ࡱ> '` Wbjbj"9"9 .@S@SO~~~~~~~FFFF~GE_fFIIIIII>NLO\J\J\J^^ S \J\J\JE_QQQQ+v2v2~~~~~~^ Juno Champion Renewal Warwick Physics Department July 2012 Introduction This report is based on the continuing progress which the Department of Physics at Warwick is making since receiving Juno Champion status in 2009. Since achieving the Juno Championship award the Department has undergone significant changes including a new Head of Department, new HR personnel and expansion into a new purpose built building for Materials and Analytical Sciences, which opened in October 2011. The Department has increased its staff numbers by 14 since the previous submission; at the beginning of the academic year 2011-12 there were 124 members of staff, 693 undergraduate and 91 postgraduate students. The 91Ӱƽ achieved Athena Swan Bronze status in 2010, automatically qualifying the Department of Physics for an Athena Swan Silver award. The University now provides support for departments to gather the appropriate data which is readily available from HR (for staff) and Management, Information and Planning (for students). . Principle 1 The Welfare and Communication Group (WCG), which leads the work on JUNO/Athena, meets every term and is attended by the Head and/or Deputy Head of Department. WCGs membership includes key personnel from each category and career level of staff, such as the undergraduate and postgraduate admissions tutors, research staff, outreach staff and postgraduate students. Two members work part time. A full membership list is given in appendix 1. The Groups remit is to monitor statistical data, to identify trends, discuss issues relevant to the JUNO/Athena work and to report on the Groups activities to all members of staff/students within the Department. The group meets every three months and reports to departmental staff meetings and to the University Athena network. The written report for 2012 has been distributed to departmental staff (appendix 2); future reports will be made available at autumn staff meetings, and will be published on the Departments web pages (action plan 1.1.2). Since the previous submission, all documentation regarding Juno and Athena Swan (including agenda/minutes of meetings) has been made available on the departmental website.  HYPERLINK "http://www2.warwick.ac.uk/fac/sci/physics/equality" http://www2.warwick.ac.uk/fac/sci/physics/equality The newly created physics equality site also details the membership of the WCG and their roles within the Department. Links to external websites of relevance such as UKRC, Athena Swan, and the LOreal-UNESCO women in science programme are included on this page. A success measure has been the continued full membership of the group, engaged and more informed staff, and increased communication through the web pages and the new annual report to staff which includes information on policies and processes (action plan 1.1.1, 1.1.2). A further success measure is the embedding of the monitoring process; since the previous submission the collection of data from University HR is assimilated on an annual basis by the chair of WCG (action plan 1.2.1). From statistics Warwick continues to have a higher percentage of female academic staff than the sector average (action plan 1.2.3, from HR stats and 2102 IoP report - Statistical Report:Academic Physics Staff in UK Higher Education Institutions). Principle 2 Statistics on recruitment between 06/07 and 2011/12 are readily available and show the number of vacancies and applicants, the breakdown between the applications for each grade, and the success rate for both male and female applicants. This data is examined and discussed by the WCG and trends reported back to the Head of Department. Induction continues to be carried out for all new staff, with a face to face meeting on arrival and discussion of the departmental information pack. This induction pack is updated each year to ensure that the information included is up-to-date and fit for purpose, for example, staff lists with contact details, teaching duties etc. and also to check that web links continue to work. Postgraduate students have a separate induction event at the start of each academic year where talks are given by relevant staff, such as the laboratory facility manager and the health and safety officer. This is followed by a social event to act as an icebreaker so that students can make friends with others from different research areas. Details of the 2011 postgraduate induction can be found here.  HYPERLINK "http://www2.warwick.ac.uk/fac/sci/physics/current/postgraduate/physicspginduction2011/" http://www2.warwick.ac.uk/fac/sci/physics/current/postgraduate/physicspginduction2011/ Success measures include the recruitment figures for Physics at Warwick; since the last submission seven female research/academic staff have been recruited, including two at assistant professorial level, along with 27 men, including six at assistant professorial level or above (action plan 2.1.1, 2.2.2). A new process that has been set up is a course for recruitment and selection; all senior staff members have undertaken this (action plan 2.1.2, monitoring data from Warwick Universitys Learning and Development Centre). Continued tailored induction of all new staff is also considered a success measure (action plan 2.1.3) Principle 3 Annual reviews for staff have been in place since 2008; all fixed term research staff have six monthly career review meetings with their line manager but are also given the option to have an annual review. The annual review is used to focus on objectives, achievements and training requirements, and to identify potential candidates for promotion, with further information on promotion criteria available on the departmental website. Academic staff are aware of the process through an annual invitation to submit for promotion; following consultation, this has been rolled out to research staff for 2012. Success measures include the successful implementation of annual reviews of staff across all grades (action plan 3.1.1); out of 78 permanent members of staff, 66 took up the offer of annual review (departmental HR data). In the area of promotion, the WCG identified that the number of women being recommended for promotion appears low compared with the proportion of women in the Department. The Departmental Promotion Group will focus their attention on this issue which will form a new action (action plan 3.2.3). Principle 4 The Department continues to have an open and inclusive structure; since 2011 staff meetings are open to all academic, technical, clerical and research staff. Student representatives are usually drawn from the undergraduate and postgraduate SSLC (student staff liaison committee). The WCG give reports on activities to the staff meeting. Positive and inclusive images are used in literature, and staff profiles showing positive female role models have been added to the departmental web pages  HYPERLINK "http://www2.warwick.ac.uk/fac/sci/physics/equality/staff_profiles/" http://www2.warwick.ac.uk/fac/sci/physics/equality/staff_profiles/ It is common practice in the Department to ensure that mixed gender undergraduate tutorial groups are made up of at least two male and two female students, and this information has now been publicised on the departmental web pages to inform prospective undergraduate students; this was an action from the previous submission. Refreshments are served in the departmental common room every morning and this continues to be a successful event where staff from each of the four Physics buildings can meet to socialise and network. Success measures in the last three years include the introduction of the staff profiles page on the departmental website, with a link to this page for prospective students (action plan 4.1.4), and also the continued monitoring of female speakers at seminars; this has shown that the proportion of female speakers is comparable to the proportion of female staff in the Department (action plan 4.1.5). A new process that has been set up is a gender awareness course for diversity; all senior staff members have undertaken this (action plan 4.1.2, monitoring data from Warwick Universitys Learning and Development Centre). Principle 5 The Department continues to support and promote flexible working practices; these are considered on an individual basis. There are currently fifteen members of academic/research staff working part time, an increase over the last three years, and three members of staff working condensed hours in the Department. Maternity leave has been taken by two members of staff and one postgraduate student. There have been no instances of requests for parental or adoption leave. The university proactively informs staff that should a female return to work before her maternity entitlement is used, then her partner can take additional paternity leave. Extended paternity leave has been available since April 2011, and is promoted in the departmental Annual Report to staff. Success measures since the last submission include an increase in the numbers of staff working part time (action plan 5.1.1, departmental HR data); all research and academic staff continue to have the option to work flexible hours. Fathers continue to take paternity leave, with seven cases since the last submission (action plan 5.1.5, University HR data). In the annual Pulse Survey, it was recorded in 2011 that Physics has a more positive response to working environment and work-life balance (68%) than the University average (63%) and the science faculty average (59%). Statistical Data Staff Data At 31st August 2011 there were 105 members of research and academic staff, 19 of whom are women and 86 men. Breakdown by grade is shown in table 1, and breakdown by gender for academic and research staff is shown in figure 1. There were 19 members of technical and clerical staff. Between August 2008 and August 2011, 34 members of research and academic staff joined the department, 7 of whom are women and 27 men. For the period 2009 to 2012, 27 members of staff were recommended for promotion, of which 3 are women and 24 men. Of these, 2 women and 20 men were successful. Appropriate feedback and support is offered to staff whose promotion bid is unsuccessful. Table 1. Staff breakdown by grade and gender Staff PositionGradeMale% MaleFemale% FemaleClerical/AdminFA2-8225675TechnicalFA4-6149317Research FellowFA62374826Senior Research FellowFA7-81083217Professorial Research FellowFA8001100Assistant ProfessorFA7562.5337.5Associate ProfessorFA8119218ReaderFA8710000ProfessorFA92489311  Figure 1. Proportion of men and women at each grade in Physics (academic and research) Student Data Undergraduate data shows that Physics at Warwick has a steady female intake of 16/17% each year, as opposed to a Sector intake of typically 21%. The WCG will undertake more research into the reasons behind this but the admissions team believe that it may be because Warwick offers a straight Physics degree rather than one combined with Astrophysics or Medical Physics which tend to have a higher female intake. The trend is shown in figure 2. Female prospective undergraduates are encouraged through the use of literature showing images of female students, and the presence of female staff on both open days and admission days. A poster detailing Juno and Athena initiatives is also clearly on display during these days. Since the last submission, 27 students at local schools have been offered work experience in the Physics Department, including 9 girls. In 2011 the Department also offered a four week work placement to a local female sixth form student through the Nuffield Bursary scheme. A female outreach officer funded by the Ogden Trust is extremely proactive in visiting local schools (primary, secondary and sixth form) to give talks and demonstrations and has also engaged in national projects such as the Big Bang Fair. A scheme has been running at Warwick since 2010 called Physicist of the Year where local schools are asked to nominate their best student (year 11 or year 12) for work undertaken on a science project who are then invited to attend an awards evening. In 2012 37 students took part, with guests and teachers swelling numbers to 136. In June 2012 the outreach officer took nineteen year 9 girls to CERN in Geneva where they met scientists and were shown around the facility; the girls were chosen from nine different schools of different socio and economic groups within Coventry. The aim of the project was to encourage young girls to consider studying physics and engineering at a higher level. A Facebook account was set up prior to the event for communication purposes; since then it has become very popular as a way of keeping in touch. Follow up events are planned.  HYPERLINK "http://www.facebook.com/groups/280227242073406/" http://www.facebook.com/groups/280227242073406/ The Ogden Trust has renewed the Outreach Officer post for an indefinite period from December 2012 and has also rolled out the scheme to other universities.  Figure 2. Proportion of male and female students at undergraduate level in Physics at Warwick and in the overall sector (sector figures not yet available for 11/12) Table 2. Enrolment figures at undergraduate level in Physics at Warwick Male enrolment% maleFemale enrolment% female07/0850186841408/0948783981709/10500831011710/11537831111711/125828411116 Postgraduate data shows that postgraduate gender balance at Warwick is also slightly below the sector average in terms of percentage of females. Data is shown in figure 3 and table 3. A little over 20% of our applications are from female students. A noticeable gender distinction arises between the offer stage and acceptance stage. Female applicants are slightly over-represented in the percentage of offers made but we are aware that the acceptance rates for females over the last two years, shown in figure 4, indicate that women are less likely to accept an offer than men. Actual numbers are shown in table 3. We intend to try and increase this acceptance rate by showing more positive female role models in research; the new webpage showing women in Physics at Warwick is part of this plan.  HYPERLINK "http://www2.warwick.ac.uk/fac/sci/physics/equality/staff_profiles/" http://www2.warwick.ac.uk/fac/sci/physics/equality/staff_profiles/ Degree classification by gender, shown in figure 5, indicates no underlying trend over the past four years.  Figure 3. Proportion of male and female students at postgraduate level in Physics at Warwick and in the overall sector Table 3 Application figures at postgraduate level in Physics at Warwick 2010-11 Male2010-11 Female2011-12 Male2011-12 FemaleApplied1393516636Offered39174513Accepted309355% offers accepted77%53%78%38%  Figure 4 Acceptance rate for female and male postgraduates.  Figure 5. Degree classification by gender Conclusions JUNO/Athena work continues to have a high profile within the Department and across the wider University community. The Department strives to maintain the inclusive culture and to learn and share best practice from other STEM departments both internally to Warwick and other HEIs. Members of the WCG also belong to the wider University Athena Network Group and regularly attend the meetings to network and share ideas. This is of huge benefit and has improved communication between the STEM departments considerably. The Head of Department wholeheartedly supports the renewal of the JUNO Championship award. Appendix 1. Welfare and Communication Group members list NameRole within the Physics DepartmentDr Gary BarkerUndergraduate Admissions TutorProfessor Robin BallHead of DepartmentProfessor Geetha BalakrishnanMember of Postgraduate SSLCDr Gavin BellPostgraduate Admissions TutorDr Susan BurrowsChair of Welfare and Communication Working GroupAlly CaldecoteOutreach - Ogden School Teacher FellowProfessor Malcolm CooperEmeritus Staff - Former Head of DepartmentProfessor Mark DowsettWidening ParticipationProfessor David LeadleyDeputy Head of Department, Director of Graduate StudiesDr Martin LeesTeaching Committee Laboratories LiaisonAyesha RahmanDepartmental SecretaryDr Neil WilsonPostgraduate Admissions Tutor Outreach - Departmental Open DaysLiam FishwickPostgraduate Student 2008-2012Aoife OBrienPostgraduate Student 2008-2012Sandra BeaufoyExternal Member - Human Resources: Equality and Diversity Appendix 2 Warwick Physics Welfare and Communication Group Report 2012 Department of Physics Welfare and Communication Group Annual Report 2012 Introduction This is the first annual report of the Welfare and Communication Group detailing the equality of the Department, and reporting on the staff and student data for the Physics department over the last three years. Data provided by University HR will be examined on an annual basis by the Welfare and Communication Group. Earlier in the year the Departmental website was updated to include the agendas, meeting minutes and membership of the Welfare and Communication group, formally Athena Swan/Juno Working group. The web pages also include all equality documentation and staff profiles, as well as details on Athena Swan and Project Juno.  HYPERLINK "http://www2.warwick.ac.uk/fac/sci/physics/equality" http://www2.warwick.ac.uk/fac/sci/physics/equality Policies and Processes - Information All staff are eligible to request flexible or part time working which will be considered on a case by case basis. Details of maternity and paternity leave are available on the following web pages, and also parental leave, where parents are allowed to apply for unpaid leave for each child under five.  HYPERLINK "http://www2.warwick.ac.uk/services/humanresources/newpolicies/maternity/" http://www2.warwick.ac.uk/services/humanresources/newpolicies/maternity/  HYPERLINK "http://www2.warwick.ac.uk/services/humanresources/newpolicies/paternity" http://www2.warwick.ac.uk/services/humanresources/newpolicies/paternity  HYPERLINK "http://www2.warwick.ac.uk/services/humanresources/newpolicies/parental_leave" http://www2.warwick.ac.uk/services/humanresources/newpolicies/parental_leave A new staff network for returning parents has been set up with the support of the University; this has been active since March 2012.  HYPERLINK "http://www2.warwick.ac.uk/services/equalops/news/parents/" http://www2.warwick.ac.uk/services/equalops/news/parents/ Juno Submission The Department is currently working towards renewal of its Juno Champion Status, with a submission date of July 27th for documentation, and a presentation at the IoP panel meeting on September 11th 2012. The documentation will include:- 1. A summary providing details and data on progress since the original Champion award in 2009 - activities, successes and future priorities. 2. An updated action plan, highlighting progress that has been made, success measures achieved and identifying any areas where progress has stalled. Draft versions of these documents are available on the departmental webpage. Some statistics which will be used in the submission are shown below. Staff data At 31st August 2011 there were 105 members of research and academic staff, 19 of which are women and 86 men. There were 13 members of technical and 6 members of clerical staff. Between August 2008 and August 2011 thirty four members of research and academic staff joined the Department, 7 of which are women and 27 men. For the period 2009 to 2012, 27 members of staff were recommended for promotion, of which 3 are women and 24 men. Of these, 2 women and 20 men were successful. Student data Undergraduate data shows that for 2011/2012 there were 693 students enrolled in the Department, 582 men and 111 women giving a female intake of 16% against a Sector average of typically 22%. The trend over the last three years can be seen to be steady, and is shown in figure 1. At a post graduate enrolment level, there were 184 men and 33 women.  Figure 1. 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