… Amazone crossroads gender equality, in Brussels Ariadne - Women’s Studies Documentation Centre at the Austrian National Library Atria – Institute on Gender Equality and Women’s History in Amsterdam Biblioteca delle Donne – The Italian Women’s Library in Bologna Cedefop - European Centre for the …
… of senior researchers and 26 % of research directors are women. That gap is even wider at top management level, where women make up only 22 %. The Glass Ceiling Index (which … likelihood of reaching top career levels) disadvantages women in departments where the presence of women balances or …
… It began following on from a recommendation in the Women’s Forum Report on Gender Imbalance at Queens (May 2000) … level and come out of Schools budgets. The Fund enables women across the university, not only academics, to take …
… cultures and unconscious gender biases that disadvantage women, and in implementing more inclusive approaches. The … how institutional processes may cause disadvantage to women in areas such as decision-making, careers and … organisation, such as senior management and leadership, managers, research and/or teaching staff, human resources …
… family caring and education responsibilities falling on women that, in turn, has undermined their own work, including … an unequal burden of responsibility falling on women to move delivery of teaching and pastoral support … and contract types with potential consequences for women who are over-represented in more precarious roles; the …
… it can be expected that its findings affect (groups of) women and men, or girls and boys, differently. Integrating … . Young people also hold stereotypical beliefs about women’s and men’s ‘natural’ abilities. Countering such … It seeks to strengthen the capacity of teacher educators, managers and student teachers to transform their practices …
… performance. Different gender roles are associated with women and men, and a different value is given to each: … roles do not just affect men; rather, they are also affect women – and somewhat in a more problematic way. The so-called … can adversely affect a researcher’s career. It may lead to women opting out of competitions or even career paths due to …
… despite the policies and measures taken, data shows that women remain under-represented in academic and administrative … with European University Association members were women in 2019. Improving gender balance in leadership and … (GEPs) . Aspects considered in a GEP may include: how women are represented in decision-making at the top of the …
… respectful organisational culture, and that it is not ‘a women’s issue’. Improving organisational cultures also … that set out expectations for the behaviour of staff and managers (see also the toolbox section on sexual harassment … may also want to consider issues such as visibility of women in activities, for instance, in expert panels and …
… objectives and potential. It has been shown that women are abandoning their scientific careers in much greater … numbers than men. Described as the ‘leaky pipeline’ of women in science, this phenomenon has a considerable impact: … in scientific research. It also feeds a vicious circle: as women leave research in greater numbers, research becomes …
… 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, together with women, in initiatives towards the modernisation of research …
… different staff profiles, including senior executives, managers and human resources (HR) teams. It is advisable to … sessions on gender in research and teaching. Supporting women’s contribution to knowledge production Example: In a … mobility is a prerequisite for a successful career. Women might both be given fewer opportunities to contribute …
… 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 are the majority. Last but not least, research funding …
… 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 … you notice that your major challenge is to attract more women applicants, you might put the focus of your GEP on …
… referring to dynamics in research teams, for example when women researchers are less often named as first author, or … stronger networks, which is why men are cited more than women, which consequently generates higher impact points. The … when decisions are taken under time pressure – and concern women and men evaluators. In 1997, Wennerås and Wold showed …
… a common perspective that gender equality is a job for women. In order to increase men’s participation, they must be … up a GEP, which is fully and publicly supported by senior managers and leaders, will help to give visibility to gender … that gender inequalities are partly self-inflicted by women because they are not self-confident enough. This belief …
… by gender and marked by considerable gender gaps. Women and men tend to concentrate in certain scientific … fields ( horizontal segregation ). For example, while women are more likely to be found in fields such as social … with the exception of fields with a higher proportion of women; there the stereotypes about scientists are more …