Diversity & Inclusion

The Athena SWAN charter was launched in 2005 to recognise commitment of institutions that promote and advance careers of women in science, technology, engineering, mathematics and medicine (STEMM) in academia. King's College London was awarded a bronze award in 2008 and was renewed in April 2013 for a further three years.

In 2011, the UK Department of Health's Chief Medical Officer, Dame Sally Davies, wrote to medical schools to inform them that future Biomedical Research Centre/Unit funding was unlikely to be given where the academic partner did not hold at least a Silver Athena SWAN Women in Science award.

In 2015, the IoPPN achieved the Athena SWAN Silver Award. The Self-Assessment Team's principal responsibility was to guide the IoPPN in its preparation and submission of an Athena SWAN Silver Award. The SAT has a diverse membership of male and female academics, research staff and professional services staff with a representative from each academic Department. The group discusses, implements, promotes and monitors School-level objectives and strategies aimed at improving the working environment for female academics.

King's College London is committed to embedding good diversity and inclusion practice into all of its activities so that the university becomes a richer and more diverse place to work and study. Currently the following staff networks and interest groups are active at the university: Black & Minority Ethnic (BME) Staff Network, King's LGBT Society, LGBT Staff and the Women's Network

The Centre for Developmental Neurobiology is committed to and fully supports the initiatives promoted by King's College London.

Current profile (4th August 2020)

  • Number of staff - 206
  • Overall sex ratio (M:F) - 0.93 (National figure all sectors for 2016 was 1.15)
  • Workforce - 51.9% female
  • Nationalities - 28
HESA report annually on UK Higher Education sector employment if you wish to compare these figures to sector averages.
Data on sexuality, gender identity, pay gap etc are not currently collected by the centre, but are monitored centrally by King's. The use of M/F categories for these statistics is in the interests of monitoring equality of opportunity rather than a reflection of present gender.