives can be found below.

Athena SWAN and the Department of History

Since September 2015, staff in the Department of History have been working towards an Athena SWAN bronze award, which recognises commitment to achieving gender equality.  Applying for the award is a thorough and in-depth process.  It has required us to analyse the intake, progression and achievements of our staff and students; to think about the gendered nature of our organisation and culture; to assess the support we provide to women at all stages in their academic careers; and to identify ways of addressing the inequalities that exist.

This work has been performed by 15 members of the Department's Self-Assessment Team, led initially by Professor Abigail Woods (now Head of Department), and subsequently by Dr Alana Harris.  Ranging from PhD students to professor emerita, its members bring diverse experiences of life within and outside work.  They have addressed matters ranging from the content of the history curriculum, to the sharing of staff offices, and the ways in which we support, train and listen to our staff and students.

Future achievements

As the first department within the Faculty of Arts and Humanities (and one of the first history departments in England), to pursue an Athena SWAN award, we are justly proud of what we have achieved.  At the same time, we are aware of the work still left to be done in order to fulfil our ambition of making the Department a place in which everyone feels valued and able to achieve their full potential.  Consequently, following the submission of our application in November 2016, we will move beyond gender equality to address wider aspects of diversity and inclusion.


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Athena Swan
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