… developing structures to support gender equality work. Engaging stakeholders An effective GEP is a strategic … ( see step 3 ). You will need stakeholders in the core team to also be active regarding implementation. And there … different levels, for example through a unit, office, core team or department that is mandated to foster implementation …
… an organisation’s culture for advancing gender equality is work–life balance. Work–life balance is relevant for all members of staff and … to ensure that all staff feel valued and welcome at work. Work–life balance policies and measures that can be …
… elements can be pointed out as supporting gender equality work in research organisations and research funding bodies. … and creating greater acceptance and support. A mixed team (in terms of positions within the organisation, genders, … consist of one person only, but of qualified and motivated team members supporting each other and sharing …
… understanding of sex and gender specificities; improved work–life balance, equal access to opportunities and … diverse talent – in your organisation. Creating a better work environment Promoting gender equality in your … can contribute to a more engaging and inclusive work and study environment, in which people feel safe, valued …
… monitoring sessions . Involve the core and/or extended team responsible for your GEP. These meetings can be crucial … could be reflected in changes regarding the management of work–life balance, awareness of sexual harassment and other … targets have been met. Discuss the results with your team and draw conclusions on what they mean for your GEP. …
… due to care obligations, or doing more administrative work or teaching, have less time for research and publishing. … experiences and awareness concerning gender equality work. Besides providing relevant gender-related input, they … body – be aware that this can be hard, but impactful, work, and that you will need not only commitment, but also …