Gender as a cross-cu-ng issue in R&D Projects. FGB experience - - PowerPoint PPT Presentation

Gender as a cross-cu-ng issue in R&D Projects. FGB experience

Barbara De Micheli

www.fondazionebrodolini.it/en

FGB & Gender, Diversity e Innova<on

Genport ingenere.it Master GEDM Target Genis lab Expert networks

www.ingenere.it

Promo<ng gender equality in Horizon 2020

Gen Gender er dime mension as as a a Cr Cros

• ss-cu

cu1n 1ng issue issue Cross-cuHng element to be taken into account in all R&I lines of H2020 program

3 main objec<ves underpinning Gender Equality in H2020

• 1. Gender balance in

decision-making processes

• in order to reach the

target of 40% of the

• under-represented sex

in panels and groups and of 50% in advisory groups.

• 2. Gender balance and

equal opportuni<es in project teams at all levels

• with the introduc<on of

“gender balance in teams” as a ranking factor in the evalua<on

• f proposals.
• 3. Gender dimension in

research and innova<on (R&I) content

• taking into
• account as relevant

biological characteris<cs as well as social and cultural features of

• both women and men in

research (sex and gender analysis).

FGB Experience

Genis Lab – 2011-2014 Genport – 2013 - 2017 Target 2017-2021

Stepping off gender inequality

GE GENIS NIS L LAB AB Th The Gen e Gender er i in S Sci cien ence a ce and T Tech echnol

• log
• gy L

LAB AB

Dura<on: 1st January 2011 – 31st December 2014 9 Partners from 6 countries (6 RTD partners) 4 years of ac<vi<es to implement structural changes in order to overcome the factors that limit the par<cipa<on of women in research.

Main objec<ves

• to imp

mprove wome men researchers working condi<ons

• to imp

mprove wome men researchers carriers opportuni<es in re researc rch org rganiza<ons

• to imp

mprove organiza<onal clima mate workplace, ac<ng on

• r
• rganiza<on
• nal cu

culture e

• to

to fi fight ht against nega<ve ve ste tereotypes, within research

• rganiza<on but also in a mo

more general context

• to contribute to the crea<on of posi<ve mo

models

GENIS LAB Consor<um

Three dimensions

1) Huma

man Resources Manageme ment and Gender 2) Or Organiza<on

• nal Cu

Cult lture an e and St Stereotype types 3) Gen Gender er Bu Budge< e<ng

Three dimensions

1) Huma

man Resources Manageme ment and Gender The Par<cipatory Gender Audit will lead to the iden<fica<on of strengths and gaps and of exis<ng good and bad prac<ces in rela<on to the

• rganisa<ons’ capacity to tap the full poten<al of the

female workforce, promote a gender balance at all levels and ajract and retain the best qualified talents.

Three dimensions

2) Or

Organiza<on

• nal Cu

Cult lture an e and St Stereotype types

Changing the percep<on of stereotypes in science and re-defini<on of excellence will be the two key issues

• f training for managers.

Three dimensions

3) Gen 3) Gender Bu er Budge< e<ng g Financial choices reflect the domina<ng culture, as

power is created through the concentra<on of

• resources. It is then important when addressing

gender equality to understand and monitor how resources are distributed and what effects the assignment has on each gender.

First step: an accurate picture

During the first part of the project

technical partners will produce an indepth analysis of the state of the art in gender and working environment in each ins<tu<on. To do so they will use innova<ve tools and a par<cipatory methodology.

Innova<ve tools

• 1. Gen

Gender er p par<ci cipator

• ry a

audit

• 2. Gen

Gender er b budge< e<ng, defined by the Council of Europe as “the

implementa8on of Gender Mainstreaming in the budgetary

• process. This means the valoriza8on of budgets from the viewpoint
• f gender, in which case the gender ques8on is taken into account at

all levels of the budgetary process with the aim of promo8ng the equality of women and men”

• 3. Ri

Ridefin efining E Excellence: excellence defini8on in science is linked to

fixed indicators. Are we sure they are s8ll actual? How might evalua8on change to reflect more the individual capabili8es? How might evalua8on change not to be gender biased?

• integraDon of the

acDons in the framework of the awareness campaign

• implementaDon of the

acDon

• monitoring of TAP

implementaDon according to idenDfied indicators

• support from external

experts

• idenDficaDon of

prioriDes and strategies

• definiDon of acDons for

each of the 3 dimensions

• descripDon of the

acDons

• definiDon of monitoring

indicators

• PGA Reports
• Interviews focusing on

Gender budgeDng

• mapping of the

stereotypes in the

• rganisaDon
• LABs: collecDon of

tools and pracDces

Assessment Planning ImplementaD

• n

Monitoring

Genis Lab – gender equality and structural change

Genderportal.eu

GenPORT

GenPORT is a community sourced internet portal for sharing knowledge and inspiring collabora<ve ac<on on gender and science. The GenPORT community and internet portal provide an arena for organisa<ons and individuals to showcase and act as a gateway to a wealth of research resources, policy informa<on, prac<cal materials, and much more. Constantly evolving online informa<on and services are shaped by the ac<vi<es and contribu<ons of community members. The portal aims to facilitate the exchange of experiences and to foster collabora<on, and so to support con<nuing policy and prac<cal interven<ons in pursuit of gender equality.

GenPORT

Gen GenPOR ORT off

• ffer

ers…

• Searchable resources and online documents on the

topics of gender, science, technology and innova<on

• Informa<on and support in the development of gender-

sensi<ve research design, and gender-equal research structures and processes

• Links to relevant ins<tu<ons, resource centres, large-

scale databases, projects, and networks

• Addi<onal services to support diverse ac<vi<es on

gender and science – news and announcements, events calendars, reviews, discussion groups, and more.

TA TARGET The project, the aims, the challenges and the role of the community

• f prac<ce

Overview of TARGET

H2020 - SwafS-03-2016-2017 (Support to research organisaDons to implement Gender Equality Plans) Project type: CoordinaDon and Support AcDon Grant Agreement No. 741672 DuraDon: 48 months (05/2017-04/2021) 10 Partners – 7 GEIIs, 2 supporDng insDtuDons, coordinator and evaluator Budget: ca. 2,000.000 €

Partners

Pa Partner No. Or Organisa<on

• n

Cou Country y 1 – IHS Ins<tute for Advanced Studies Austria 2 – ARACIS Agen<a Romana de Asigurare a Calita<i in Invatamantul Superior Romania 3 – RPO Research Promo<on Organisa<on Cyprus 4 – FRRB Fondazione Regionale per la Ricerca Biomedica Italy 5 – ELIAMEP Hellenic Founda<on for European and Foreign Policy Greece 6 – UH2C Université Hassan II de Casablance Morocco 7 – UB University Belgrade Serbia 8 – RMEI Réseau Méditerranéen des Ecoles d’Ingnénieurs France 9 – NOTUS NOTUS applied social research Spain 10 – FGB Fondazione Giacomo Brodolini Italy

Overall objecDve of TARGET

• contribute to the advancement of gender

equality in R&I by suppor<ng a re refl flex exive ge gender equality policy in seven Gen Gender er Eq Equality Innova va<ng Ins<tu<ons (GEIIs) in the Mediterranean basin,

• ini<ate a na<o

na<onal nal disc discour urse se on gender equality in R&I and

• contribute to the in

interna<o erna<onal disc nal discour urse se through provision of tools and compara<ve analysis.

TARGET will

TARGET approach to GEP/GES

• Capacity building for a reflexive gender equality

policy (5 project level workshops)

• Ins<tu<onal capacity building

– ins<tu<onal workshops – provision of tools (gender audit, monitoring) – support to develop and implement a tailored GEP/GES – establishment of a community of prac<ce – foster a reflexive learning process within GEIIs

• Embedded in na<onal dissemina<on ac<vi<es
• Dissemina<on at interna<onal level (tools,

experiences)

TARGET approach goes beyond the formal adop<on of a gender equality policy by emphasizing:

• an it

iter era<v a<ve and r e and refle eflexiv ive e process towards equality at the ins<tu<onal level

• the establishment of a commu

mmunity of prac<ce for gender equality within the ins<tu<on Actual change is the result of increased ins<tu<onal willingness and capacity to iden<fy, reflect on and address gender bias in a sustained way

Reflec<ve approach

Achieving gender equality

Within TARGET, ch change for achieving gender equality in R&I means

• 1. addressing gender bias in huma

man resource ma manageme ment (recruitment, reten<on and career progression of female researchers)

• 2. addressing gender imb

mbalances in decision-ma making pr processe sses s

• 3. strengthening the gender dime

mension in R&I content and Higher E and Higher Educ duca<o a<on c n curric urricula ula

GEP/GES cycle

GEIIs

– Audit – Design GEP/GES – Implement GEP/GES – Monitor & self-assess GEP/GES

NOTUS/FGB

– Tailored assistance

IHS

– Evalua<on

Relevant stakeholders

TARGET addresses four different types of stakeholders for different main purposes

• pr

prac ac<<o <<one ners s - capacity building to establish a reflexive gender equality policy at GEII level and to ini<ate a gender equality discourse at na<onal/regional level

• RPO and RFO ma

managers and mi middle ma managers (HR) - increased commitment and gender competence to support a reflexive gender equality policy in their ins<tu<on

• policy ma

makers - increased gender awareness and possibility for change in gender equality priori<es in countries which are rela<vely inac<ve with regard to gender equality

• re

researc rchers - greater access to new approaches to develop and analyse GEPs

Expected impacts

TARGET www.gendertarget.eu

TARGET www.gendertarget.eu

Thanks!

demi micheli@fondazionebrodolini.eu