The independent Observatory for Research on Scientific Careers was created following the joint decision of representatives of the different French-speaking universities, the FWB and FNRS. It aims to create and follow up (missing and random) data on researchers in order to create a comprehensive, objective data collection. Its main goals are to monitor and use the expertise of different universities...
The FWF published its Equal Opportunity Monitoring, as recommended by the Ministry of Digital and Economic Affairs. The measure seeks to increase the participation of women researchers in Austria since 2015. The monitoring is part of the FWF’s action plan on changing structures. Published each of the past two years, it presents a visualisation of facts and data to bring...
In April 2021, the State Social Insurance Fund Board (SODRA) under the Ministry of Social Security and Labour) analysed data from the Vilnius Academy of Arts. It found that, on average, women earned slightly less than their male colleagues (the gender pay gap amounted to 2 %). This result reflects the implementation of the “Plan of Measures for the Implementation...
The CNR published its first gender budget in 2020. The CNR is the largest public research organisation, with more than 9,000 employees. The report showed that the general composition of CNR staff is equally distributed, but a gap becomes evident in the subsequent career levels: 38 % of senior researchers and 26 % of research directors are women. That gap...
This gender equality in academia and research (GEAR) step-by-step guide is for all those seeking to implement measures in support of gender equality in r esearch organisations, universities or other public bodies . For implementing gender equality in funding procedures, see the GEAR step-by-step guide for research funding bodies . If you are new to the topic , we recommend...
Main section Videos and webinars Tools and resources At this point, you have realised that promoting gender equality in your organisation is crucial to promote better working conditions and to perform research that is more responsive to societal needs. Now … how to get the process started? As a first step, you need to understand the context of your own...
Main section Videos and webinars Tools and resources The best starting point for developing an effective set of measures is to have a thorough understanding of how your organisation is currently doing regarding the status quo of gender equality. After assessing the status quo of your organisation, you will have an overview of its 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). The findings of the initial analysis allow you to identify the areas of intervention to be addressed in your GEP. Keep in mind...
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 implementing it. Gather the team that is going to be involved in the implementation of the GEP that you identified in step 3. Together, form a task force to put the measures...
Main section Videos and webinars Tools and resources Monitoring and evaluation are important parts of the process of change . 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 instruments are often lacking, which undermines the transformative potential of the...
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...