Why are you doing this?
To better reflect the challenges and needs of today’s society and the maturity of our EDI understanding.
What research has the IOP done to reach the decision of creating the inclusion model?
Find out more about the research we have done on these pages:
- Diversity and inclusion
- Limit Less campaign
- Undertaking additional research to complement our understanding of the EDI landscape
What will the new principles be based on?
The principles have not been confirmed yet, but we will be conducting workshops with our Steering Group to create the principles for the inclusion model.
What will this cover?
The inclusion model will aim to cover different aspects of diversity in physics (i.e. race and ethnicity, neurodiversity, sexual orientation, etc) and it will aim to be more inclusive of the diversity in physics.
Is this for the UK and Ireland?
Yes, this will cover the UK and Ireland.
Will the inclusion model align with Athena Swan?
We understand the value and benefit of the reciprocal agreement between Project Juno and Athena SWAN. We are working with the Steering Group and Advance HE to ensure that the new inclusion model is designed with our current award holders in mind and will help to reduce the application burden.
What will happen to Juno?
The Juno scheme will be retired and superseded by the new inclusion model.
What do I do if my Juno award is up for renewal?
We encourage the department to continue to work towards the Juno framework whilst the new inclusion model is designed and implemented. The work done towards further embedding the Juno principles will be a solid foundation from which the department can apply to the new inclusion model once it is launched. The IOP EDI team will keep you informed as the new inclusion model work progresses and will communicate the finalised deadlines in a timely manner. For individual cases, please contact [email protected].
What are the timelines for the launch of the inclusion model?
We aim to launch the new scheme in Q1 2024.
Will you or have you got evidence to show that Juno was a success?
We plan to undertake a review of the Juno scheme to assess the impact of the last 15 years. We know from anecdotal evidence and applications that Juno has had a positive impact on Juno departments. We can also see from HESA data that the number of female professors has doubled in the time of the scheme’s existence. We also undertook a review of the Juno scheme previously. Find out more about the Project Juno independent evaluation.
Has the IOP engaged with other charters (i.e. the Race Equality Charter)?
Yes, we have been meeting and working with other charters including Athena SWAN and REC. We have also met with business charters to get a broader understanding which can be used towards the design of the inclusion model.
Does this mean more paperwork?
We are aiming to reduce the paperwork and bureaucracy of applying to the scheme, to have a lighter touch approach.
Will we have to pay to apply to the new scheme?
No, there will be no cost.
Will this be feasible for smaller institutions?
We aim to design a scheme that will be accessible for all department sizes, locations, and departmental structure.