Physics Inclusion Award: background

Project Juno  

Between 2003 and 2005, the IOP undertook a study of university physics departments around the UK and Ireland in order to understand the challenges facing academic departments at the time. The issue cited most often was the lack of recruitment, retention and progression of women, an issue also prevalent in the broader world of physics. As a result of this research, Project Juno was created to address the underrepresentation of women in physics and build inclusive cultures for all physicists. 

Project Juno ran until June 2023, awarding 26 organisations with Juno champion status, 18 as Juno practitioners and 12 as Juno supporters. 

Developing the Physics Inclusion Award

In February 2021, the IOP worked with a consultancy to identify and address the current challenges to achieving more diverse and inclusive physics departments, laboratories, and national facilities.  

This was planned across three phases: 

• Phase 1 - completed in partnership with a consultancy (Inclusivity Report April 2021).  
• Phase 2 - undertaken internally by IOP staff using inclusivity report, further research and findings. 
• Phase 3 - developed a strategic roadmap and detailed implementation plan for the delivery of the project. 

In delivering the Award, the IOP has engaged with the existing Juno assessment panel and invited members to contribute to the development of the scheme, scoring and criteria. In recognising that not all challenges can be addressed through an inclusion award, the IOP is also undertaking further research alongside to create a portfolio of approaches to help tackle other barriers for underrepresented groups in physics. 

Review findings 

We identified four key themes that highlight the barriers and challenges for underrepresented groups in physics: 

1. Physics is not seen as diverse, and is not diverse.
2. Career and progression opportunities can be unclear and harder for underrepresented groups to access.
3. The culture of physics workplaces can be perceived as hostile and limit the voices of some.
4. Traditional academic organisational structures and buildings can limit inclusion.

The interviews and documentation review were primarily focused on the physics community, with the majority providing experiences and reflections specific to academia. As such, many of our themes can primarily be evidenced in this context.