… been achieved (e.g. by tracking changes to the share of women and men training participants, or the number of women and men in the institution). Data needed to monitor … the resources needed to carry it out. Working hours/days : personnel costs will vary depending on the number of people …
… give cause for concern: only 28% of EESC members are women; in a majority of national delegations women make up fewer than 40% of the delegation and in some … only 17% of Rapporteurs were women. As regards the EESC's personnel, women are much better represented: there is almost …
… of senior researchers and 26 % of research directors are women. That gap is even wider at top management level, where women make up only 22 %. The Glass Ceiling Index (which … higher than that of male colleagues. The distribution of personnel varies by department: 34 % women in Engineering, …
… It began following on from a recommendation in the Women’s Forum Report on Gender Imbalance at Queens (May 2000) … Cover Funds are administered and managed centrally by the Personnel Office and claims can be made through an online … level and come out of Schools budgets. The Fund enables women across the university, not only academics, to take …
… extends temporary contracts of teaching and research personnel if they have been absent due to maternity, … be finalised, as well as to promote career advancement of women researchers. The practice also improves the … all workers on temporary contracts, but in particular for women, who in Finland take most of statutory leave. A recent …
… and publish disaggregated data on the sex and/or gender of personnel (and students, where relevant) and carry out annual … over time. They can be quantitative (e.g. numbers of women and men researchers), or qualitative (usually used to … ones (see step 5 for concrete suggestions). Remember that ‘women’ and ‘men’ are very heterogeneous groups and that …
… groups or representatives of certain categories of personnel (e.g. young researchers) should be involved. What … sessions on gender in research and teaching. Supporting women’s contribution to knowledge production Example: In a … mobility is a prerequisite for a successful career. Women might both be given fewer opportunities to contribute …
… and publish disaggregated data on the sex and/or gender of personnel (and students, where relevant) and carry out annual … for internal stakeholders are as follows: shares of women and men members of decision-making bodies; shares of women and men members of decision-making bodies who have …
… and publish disaggregated data on the sex and/or gender of personnel (and students, where relevant) and carry out annual … to improve the assessment process, to attract more women to apply, etc.: for this purpose, you can use the … inspiration; map the existing internal measures to promote women, to sensitise about gender equality, to enhance …
… a common perspective that gender equality is a job for women. In order to increase men’s participation, they must be … that gender inequalities are partly self-inflicted by women because they are not self-confident enough. This belief … staff numbers) limit the availability of sex-disaggregated personnel data. Updated HR data collation and management …
… one gender; rather, they should be inclusive and target women and men in all their diversity. Consequently, a GEP is … organisational structures and governance mechanisms. Personnel . Each organisation has a specific sociodemographic … communicated internally and externally, for instance how women and men are represented on an organisation’s website …
… Bodies stipulates affirmative action in areas where women are underrepresented and applies to Austria’s 22 public … Protection and then-Federal Ministry of Health and Women's Affairs jointly evaluated the instruments for … Intensifying gender equality programmes and measures in personnel and career planning will strengthen gender equality …
… institutions. However, § 5 of the Act on Equality between Women and Men (609/1986) on achieving gender equality in … on sex or gender identity and promote equality between women and men, in particular to improve women’s position in … for systematic data collection on research funding and personnel operations, and developing follow-up indicators; …
… is particularly relevant in recruitment and selection of personnel in national bodies and research and technology … masculine form in public job advertisements, which makes women candidates invisible and discourages women from making their voices heard. The General …
… sector. The National Code of Equal Opportunities between Women and Men was established in 2006 by Legislative Decree … the removal of barriers to equal opportunities between women and men at work. The Directive of the Presidency of the … higher than that of male colleagues. The distribution of personnel varies by department: 34 % women in Engineering, …