Gender equality in recruitment and career progression

As summarised in a 2018 policy brief by the European Research Area and Innovation Committee (ERAC) Standing Working Group on Gender in Research and Innovation, various studies have shown the existence (and persistence) of implicit gender bias in the evaluation of research and performance. Different gender roles are associated with women and men, and a different value is given to each: evidence shows that the same piece of work is assessed as superior if it is believed to be by a man. Furthermore, the notion of excellence in science is gendered: excellent researchers are often considered those who dedicate all their time to science, who are willing to work late or at weekends, or who relocate in order to support their research. Part-time work or career interruptions, such as in the case of parental leave, do not fit into this profile. What is more, the prevalent perceptions of gender roles do not just affect men; rather, they are also affect women – and somewhat in a more problematic way. The so-called impostor syndrome is one way in which one’s own belief system can adversely affect a researcher’s career. It may lead to women opting out of competitions or even career paths due to perceived inadequacy (despite proper qualifications), especially when they are working in a field dominated by men.

Recruitment, selection and career progression support measures aim to ensure that women and men get equal chances to develop and advance their scientific careers. Measures are needed to avoid and undo the systematic and structural discrimination of women along their career paths in research. Critically reviewing existing selection processes and procedures at all stages and remedying any biases are important steps for ensuring gender equality in academic and research careers. Furthermore, public bodies and research funding bodies also need to consider how their policies and funding programmes can promote gender equality in research careers (see the chapter on gender-sensitive research funding procedures for more information).

Read the sections below for a list of potential measures to tackle this issue, to get additional tips on what to consider and to see examples of practices in other organisations.