• What is a Gender Equality Plan

    Main section Videos and webinars Tools and resources With the introduction/start of Horizon Europe, the European Commission made gender equality plans (GEPs) a basic requirement for participation in its research framework programme. It defined GEPs as: a set of commitments and actions that aim to promote gender equality in an organisation through a process of structural change. This policy instrument strives to sustainably transform organisational processes, cultures and structures within the field of research and innovation (R & I) to combat and reduce gender imbalances and inequalities.

  • What is a Gender Equality Plan (GEP)

    In the specific context of research organisations and higher education institutions, the European Commission considers a Gender Equality Plan as a set of actions aiming at: Conducting impact assessment / audits of procedures and practices to identify gender bias; Identifying and implementing innovative strategies to correct any bias; Setting targets and monitoring progress via indicators. Source: European Commission Communication on ‘A Reinforced European Research Area Partnership for Excellence and Growth’ (COM(2012) 392 final) This set of actions, which can have different degrees of complexity, is meant to articulate a strategic view aimed at achieving gender equality.

  • Why change must be structural

    Main section Videos and webinars Tools and resources What is the problem/issue? As She Figures, published by the European Commission shows, research and innovation (R & I) is highly segregated by gender and marked by considerable gender gaps. Women and men tend to concentrate in certain scientific fields (horizontal segregation). For example, while women are more likely to be found in fields such as social sciences and humanities, men are more inclined to study, teach and/or research topics related to engineering or technology.

  • Resistance and common challenges – and how to overcome them

    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.

  • European Institute for Gender Equality step-by-step guide: research funding organisation landing page

    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:

  • 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 scope and purpose of your gender equality plan (GEP).

  • 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 will have an overview of your organisation’s strengths and weaknesses concerning gender equality.

  • 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 are free to structure and design the GEP according to your own needs and standards;

  • 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 to the established timeline.

  • 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 an opportunity to learn and find out what needs to be improved.

  • 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 of gender equality is never finished.

  • 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 organisations)?