Equality and diversity

The Department of Physics and Astronomy at the University of Leicester adheres to the Equality Act 2010 and to the University's Dignity at Work Policy, and is fully committed to achieving all the equality objectives defined by it.

Project Juno

The aim of Juno is to recognise and reward departments that can demonstrate they have taken action to address the under-representation of women in university physics and to encourage better practice for both women and men.

In February 2013 we achieved Juno Practitioner status. In 2016 we were awarded a renewal of our Practitioner Status.

For more information visit the Project Juno website.

Athena SWAN

Athena Swan Bronze LogoThe Department of Physics and Astronomy is committed to providing a good working environment for its staff and in 2013 was successful in achieving a Bronze award. In April 2018, the Department achieved an Athena SWAN Bronze award under the Post-May 2015 criteria. This national award is in recognition of our actions that have already been put in place, the impact they have had, and of our future plans to address gender inequality. This positive action in the form of good practice that arises from implementation of the Athena SWAN ethos is of benefit to everyone in higher education, irrespective of gender. 

Find out more about Athena SWAN at the University of Leicester.

About the Athena SWAN Charter 

The Athena SWAN Charter recognises advancements in gender equality: representation, progression and success for all. The Charter was established in June 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in higher education and research. The Charter was expanded in May 2015 to recognise work undertaken in arts, humanities, social sciences, business and law, and in professional and support roles, and for trans staff and students.

The importance of Athena SWAN

The Charter examines the representation of women (and men), the progression of students into academia, the journey through career milestones and how gender may affect these areas and the working environment for all staff. We know that women are under-represented in science - the more senior the role, the greater the deficit. In some disciplines there is significant under-representation of women at all levels. Disciplines with under-representation run the risk of missing talented people it would otherwise gain and retain, and disciplines dominated by one gender are likely to have an unbalanced approach.