The UC SUPERA team has been in direct connection with the rectorate from the beginning of the project, and more so since the transition from the baseline assessment to GEP design and subsequent implementation strategies.
Although central support and a reliable working relation are fundamental for the success of the project, this is not the most streamlined approach in the initial stages of implementation. The formal approval process is complex, requiring input from a myriad of relevant stakeholders and decision-making bodies.
For that reason, but primarily to create a decentralized platform that enables the development of specific solutions within the diverse contexts in UC, we adopted a sort of centrifugal approach. This means securing institutional backing at the highest level and leveraging it to capitalize on the various levels of autonomy within the University’s structures. The cornerstone of this approach are Focal Points for the main Research and Education Units, as they were nominated by the respective unit Directors following a direct request at a Senate session. Through capacity-building for gender mainstreaming, providing its members with adequate competencies and data on the institution’s state-of-play, such a network enables the detection and maximization of windows of opportunity for institutional change, not only at the Unit level.
As these Units enjoy scientific and pedagogical autonomy, the integration of agender dimension benefits from this platform. Directly, it has so far led to the proposal of a seminar for final-year medicine students on gender biases in medicine (teaching, research and practice), as the Focal Point for the Faculty of Medicine identified a window of opportunity in the restructuring of that curriculum. Even though the current public health crisis postponed this process for a year, we are confident that the seminar will be integrated and work in tandem with ongoing parallel efforts in other contexts, while inspiring similar initiatives throughout the University.
Although that is encouraging, more tangible achievements have come from a different source within that decentralized approach. Shortly after confinement was imposed, we were contacted by the recently created Strategic Areas Unit, which sought to encourage female academics to apply for ERC grants. This team had come to us through the Focal Point of the larger Unit it is lodged in, the Institute for Interdisciplinary Research.
Due to the nature of the Institute and the Strategic Areas Unit, they work directly under the supervision of the Vice-Rector for Research. This allowed for that initial contact to blossom into a fully-fledged for the integration of the gender dimension in the UC’s scientific outputs and subsequent betterment of its scientific production.
This initiative entails a number of activities: a EEA grant application for combatting gender-based discrimination; the gender-sensitive revision of research-funding applications produced in the UC; the construction of a repository of relevant resources and inspiring practices with regards to the integration of a gender dimension in research; a communication campaign for the encouragement of academic excellence of researchers of the underrepresented sex in various fields and the development of a training course on the integration of the gender dimension in research, directed to researchers on all levels and fields, designed to take advantage of existing gender competencies throughout the fields and enlarging the group of gender-sensitive researchers (first edition scheduled for mid-September). This cooperative relation is promising for sustainable gender mainstreaming in the University’s scientific activities, as it is grounded on top-level strategic commitment, as well as the devotion of the supervising research structure’s resources.
The instances described are illustrations on the benefits of a decentralized approach, particularly in topic as varied and difficult to implement as integrating the gender dimension in research. For the UC SUPERA team, the most relevant takeaway from this experience is that investing in the embracement of a large and diverse number of stakeholders is complicated, time-consuming, and therefore often frustrating, but gratifying when it is time for returns, as they signify impactful and structural change.
Zulema Altamirano, Women and Science Unit, MICINN Lydia González, FECYT
The world health crisis due to the Covid-19 and the consequent confinement in many countries revealed different structural deficiencies and imbalances of the Research & Innovation (R&I) systems. One of the most evident was gender inequality in the current research career model. Since the first weeks of the confinement, different voices from the research community stressed the fact that people with children and dependents at home could not keep pace with pre-pandemic scientific productivity. The situation within this group is not gender neutral, since there is a gender care gap at home, which had been identified by the literature as one of the most important obstacles for women’s careers in the R&I field. This has led to a great concern among the gender community about the consequences, in terms of scientific evaluation and women’s leadership in science and innovation in the coming years.
Less attention has been paid, however, to the different effects of the pandemic in men’s and women’s health as well as to the necessary sex/gender analysis for new medical treatments and potential vaccines. Lessons learned from natural disasters also indicate that sex-disaggregated data are crucial to manage the different impacts of these crises at the short, medium and long term, especially in social and economic areas.
The Women and Science Unit have echoed both the need to have interdisciplinary research on the sex/gender effects of the pandemic and the gender impact on scientific productivity to produce a position paper supported by the Cabinet of the Minister on Science and Innovation.
Why position papers are important? Through the publication of policy briefs, public organisations highlight a social problem and define strategic lines of action that aim at influencing other institutions and governments. Position papers from very influential organisations have the capacity to legitimate demands, ideas and policy actions. Several international organisations related to gender equality published “policy statements” to remark the negative gender impact of the pandemic in different social domains. The best example for gender equality in the R&I field is the position paper issued by the Standing Working Group on Gender in Research and Innovation (SWG GRI), which inspires the Spanish one “Gender and science to tackle the coronavirus crisis”.
The Women and Science Unit aims to play an active role in the debates on gender equality policies in the R&I field in Spain and also to listen carefully the problems and obstacles that women researchers and technologists bring up. With this position paper, the Women and Science Unit sends a clear message to the scientific community and research organisations in Spain: we are concerned with the issue, we are willing to read scientific analysis on it, moreover we want to anticipate to the negative gender impact of the confinement in the research career. This is one of the raisons d’être of gender equality structures: being there, ready to interact with the research community in order to learn from their experiences and try to address problems by proposing the best solutions according to the experience in gender equality policies and the literature on gender and science.
What are the recommendations? The Women and Science Unit, after conducting a literature review on the topic, has made recommendations to different agents of the Spanish system of science, technology and innovation:
Research funding organisations should conduct gender impact evaluations of all the research calls and their evaluation criteria. The aim is to identify gender gaps in research productivity due to the confinement and to design mitigation measures. This would require sex-disaggregated data on the different indicators of research productivity.
Research performing organisations have a unique opportunity to make changes in the organisational cultures, hierarchical structures and informal power networks in order to eradicate structural inequalities in the science and innovation work. Human resources policies will need to consider the positive and negative impacts of the confinement in the working conditions of women and men and take into account their experiences in order to promote new labour agreements towards co-responsibility, horizontality, collaborative leadership and workers’ autonomy.
Both coordinated policies from research performing and funding organisations will be directed to achieve the following objectives in the Spanish R&I system:
Balanced representation of women and men as principal investigators of research projects
Fair distribution of tasks, roles and benefits within research teams – especially considering the most precarious researchers such as young women – as a criterion of quality in the management of research projects
Eradication of the “maternal wall” in the research career through temporary special measures in research calls and human resources calls
Promotion of a reasonable and sustainable mobility that can be compatible with care work
Tailored gender equality plans, sexual harassment protocols and teleworking agreements in research institutions
All research projects funded with public resources must consider sex/gender analysis in their proposals and research funding organisations must develop systematic procedures to evaluate and monitor the gender dimension in research projects granted. To improve the gender performance of research proposals, gender and science needs to be part of the methodological training of PhD students in every field.
Research funding organisations should dedicate funds for interdisciplinary research projects on the covid-19 crisis and its diverse and complex consequences from a gender perspective.
The gender perspective and gender knowledge need to be mainstreamed in every analysis and policy-design to tackle the coronavirus crisis in order not to produce bias and to have a better knowledge of the phenomenon as well as to guarantee that women’s views and needs are considered in the decision-making process in the R&I field. This is particularly relevant in the health sector where a traditional feminisation of health professions have coexisted with an underrepresentation of women in decision-making positions.
Investment in R&I must guarantee that research and innovation serve the needs of a democratic society – that is, integrate the gender dimension – and that research career is stable and attractive for researchers, especially for women young researchers.
Gender equality policies in the R&I field should promote participation and coordination with different public institutions, stakeholders and civil society in order to promote the best policies and facilitate accountability.
Finally, one of the most important contributions of all the articles, papers, policy briefs and social media comments on doing research during the confinement has been to place care work at the centre of the debate regarding research career and scientific evaluation. The gender community, along with gender and science structures, must take advantage of this momentum to achieve career models compatible with care work and women’s own time.
The XI GEHE Conference: Advancing gender mainstreaming in Academia, Research and Innovation needs to be postponed to September 2021 due to the global health emergency
By the Local Committee of the 11th GEHE Conference
The Spanish Ministries with competences in science, innovation and universities had announced the XI European Conference on Gender Equality in Higher Education in Madrid (16-18 September 2020). The Universidad Politécnica de Madrid (UPM) would host this Conference, also supported by the Spanish Foundation for Science and Technology (FECYT) and the Spanish National Research Council (CSIC). The European Network on Gender Equality in Higher Education has been also assisting in this task. Other national stakeholders have been mobilized for the success of the Conference and its dissemination within the Spanish system of science, technology and innovation. For this purpose, a National Committee devoted to support this Conference has been established at the Spanish Observatory for Women, Science and Innovation.
However, after careful consideration of the situation and the uncertain prospects regarding travelling in the coming months, the Local Committee for this Conference has decided with great regret to postpone the 11th GEHE Conference to 15 – 17 September 2021.
All the organizing institutions are convinced that the 2021 edition of the GEHE Conference will enhance the discussion and exchange among gender experts and practitioners as well as will provide original insights on the topics suggested: sex/gender analysis into the research content, structural change, gender equality plans, scientific-technical vocations, among others, with two cross-cutting areas such as Gender and Intersectionality and Application to Polytechnic Universities, including special focus on STEM fields and Women in STEM, as well as on STEM-SSH interdisciplinarity.
The ultimate goal is to produce valuable knowledge that can help design better and more effective gender equality policies in Research and Innovation (R&I) systems as well as in Higher Education Institutions across Europe and beyond.
This edition has made an effort to include experts on gender, science and innovation from Southern Europe in the International Scientific Committee while maintaining the experience gained in former Conferences. This group of high-level experts is responsible for evaluating more than 200 submitted proposals for communications, posters, symposia and workshops. These numbers speak volumes on the great interest this edition has generated among the gender community from Europe and beyond.
Great news! The SUPERA consortium has published the “Tailor-made guides for gender-sensitive communication in research and academia”. These guidelines have been developed with three main aims: raising awareness on the growing importance of communication and language in supporting the institutional change towards gender equality; increasing the awareness that gender biases and stereotypes affect communication on a daily basis and providing useful advice to support the adoption of a gender-sensitive approach in the communication of any academic institution.
These Guidelines are designed to be used by everyone in research performing and research funding organisations: while they are primarily tailored for the media specialists holding communication responsibilities, they will be useful as well for everyone involved in communication activities: administrative or technical staff, researchers, the student communities.
The concepts proposed are aligned with the framework of RRI –Responsible Research and Innovation, the H2020 “cross-cutting issue” that redefines the role of researchers in society and promotes an inclusive approach to research and innovation. More specifically, our theoretical approach is situated at the intersection among three domains: institutional communication, science communication and interpersonal communication. Each of them is relevant for the communication of a research institution and each of them can be gender-sensitive or – on the contrary – stereotyped and discriminating, even if not knowingly.
The work begins with the analysis of two main corpora: resources on gender-sensitive communication developed within the framework of the “sister” EU funded projects and guidelines on gender-sensitive communication already developed by international organizations and universities. On the one side, the sisters projects shared with us materials such as webinars, case studies, official agreements, developed in the last 10 years of EU-funded projects and covering different aspects of the communication field. On the other side, mapping the already existing guidelines has demonstrated that the need for guidance is high, among different kinds of institutions. The analysis has been hugely interesting and we have shared the complete list in the Appendix 2.
The SUPERA guidelines include also a glossary of the key terms of gender equality in research and academia, in order to allow any reader with no previous gender knowledge to access to a first set of information. Another chapter has been devoted to the analysis of the main resistances against gender-sensitive communication, that may be even very strong: everyone working in this field very soon becomes familiar with expressions such as: “Gender-sensitive communication is not a priority, you should focus on other things”!
The second part of the guidelines contains practical advice and opens with an overview of two main concepts to take into consideration when adopting a gender-sensitive communication perspective: genderstereotypes and visibilityvs. omission. The majority of the mistakes regarding gender-sensitive communication could be reported to one of those two fields.
After that, the analysis developes under five main communication areas: gender-sensitive language, visual and graphics, events, digital communication and media relations. From the selection of words and images to the inclusive management of events; from the best policies to adopt in digital communication to a non-discriminatory management of the relations with the media: the SUPERA Guidelines tries to merge the advice of the most influential guidelines with our scientific knowledge and professional experience to provide the readers with a (hopefully) exhaustive set of advice.
The SUPERA Tailor-made guides on gender-sensitive communication in research and academia have been developed by the University of Cagliari team, composed by Barbara Barbieri, Paola Carboni, Ester Cois, Alessandro Lovari, Erika Sois, while the illustrations are by Giorgia Cadeddu. The document is available in our Resources section at this link.
You are welcome to translate and disseminate the guides in your institutions, under the Creative Commons Attribution-ShareAlike 4.0 International license (CC BY-SA 4.0). A graphical template is also available as an Appendix.