Project Juno: Advancing gender equality and improving working practices for all

1. Project Juno: Advancing gender equality and improving working practices for all Jenni DyerHead of Diversity, Institute of Physics NORNDiP Diversity in Physics ConferenceStockholm, 24th October 2018 Jennifer.dyer@iop.org juno@iop.org www.iop.org/juno @iopdiversity

2. Institute of Physics We are a leading scientific membership society working to advance physics for the benefit of all. Our purpose is to gather, inspire, guide, represent and celebrate all who share a passion for physics. And, in our role as a charity, we’re here to ensure that physics delivers on its exceptional potential to benefit society. Alongside professional support for our members, we engage with policymakers and the public to increase awareness and understanding of the value that physics holds for all of us. Our subsidiary company, IOP Publishing, is a world leader in scientific communications, publishing journals, ebooks, magazines and websites globally.

3. Why Project Juno? • The Institute ran a women in university physics departments site visit scheme from 2003 to 2005. “The most positive outcome of the visits was that, possibly for the first time, gender issues were discussed openly.” • Project Juno was developed in 2007 as a result of the best practice identified through the site visit scheme. • It establishes a framework of six principles for award in excellence in gender equality in physics • It is a “peer review” process – this is not HR driven, but by physicists for physicists • It is based on transparency, openness and good practice for ALL – this is not a scheme to “fix the women” “We have lost a number of very talented people and don’t want to keep doing that. Two or three women left and have built successful careers elsewhere which they could have had here.”

4. Improving girls’ participation: 5 common hypothesesHazari et al (2013)

5. Juno journey starts with understanding the data * Improving Gender Balance, IOP (2017)

6. Percentage of PhD students specifying what they think they will be doing in 3-5 years’ time Women lost to science? Gazing at the Future, IOP (2015)

7. Project Juno: Four Levels • Supporter: Endorse six principles and make commitment to work towards Practitioner and Champion. • Practitioner: Meet Principle 1 by gathering qualitative/ quantitative evidence and action plan for Champion. • Champion: Demonstrate five principles embedded; Action plan continues to further good practice. • Excellence: Juno Champions develop programme of activities to showcase and embed successful and innovative practice nationally.

8. Project Juno: Six principles • Principle One: A robust organisational framework to deliver equality of opportunity and reward. • Principle Two: Appointment, promotion and selection processes and procedures that encourage men and women to apply for academic posts at all levels. • Principle Three: Departmental structures and systems which support and encourage the career progression of all staff and enable men and women to progress and continue in their careers. • Principle Four: Departmental organisation, structure, management arrangements and culture that are open, inclusive and transparent, and encourage the participation of all staff.

9. Project Juno: Six principles • Principle Five: Flexible approaches and provisions that enable individuals, at all career and life stages, to optimise their contribution to their department, their institution and to SET. • Principle Six: An environment where professional conduct is embedded into departmental culture and behaviour.

10. Project Juno: a framework for an inclusive culture • Senior managers visibly champion discussions and role model change • Women are visible in the departments • Unconscious bias training for all – students through to emeritus professors • Forums for groups of students and staff to discuss issues and contribute ideas – innovation is encouraged • Career progression and development activities are encouraged at every stage, particularly for students and those in their earlier career • Staff and students are encouraged to participate fully in meetings, seminars, events, with a visible diversity of speakers. • Workload/project allocation: who gets the career-enhancing projects, who gets the exciting final-year projects, who gets the equality work?

11. The growth of Juno On average, organisations spend 4 years as a Supporter and 2.5 years as Practitioner – so journey to Champion is 6-7 years. 64% (19%F) of UK academic staff are in a Juno Champion department 21% (17%F) are in a Practitioner department 8% (23%F) are in a Supporter department 7% (9% F) are in a department not engaged in Juno