Tuesday 9th & Wednesday 10th July 2019 at The University of Southampton.
Event details are HERE.
We are now accepting poster and presentation abstracts. Please submit your poster or presentation abstract, or to apply for a scholarship here.
We are pleased to support the conference with 10 scholarships to cover travel and accommodation for both home and international contributors.
Proceedings for the Conference will be published online as open access in Elsevier’s Energy Reports, therefore we expect all presentation authors to provide a paper of 3 -10 pages in length prior to the conference (by the1st of June).
Our 3rd confrerence (September 2018) Proceedings are availble at https://www.sciencedirect.com/journal/energy-procedia/vol/151/suppl/C.
Welcome to the Centre for Doctoral Training in Energy Storage and its Applications
The Centre for Doctoral Training in Energy Storage and its Applications at the Universities of Sheffield and Southampton opened in October 2014, and recruited cohorts of students until 2018.
We tackle industrial research challenges and develop new technologies and leaders that will enable the UK to meet its low carbon targets.
We received substantial funding from the Engineering and Physical Sciences Research Council in 2014 having identified energy storage as a UK priority area with a major skills shortage.
Through sponsorship support from the Universities and industry partners we now have 51 students participating in projects across 5 cohorts, in topics across the diverse themes of energy storage and its applications.
The CDT recruited it’s final cohort of students in 2018, and is therefore closed to further applications.
Athena SWAN Charter
The Athena SWAN Charter was established in 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. In May 2015 the charter was expanded to recognise work undertaken in arts, humanities, social sciences, business and law (AHSSBL), and in professional and support roles, and for trans staff and students. The charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women. ECU’s Athena SWAN Charter covers women (and men where appropriate) in:
academic roles in STEMM and AHSSBL
professional and support staff
trans staff and students
In relation to their:
progression of students into academia
journey through career milestones
working environment for all staff
The academic partners for the CDT support gender equality through their participation in the Athena SWAN charter. The University of Sheffield and the University of Southampton hold a Silver Athena SWAN award.
The Athena SWAN Principles:
We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.
We commit to advancing gender equality in academia, in particular, addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.
We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:
the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM)
We commit to tackling the gender pay gap.
We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.
We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.
We commit to tackling the discriminatory treatment often experienced by trans people.
We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.
We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.
All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.