Gender

Juno Code of Practice

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. 

Site visits are available for departments interested in gaining an independent assessment of their practice.  Please follow the link on the right hand side for further information about this.

More information can be obtained by contacting the Diversity Team at: diversity@iop.org.

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