Gender Equality in Academia and Research
The GEAR tool is currently being updated. Some inconsistency may occur.
WHAT IS A GENDER EQUALITY PLAN (GEP)
- Definition of a Gender Equality Plan
- In need of inspiration? Examples of Gender Equality Plans
EU OBJECTIVES FOR GENDER EQUALITY IN RESEARCH
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Institutional change in research and higher education institutions
WHY CHANGE MUST BE STRUCTURAL
- Research and higher education institutions as gendered settings
- Unconscious or implicit gender bias
- Masculine image of science
- Women in research and higher education institutions: the numbers are improving, but why so slow?
- Gender-blind and gender-biased research
WHO IS THIS GUIDE FOR?
- What can you find in this online tool?
GEAR STEP-BY-STEP GUIDE
- How to set up and implement a Gender Equality Plan
- Who is involved in a Gender Equality Plan
- Structure to support gender equality work
- Top Executives
- Managers
- Research and/or Teaching staff
- Human Resources
- Students
- Rationale for gender equality in research
- Compliance with regulations
- Creating better work environments
- Attracting & retaining talents
- Economic benefits
- Excellence and research quality
- Effectiveness and efficiency of the research
- A leverage for organisational change
- Speaking Notes
- Top Executives
- Managers
- Human Resources Management
- Researchers
- Social Partners
- Basic requirements and success factors for realising a gender equality plan
- Impact drivers at organisational level
- Impact drivers at process level
- Relevant insights
- Context-sensitive implementation and mutual learning
- “What do you mean by gender equality?”
- Fixing it all
- Building on existing resources
- From the top-down, from the bottom-up, and from the outside
- The timing of change
- Continuously evolving plans
- The dynamic planning of sustainability
ACTION TOOLBOX
- Structures to support gender equality work
- Awareness-raising and competence development
- Engaging stakeholders
- Organisational culture and work-life balance
- Recruitment, selection and career progression support
- Leadership and decision-making
- Combatting sexual and gender-based harassment
- Integrating gender in research and education content
- Analytical measures, targets, indicators, monitoring and evaluation
- Incentives to promote gender equality
OBSTACLES AND SOLUTIONS
- Resistance
- Lack of understanding
- Commitment to merit and/or excellence
- Gender equality work is not required
- Lack of autonomy
- Lack of resources
- Lack of authority
- Lack of data
- Lack of engagement
- Absence of historical background
- Sustainability and resilience
EXAMPLES OF ACTIONS
- Structures to support gender equality work
- Awareness-raising and competence development
- Engaging stakeholders
- Organisational culture and work-life balance
- Recruitment, selection and career progression support
- Leadership and decision-making
- Combatting sexual and gender-based harassment
- Integrating gender in research and education content
- Analytical measures, monitoring and evaluation
- Incentives to promote gender equality
LEGISLATIVE AND POLICY BACKGROUNDS
