JUNO

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JUNO

• Dr Tracey Berry

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Planning for Success the first five steps on
the journey to Utopia

• Structure based on RSC brochure

Aim! RHUL UTOPIA University! In ATHENA DREAM!
But be realistic start of see where we
are implement small changes
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Planning for Success the first five steps on
the journey to Utopia

• 1. Start simple Small changes can make a real
  difference and will prepare the ground for bigger
  changes, and celebrate success before moving on
  to the next challenge.
• 2. Collect available quantitative and qualitative
  data in the department. See what this says about
  the department.
• 3. Identify the support the department can get
  from its university.
• 4. Discuss openly and share the findings with
  staff at all levels, and seek their views on what
  to do in terms of both priorities and
  practicalities.
• 5. Then, decide on a small number of
  actions/activities, set a time scale and some
  targets, identify individuals to take them
  forward, report the plan and progress to the
  management team, and publish it on the department
  website, and again ensure that success is
  celebrated.

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Step 1!

• 1. Start simple, use common sense and go for some
  quick wins, climb the hills before the mountains,
  the first steps wont cost anything but time.
• Small changes can make a real difference and
  will prepare the ground for bigger changes, and
  celebrate success before moving on to the next
  challenge.
• HoD appointed an JUNO officer (me!) and started
  to make changes re organising the department and
  making processes transparent.
• HoD appointed a department EO officer (me)

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My initial actions

• Working through the 5 JUNO principle criteria
• Completing the form
• Meeting RHUL department EO and HR people
• See if there were any burning issues re staff..
• Report results to the staff via DB board meetings
  and EO events

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Step 2

• 2. Look around at what quantitative and
  qualitative data the department can use, for
  example,
• data collected by the university under its
  public sector gender equality duties, . and look
  at what the data says about the department.
• I collected data from central RHUL sources to
  hold quantitative data on staff student numbers
  in the department
• showed this to all academics at the Department
  Board meeting to raise awareness.
• Good Practice these numbers will be collected
  every year reported to the DB meeting

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RHUL Staff Data
Last 5 years. collected student data too..
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Staff Student Statistics
Reported results to DB meeting (June 08)
Comparing to a IOP data

• 4) JUNO project JS, SC and I have been working
  on this attached are the statistics for the
  department for the last 5 years for staff, and 3
  years for students It clearly demonstrates the
  issues we are addressing via the JUNO project!
• over the last 5 years, we have consistently had
• 100 Female clerical staff
• 100 Male Technical, Senior Lecturer/Reader and
  Professor
• years)
• The number of female lecturers has doubled over
  the last 5 years.
• To compare to national figures for 2005 of
  similar size cost centre
• Researcher Lecturer Senior Lect Professor
• National 10.8 19.3 12.2 2.2
• RHUL 5.6 23.1 0 0
• Students
• female undergraduates consistently 20
  (20.4-23.9) over last 3 years
• female research postgraduate students increased
  from 9 to 21

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Step 3

• 3. Identify the support the department can get
  from its university, for example, initiatives
  under the gender equality duty, find out whether
  the university is a member of the Athena SWAN
  Charter, look at what other departments are
  doing. Has the universitys physics department
  signed up to the Juno Code of Practice?
• RHUL wide Women In Science committee set up
  another female physicist (lecturer) I are on
  this panel.
• Consulted/Met with EO HR officers at RHUL

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Women in Science Committee

• University wide campaign for the extension of the
  university crèche..
• Setting up a mentoring system for women in
  science (inter-disciplinary)
• Working on job application draft wording for RHUL
  to encourage women to apply
• Reporting Results to RHUL

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Step 4

• 4. Discuss openly and share the findings with
  staff at all levels, and seek their views on what
  to do in terms of both priorities and
  practicalities.
• Results/Statistics reported at each DB meeting
  (Good Practice) all academic staff attend these
• To include all staff Did this informally at EO
  tea and coffee
• Good Practice To be repeated once or twice a
  year. with an agenda to focus (e.g. invite
  suitable speakers to give short talks or me to
  give short updates on EO issues/projects e.g.
  Project JUNO at future sessions)
• W in Science committee did this Science-wide

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EO Tea Coffee

• To see if there were any burning issues I
  consulted staff at all levels
• No female/male issues
• Some admin/academic issues
• This was a success! ?
• Reported results to the DB meeting in June 08

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Actions Arising from EO event

• Encourage Interaction in the Department
• Actions I would like to propose regarding
  this(June 08 DB meeting report)
• If academics depend on/work with support
  staff/specialists in their research they should
  consider if the technician is properly
  involved/consulted in decision making where it
  involved them perhaps invite them to planning
  or group meetings. (As appropriate.)
• more use of a general staff webpage and
  perhaps a calendar of staff events, so all staff
  are aware of when things are happening e.g. UCAS
  days, outreach departmental events, all committee
  meetings etc (even if people are not involved -
  it is nice to see what is happening in the
  department.
• one (at least) staff meeting a year in which we
  hear the hopefully good news of all the
  departments. E.g. promotions, the SEPNet news and
  implications for the department, a summary of the
  exams results or progress, an outreach update,
  admissions news e.g. raised grades required to
  AAB. Also some good news from the support and
  administration staff. It would be good to have
  this at the end of Summer term perhaps.
• HoD implemented a weekly tea and coffee
• 11am Fridays for ALL staff PGs.
• (Weekly reminder emailed by administrator to
  establish this.)

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Step 5

• 5. Then, decide on a small number of
  actions/activities, set a time scale and some
  targets, identify individuals to take them
  forward, report the plan and progress to the
  management team, and publish it on the department
  website, and again ensure that success is
  celebrated.
• Report to HoD every month-ish
• Report to DB meeting dates/targets for actions
  set
• (1 per term/3 per year minimum)
• (minutes noted and put on www)

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Promotions Event for Academic Staff

• EO Event This term
• Held How to get a Promotions Talk (Sept 08)
• to make sure that the process was transparent
  and clear to all
• Attended by new staff considered a success
  lots of interested questions asked

Key Findings from RSC Athena project (2) The
best departments dont target measures
specifically at women, because improved working
conditions benefit all and make for a happy
department Good practice isnt about how many
women are in the department, its about processes
that are fair, flexible, accessible and
transparent to all.
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Increased Visibility of Women inclusive
positive images

• Posters around the department of men and women in
  science (students staff posters) (e.g. women
  and male graduates on graduation day in the
  entrance hall)
• We have a the staff picture/notice board includes
  both academic and support staff all first names
  are included, and the board is ordered
  alphabetically by surname and not by grade,
• The university website standard template for
  each staff which information/biography and
  includes at least one sentence for each staff
  member giving information about the individual
  not their science.
• Aware of brochure pictures taster day brouchure
  show diversity of students and staff
• UCAS day presentations 1 male 1 female
• Seminar speakers
• (To do monitor conference attendence)

27 UG Students 2008/09, from 20/24 previously
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Journey

• . We are on our way
• We hope to JUNO champion status.
• We have filled in the JUNO form addressed points
• Next step .site visit (January?)

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To Do Collect more external data to compare us
to Put statistics on staff www
Investigate (ii)
Address (iii) within the department results
held centrally
To Do monitor/review where adverts are placed
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Held a special How to Get a Promotion Talk Sept
08
Implementing recognise staff achievements
meeting at end of year
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• The End!!

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Students
2008/09 UG 17 F 46 M 63 T 27 F
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Site Visit (1)

• ATHENA
• The discussion sessions ranged around the theme
  of what made the department a good place to work
  and focused on
• ? Appointment, promotion, appraisal, training and
  development
• ? How staff contributions were supported,
  encouraged, valued and recognised
• ? The allocation and rotation of responsibilities
  and resources, communications, and committees.

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Site Visit (2)

• ATHENA
• Post-doctoral researchers were the one group for
  whom the meetings with men and women were
  separate. The
• emphasis of the discussions was different, and
  included
• ? Their induction to the department, whether
  mentoring and/or networking was encouraged
• ? Whether they had been appraised, how often and
  whether they found it useful
• ? The extent of their involvement in the academic
  life of department
• ? How they viewed themselves within the
  department, i.e., did they feel like staff or
  students
• ? The career counselling and development
  opportunities available to them, and whether
  these were taken up
• ? The level of support and encouragement they
  were given to raise their profiles internally and
  externally
• ? Their interest in continuing as an academic or
  in a career in chemistry outside academia.

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• HoD assigned
• JUNO Officer Dr Tracey Berry
• EO Officer Dr Tracey Berry
• PostGraduate Co-ordinator Professor John Goff
• Results to be reported at DB meetings (1 per
  term/3 per year minimum) (minutes noted and put
  on www)
• New website