• Gender Equality in the National R&I Funding Programme FUSION – Malta Council for Science and Technology (MT)

    The national R&I funding programme, FUSION, is managed by the MCST. The funding rules were revised in 2017 to make the implementation of gender equality the decisive factor in cases where two or more research projects score the same in their evaluation. The specific provision states that “if two or more projects obtain the same mark following evaluation, then [the] MCST shall give priority to that project which provides the best consideration to the implementation of gender equality in the research project”.

  • Spokesperson budget – DFG (German Research Foundation) (DE)

    In order to promote the visibility of women in decision-making positions, the Joint Committee of the DFG decided to introduce a special budget for DFG-funded research networks. Since the beginning of 2021, networks whose spokesperson/coordinator belongs to an underrepresented gender at leadership level can apply for additional, uncommitted funding of EUR 80,000 per funding year. The DFG regularly publishes information on underrepresented genders at project management level.

  • Gender in Research Fellowship – The Netherlands Organisation for Health Research and Development (ZonMw) (NL)

    Quality healthcare requires integrating a sex and gender dimension in all aspects of health research and clinical practice. ZonMw and the Erasmus Summer Programme (ESP) offered a joint programme to further knowledge and skills in gender, health and research, through “Gender in Research” workshops and a “Gender and Health” course.The ZonMw “Gender and Health Knowledge Programme” provided up to 20 Gender in Research Fellowships each year for (inter)national PhD students and post-doctoral researchers.

  • Women and Science Committee – Spanish National Research Council (CSIC) (ES)

    In 2002, the CSIC Governing Board approved the Women and Science Committee. The Committee advises the presidency of the CSIC on issues related to recruitment and career promotion of women researchers, identifies problems and analyses causes hindering women’s access and career progression. It also analyses historical biases and gaps due to the deficit of women in scientific institutions and in their management bodies, and proposes corrective measures where appropriate.

  • Equal funding of innovations – VINNOVA (SE)

    Every year, the Swedish Innovation Agency, VINNOVA, invests approximately SEK 3 billion in research and innovation. Since 2015, it has successfully integrated a gender perspective in its activities and promoted gender equality in the distribution of funds for research and innovation. VINNOVA makes an effort to include gender perspectives in the projects financed, recognising gender equality as a prerequisite for sustainable societal development and innovation.

  • Model for equal distribution of research funds – Kristianstad University (HKR) (SE)

    Since 2016, HKR has successfully worked with a model for equal distribution of internal research resources. The work started with a revision of the existing resource allocation model, as the old model was considered outdated. The earlier model resulted in an economical budget deficit for the university and allocated resources based on position (i.e. a fixed share of working hours allocated to “research time”).

  • GenderResearch4COVID-19 support – Foundation for Science and Technology (FCT) & Commission for Citizenship and Gender Equality (CIG) (PT)

    This initiative is based on a protocol between FCT and the national Commission for Citizenship and Gender Equality (CIG) established in 2008, which aims at the development of public policies to promote GE as well as strengthening research activities for the advancement of scientific knowledge in GE. FCT and CIG are also responsible for the initiative The GenderResearch4COVID-19 support. It aims at developing knowledge and helps addressing, in the short term, the pressing constraints placed on the individual/family/economy by the gendered social relations and reactions to the pandemic.

  • GEP – Academy of Finland (FI)

    The Academy of Finland’s Equality and Non-Discrimination Plan (2019-2020) applies to beneficiaries of the Academy’s research funding, as well as to employees of the Academy’s Administration Office. The Academy’s promotion of equality and non-discrimination includes three measures: (1) design of tools for systematic data collection on research funding and personnel operations, and developing follow-up indicators; (2) developing communications and training;

  • GEP – Pavol Jozef Safarik University (UPJS), Kosice (SK)

    Pavel Jozef Šafárik University in Košice was the first Slovak university to voluntarily prepare a gender equality strategy. In 2017, a working group consisting of five people from several faculties was formed, on the initiative of top management. The group undertook a gender audit, analyses of numerous international documents, studies and report and qualitative surveys before drafting the Gender Equality Strategy.

  • GEP – University of Southern Denmark (SDU) (DK)

    The SDU’s GEP focuses on implementation, documentation and quality assurance of the university’s collected equality endeavours for students and employees. It structures and supports ongoing initiatives, and provides a perspective on prevailing equality and inclusion issues. That focus ensures that initiatives and measures respond and reflect local and specific challenges. The GEP also seeks to further career opportunities and promote inclusive work, research and study environments.

  • GEP – VRVis (Zentrum für Virtual Reality und Visualisierung) (AT)

    The GEP developed and implemented by VRVis included concrete targets for structural and cultural change in the organisation. It sought to increase stakeholder and staff awareness of the underrepresentation of women at VRVis through training and internal information. It also targeted at least 25 % women researchers and an increased share of women in decision-making processes. The GEP measures were implemented in three areas:

  • GEP development – Plovdiv University (BG)

    As a partner in SPEAR, Plovdiv University Paisii Hilendarski (PU) began to develop its institutional GEP. Gender equality had never been a matter of concern at PU and no gender work or capacity-building had taken place prior to its participation in SPEAR. Researchers started with interviews, workshops, discussions and other initiatives to get in-depth information about staff and management attitudes to gender, and to raise individual and organisational awareness of gender equality.