Main section Videos and webinars Tools and resources Challenges to the set-up, roll-out, implementation, management, monitoring and evaluation of a gender equality plan (GEP) are manifold and frequent. Some challenges are related to a lack of success factors; others may take pervasive forms of resistance or are institutional and/or administrative barriers that need to be tackled in a range of ways.
Introducing gender in the work of research funding bodies This section addresses research funding bodies that want to develop a gender equality plan (GEP) in order to increase gender fairness in research funding and to comply with the GEP eligibility criterion of Horizon Europe. The following questions are briefly discussed below. Why is gender relevant for research funding bodies? What can be done to promote gender equality:
Main section Videos and webinars Tools and resources Once you have realised that promoting gender equality is crucial for both your funding activities and your staff, you may be wondering how to get this process started. As a first step, you need to understand the context of your own organisation (see below for more details), as this will influence the scope and purpose of your gender equality plan (GEP).
Main section Videos and webinars Tools and resources The best starting point for developing an effective set of measures is a thorough understanding of what your organisation is currently doing in terms of promoting gender equality, internally and with regard to external stakeholders, such as applicants and reviewers or panel/board members. After assessing the status quo of your organisation, you will have an overview of your organisation’s strengths and weaknesses concerning gender equality.
Main Section Videos and webinars Tools and resources After carrying out an assessment of the gender equality status quo (see step 2) in your organisation, you can start setting up a gender equality plan (GEP). When developing the GEP, keep in mind that this kind of plan has two functions. Firstly, a GEP is a formal document and you are free to structure and design the GEP according to your own needs and standards;
Main section Videos and webinars Tools and resources Ready, steady, go! Having set up the gender equality plan (GEP) (see step 3), you are ready to start its implementation. Gather the team that is going to be involved in the implementation of the GEP and form a task force to put in motion the measures of the GEP according to the established timeline.
Main section Videos and webinars Tools and resources Monitoring and evaluation are important parts of the change process. As you know by now, a gender equality plan (GEP) will typically address several issues at once, leading to a complex set of measures. Nonetheless, effective monitoring and evaluation tools enable you to measure progress towards achieving the objectives, and provide an opportunity to learn and find out what needs to be improved.
Main section Videos and webinars Tools and resources A gender equality plan (GEP) will be concluded at some point. However, this is not ‘the end’ of promoting gender equality in your organisation. It is important to understand that a GEP is also a quality assurance model in the organisational change process. This further development of the organisation in the direction of gender equality is never finished.
In this section, you will find basic information on gender equality plans (GEPs), definitions of different terms used in the gender equality in academia and research (GEAR) tool, and information about the GEAR tool itself and how it was updated. What is GEP? What do the key terms used in the GEAR tool mean (e.g. gender, diversity, intersectionality and research organisations)?
Why is gender equality important for research and innovation (R & I)? Why do I need to develop and implement a gender equality plan (GEP) in my organisation? If you want to find out more about the reasons for promoting gender equality and its potential benefits, read the relevant parts of this section of the gender equality in academia and research (GEAR) tool.
National contexts are important framework conditions for developing and implementing gender equality plans (GEPs). Strong legal and policy frameworks can support or even require GEP establishment and predefine which objectives and measures should be implemented. Be aware that national requirements might be different to those of Horizon Europe. Read more Furthermore, other policies and initiatives to promote gender equality in the field of research and innovation (R & I) might be helpful when starting a GEP.
The University of Glasgow has an extensive maternity policy. This policy is to be read in conjunction with the University's policy on Shared Parental Leave to ensure that employees are fully aware of the options available to them and their family. This gender-sensitive approach is reflected in a comprehensive toolkit, listing all instruments supporting staff planning or returning from maternity or parental leave.