… In April 2022, EIGE launches an enhanced Gender Equality in … EU is characterised by significant gender inequalities. Women researchers remain underrepresented in the ICT sector … at professor and senior-level staff in academia (26.2% womenin grade A position which falls to 18.0% in engineering …
… gender equality ad hoc initiatives need to be grounded in evidence. Before you can plan any measures, you need to … over time. They can be quantitative (e.g. numbers of women and men researchers), or qualitative (usually used to … processes and bodies, (2) recruitment and career development of women researchers and staff and (3) the …
… whether biological or social, are taken into account in research and teaching. Our knowledge is the basis on which … it can be expected that its findings affect (groups of) women and men, or girls and boys, differently. Integrating … , Netherlands Organisation for Health Research and Development (ZonMw), the Netherlands, Gender4STEM , …
… Section Videos & Webinars Tools & Resources As summarised in a 2018 policy brief by the European Research Area and … performance. Different gender roles are associated with women and men, and a different value is given to each: … measure , Université libre de Bruxelles, Belgium, development of cross-curricular study programmes , Malta …
… respectful organisational culture, and that it is not ‘a women’s issue’. Improving organisational cultures also … Consider these measures for addressing the issue in your gender equality plan Measures in relation to … measures , University of Debrecen, Hungary, long-term development goal ‘Gender equality and rights of women and …
… and resources Gender equality is a core value of the EU. In 2019, the EU’s Gender Equality Index score was 67 points … gender inequalities, ranging from low numbers of women students in specific disciplines and scientific fields to an under-representation of womenin top academic positions or on committees and boards …
… has put GEPs at the top of the agenda of organisations in the research and innovation (R & I) sector. There is a … and implementing GEPs, especially at universities. As both women and men take part in R & I, implementing structural and cultural change to promote gender equality is not a women’s issue . Men are explicitly called upon to engage, …
… you should mobilise all stakeholders of your organisation in developing and implementing a gender equality plan (GEP). … cooperation and engagement are crucial for the successful development and implementation of a GEP (for more information … sessions on gender in research and teaching. Supporting women’s contribution to knowledge production Example: In a …
… below provide a short overview of relevant terms in connection with gender equality plans (GEPs). If not … of discrimination. Within the broad categories of ‘women’ and ‘men’, other additional sociodemographic … for, and indicator of, sustainable people-centred development. Gender equity Provision of fairness and justice …
… this is not ‘the end’ of promoting gender equality in your organisation. It is important to understand that a … model in the organisational change process. This further development of the organisation in the direction of gender … the existing distribution of power in society between women and men. As nicely pointed out by the project ‘Leading …
… understanding of what your organisation is currently doing in terms of promoting gender equality, internally and with … stakeholders (staff) and internal processes (staff career development), external stakeholders (applicants, research … to improve the assessment process, to attract more women to apply, etc.: for this purpose, you can use the …
… stakeholders employed at the funding body and engaged in internal processes: training, capacity building for staff … equality measures and/or you are a beginner regarding the development of a GEP, get started by reviewing all activities … referring to dynamics in research teams, for example when women researchers are less often named as first author, or …