Given the significant under-representation of women studying science, engineering and technology it is no surprise that there is just as low a representation in the number of women professors in these subjects.
Universities are often perfect illustrations of what is known as the “leaky pipeline”. In first year we see a slightly higher number of women students in engineering degrees, but by the time they reach honours that number has decreased.
At lecturer level we also see a slightly higher number of women, but as we go through the ranks to professor these women disappear.
The “leak” is clear in this data. Where institutions have more science and engineering related degrees they have fewer women in higher ranking roles. For older institutions this issue seems to be even more pressing.
READ MORE: Scottish universities accused of 'ingrained sexism' over promotion prospects for women
This is not news to universities – they have been aware of their gender gap since 2005 when the Athena Swan charter was first introduced.
The purpose of the charter is to encourage universities to look at internal processes, promotion criteria and cultures through the lens of gender equality.
What matters most, and differentiates Athena Swan from other badging or awards schemes, is that it comes with teeth. There is an expectation that all universities will participate which is attached to funding and their progress is public.
Universities are required to pursue bronze, silver and gold level awards, but need to justify their award level every year and any slippage or complacency can see an award revoked - a sting some universities and departments in Scotland have already felt.
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There are currently only two golds that have been award in Scotland and one of those accolades goes to the chemistry department at Edinburgh University.
In the years Equate Scotland has been involved in supporting the gender equality in STEM agenda, too often we have seen that the pursuit of gender equality rests on the shoulders of women working in academia, often with them going above and beyond the remit of their jobs.
To make any real difference, particularly in terms of culture change, this pursuit needs to become the responsibility of all.
There is considerable irony involved in a process working to eradicate gender inequality in academia being, in the main, delivered by over-worked, under-recognised women.
READ MORE: Scottish universities accused of 'ingrained sexism' over promotion prospects for women
Academic institutions will often be home to some of the most diverse populations whether as students or as staff, but they are not immune to the realities of inequality in society.
Talat Yaqoob is director of STEM equalities body Equate Scotland
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