… (internal career development, internal decision-making and leadership, internal sexual harassment policies). On the … perspective. Allocating research grants needs to be done in a gender-sensitive and inclusive manner (read more in … Main areas to collect data on are the proportions of women and men among applicants and grantees, and the …
… assessment of the gender equality status quo (see step 2 ) in your organisation, you can start setting up a gender … balance to working culture or career progression and leadership. The findings of the status quo analysis allow you … panels make sure to aim for a balanced representation of women and men in the panels. Overall, however, the …
… and/or administrative barriers that need to be tackled in a range of ways. It is important to state that work on … a common perspective that gender equality is a job for women. In order to increase men’s participation, they must be … put measures in motion and convince senior management and leadership. Alliances need to be sought and built to …
… plans (GEPs) a basic requirement for participation in its research framework programme. It defined GEPs as: a … one gender; rather, they should be inclusive and target women and men in all their diversity. Consequently, a GEP is … activities and to specify the general governance and leadership accountability for steering the GEP implementation …
… PROMOTING GENDER EQUALITY IN RESEARCH Legal framework In addition to general legal … must strive towards an “appropriate” representation of women and men in university bodies. The primary authority for … increasing numbers of women researchers (especially inleadership positions), and considering the use of further …
… PROMOTING GENDER EQUALITY IN RESEARCH Legal framework The government plays an important … Luxembourg (2003) provides for the role of a Delegate for Women’s Questions to be created to assist the Rectorate in … supports women (as the underrepresented gender) inleadership positions, and ensures that University staff …