Academia
Juno Code of Practice
| Project Juno Code of Practice (PDF) | Juno self-audit template (Word document) |
| Current Juno Supporters (web page) | Women in University Physics Departments Statistical Digest (PDF) |
| How to become a Juno Supporter or Champion (Word document) | Essential Guide to the Journey to Becoming a Juno Champion (PDF) |
About the Code of Practice
- Developed in response to a recommendation of the International Perceptions of UK Research in Physics and Astronomy report that a special focus to attract and retain women is needed.
- Based on best practice identified from the Institute’s Women in University Physics Departments: a Site Visit Scheme, which ran from 2003 to 2005.
- Sets out practical ideas for actions that departments can take to address the under-representation of women in university physics and emphasises the need for dialogue, transparency and openness.
- Complementary to the Athena SWAN Charter and will help departments on the journey to achieving Silver recognition status.
There are two levels of engagement with the Code of Practice:
- Supporter: physics departments endorsing the five principles set out in the Code of Practice
- Champion: physics departments confirmed as meeting the five principles set out in the Code of Practice
Suitability for becoming a Champion is judged by a panel using the key actions and assessment criteria set out under each principle. Departments that have Athena SWAN recognition will automatically be eligible for Champion status if they have made a formal commitment to supporting the Code of Practice.
Benefits of becoming a Champion
Becoming a Champion can help your department to:
- develop an equitable working culture in which students and staff, men and women, can achieve their full potential;
- achieve Silver Athena SWAN recognition;
- meet the requirements of the Gender Equality Duty;
- be recognised as a best-practice department through being eligible to use the Supporter or Champion logo;
- assess gender equality performance against a robust framework;
- promote discussion of gender and other equality issues in your department.
Departments applying for recognition under the Code of Practice receive individual, independent feedback through pre-assessment consultation and post-assessment feedback. For departments in universities that have not yet joined the Athena SWAN Charter or gained recognition, the Code of Practice is also a route to having their contribution to increasing the representation of women acknowledged.
More information can be obtained by contacting the Diversity Team at: diversity@iop.org.
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