• Step 1: Getting started

    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...

  • Step 2: Analysing and assessing the status quo in research funding bodies

    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...

  • Step 3: Setting up a Gender Equality Plan

    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...

  • Step 4: Implementing a Gender Equality Plan

    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...

  • Step 5: Monitoring progress and evaluating a Gender Equality Plan

    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...

  • Step 6: What comes after the gender equality plan?

    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...

  • WHAT

    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...

  • WHY

    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...

  • WHERE

    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...

  • Extensive parental and maternity policy (UK)

    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...

  • European Institute for Gender Equality’s terms and definitions

    The definitions below provide a short overview of relevant terms in connection with gender equality plans (GEPs). If not stated otherwise, they are taken from the glossary and thesaurus of the European Institute for Gender Equality (EIGE), which is a terminology tool focusing on the area of gender equality. If you cannot find the term you are looking for in...

  • Which stakeholders to involve and how?

    Main section Videos and webinars Tools and resources As a matter of principle, you should mobilise all stakeholders of your organisation in developing and implementing a gender equality plan (GEP). Their involvement, which can be direct or indirect (depending on the stakeholder profile), will create a sense of belonging that will help overcome challenges and resistance throughout the process. In...