Introduction: Sexism and misogyny remains an ongoing threat to optimal health and medical
services. An important factor in health and medical services is the education and training
pipeline into these careers. A substantial body of literature demonstrates the impacts of sexism
in third-level education and training institutions developing future health service staff. Athena
SWAN accreditation is a benchmark designed to counter such institutional and individual
sexist practices in education settings to foster equality. In recent years the Athena SWAN
process has expanded to include professional and administrative staff, as well as academics.
This process has also evolved to move beyond a narrow focus on gender, to also include other
crucial issues such as race, sexuality and gender identity.
Methods: This examination is based on the author’s role as a participant observer and critiques
the Athena SWAN process in an Institute of Technology in Ireland.
Results: This examination identifies a substantial number of deficits in the Athena SWAN
process, as well as also identifying institutional resistance strategies to such gender equality
work.
Conclusion: The current Athena SWAN process in Ireland is critically flawed. Suggested
strategies for those engaged in such work into the future are outlined.
