… to research-performing organisations (internal career development, internal decision-making and leadership, … 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 …
… Main Section Videos & Webinars Tools & Resources In order to initiate a structural change process towards … cultures and unconscious gender biases that disadvantage women, and in implementing more inclusive approaches. The … on unconscious bias may be offered in the context of the development of the GEP itself, but it is also important for …
… 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 …
… Tools & Resources Efforts to promote gender balance in leadership and decision-making have been undertaken in … despite the policies and measures taken, data shows that women remain under-represented in academic and administrative … leadership programmes for women or through gender-balanced development programmes, to help enhance their leadership …
… 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 …
… 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 …
… GEP. Having an appropriate monitoring and evaluation plan in place can support the effective implementation of … for internal stakeholders are as follows: shares of women and men members of decision-making bodies; shares of … processes and bodies, (2) recruitment and career development of women researchers and staff and (3) the …
… assessment of the gender equality status quo (see step 2 ) in your organisation, you can start setting up a gender … carried out the status quo assessment (see step 2 ) in the development of the GEP. However, not all relevant areas of … panels make sure to aim for a balanced representation of women and men in the panels. Overall, however, the …
… Introducing gender in the work of research funding bodies This section addresses … With regard to equal chances, the success rates of women and men applicants are usually discussed. At European … here . For internal measures (such as staff career development, combating sexual harassment, internal …
… and/or administrative barriers that need to be tackled in a range of ways. It is important to state that work on … who needs to be communicated with and engaged in the development and roll-out stages of a GEP. Factoring in the … a common perspective that gender equality is a job for women. In order to increase men’s participation, they must be …