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- Message from Head of Department听
The Department of Physics and Astronomy is committed to equality, diversity and inclusion. I听take pride in the fact that our Department is so greatly enriched by its diverse and international听community. We strive to create an environment in which everyone feels able to participate to听their full potential and are valued for their contributions. All avenues of work in this听Department are stronger when they derive from a community grounded in respect and听diversity. I believe that creating this positive and inclusive work environment is a responsibility听shared by all the members of our Department, and we all have a role in breaking down the听inequalities that are present because of differences in race, ethnicity, nationality, gender,听sexuality, religious belief, disabilities, caring responsibilities and all protected characteristics.
I听recognise that we must not be complacent and there is still considerable progress to be made.听The challenge of attracting more Black students and staff into pursuing physics and听astrophysics in this department is an enormous and complex example, but not without听solutions. Many Black students at school perceive other university degree subjects are more听supportive and rewarding, resulting in a loss of talent to physics and astrophysics. The听challenge and opportunity for us to discuss, debate and act on is how we can take advantage of听the early school interests shown by Black students for physics and nurture this interest, engage听in their burgeoning science aspirations, and support their learning.听The relatively few Black undergraduate and postgraduate students that do elect to study in our听Department must, as indeed should all students, experience lecturers, mentors, tutors, staff and听peer interactions that give them a strong sense of belonging. We cannot, and must not, accept听any factors that negatively impact on students鈥� sense of belonging in our department, and we听must guard against unconscious bias, microaggressions and stereotype threat.听
Through the听Department鈥檚 student societies, PDRA network, listening groups, EDI groups and 鈥� above听all 鈥� its individual members, we should aim to continually communicate values of respect and听inclusion through our actions, physical environment, degree education content, and work to听eradicate acts motivated by bias and racism. I call on you all to be active bystanders, to look听out for one another and be assured that you will be supported by the department if you report听any racist behaviours you may be witness to.
Department EDI Structure
The departments EDI structure is divided into two parts, a Steering Group and an Advisory Group. Both听meet听regularly, with the aim of promoting equality and creating a supportive working environment for all staff in the Department of Physics and Astronomy.听We promote good practice听across the department and strive to ensure a positive work/life balance for all staff and students.
听strategy aims to foster a positive cultural climate where all staff and students can flourish, where no-one will feel compelled to conceal or play down elements of their identity for fear of stigma. 皇家华人ill be a place where people can be authentic and their unique perspective, experiences and skills seen as a valuable asset to the institution.听
- EDI Steering Group
The EDI Steering Group is a small, agile group which shares representational duties and works on fixed priorities.听
Member Role Benjamin Joachimi Leading submission of award applications, including Athena Swan and the Institute of Physics Inclusion Award Lucy Keepking Departmental representation at Faculty and University level, and operationalising plans Raman Prinja Overseeing departmental EDI strategy and delivery 听
- EDI Advisory Group
- The EDI Advisory Group meets three times a year, and acts as a sounding board and discussion forum, advising the Steering Group. If you are interested in joining the Advisory Group, please contact .
听Member Group Position Lucy Keepking Professional Services Co-Chair Raman Prinja Head of Department Co-Chair Benjamin Joachimi Astrophysics ASTRO representative Anasuya Aruliah Astrophysics MSc Admissions Tutor Jasvir Bhamrah Teaching Teaching representative Noor-Ines Boudjema HEP PhD Student representative Lori Coletti Campbell听 听 Professional Services Departmental Manager听 Mark Cunningham Astrophysics PhD student representative Agapi Emmanilidou听 AMOPP AMOPP representative Carla Figueira De Morrison Faria AMOPP AMOPP representative Mark Fuller Professional Services Outreach Co-ordinator Ellen Hang Astrophysics PDRA representative Gavin Hesketh HEP HEP representative Roger Johnson CMMP CMMP representative Phil Jones听 AMOPP Undergraduate Admissions Tutor Matt Lane AMOPP PDRA representative Veera听Mikola HEP PhD student representative
Kay Nakum Professional Services Astrophysics Group Manager Thanh Nguyen Biophysics BioP representative Ryan Nichol HEP HEP representative听 Fern Pannell HEP PhD student representative Sital Patel Professional Services Education Support Team听 Kate Pattle Astrophysics Astrophysics representative听
Markus Rademacher AMOPP PDRA representative Raphaele Raupp Cosmoparticle Initiative CPI representative Ferruccio Renzoni AMOPP Deputy Head of Department Karen Stoneham听 Professional Services Thomas Young Centre (TYC) and Materials and Molecular Modelling (MMM) Hub Coordinator Marzena Szymanska AMOPP PhD Admissions Tutor Stefano Vergani听 HEP听 PDRA representative
- Our Departments Race Equality Pledge听
- Raise awareness of, and challenge, the predominantly white and male role mole representation in the P&A curriculum. Every module taught by P&A staff to develop portraits of eminent scientists from underrepresented groups in their fields as role models. Portrait information will be collected by the Department to ensure diversity and comprehensiveness.
- Implement a PhD buddy system across the Department. Assign new PhDs to an existing senior student. The buddies will be provided with access to EDI resources and encouraged to undergo training, e.g. with regards to unconscious bias. Evaluate impact of scheme with annual or bi-annual surveys.
- Keep track of speaker backgrounds more comprehensively across the Department.
- Increase the share of speakers from BAME backgrounds at seminars and outreach talks, also exploring the potential to reach out to global universities outside the traditional physics institutions via online sessions.
- Encourage at least one member of staff in the Department to be trained as a Fair Recruitment Specialist and trial the scheme in at least one recruitment within the Department, with subsequent evaluation.
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