We collect and monitor gender disagregated data on many aspects of school life, from undergraduate recruitment to seminar speakers and act accordingly on our findings in an effort to create an equitable working culture in which all students and staff, men and women, can all achieve their full potential.
The JUNO Committee, which meets termly, comprises members from all 4 sub-groups within the school and all career stages from PhD student to the Head of School.
JUNO Committee members
Chair: Jeanne Wilson (Reader, PPRC)
Deputy Chair: Costis Papageorgakis (Lecturer, CRST)
David Arrowsmith (Head of School)
Apsana Begum (E&D Officer, Science and Engineering)
Jessie Durk (PhD Student, AU)
Kit Gallagher (PhD Student, AU)
Apriel Hodari (Fulbright Scholar, AU)
Fahmida Jamal (E&D Data Officer, Science and Engineering)
Sophie King (Postdoc, PPRC)
David Mulryne (Lecturer, AU)
Anthony Phillips (Lecturer, CCMMP)
Isabel Wood (School Manager)
You Said - We Did
You said: The pool of high quality female seminar speakers in the UK is small in some fields resulting in over-demand for some speakers, there are many more potential speakers across Europe but this means higher travel costs.
We did: A portion of the Juno budget has been dedicated to supplement the seminar budgets. Seminar organisers should contact Jeanne Wilson with speaker proposals for additional funding (limited to one speaker per group per year).
You said: In 2011 Staff Survey, a number of staff indicated that the college induction was insufficient.
We did: We implemented an online staff induction form, given to all new starters, that will guide them through the necessary steps, policies and people to meet in the School. We regularly update this form based on feedback.
You said: A number of staff were unfamiliar with out policies (eg flexible working, career breaks, maternity plus)
We did: We have overhauled the staff intranet pages and report on policies at staff meetings and in the monthly school newsletter. We also arranged for a member of HR to talk about recent changes to parental leave policies at the October 2015 staff meeting.
You said: In QMUL surveys staff report that they do not understand the promotions process or find appraisals useful.
We did: We have implemented 1-2-1 meetings between the Head of School and all academics and senior post-docs, and between all post-docs and Heads of Groups.
You said: In our 2014 staff survey a low response from post-docs, who were generally unfamiliar with school policies, suggested the post-doc cohort is less engaged in school life
We did: We established a post-doc forum that meets informally once per term. Feedback collated anonymously is fed back to school management.
You said: (Post-docs) We would like more support from our line managers to teach, should we be interested in doing so.
We did: Post-docs will be included in requests for demonstrating, problem classes and other teaching assignments.
You said: (Post-docs) Appraisals conducted by a line-manager you report to regularly are not so useful.
We did: In addition to the QMUL-wide appraisal scheme, we have implemented annual 1-2-1 meetings for post-docs with either the Head of School or Head of a different research group.
You said: (Post-docs) We would like more careers guidance / events
We did: The post-doc forum worked with the careers service to set up a speed-networking careers event with representatives from a range of careers in March 2016.
We did: Following the post-doc forum model we also established a PhD-forum with its own internal YouSaidWeDid page.
For more detailed actions, see our internal Intranet pages: Undergraduates - YouSaid, WeDid, PhDs - YouSaid, WeDid.
Please also see the Calendar link below for upcoming events and meetings within the SPA and QMUL.
Please let the JUNO committee know if you attend any of these events as we would love to hear your feedback!
On 8th November, Angela Saini will be visiting QMUL as part of her 'Inferior' book tour. More info at this link
Women in Physics London, took place on the 31st of March 2017 at KCL, with a contribution from QMUL's Dr Marcella Bona.
The IoP 2017 report on "Improving Gender Balance - Reflections on the impact on interventions at schools" is out and available here.
WISE@QMUL organised the "International Women's Day Celebration" event on the 8th of March 2017
The IoP is holding a "Taking Control of your Career as a Female Physicist" event on Wednesday 9 November, 2016, 10am – 4.30pm
Women's Day Celebration, 10th March 2016, School of Physics and Astronomy QMUL. We organised an event with several inspirational speakers, attended by about 25 people ranging from undergraduates to the head of School.
Women in Physics Conference, 2016, Read this blog from one of our QMUL students who attended
Women in Physics Day, 9th March 2015, University of Portsmouth: Graduate students can sign up via this link and JUNO will cover any travel expenses.
Conference for Undergraduate Women in Physics, 19th-22nd March 2015. JUNO will sponsor 2 undergraduate students to attend this event - for more information see this link
2014-11-25: JUNO Champion, IoP team visit
School of Physis Unconscious Bias Training session, 19th July.
Averil MacDonald, the SEPnet Diversity and Impact Lead gave a group of 23 members of SPA a 2 hour session on unconscious bias, which led to some interesting discussions about possible actions we could think about in the school. Apparently this was the biggest group Averil has trained so far. Thank you everybody for participating.
IoP lecture: Being different can be good: A female physicist looks at the interface of physics with the life sciences Part of Opportunity Physics 2014 public lecture series, Thursday 24 July 2014 A public lecture by Professor Dame Athene Donald DBE FRS InstP Cavendish Laboratory, University of Cambridge
Could do better. QMUL's cross-institutional postgraduate conference on race in British universities, Monday 8th September, 2014
A Westminster policy briefing Gender and STEM: Where Next for Universities?
Royal Society Diversity Day at the Royal Society.
We have accumulated a selection of book addressing the gender imbalance in physics which are available for members of the department to borrow. These books include
If you would like to borrow one of these titles, please contact Jeanne Wilson
News gender-related studies
Publications of bias studies
Policy and Procedure Documentation
Please note that you may need to identify through IDcheck to access some of these policy document, but there is some information on specific Physics and Astronomy schemes below under 'Diversity good practice'.
University Induction and Probation schemes.
University policy on appraisals and promotions.
University policy on sabbatical leave.
Maternity, paternity and adoption leave policies.
SPA maternityPlus policy.
University policy on flexible working.
SPA workload model.
SPA sabattical information.
QMUL Women's mentoring scheme
QMUL PhD holiday and maternity entitlements:
In the Code of Practise:
26. All students should agree their holiday periods, normally up to a maximum of six weeks per year, with their supervisor. Excessive absences must be reported to the Head of School/Institute and the Dean for Research, if appropriate, via normal progress report procedures.
In the regulations:
2.81 A student may interrupt their registration on the grounds of primary carer leave for up to one year per child. This may cover pregnancy and related illnesses, and/or caring responsibilities. Periods of interruption for primary carer leave shall not count towards the maximum of two years permitted for interruption, but in all other respects the standard interruption procedures shall apply. Secondary carers wishing to take an extended period of leave shall do so under the standard interruption procedures.
QMUL Policy on unpaid time off for dependents: p11 in HR Code of Practise - maternity
Diversity Good Practice
Lunch-time Diversity events. The first in this series addressed caring issues with a talk through the various policies from a member of HR followed by a question and answer session. 24-4-2014. The handout from the event is available here [PDF 368KB].
Maternity Plus. In addition to the normal maternity entitlements, the School is pleased to offer female academics on permanent full time Academic and Education (Teaching and Research) contracts the opportunity to apply for ‘Maternity Plus’. The Maternity Plus initiative will provide a Research Associate*, funded by the School, for up to 15 months to continue the academic’s research programme while they are on maternity leave. As well as continuing the day-to-day research, the Research Associate will help with postgraduate supervision, maintain contact with collaborators, keep abreast of developments in the field and assist the academic in returning to work after her leave. All staff returning to work after a prolonged period of absence will be given lighter teaching and administrative loads. *The RA would only normally be provided to academics who do not already have RA support available. It would only be available for one period of maternity leave per academic.
School meetings are held during core working hours (10am-4pm)
New School Induction Scheme. Available on staff intranet pages now.
A Graduate student Forum is being established to provide a means for graduate students to discuss issues and voice any concerns.
We have inclusive schemes within the School such as PASS, a course-based mentoring scheme where first-years are given the opportunity to explore their problems with higher-year students (mentors) in a friendly, informal environment. We monitor gender statistics for attendance at these sessions which provide social support as well as academic.
The Award winning PsiStar [PDF 151KB] physics society provide an opportunity for all students to interact, gain physics knowledge and interest and experience some of London's great attractions through a series of inclusive events.
The Hemara Scholarship offered by the school is to support a student who wishes to gain a physics degree, but may face barriers to higher education.
Minutes (through Indico)