Silver Award Research Articles

A critical analysis of Athena Swan as a policy‐scoring scheme

AbstractAthena Swan was established in 2005 with the goal of advancing the careers of women in STEMM (Science, Technology, Engineering, Mathematics and Medicine) subjects in higher education. Since then, it has expanded its remit in various ways and has generated some controversy. This paper explains how Athena Swan operates as a policy‐scoring scheme, requiring universities to submit plans for policy improvement in order to receive a bronze, silver or gold award. We explain that the implications of rewarding plans for improvement have not been widely understood. We document Athena Swan's changing policies on sex and data collection, which for a period discouraged data collection on sex. We demonstrate the way in which activists were able to capture Athena Swan's policy development process and argue that policy‐scoring schemes can lead to groupthink and pose risks to academic freedom. The outsourcing of equalities work to such schemes does not encourage evidence‐based prioritisation and discussion of the needs of competing characteristics.

Green Building Rating of High-Rise Buildings in Sri Lanka


 
 
 As a result of urbanization, constructions of high-rise buildings become a major component of urban development. Constructing high-rise buildings contributes to social, economic and environmental development as well. There are many stages of construction including planning, designing, procurement and implementation. There is a wide range of sustainability practices which can be implemented in each stage of construction. In leading Sri Lanka to Sustainable Development, the green building rating system was introduced by National Green Building Council of Sri Lanka in 2002. This rating system has 100 total points and minimum of 40 points is required for green building certification. The rating system has different components. Among them sustainable sites category includes 25% of total points in green building rating system. This research study highlights the significance of sustainable sites category in order to award the green certification in green building rating system. For this research five major high-rise building construction sites in Colombo were selected and existing site selection practices of each site were investigated. Each site was visited and in-depth discussions were carried out with the planning engineer and other people in the construction site. The structured questionnaire was filled and scores were given accordingly where they have met the sustainable sites criteria. Two sites out of five could not earn single point as they did not fulfill the prerequisites of the site section category. The rest of the sites (three) earned 20, 19, and 18 respectively out of 25 points. In this study, lack of awareness in sustainable site selection practices has dropped the chances of being eligible for the green building certification. Since the minimum points required for green building certification is 40, buildings which are under planning or pre-construction stage have higher chances of obtaining silver, gold and platinum awards for green building certification. Therefore, sustainable sites category of the green building rating system contributes significantly to increase the score and therefore it is highly important in green certification & sustainable construction.
 Keywords: Green concept, High-rise buildings, Sustainable development, Sustainable site selection
 
 

Championing nurse-led services for cardiology patients.

Alison Pottle, Consultant Nurse, Cardiology, Harefield Hospital, London (A.Pottle@rbht.nhs.uk), was the winner of the Silver Award in the Cardiovascular Nurse of the Year Category in the BJN Awards 2023.

Breaking through the glass ceiling: unveiling women’s representation by gender and race in the higher education hierarchy

This retrospective study examined progress towards diversity at the intersection of gender and ethnicity amongst senior higher education academics and managers in England and Wales. The study aimed to assess any evidence of competing diversity agendas and the impact of diversity initiatives on female racial minorities. This study investigates the advancement of diversity at the nexus of gender and ethnicity within senior academic and management roles in higher education across England and Wales. Using employment records of senior staff from higher education institutions were used to assess trends in race and gender, it retrospectively examines trends in employment for ethnic minority women and the effectiveness of diversity awards from 2012 to 2019. We also collected data on the receipt of Athena SWAN or Race Equality Charter awards by higher education institutions. Mixed-effects modelling was employed to analyse the correlation between institutions awarded the Athena SWAN Silver or Race Equality Charter Bronze and variances in the representation of women from racial minorities. Results indicate that the representation of ethnic minority females in senior roles showed a marked increase over the study period. However, disparities were observed, with Black females showing fewer signs of advancement. Institutions that received Athena SWAN Silver or Race Equality Charter Bronze awards demonstrated increasing gender and racial diversity, with no evidence of competing diversity effects. The study found evidence of progress in advancing gender and ethnic diversity in senior academic and leadership positions in higher education in England and Wales. Despite this, certain racial groups, such as Black females, faced greater challenges in advancement. The positive impact of diversity initiatives was observed, with no evidence of conflicting diversity agendas. Further research is recommended to investigate structural factors affecting ethnic minorities in higher education, and to assess the potential influences of external factors like the COVID-19 pandemic on the diversity agenda.

A passion for improving the wellbeing of young families, with a focus on children.

Nicola Dyke, Health Visitor, Rotherham Doncaster and South Humber NHS Foundation Trust (nicola.dyke1@nhs.net), winner of the Silver Award in the Public Health Nurse of the Year category of the BJN Awards 2023.

Protecting patients through surveillance of device-related bacteraemias.

Susan Rowlands, IV Resource Team Lead, The Royal Wolverhampton NHS Trust, susan.rowlands1@nhs.net, was a Silver Award winner in the Vascular Access Nurse of the Year category of the BJN Awards 2023.

Digital health post pandemic: turning quick fixes into long-term improvements.

Caroline Tweedie, Specialist Breast Care Nurse (Caroline.Tweedie@nhs.net), Gateshead Health NHS Foundation Trust, winner of the Silver Award in the Oncology Nurse of the Year category of the BJN Awards 2023.

Supporting patients with head and neck cancer-related lymphoedema.

Joanne Dodd-Stokes, and the LymphCare UK Team, LymphCare UK (jdodd-stokes@lymphcare.co.uk) winners of a Silver Award in the Chronic Oedema Nurse of the Year category of the BJN Awards 2023.

The 2022 Outstanding Civil Engineering Achievement Awards

From among 11 projects that garnered Honor Award recognition, three also took home top prizes — the OPAL (Outstanding Projects and Leaders) trophy, Silver, and Bronze awards — as Outstanding Civil Engineering Achievements. Awards were presented Oct. 25 at the OPAL Gala during ASCE's annual convention in Anaheim, California. From skyscrapers to underground reservoirs and everything in between, these 11 projects stood out as the best of the best.

Perceptions of gender equity and markers of achievement in a National Institute for Health Research Biomedical Research Centre: a qualitative study

BackgroundThe need to improve gender equity (GE) in academic medicine is well documented. Biomedical Research Centres (BRCs), partnerships between leading National Health Service (NHS) organizations and universities in England, conduct world-class translational research funded by the National Institute for Health and Care Research (NIHR). In 2011, eligibility for BRC funding was restricted to universities demonstrating sustained GE success recognized by the Athena SWAN Charter for Women in Science Silver awards. Despite this structural change, GE research in BRC settings is underdeveloped, yet critical to the acceleration of women’s advancement and leadership. To explore both women’s and men’s perceptions of GE and current markers of achievement in a BRC setting.MethodsThematic analysis of data from two research projects: 53 GE survey respondents’ free-text comments (34 women, 16 men), and 16 semi-structured interviews with women affiliated to the NIHR Oxford BRC.ResultsFour major themes emerged from the analysis: perceptions of the Athena SWAN Charter for Women in Science (GE policy); views on monitoring GE in BRCs; views on current markers of achievement in academia and GE; and recommendations for actions to improve GE in BRC settings. Monitoring of GE in BRCs was deemed to be important, but complex. Participants felt that current markers of achievement were not equitable to women, as they did not take contextual factors into account such as maternity leave and caring responsibilities. BRC-specific organizational policies and metrics are needed in order to monitor and catalyse GE.ConclusionsMarkers of achievement for monitoring GE in BRCs should consider contextual factors specific to BRCs and women’s career progression and professional advancement. GE markers of achievement should be complemented with broader aspects of equality, diversity and inclusion.

About the Contributors

About the Contributors

Acknowledging complexity in evaluation of gender equality interventions.

Acknowledging complexity in evaluation of gender equality interventions.

Chester Receives 2019 Paul G. Silver Award for Outstanding Scientific Service

Judith Savaso Chester received the 2019 Paul G. Silver Award for Outstanding Scientific Service at AGU's Fall Meeting 2019, held 9–13 December in San Francisco, Calif. The award is given annually and recognizes “significant contributions to the fields of geodesy, seismology, or tectonophysics from a mid-career or senior scientist” through “mentorship of early-career scientists, leadership on community research initiatives, or other collaborative research efforts.”

Effectiveness of health promoting school program: The relationship of HPS award level and outcome

Abstract Background According to Taiwan health promoting school (HPS) accreditations program, the school was recognized with a gold award, silver award, bronze award, participation award, and non-awards. Previous studies have foci on the effectiveness of the HPS from the perspective of students' health behaviors. The main purpose of this study is to compare the students' health and social outcomes in different HPS award levels to assess the effectiveness of the HPS program. Methods This cross-sectional survey was conducted to 121 schools registering HPS accreditation program in 2018. Overall, a total of 8812 elementary, junior and senior high school students completed the questionnaire. The accredited schools were classified into four categories according to the award level: excellent (5 schools with gold), good (32 schools with silver), fair (23 schools with bronze and 18 schools with participation), and poor (44 schools with non-award). The outcome variables included perceived health status, well-being, and quality of life. The descriptive statistics and ANOVA were analysed using SPSS 20.0 software. Results There were awards level differences of students' health (F = 10.66, p<.001) and social outcomes (e.g. well-being: F = 3.76, p<.01; quality of life: F = 11.58, p<.001). From the perspective of health outcomes, the results found that schools with excellent level (Mean=3.59), good level (Mean=3.52), and fair level (Mean=3.47) were better in students' perceived health status than schools with poor level (Mean=3.38). Similarly, the results showed that schools with excellent level were better in students' well-being (Mean=7.63) and quality of life (Mean=34.56) than schools with poor level (Mean=7.25; 33.56). Conclusions Students from schools with excellent levels exhibited better health and social outcomes. The finding suggests that future studies evaluate and track the effectiveness to conduct the longitudinal study, and the HPS program should be effectively implemented and sustained. Key messages To explore the effectiveness of the health promoting school program in health and social outcomes. Note: This work was funded by the Health Promotion Administration, Ministry of Health and Welfare. Health promoting schools award level is related to students’ perceived health status, well-being, and quality of life.

Each Clubfoot is Different, Mother of All Clubfoot Innovations (An Incredible Unity in Diversity, with Cure-All, Fusion 4-in-1 Surgical Concept)

Author published a comprehensive research article on trimorphic extreme clubfoot deformities [1], offering, all-inclusive, triple/ quadruple surgical techniques, a far reaching solution, which received tremendous Global attention. This generic name (trimorphic extreme clubfoot deformities) was given, by the author, to scores of brand names in literature, reporting 95% failures post-surgeries with contemporary techniques. “Each Clubfoot Is Different” an important discovery therein, was prominently considered, for grading of results, rather than the prevalent assessment criteria of Pirani’s or Demiglio’s etc. Additional thoughts on this were recorded in author’s invited BOOK on CLUBFOOT, published by Taylor and Francis (Informa group London U.K), ISBN: 9781138083738, released on 29th November, 2018 IOACON at Coimbatore (India). Author also performed, here, a Hat Trick, in clubfoot research, getting third best IOA original research award i.e. Diamond jubilee also; Golden and Silver awards bagged earlier in 2013 and 1988 respectively. During last about two years, as per its name, this research made significant headway with countless new features. Therefore, this has been christened as “Mother of all clubfoot discoveries/inventions”, with its deep seated roots and incredible unity in diversity in its All-inclusive, corrective, 4-in-1, surgical concept. Being so and with its unending future research potential, it needs to be free from the lockdown of Journal and BOOK, to spread awareness for the welfare of poor clubfoot community in LMICs, having more than 80% global population.

Understanding the Athena SWAN award scheme for gender equality as a complex social intervention in a complex system: analysis of Silver award action plans in a comparative European perspective

BackgroundGiven the complex mix of structural, cultural and institutional factors that produce barriers for women in science, an equally complex intervention is required to understand and address them. The Athena SWAN Award Scheme for Gender Equality has become a widespread means to address barriers for women’s advancement and leadership in the United Kingdom, Ireland, Australia, the United States of America and Canada, while the European Commission is exploring the introduction of a similar award scheme across Europe.MethodsThis study analyses the design and implementation of 16 departmental Athena SWAN Silver Action Plans in Medical Sciences at one of the world’s leading universities in Oxford, United Kingdom. Data pertaining to the design and implementation of gender equality interventions were extracted from the action plans, analysed thematically, coded using categories from the 2015 Athena SWAN Charter Awards Handbook and synthesised against a typology of gender equality interventions in the European Research Area. The results were further analysed against the complexity research literature framework, where research organisations are perceived as dynamic systems that adapt, interact and co-evolve with other systems.ResultsAthena SWAN is a complex contextually embedded system of action planning within the context of universities. It depends on a multitude of contextual variables that relate in complex, non-linear ways and dynamically adapt to constantly moving targets and new emergent conditions. Athena SWAN Silver Action Plans conform to the key considerations of complexity – (1) multiple actions and areas of intervention with a focus on the complex system being embedded in local dynamics, (2) the non-linearity of interventions and the constantly emerging conditions, and (3) impact in terms of contribution to change, improved conditions to foster change and the increased probability that change can occur.ConclusionsTo enact effective sustainable structural and cultural change for gender equality, it is necessary to acknowledge and operationalise complexity as a frame of reference. Athena SWAN is the single most comprehensive and systemic gender equality scheme in Europe. It can be further strengthened by promoting the integration of sex and gender analysis in research and education. Gender equality policies in the wider European Research Area can benefit from exploring Athena SWAN’s contextually embedded systemic approach to dynamic action planning and inclusive focus on all genders and categories of staff and students.

Does acknowledgement matter? An exploratory study of the value of a Healthy Workplace Recognition Scheme.

Strategies motivating employers and high-level management to provide workplace-based health and well-being programs are needed. Recognition Schemes, acknowledging organisations for providing a healthy workplace, may help to motivate them. Semi-structured telephone interviews with representatives of 35 workplaces that had achieved Awards in the Recognition Scheme of a state government Healthy Workplace program. Interviewees were mainly interested in having the work they were already doing recognised by staff and management internally. For some, external recognition was also important. Many were disappointed with the form the recognition took, feeling it did not have the gravitas it needed to be useful. Despite this, most Bronze and Silver Award winners indicated they would reapply in future, though some Gold recipients were not convinced the rigorous process was worthwhile. Recognition schemes may encourage organisations to offer or improve Healthy Workplace programs. This project demonstrated that the form the recognition takes and the way it is awarded is important to recipients, and that the scheme must be well promoted externally if it is to achieve its potential benefits. SO WHAT?: Effective workplace health and well-being programs require commitment from high-level management including providing adequate time and resources. Recognition schemes may lead to greater effort and investment by workplaces, but the Schemes must be well promoted and highly visible for participating workplaces to feel the effort that goes into applying for recognition is worthwhile. If recognition is not valued within and outside organisations, the potential benefits will not be realised.

Learning attribution in the Duke of Edinburgh’s International Award (DoEIA)

ABSTRACTThe Duke of Edinburgh’s International Award (as it is named in Australia) is an extremely widespread and popular youth development program. Participants (14–25 year olds) navigate the Bronze, Silver and Gold Award levels by completing: (1) Service, (2) Skills, (3) Physical Recreation, and (4) Adventurous Journey (recognising that at Gold level there is also a Residential Project requirement). Despite the international nature of the Award, with more than 1 million participants, research into its effects has been limited. This paper describes for the first time the ways in which the attribution of learning effects works with respect to the DoEIA. Using a mixed-methods approach, the research team sought results to show how participants themselves attribute their learnings to the Award, and what this could mean for youth development.

Tobin Receives 2018 Paul G. Silver Award

Harold Tobin will receive the 2018 Paul G. Silver Award for Outstanding Scientific Service at AGU’s Fall Meeting 2018, to be held 10–14 December in Washington, D. C. The award is given annually to recognize a scientist who has made “outstanding contributions to the fields of geodesy, seismology, or tectonophysics through mentoring of junior colleagues, leadership of community research initiatives, or other forms of unselfish cooperation in research.”

Silver Award: Reciprocal Peer Support for Addressing Mental Health Crises Among Police, Veterans, Mothers of Special Needs Children, and Others.

Silver Award: Reciprocal Peer Support for Addressing Mental Health Crises Among Police, Veterans, Mothers of Special Needs Children, and Others.