… action plan, in a respectful and constructive way. Dont's of mitigating institutional resistance Do not describe the … or politician, or as a plan that is only relevant for women. Do not describe the plan as additional work for the … shared with staff) and reflect on its implementation status. Integrate the plan into onboarding training for new …
… been achieved (e.g. by tracking changes to the share of women and men training participants, or the number of women … Data needed to monitor performance and sources(s) of the data for every action included in your gender … sex and other variables where possible such as age, family status, disability, race, ethnicity, etc.). Examples of …
… and other relevant characteristics such as age or family status, you may aim to improve the capacity of the HR … and gender budgeting ). After identifying your plan’s aims (based on your institutional needs), use this template … parliaments self-assessment framework [1] Area 1: Women and men have equal opportunities to ENTER parliaments …
… ). Austrian Federal Chancellery (2009), ‘Women’s advancement plan for the Parliamentary Directorate’ ( … ). Austrian Federal Chancellery (2014), ‘Women’s advancement plan for the Parliamentary Directorate’ ( …
… previous one expires, taking into account changes to the status quo. Example of a parliament conducting follow-up … of the plan, such as improved treatment and experience of women MPs, improved working conditions and working … gender equality assessment for the parliament using EIGE’s self-assessment tool or another assessment approach. …
… the Vilnius Academy of Arts. It found that, on average, women earned slightly less than their male colleagues (the … to address the gender pay gap and – to some extent - women’s and men’s different status. The elimination of the gender pay gap is one measure …
… cycle with gender relevance Initiation phase: planning, status quo In the initial phase, the programme management and … Main areas to collect data on are the proportions of women and men among applicants and grantees, and the … research opportunity’, which considers how a researcher’s productivity and contribution throughout their career …
… areas you need to focus on. This initial assessment of the status quo of gender equality in an organisation usually … 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 …
… notes and to make them fit your institution and the person(s) you will be addressing. For more inspiration, watch the … sexual harassment). Instigate change through debating the status quo of the organisation and proposing measures to … sessions on gender in research and teaching. Supporting women’s contribution to knowledge production Example: In a …
… the lessons learnt from the previous experience(s). Revisit the results of the status quo assessment conducted in step 2. Which issues were … the existing distribution of power in society between women and men. As nicely pointed out by the project ‘Leading …
… evaluation procedures and consider the organisation’s broader programming and decision-making processes in terms … to focus on in step 2 when analysing and assessing the status quo in your organisation. In step 3, you then … for internal stakeholders are as follows: shares of women and men members of decision-making bodies; shares of …
… plan (GEP). Therefore, start analysing your funding body’s type (basic/applied), history (long tradition / newly … referring to dynamics in research teams, for example when women researchers are less often named as first author, or … methodology and R & I results. Before you start with your status quo assessment and build your own GEP, consider the …
… 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. … activities in a systematic manner, starting with the status quo in the organisation. To develop this final …
… one gender; rather, they should be inclusive and target women and men in all their diversity. Consequently, a GEP is … priorities and concrete objectives (based on a thorough status quo assessment), and the specific measures that will … for steering the GEP implementation and for the GEP’s progress and results. See also the additional paragraphs of …