… 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 …
… it will increase awareness of gender equality among these groups. Be aware that some formulations may cause discomfort. … 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 …
… 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 … may use questionnaires, conduct interviews, organise focus groups or carry out a gender audit, to list the most common …
… but can also be implicitly expressed by an individual’s insufficient action or lack of action or engagement in a … widespread approval for gender equality measures. Some groups are more difficult to involve than others. Men, in … a common perspective that gender equality is a job for women. In order to increase men’s participation, they must be …
… one gender; rather, they should be inclusive and target women and men in all their diversity. Consequently, a GEP is … for steering the GEP implementation and for the GEP’s progress and results. See also the additional paragraphs of … communicated internally and externally, for instance how women and men are represented on an organisation’s website …