Resources & examples

General Measures to Improve Gender Equality (GE)

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Train involved staff on implicit bias – GENDER-NET (IGAR Tool)

Use gender-sensitive communication: use of gender-sensitive language and make sure that stereotypes are avoided both in linguistic and visual representations – SUPERA, Guidelines for gender-sensitive communication in research and academia, 2020)

Describe as clearly as possible the qualities of the applicants in a way women feel included

Use a wide range of channels (social media, mailing lists)

Ensure promotion in less privileged institutions

Include coaching for applicants from under-represented groups, especially young female researchers

Use gender-sensitive communication (gender-sensitive language, gender-neutral colours and formatting, non-stereotypical visual representations) – SUPERA, Guidelines for gender-sensitive communication in research and academia)

Encourage minorities to apply (women, people of colour, LGBTQ+)

Consider offering training / capacity-build- ing for applicants on how to include the gender dimension  Canadian Institutes of Health Research Irish Research Council, Guide for Appli- cants, 2019

Ensure the proposal template integrates gender equality (dedicated section; probes; …) – TA-CR ZETA Programme

Explanation of how gender and sex are integrated into the research proposal (if not, justification) –Canadian Institutes of Health ResearchStanford University: Gendered Innovations in Science, Health and Medicine, Engineering and Environment

Make sure that the design of the research proposal allows for data disaggregation by sex and gender to facilitate sex and gender analysis – GENDER-NET (IGAR Tool)

Appropriate consideration of relevant ethical issues that may have particular implications for men and/or women in similar or different ways – GENDER-NET (IGAR Tool)

A robust strategy for knowledge dissemina- tion/translation to facilitate the appropriate application of the research findings to the specific needs of men and/or women – GENDER-NET (IGAR Tool)

Training of panel members and aware- ness-raising of biases’ functioning – GENDER-NET (IGAR Tool) The Royal Society, Understanding of Unconscious Bias

Reserve enough time for evaluations; biases are more likely to occur when multitasking – EC, Implicit Gender Biases During Evalua- tions: How to Raise Awareness and Change Attitudes?, 2017

Avoid vague and subjectively motivated evaluations

Make sure that the same criteria are used for all applicants

Self- examination of judgment during an evaluation

Notice other evaluators’ possible bias

Establish criteria for assessing scientific excellence

Provide strategic guidance to evaluators with the necessary tools for effective analysis of sex and gender integration – Canadian Institutes of Health Research – TA-CR ZETA Programme – HEA National Review of Gender Equality in Irish HE Institutions

Privilege quality over quantity when assessing publication – A Gender-Neutral Process. The Swedish Research Council’s Review Panels, 2016

Follow the guidelines of the San Francisco Declaration (DORA)

Criteria used for ranking ex aequo

Bonus criteria – TA-CR ZETA Programme – GENDER-NET (IGAR Tool)

Having a GECAS (Gender Equality Certification or Award Scheme) as bonus criterion for funding – HEA National Review of Gender Equality in Irish HE Institutions

Periodic reports on all the GE policies – GENDER-NET (IGAR Tool)

Gender Balance in Teams

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Implementation of quotas for women’s representation or specific and realistic targets in the decision-making organs – GEECO-Deliverable 7.2: Promoting gender equality in the evaluation process: guidelines for jury members, reviewers and research funding organizations’ employees

Make sure that women and minorities are represented in the panels and events that promote the call – SUPERA, Guidelines for gender-sensitive communication in research and academia, 2020)

If there is more than one applicant, the research team should include at least 40% of women – HEA National Review of Gender Equality in Irish HE Institutions

Promote cooperation and co-authorship among applicants

Implementation of quotas for women’s representation or specific and realistic targets in the selection committees – GEECO-Deliverable 7.2: Promoting gender equality in the evaluation pro- cess: guidelines for jury members, reviewers and research funding organizations’ employees

Priority for gender-balanced teams in the case of ex-aequo ranked proposals

Bonus funding only granted at the end of the project if it was led by female researcher(s) – Vienna Business Agency

Make sure that women and men have the same success rate and receive the same average amount of funding – Swedish Research Council, Strategy for gender equality at the Swedish Research Council, 2014

Periodic reports on the advancement of the research and the composition of the teams – GENDER-NET (IGAR Tool)

Stipulate that all conferences funded by the research funding agency should be balanced – HEA National Review of Gender Equality in Irish HE Institutions

Monitor reasons why researchers discontinue their work – HEA National Review of Gender Equality in Irish HE Institutions

Work-Life Balance

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Extend eligibility windows in programmes with age or time limits

Include a “special circumstances” section to consider career breaks related to care duties (maternal and parental leaves, taking care of a sick relative, etc)

Include a “special circumstances” section to consider career breaks related to care duties (maternal and parental leaves, taking care of a sick relative, among others) and sick leaves – GEECO-Deliverable 7.2: Promoting gender equality in the evaluation process: guidelines for jury members, reviewers and research funding organizations’ employees)

Avoid penalisation for maternal/parental leave when evaluating proposals

Consider career breaks related to care duties and sick leaves the “special circum- stances” section

Gender Equality Plans

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Having a GEP as a bonus criterion

Periodic reports on the state of the GEP and other GE policies – GENDER-NET (IGAR Tool)

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