This update extends guidance beyond universities and research-performing organisations to give wider audiences access to a simple way of making gender equality plans part of their institutional strategies.
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 research 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 going through the steps one after the other.
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 organisation (see below for more details), starting with the type of organisation:
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 that your GEP needs to fulfil the Horizon Europe eligibility criterion, and therefore should address these specific areas of intervention.
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 of the GEP in motion according to the established timeline.
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 planned measures.
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.
PROMOTING GENDER EQUALITY IN RESEARCH Legal framework The legislation that covers equality in the UK is the Equality Act (2010), which does not apply in Northern Ireland apart from a few subsections. In Scotland there is also the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 which dictates equality law. The Equality Act (2010) replaced the many previous equalities legislation and Acts, and outlines nine protected characteristics which are the grounds upon which discrimination is against the law in the UK:
PROMOTING GENDER EQUALITY IN RESEARCH Legal framework In Sweden, the operations of research organisations are regulated by the laws and statutes that apply to the area of higher education, primarily the Swedish Higher Education Act (SFS 1992:1434) and Higher Education Ordinance (SFS 1993:100). According to Chapter 1, Initial provisions, section 5 of the Swedish Higher Education Act, “equality between women and men shall always be taken into account and promoted in the operations of higher education institutions”.
PROMOTING GENDER EQUALITY IN RESEARCH Legal framework Spain’s legal framework on gender equality in higher education, science and research is precise and comprehensive. The Organic Law for Effective Equality between Women and Men (3/2007) introduced gender equality as a basic principle for public action, applicable to universities and research centres. The Law made it compulsory for institutions and companies with more than 50 employees to adopt and implement gender equality plans.
PROMOTING GENDER EQUALITY IN RESEARCH Legal framework The Research and Development Activity Act sets out the objective to develop human resources while ensuring equal opportunities for women and men. As of October 2021, the Ministry of Education, Science and Sport is in the act of preparing the new law. The Rules on the Procedures of (Co)financing, Evaluation and Monitoring of Research Activities ensure gender equality in evaluating candidates and regulate gender balance in relevant decision-making bodies: