… and policy documents, and a review of your organisation’s strategic and operational documents. Go to step 2 of the … 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 …
… cases, be adapted in order to address the organisation’s priorities while considering certain sensitivities. For … panels make sure to aim for a balanced representation of women and men in the panels. Overall, however, the … the budget for disciplines with a greater share of women or to create specific calls for fields in which women …
… you will have an overview of your organisation’s strengths and weaknesses concerning gender equality. Based … 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 …
… With regard to equal chances, the success rates of women and men applicants are usually discussed. At European … to She Figures 2021 (p. 257), the funding success rate for women is still 3.9 percentage points lower than that for men. Lower success rates for women mean lower chances of conducting their own research, …
… Luxembourg (2003) provides for the role of a Delegate for Women’s Questions to be created to assist the Rectorate in promoting women’s careers. In 2018, a Gender Equality Officer was …
… in particular shall promote the equal treatment of men and women as well as the inclusion of persons with disabilities … have indicated their willingness to accept the Committee’s recommendations and take concrete steps towards achieving … for financial compensation was that the professor in question should have permanent employment prospects. Over …
… may cause discomfort. For instance, ‘attracting more women researchers’ for a certain discipline may be identified … cases, be adapted in order to address the organisation’s priorities while considering certain susceptibilities. For … include a provision requiring a balanced representation of women and men in the panels. Overall, however, the …
… steps: map the existing internal measures to promote women to sensitise about gender equality, to enhance … to the organisation; average numbers of years needed for women and for men to make career advancements (per grade); … comments or critical issues for the reader to note. EIGE’s gender statistics database provides another tool for …