Project Juno is governed by these goals and actions:

Principle 1: A robust organisational framework to deliver equality of opportunity and reward

1.1 Establish organisational framework

1.1.1 Evidence of senior management commitment.

1.1.2 Effective consultation, communication, monitoring, evaluation and reporting mechanisms.

1.1.3 Clear accountability for implementation and resources allocated (time and money).

1.2 Monitoring and evidence base

1.2.1 Monitor over time, quantitative data by gender:

1.2.2 Obtain qualitative data from staff.

1.2.3 Identify any discrepancies in gender representation and/or progression, and identify factors that might be causing them.


Principle 2: Appointment and selection processes and procedures that encourage men and women to apply for academic posts at all levels.

 2.1 Ensure that processes and procedures are fully inclusive

2.1.1 Ensure career breaks are taken into consideration.

2.1.2 Gender awareness included in training for all staff who interview.

2.1.3 Provide induction for all new staff, including research assistants, on appointment.

2.2 Take positive action to encourage under-represented groups to apply for jobs

2.2.1 Monitor applications, shortlists and appointments, looking at the proportion of women (internal and external) at each stage.

2.2.2 Identify any discrepancies and investigate why this might be the case, taking action as necessary.


Principle 3: Departmental structures and systems that support and encourage the career progression and promotion of all staff and enable men and women to progress and continue in their careers.

 3.1 Transparent appraisal and development

3.1.1 Appraise all staff, including researchers and PDRAs.

3.1.2 Mentoring scheme in place with training and guidance available for both mentors and mentees.

3.1.3 Ensure all staff, including PDRAs, have access to impartial career guidance.

3.2 Transparent promotion processes and procedures

3.2.1 Ensure that the promotions process is transparent and fair to all staff at all levels, including those who have had a career break.

3.2.2      Ensure that all staff are aware of the promotion criteria and process, and of the support that is available to them throughout the process.

3.2.3      Take steps to identify and encourage potential candidates for promotion.


Principle 4: Departmental organisation, structure, management arrangements and culture that are open, inclusive and transparent, and encourage the participation of all staff.

4.1 Promote an inclusive culture

4.1.1 Ensure departmental processes, procedures and practices are fully inclusive.

4.1.2 Gender awareness included in the training for all staff and demonstrators.

4.1.3 Promote inclusive social activities and other opportunities for mutual support and interaction.

4.1.4 Use positive, inclusive images in both internal and external communications.

4.1.5 Encourage and support female seminar speakers.

4.2 Transparent work-allocation model

4.2.1 Recognise the full range of types of contribution and departmental role, including administration, welfare and outreach activities.

4.2.2 Ensure that all staff are aware of the criteria that is used to develop the model and that the allocation is transparent


Principle 5: Flexible approaches and provisions that enable individuals, at all career and life stages, to optimise their contribution to their department, their institution and to SET.

5.1 Support and promote flexible working practices

5.1.1 Clear support from the head of department for flexible and part-time working.

5.1.2 Consistently applied policy on part-time and flexible working.

5.1.3 Promote the benefits of flexible working for both men and women, particularly for those with caring responsibilities.

5.1.4 Explicit support for those returning from career breaks or maternity leave.

5.1.5 Encourage take-up of paternity and other caring leave.