cern.ch

News & web pickings

Talk on Diversity and Inclusion by Elizabeth Simmons at APS-DPF 2017. See also: AIP Statistical Research Center.

CERN Alumni group, open to those who were employed or associated members of CERN personnel.

11th LHCb ECGD meeting (Thu 15 June 2017) (main topic: A Study on human-human interaction with the LHCb experiment)

CERN Diversity in Action Workshop Would you like to learn about how stereotypes form? How they could affect our professional life? Would you like to explore ways to recognise and overcome unconscious biases ?

10th LHCb ECGD meeting (Thu 2 March 2017) (main topic: Mentoring Q&A, informal chats)

Diversity? It's an issue for the majority

Gender in Physics Day (27 January 2017) Globe, CERN, Geneva, Switzerland

CERN Knowledge Transfer meet-ups for CERN people interested in entrepreneurship and innovation; contact person is Marthe Dehli

9th LHCb ECGD meeting (Thu 8 December 2016) (main topic: Mentoring)

29 November 2016: ALICE-ATLAS-CMS-LHCb Career Networking Event. Former LHC physicists talk about their careers outside HEP, be it as employees of large companies or founders of their own start-ups, in computing, engineering, finance, consulting, journalism,...

Survey of postdoctoral funding schemes in Europe (Oct 2016). This report also considers the role of the postdoctoral position given that most postocs will not find a tenured academic positions.

Gender bias in recommendation letters (Physics World Oct 2016).

IDCN, the International Dual Career Network.

3-7 October 2016: Tasneem Zehra Husain's Visit of CERN Details here.

4 October 2016, 15.30: Book Presentation: “Only the Longest Threads” by Tasneem Zehra Husain Details here.

LGBT CERN poster defacements

8th LHCb ECGD meeting (Thu 15 September 2016) (main topic: 2016 survey results)

Diversity session at ICHEP 2016 (with LHCb-ECGD talk, and its proceedings)

The state of gay rights around the world (an interactive map) by the Washington Post.

Recent OECD reports on gender:

Gender (Im)Balance at CERN (Doris Chromek-Burckhart from the Users' Office reports at ACCU meeting 8 March).

Returning to research after a career break - a few useful links.

LHCb mentoring programme. Sign up here.

Are you prejudiced? Find out here. (Project implicit)

Illustration of implicit sexism (xkcd).

Not even monkeys accept different pay for the same job. (Relevant bit starts around 12'46'')

Sheryl Sandberg (on TED): Why we have too few women leaders.

What are we here for?

Our aim is to help LHCb achieve a working environment in which all LHCb members can thrive. This includes especially those experiencing discrimination on grounds of gender, sexual orientation, ethnicity, disability, creed, cultural background or other factors. But also early career physicists (including white middle class heterosexual male ones) who wish to, eventually, escape the precarious life of repeated short-term contracts and reach a permanent position.

The ECDG office came to existence in response to the recommendations of the Equality and Diversity Taskforce set up by the LHCb management, and has been endorsed by the LHCb Collaboration Board.

Discrimination?

Happens. Really, even at LHCb, often unintended. This can for example be working practices that exclude physicists who look after young children (which affects not exclusively, but predominantly, young women). A good example of an improvement in that respect is the recently adopted policy of re-instating convenors at their former convenorship posts after materntity or paternity leave. We are very keen to hear your ideas and suggestions how we can improve our working environment.

Another way in which discrimination can happen is on a more personal level (sexist comments by colleagues, discriminatory attitudes by your boss that hinder your career, unwelcome advances by an individual in a position of power, ...). We see ourselves as a point of contact for anybody experiencing any kind discrimination. We will always listen confidentially, and discuss possible solutions. While we have very little "hard power", we do have the open ears of a sympathetic management, and we might be able to suggest organisations or individuals who can help.