… 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 … from different disciplines. Although limited to the members of the ‘Effective gender equality in research and …
… 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 … a video on gender bias in recruitment to make panel members aware of the different biases that might come up and …
… despite the policies and measures taken, data shows that women remain under-represented in academic and administrative … in 46 countries with European University Association members were women in 2019. Improving gender balance in leadership 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: … satisfaction, sense of belonging and motivation of staff members in your organisation, regardless of their gender. …
… organisations and funding bodies they can be board members (or chairs of the board) or directors. They have the … 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 …
… the existing distribution of power in society between women and men. As nicely pointed out by the project ‘Leading … procedures were designed mainly by men in the past, when women did not have access to public institutions, education … gender-responsive, ensuring equal opportunities for all members of the organisation, regardless of their gender. …
… for internal stakeholders are as follows: shares of women and men members of decision-making bodies; shares of women and men members of decision-making bodies who have …
… find some arguments here ). Consider also including the members of the team who carried out the status quo assessment … 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 …
… such as applicants and reviewers or panel/board members. After assessing the status quo of your organisation, … 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 …
… stakeholders such as applicants, reviewers or panel/board members? Why do you need a GEP? The aim is to provide a … 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. …
… a common perspective that gender equality is a job for women. In order to increase men’s participation, they must be … has been identified as a challenge. Not all organisational members and stakeholders always agree on the problem of … that gender inequalities are partly self-inflicted by women because they are not self-confident enough. This belief …