… that everybody is properly supported to advance their career alongside personal responsibilities that they may hold … and therefore to attracting and retaining the best talent. See below for tips on what to consider when … and gender equality to attract and retain the talent of women. It provides organisations with practical …
… to individuals and organisations. Attracting and retaining talent Research activities are highly intensive in human … organisations are involved in an intense competition for talent. This also requires retaining research staff over time … terms of transparency and accountability, decision-making, career management and research evaluation procedures. These …
… organisational mobility is a prerequisite for a successful career. Women might both be given fewer opportunities to … less costly. It may also require the better integration of career breaks or the provision of longer leave periods in … In addition, it can implement measures that ensure equal career progression and a balanced reconciliation of work and …
… gap correlate. More concretely, expanding the pool of talent, tackling unconscious bias or better addressing … fairer organisational practices (e.g. on recruitment and career progression). They can also help to put measures in … believe in meritocracy, that success should be based on talent and effort rather than class and privilege. If …
… and leads to them receiving less (informal) support for career progression. These everyday experiences of unfair and … of tasks, support and resources. Work–life conflict and career inflexibility Career progression and success in R & I are based on a model …
… For example, using the expression ‘attracting talent’ may be more widely accepted by the organisation’s … and decision-making; gender equality in recruitment and career progression; integration of the gender dimension into … bodies, key actors and decision-makers, (2) recruitment, career progression and retention, (3) work and personal life …