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Juno Supporters

Juno Supporters

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Juno Supporters

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  1. Juno Supporters Departmental Away Day 03/09/08

  2. Time Lines • Feb 2008 Blackett Laboratory became a Juno Supporter • 18 months to qualify as Juno Champions • May 2005 IoP visited and wrote Women in Physics report • Feb 2009 IoP Juno group will visit us again to advise and support our efforts to become Juno champions.

  3. Suggestions from IoP 2005 • Monitor UG and PG gender statistics regularly and report as a standard item on staff meeting agenda • Include first names on all staff lists • Encourage female staff into roles that are visible to UG and PG students • Make new UG students aware that they can choose a female tutor • Ensure female UG are involved in UCAS open days • Review PG progress with external academics • Improve the training offered to PG and RAs who are involved in teaching UGs. • Ensure that the PDRP process is for the benefit of the RA. Ideally, the interviews should be carried out by someone from outside the RA’s group • Ensure that each appointments panel contains at least one woman. Consider being more pro-active in the encouragement of female applicants to academic posts. One easy improvement would be to include details of the College’s family-friendly policies in the further particulars sent to potential applicants. • Encourage new fathers to take advantage of formal Paternity Leave arrangements. • The Department management structure should be more transparent. In particular, the appointment procedure for the Heads of Groups and their responsibilities should be much more formally defined.

  4. Juno Code of Practice • Monitor gender statistics UG,PG, staff recruitment and promotion • Survey all staff satisfaction and engagement • Ensure staff are aware of promotion criteria and process • At least one man and one women on shortlisting panel and on each interview and promotion panel

  5. Juno Code of Practice • Appraise all staff. Appraisers should not be directly involved with research of appraisee • Mentoring scheme in place offered to all academic staff • Ensure over a period of time that the percentage of female seminar speakers is representative • Recognise the full range of types of contribution and departmental role including welfare and administration • Support and promote flexible working practices

  6. Status • UG statistics very good – slow upward trend of female UG applying 2005 (20%) 2006 (24%) 2007(24%) 2008 (27%) • PG statistics at national average ~18-20% • RA statistics – sharp drop ~12% • Departmental staff statistics are about 10% and have hovered about this value since 2004 • Putting the positive Juno best practice steps in place is likely to attract more women applicants • College early career fellowships might encourage more female RAs.