Thursday, May 2, 2013

University of Nottingham : PhD Positions - Marie Curie Actions



Position 1: Marie Curie Early Stage Researcher/PhD Student in Physics (1 post)

Department  School of Physics & Astronomy, the University of Nottingham
Salary Minimum £36929 per annum, depending on family status and pension arrangements according to Marie Curie rules

Marie Curie ITN Project: Quantum Sensor Technologies and Applications (QTea)

Applications are invited for the above post to work with Dr Thomas Fernholz and Prof Peter Krüger in the framework of a European funded project at the University of Nottingham. The successful candidates will register for a 3 year PhD at the School of Physics and Astronomy within the Marie Curie Initial Training Network (ITN): Quantum Sensor Technologies and Applications – QTea. http://www.itnqtea.eu .

Two research projects are based on the physics of ultra-cold atoms, trapped under ultra-high vacuum conditions in tightly confining magnetic fields. Atoms hover above so-called atom chips, which are used to produce trapping fields by running currents through litho¬graphically patterned conductors. This technique has proven to be useful for a variety of applications.

Interfacing ultra-cold atoms with solid-state materials.

This project will focus on using atoms as surface probes. The fragility of Bose-Einstein condensates, i.e. collections of atoms at the lowest possible energy allowed by quantum mechanics, can be used to map out electrical and magnetic properties of materials with high sensitivity and spatial resolution. In collaboration with IBM, we will further develop this novel magnetic microscopy technique to measure field patterns on the nanoscale. For further information on this project contact Peter.Kruger@nottingham.ac.uk  .

The overall aim of the QTea network is to establish a transnational platform for the career development of young researchers on quantum technologies, ranging from modern time and frequency standards to terrestrial and airborne gravimetry. Hence, the selected candidates will be able to develop multidisciplinary knowledge ranging from fundamental science to industrial application. Successful candidates will take part in a network wide training program and are expected to collaborate with network partners through short term placements at industrial/academic partner institutions within UK and EU.

Candidates should possess and excellent masters or diploma in experimental quantum physics or photonics. In addition ESR fellows must, at the time of recruitment by the host organization, be in the first four years (full-time equivalent research experience) of their research careers and have not yet been awarded a doctoral degree. They are required to undertake trans-national mobility (i.e. move from one country to another) when taking up their appointment. At the time of recruitment by the host organization, researchers must not have resided or carried out their main activity (work, studies, etc) in the country of their host organization for more than 12 months in the 3 years immediately prior to the reference date. Short stays such as holidays and/or compulsory national service are not taken into account. Through collaboration with academic and industry partners, also provides complementary training for PhD students in academia and the private sector.

Due to the requirements of the UK Border and Immigration Agency, applicants who are not UK or EEA nationals and whose immigration status entitles them to work without restriction in the UK will be considered on an equal basis with UK and EEA nationals.  Other non-UK or non-EEA nationals whose employment will require permission to work subject to a resident labour market test may only be considered if there are no suitable UK or EEA national candidates for the post.  Please visit http://www.ukba.homeoffice.gov.uk/ for more information.

This full-time post will be offered on a fixed-term contract for a period of 36 months.

Informal enquiries may be addressed to Dr Thomas Fernholz on Thomas.Fernholz@nottingham.ac.uk and Prof Peter Krüger Peter.kruger@nottingham.ac.uk . Please note that applications sent direct to these email addresses will not be accepted.






Position 2: Marie Curie Early Stage Researcher/PhD Student in Physics (1 post) 

Department  School of Physics & Astronomy, the University of Nottingham
Salary Minimum £36929 per annum, depending on family status and pension arrangements according to Marie Curie rules

Marie Curie ITN Project: Quantum Sensor Technologies and Applications (QTea)

Applications are invited for the above post to work with Dr Thomas Fernholz and Prof Peter Krüger in the framework of a European funded project at the University of Nottingham. The successful candidates will register for a 3 year PhD at the School of Physics and Astronomy within the Marie Curie Initial Training Network (ITN): Quantum Sensor Technologies and Applications – QTea. http://www.itnqtea.eu .

Two research projects are based on the physics of ultra-cold atoms, trapped under ultra-high vacuum conditions in tightly confining magnetic fields. Atoms hover above so-called atom chips, which are used to produce trapping fields by running currents through litho¬graphically patterned conductors. This technique has proven to be useful for a variety of applications.

Quantum optics with atoms loaded into hollow-core fibres.

Ensembles of atoms can be used to store the quantum state of light and retrieve it later with an arbitrary delay, limited by the atomic coherence time. Such a quantum memory is required to generate and maintain entanglement at long distances and is an essential building block of future quantum communication networks. In this project, strong coupling between light and ultra-cold atoms will be achieved inside the 6 ?m-? hollow core of a photonic crystal fibre, integrated into an atom-chip environment. For further information on this project contact Thomas.Fernholz@nottingham.ac.uk.

The overall aim of the QTea network is to establish a transnational platform for the career development of young researchers on quantum technologies, ranging from modern time and frequency standards to terrestrial and airborne gravimetry. Hence, the selected candidates will be able to develop multidisciplinary knowledge ranging from fundamental science to industrial application. Successful candidates will take part in a network wide training program and are expected to collaborate with network partners through short term placements at industrial/academic partner institutions within UK and EU.

Candidates should possess and excellent masters or diploma in experimental quantum physics or photonics. In addition ESR fellows must, at the time of recruitment by the host organization, be in the first four years (full-time equivalent research experience) of their research careers and have not yet been awarded a doctoral degree. They are required to undertake trans-national mobility (i.e. move from one country to another) when taking up their appointment. At the time of recruitment by the host organization, researchers must not have resided or carried out their main activity (work, studies, etc) in the country of their host organization for more than 12 months in the 3 years immediately prior to the reference date. Short stays such as holidays and/or compulsory national service are not taken into account. Through collaboration with academic and industry partners, also provides complementary training for PhD students in academia and the private sector.

Due to the requirements of the UK Border and Immigration Agency, applicants who are not UK or EEA nationals and whose immigration status entitles them to work without restriction in the UK will be considered on an equal basis with UK and EEA nationals.  Other non-UK or non-EEA nationals whose employment will require permission to work subject to a resident labour market test may only be considered if there are no suitable UK or EEA national candidates for the post.  Please visit http://www.ukba.homeoffice.gov.uk/ for more information.

This full-time post will be offered on a fixed-term contract for a period of 36 months.

Informal enquiries may be addressed to Dr Thomas Fernholz on Thomas.Fernholz@nottingham.ac.uk and Prof Peter Krüger Peter.kruger@nottingham.ac.uk . Please note that applications sent direct to these email addresses will not be accepted.


Thursday, April 11, 2013

Beyond Academia - six proposals regarding Horizon 2020




The European Platform of Women Scientists, which represents more than 12,000 female researchers in Europe and beyond, has urged the European Commission (EC) to do six things with respect to Horizon 2020, the upcoming EU Framework Programme for Research and Innovation. 

First, the EC needs to introduce binding gender-evaluation criteria in EU research-funding programmes.

Second, it should set targets for the participation of women in EU-funded research projects at all levels (young and senior scientists, project leaders, consortium managers) at the proposal stage, sanctioning missed targets and publishing results. 

Third, the EC needs to set indicators for gender sensitivity in the research design of proposed projects. 

Fourth, it should extend the 40% target for women’s participation beyond advisory groups and evaluators’ panels to all structures related to Horizon 2020 — including the ERC, Joint Research Centre, European Institute of Innovation and Technology, steering and expert groups and the like. 

Fifth, it needs to train evaluators in gender issues. 

Finally, the EC must increase funding for research into improving societal structures as part of its innovation strategy (see go.nature.com/y7vygb). Motivation and participation are the basis of high-quality results in research — not biased evaluation criteria, job insecurity and glass ceilings. An academic culture that is transparent, democratic and sensitive to gender and diversity will benefit all scientists. 


Taken from "Only Wholesale Reform Will Bring Equality", in Nature Vol 495, 7 March 2013. 

Monday, April 8, 2013

She Figures 2012 : women still under-represented in EU research



She Figures 2012 is the fourth publication of a key set of indicators that are essential to understand the situation of women in science and research. Over time, the list of indicators has evolved to describe the participation of women at all levels and in all scientific disciplines. from tertiary education through to the job market, including work/life balance not only in the 27 EU Countries but also in Croatia, the former Yugoslav Republic of Macedonia, Iceland, Israel, Norway, Switzerland and Turkey.
She Figures is produced by the European Commission (Directorate General for Research and Innovation and Eurostat) in cooperation with the statistical correspondents of the Helsinki Group on Women in Science.
Although the proportion of female researchers in Europe is increasing, the under-representation of women in scientific disciplines and careers still persists. This is the message of the latest edition of the "She Figures", published today by the European Commission. Women represent only 33% of European researchers, 20% of full professors and 15.5 % of heads of institutions in the Higher Education sector.
According to the report presented today, women represent around 40% of all researchers in the Higher Education Sector, 40% in the Government Sector and 19% in the Business Enterprise Sector. While in all sectors their number has been growing faster than that of their male counterparts (+5.1% for women annually compared with +3.3 % for men from 2002 to 2009), female researchers still struggle to reach decision-making positions with, on average, only one woman for every two men on scientific and management boards across the EU.
In 2010, the proportion of female students (55 %) and graduates (59 %) exceeded that of male students, but men outnumbered women among PhD students and graduates (respectively 49 % and 46 %). Furthermore, climbing up the ladder of the academic career, women represented 44 % of the researchers with a PhD at the first grade of an academic career and only 20 % of the researchers at the top grade of an academic career. The under-representation of women becomes even more striking in fields such as science and engineering.
European Commissioner for Research, Innovation and Science Máire Geoghegan-Quinn said: "Despite some advances in recent years, women in research remain a minority, and a glass ceiling is in particular blocking women from top positions. This is a serious injustice and a scandalous waste of talent. The Commission is focused on fostering gender equality in our research programmes, and working to change a deeply-rooted institutional culture.

Monday, March 25, 2013

EU Science and Technology Advisory Council



The President of the European Commission, José Manuel Barroso, has announced today the creation of a Science and Technology Advisory Council. This informal advisory body held its first meeting today in Brussels.
President Barroso said: "Science and innovation are key drivers for European competitiveness, economic growth and the creation of new jobs. This Advisory Council will focus on science and technology related topics that are of cross-cutting nature, with a clear societal dimension. It will identify the issues of value where science, research and innovation can contribute to support future development in Europe".
The creation of the Advisory Council follows the President’s appointment of Professor Anne Glover as the European Commission’s first Chief Scientific Adviser in January 2012, aiming at ensuring more evidence-based European Union policy-making, but also at promoting the uptake of science & technology in society, including a better transfer of knowledge from the scientific world to industry.
The Science and Technology Advisory Council is an independent and informal group of outstanding science and technology experts from academia, business and civil society, covering a broad range of disciplines and uniting expertise from across the European Research Area. Its members have been selected by the President in consultation with the Chief Scientific Adviser, based on their scientific reputation, experience at the science-policy interface and communication skills.
The main aim of the Council is to provide advice directly to the President on how to create the proper environment for innovation by shaping a European society that embraces science, technology and engineering. In particular, the Council will advise on the opportunities and risks stemming from scientific and technological progress. It will also advise on how to communicate these in order to foster an informed societal debate and ensure that Europe does not “miss the boat” and remains a global leader in cutting-edge technologies.
Members of the Science and Technology Advisory Council:
Alan ATKISSON (Sweden)
Ferdinando BECCALLI-FALCO (Italy)
Victor DE LORENZO (Spain)
Tamás F. FREUND (Hungary)
Susan M. GASSER (Switzerland)
Søren MOLIN (Denmark)
Joanna PINIŃSKA (Poland)
Alexandre Tiedtke QUINTANILHA (Portugal)
Ortwin RENN (Germany)
Riitta SALMELIN (Finland)
Pat SANDRA (Belgium)
Hans-Joachim SCHELLNHUBER (Germany)
Roberta SESSOLI (Italy)
Cedric VILLANI (France)
Ada E. YONATH (Israel)

Google European Android Camp 2013




"Hello from Google!

Are you a current first year undergraduate of a 3 year programme or a first or second year undergraduate of a 4 year programme? Are you studying Computer Science or a related degree at a university in Europe or Israel? Are you interested in Android development? If so, perhaps you’d like to join us for an all-expenses-paid programme of interactive and collaborative Android curriculum at our London Google Office this summer?

Apply for Android Camp today!

How to apply: Visit www . google . com/students/androidcampeurope to learn more about the programme and apply before the Friday 5th April 2013 deadline (midnight UK time).

When: Android Camp will begin on Sunday 11th August and will run until Saturday 17th August.

I want to know more! To learn more about Android Camp and to submit your application, please visit our website at: www . google . com/students/androidc ampeurope. If you have any questions about the application, please feel free to email emea-android-camp-questions@google.com.

Google is committed to supporting the education of the future leaders and innovators in technology and business all over the world, including those who are historically underrepresented in these fields. We believe in attracting all top talent to Google, regardless of identity or background."


National Assessments on Gender and STI

The National Assessments on Gender and STI are based on the Gender Equality – Knowledge Society (GE&KS) indicator framework,  which was developed to address the fact that worldwide, women's capacity to participate in science, technology and innovation is grossly under-developed and under-utilized. Not only do they have less access to information and technology, they are poorly represented in educational, entrepreneurship and employment opportunities. It brings together gender-sensitive data on key areas in the knowledge society (ICT, science, technology and innovation) with gender indicators of health, economic and social status to assess the barriers and opportunities for women.
A pilot assessment of six countries and one region took place during 2012 with funding from the Elsevier Foundation: Brazil, India, Indonesia, the Republic of Korea, South Africa, the United States, and the European Union.


Key Findings

The major finding of this study is that the knowledge gender divide continues to exist in all countries, even those which have a highly-developed knowledge society. In all countries in this review – which represent the leading knowledge-based economies in the world – the knowledge society is failing to include women to an equal extent, and in some cases, their inclusion is negligible.
  • Numbers of women in the science, technology and innovation fields are alarmingly low in the world’s leading economies, and are actually on the decline in many, including the United States.
  • Women remain severely under-represented in engineering, physics and computer science — less than 30% in most countries – while the numbers of women working in these fields are also declining.
  • Women have lower levels of access to the productive resources necessary to support active engagement in the knowledge society and related professions – property (land); finance; technology; and education.
  • Female parity in the science, technology and innovation fields is tied to multiple factors, with the most influential being higher economic status, larger roles in government and politics, access to economic, productive and technological resources, and a supportive policy environment. Findings also show that women gain ground in countries that have health and childcare, equal pay, & gender mainstreaming.
  • Access to education is not a solution in and of itself and neither is economic status. It’s only one part of what should be a multi-dimensional policymaking approach. There is no simple solution.



Further information including the report for the European Union can be found at

Thursday, March 14, 2013

Travel Grant - International Union of Pure and Applied Physics


Supporting Women in Physics in Developing Countries

Announcement from the IUPAP Working Group on Women in Physics

  
(IUPAP is the International Union of Pure and Applied Physics)

We have received funding to launch a new round of the IUPAP/UNESCO program to fund the attendance of women from developing and eastern European countries at regional or international conferences and schools.  We expect to be able to fund 13-14 women between $700 & $800 US each at a maximum.  

Applications for these grants should be received no later than April 15, 2013.  Recipients will be chosen by the IUPAP Working Group on Women in Physics by mid May, and we will notify everyone during the first week of June, 2013.

Only women physicists from Eastern Europe or developing countries may apply.  Due to limited funding, those who have received a grant in the past, under this program, are not eligible for a second grant.

Those interested in applying for a grant should submit the following information, via email as a WORD document only or as text within the email.  PLEASE DO NOT SEND AS A PDF FILE. If you attach files, please include your last name in all the file names.

1. Complete contact information including name, address, email and phone number.
2. Years since your Ph.D (or undergraduate degree for graduate students) was granted.
3. Brief description of the conference or workshop you wish to attend (including date of conf., place to be held, & website if available) and if you will be making a presentation.
4. Brief statement of how attending the conference will enhance your career.
5. If you have attended any regional or international conferences, please list them.
6. A breakdown of the amount of money (maximum $700/800 US) required to attend (Ex: Airfare, registration fee, meals).
7. List your publications from the last 5 years.
8. One Letter of recommendation.

Send all information to Jackie BeamonKiene at, beamon@aps.org by close of business on April 15, 2013 (5:00p.m. EST).

Sincerely,

Silvina Ponce Dawson, Chair, IUPAP Working Group on Women in Physics
Igle Gledhill, Vice-Chair, IUPAP Working Group on Women in Physics
Jackie Beamon-Kiene, Admin., IUPAP Working Group on Women in Physics
 

Debating Europe - Work / Family Balance

Prof. Claudine Hermann, Vice-President of EPWS, was recently interviewed by Debating Europe about the work /family balance in Europe and the different approaches across the Union.
Concerning the number of women in University science studies, Prof Hermann said:


" The percentage of women science students in universities is high, but the people who end up in the most senior positions are mostly men. This is because of the way the careers are built and the problem of the biological clock. 

If you want a family, you cannot wait forever because you won’t be able to have children any more, and the conditions of instability in research positions, including changing countries several times over many years, and getting to a permanent position only very late in your life, is not something that helps women. 
If, at the political level, people want more women scientists, then they have to consider the working conditions."




Monday, March 11, 2013

Nature Journal - Women in Science


 Dear fellow women in science,

The 7 March Nature is a special issue on Women In Science nature.com/women 

Please take a look, and, if you like what you see, let people know.
We’re using the Twitter hashtag #Womeninscience 

Here’s a summary:

WOMEN’S WORK 
A special section of Nature finds that there is still much to do to achieve gender equality in science. 

Science remains institutionally sexist. Despite some progress, women scientists are still paid less, promoted less frequently, win fewer grants and are more likely to leave research than similarly qualified men. The reasons range from myriad forms of overt and covert discrimination to the unavoidable coincidence of the productive and reproductive years.

In this special issue (nature.com/women) Nature takes a hard look at the gender gap and at what is being done to close it. A survey of the situation (with an online interactive), reveals where progress has been made and where inequalities still lie, from salary to tenure. A News Feature reveals a particular dearth of women in some commercial spheres, such as on scientific advisory boards of biotech firms, and an essay by historian Patricia Fara traces the wearying stereotypes perpetuated by the biographers of women scientists.

A series of Comment articles looks at possible solutions. Neuroscientist Jennifer Raymond calls on both sexes to recognize and reduce their biases against women in science, and eight researchers from around the world offer their prescriptions, from equalizing the retirement age in China, to liberalizing travel restrictions in Saudi Arabia, to boycotting conferences that include no female speakers.  

Brigitte Mühlenbruch and Maren A. Jochimsen catalogue some of the ambitious moves being made in Europe to get more women into top positions, such as Germany’s successful female professorship programme, and Isabel Vernos explores some surprising statistics questioning mandatory quotas. Finally, four profiles of successful 30-something women show how ambition and talent can trump obstacles. In an accompanying extended podcast Athene Donald and Uta Frith discuss their own experiences of the issues raised by these articles.

This special issue is dedicated to the memory of Maxine Clarke. In the 28 years Maxine spent championing the highest scientific standards as an editor at Nature, she was all too often the only one to ask, “Where are the women?”

Monday, March 4, 2013

European Equal Pay Day



On 28 February 2013, the European Commission marked the European Equal Pay Day.

The European Equal Pay Day is held annually and raises awareness of the fact that women have to work longer than men to earn the same. 16.2%: that’s the size of the gender pay gap, or the average difference between women and men’s hourly earnings across the EU, according to the latest figures released today by the Commission. To help tackle the pay gap, the Commission is highlighting a series of good practices by companies in Europe which have taken on the problem. It is the third time the Equal Pay Day takes place at European level, following its launch by the Commission on 5 March 2011  and the second day on 2 March 2012 .

"European Equal Pay Day reminds us of the unequal pay conditions women still face in the labour market. While the pay gap has declined in the recent years, there’s no reason to celebrate. The pay gap is still very large and much of the change actually resulted from a decline in men’s earnings rather than an increase for women”, said Vice-President Viviane Reding, the EU's Justice Commissioner. 

"The principle of equal pay for equal work is written in the EU Treaties since 1957. It is high time that it is put in practice everywhere. Let us work together to deliver results not only on Equal Pay Days, but on all 365 days a year!"

 
Gender pay gap Statistics ( Source: Eurostat 2010, except for Greece: 2008)





The latest figures show an average 16.2% gender pay gap in 2010 across the European Union. They confirm a slight downward trend in recent years, when the figure was around 17% or higher the previous years.

The declining trend in the pay gap can be explained by the impact of the economic downturn on different sectors, whereby sectors dominated by male workers (such as the construction or engineering sector) have seen bigger drops in earnings overall. The change is therefore not generally due to improvements in pay and working conditions for women. At the same time, the share of men working part-time or under less well-paid conditions has increased in recent years.

The Commission wants to support employers in their efforts to tackle the gender pay gap. The "Equality Pays Off" project aims to make companies more aware of the "business case" for gender equality and equal pay. With the challenges of demographic change and increasing skill shortages, the initiative aims to provide companies with better access to the labour force potential of women. It includes training activities, events and tools for companies to address the pay gap.  

The project also aims to help reach the Europe 2020 Strategy target of raising the employment rate to 75% - for which greater participation of women in the labour market is essential.

Examples of good practices by companies seeking to tackle the pay gap include:
  • German media firm Axel Springer AG launched the “Chancen:gleich!” (Opportunities:Equal!) programme in 2010 with the objective of increasing the numbers of female managers to 30% of the company’s management within 5-8 years.
  • Kleemann Hellas SA, a Greek lift producer, aims to increase the number of women in sales and technical support, breaking stereotypes and reducing gender segregation. The “Diversity and Gender Equality” project increased female presence in the sales department from 5% in 2004 to 30% in 2012.
  • Lithuanian mobile communications company Omnitel’s project “Creating a family friendly work environment in the company” aims to make work-life balance part of the organisational culture by offering flexible working possibilities to their staff. This has increased the proportion of female managers.
  • IBM Germany’s “German Women’s Leadership Council” seeks to encourage women to take up a career in the IT industry by providing personal and cyber mentoring to students in schools. It also offers mentoring to young colleagues pursuing a management or specialist career.

More information:

‘Tackling the gender pay gap in the European Union’ is a new brochure which explains the gender pay gap, its causes and the benefits of closing it. It also shows examples of national good practices to tackle the gender pay gap. The brochure is available in English but will be available in the 22 EU languages soon.
You can download it here

The gender pay gap website has been updated with the latest developments on equal pay issues. New statistical data and the new brochure are available there. To learn more visit http://ec.europa.eu/equalpay.

Linked to the European Equal Pay Day, a Business Forum will be organised on 21 March 2013 in Brussels. The Business Forum will be a platform of knowledge exchange for up to 150 EU companies of actions to foster gender equality. More information about the Business Forum can be found here

Wednesday, February 27, 2013

Job Posting : University of Hamburg - Marketing and Innovation



The Dept. of Marketing and Innovation of the University of Hamburg is looking for two Graduate / Research Assistants ( with the possibility to write a PhD thesis) in the field of marketing and innovation, including a sponsored project and teaching.


Download the Full Calls (in German)
1 & 2

EPWS Newsletter - February 2013


The EPWS Newsletter of June 2012 is now available.

In this issue, you can read about our General Assembly, Short Conference, various developments regarding Horizon 2020, and many other news from our Members.