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Meet the team

Get to know the members of staff working on Stirling Management School's Athena Swan team, and find out why they are passionate about promoting an environment of equality, diversity and inclusion. 

Dr Aleksandra Webb

aleksandra webb

I am a Lecturer in the Division of Work, Management and Organisation. I have worked on the STUC-Scottish Government Women and Work Partnership Project, during which I have conducted research and wrote reports on barriers women face in securing work, sustaining employment and developing their careers. Gender issues remain part of my research activities with a current focus on childcare and work. I have a genuine interest in creating positive and supportive work environments in which all people can develop their potential. I believe principles of equality and diversity, which Athena SWAN promotes and champions, are those important foundations to achieve a long-lasting change and this is why I am part of the team.

Alie Hilda de Vries

alie de vries

As a social person, I have always been aware of the unfair treatment of minorities, whether it be different gender, different ethnic background or different sexuality. To me, every human should be treated equally and with respect. Athena Swan has the same view, that’s why I volunteered myself for the group.

Professor Oliver Mallet

oliver mallet

I am a part of the Athena Swan Self-Assessment Team at Stirling Management School because I want to help make a difference in continuing to develop our inclusive culture for both staff and students.​​ My previous involvement in similar initiatives in several UK universities has made me very aware of how widespread and potentially damaging forms of discrimination and disadvantage can be in higher education, perhaps especially because a lot of it is unspoken or inadvertent.

Craig Anderson

Craig Anderson

My PhD here in Stirling Management School looked into workplace bias. Diversity and equal opportunity is vital to creating a supportive and productive working environment. Equal opportunity can be hindered in nuanced ways. These hindrances have the potential to manifest between staff, between students, as well as between staff and students. In my teaching now as a lecturer, I passionately believe in carefully crafted working environments that consider the issue of equal opportunity in its fullest. Athena Swan is a vital cog in raising awareness of our processes and stimulating active initiatives to ensure equal opportunities in our school.

Jennifer Cowell

Jennifer Cowell

I am passionate about equality and inclusion in all aspects of life, as I believe it to be fundamental in enabling individuals to reach their full potential. When I heard that Stirling Management School was looking for staff members to join their Self-Assessment Team for their Athena Swan application I eagerly volunteered so as to help make a difference. By ensuring equality and inclusion in the workplace, we can also continue to be a positive force in the wider community and lead by example in equal opportunity and recognition.

Dr Sarah Smith

dr susan smith

I wanted to join the Athena Swan team because recognising, supporting and valuing the contribution of every member in the workplace not only creates value for the organisation, it is essential for individual sense of belonging and wellbeing.

George Maglaras

George Maglaras

I am a Lecturer in the Marketing and Retail division; I have joined the Athena Swan Self-Assessment Team at Stirling Management School because I strongly believe that equality, diversity and inclusion are the absolutely necessary prerequisites so that academia can fulfil successfully its role in broader society. I want to contribute to Stirling Management School’s application for a bronze award that will enhance further our reputation as an exceptional place of research and learning.​

Dr Adelina Broadbridge

Adelina Broadbridge

My interest in diversity issues began as an undergraduate student at Stirling university via an inspirational lecturer and her courses. This has translated into my own my teaching and research interests. I am committed to helping all students and people at work to be treated with respect and dignity, and without perpetuating and preserving cultural environments whereby some people, because of their characteristics and connections, have more opportunities to be heard and to progress. As the lead for Stirling Management School’s application for a bronze award, we are attempting to consider all issues of diversity and inclusivity in devising our action plans.

Keziah Nyam Jim

Keziah Nyam Jim

I am a postgraduate student at the Stirling school of management, researching on gender diversity in senior management. My interest in this area is rooted in my own personal and professional career, where I had encountered the drawbacks of gender exclusion and discrimination throughout my career trajectory.  I had and still have, become invested in contributing to the gender diversity agenda and its adaptation as an essential element in management. The Athena Swan group is focused on investigating diversity in Stirling University in all its ramifications, recommending avenues toward surmounting challenges and addressing concerns in this global campaign to create inclusive communities.

Sasha Hird-Saunders

Sasha Hird-Saunders

As a current doctoral researcher in the Stirling Management School and a graduate of Stirling Law School, I have a developed a keen interest in equality and inclusivity in the workplace. My PhD research investigates gendered barriers to women’s participation and advancement in the legal profession, and my passion for exploring these and other diversity-based issues extends beyond law to include individuals working in higher education. I believe that organisations should strive to identify and enact strategies that embrace the power of authenticity to support individuals to realise their full potential, and, in doing so, achieve outstanding organisational results.

Willem Sas

Willem Sas

My reasons for joining are basically a general interest in gender equality and the persistence of structural gender-based discrimination and lack of awareness around these issues.

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