Gender Equality in Horizon 2020 Gender Sector, DG RTD B7.2 1 - - PowerPoint PPT Presentation

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Gender Sector, DG RTD B7.2

THE EU FRAMEWORK PROGRAMME FOR RESEARCH AND INNOVATION 1

Gender Equality in Horizon 2020

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I. Gender Equality as a cross-cutting issue in Horizon 2020 and its three objectives: 1. Gender dimension in Research & Innovation content 2. Gender balance in decision-making in managing Horizon 2020 3. Gender balance and equal opportunities in project teams at all levels II. Gender in the monitoring of Horizon 2020

• III. Gender on the Participant Portal

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The Content

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• I. Gender Equality as a cross-

cutting issue in Horizon 2020 and its three objectives

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Gender equality as a cross-cutting issue in Horizon 2020

The promotion of gender equality, including the integration of the gender dimension in research and innovation content, is enshrined in the three core documents on Horizon 2020:

• The Horizon 2020 Regulation (link) (see next slides)
• The Rules for participation (link)
• The Specific Programme implementing Horizon 2020 (link)

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Extract from the H2020 Regulation

Article 14 Cross-cutting issues

• 1. Linkages and interfaces shall be implemented across and

within the priorities of Horizon 2020. Particular attention shall be paid in this respect to: (…) (l) responsible research and innovation including gender;

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Gender Equality & Responsible Research and Innovation

Responsible Research and Innovation is a process where all societal actors (researchers, citizens, policy makers, business) work together during the whole R&I process in order to align R&I outcomes to the values, needs and expectations of European society .

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Science Education Ethics Open Access Gender Equality Engagement

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Extract from the H2020 Regulation

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Article 16 Gender equality

Horizon 2020 shall ensure the effective promotion of gender equality and the gender dimension in research and innovation content. Particular attention shall be paid to ensuring gender balance, subject to the situation in the field of research and innovation concerned, in evaluation panels and in bodies such as advisory groups and expert groups. The gender dimension shall be adequately integrated in research and innovation content in strategies, programmes and projects and followed through at all stages of the research cycle.

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3 Objectives for Gender Equality in H2020

Gender balance in decision-making processes Gender balance and equal

• pportunities in

project teams at all levels Gender dimension in research and innovation (R&I) content

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Gender as a cross-cutting issues is also described in the General Introduction of the H2020 Work Programme:

1.4 Cross-cutting and other key features (…) All applicants are invited to explore whether and how the gender dimension in research content is relevant to their research, including where appropriate specific studies and training. In addition, gender equality is promoted in all parts of Horizon 2020 including gender balance at all levels of personnel involved in projects. Gender equality issues linked to careers are also reinforced in the Excellent Science parts of the Horizon 2020 Work Programme dedicated to the ERC and MSCA.

Source: http://ec.europa.eu/research/participants/data/ref/h2020/wp/2016_2017/main/h2020-wp1617-intro_en.pdf

H2020 Work Programme 2016-2017

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Gender as a cross-cutting issues in the Marie Skłodowska-Curie Actions:

Introduction

(…) The Marie Skłodowska-Curie actions pay particular attention to gender balance. In line with the Charter and Code, all Marie Skłodowska-Curie proposals are encouraged to take appropriate measures to facilitate mobility and counter-act gender-related barriers to it. Equal opportunities are to be ensured in the implementation of the actions by a balanced participation of women and men, both at the level of supported researchers and that of decision-making/supervision/management structure. In research activities where human beings are involved as subjects or end-users, gender differences may exist. In these cases the gender dimension in the research content has to be addressed as an integral part of the proposal to ensure the highest level of scientific quality. As training researchers on gender issues serves the policy objectives of Horizon 2020 and is necessary for the implementation of R&I actions, applicants may include in their proposals such activity.

Source: http://ec.europa.eu/research/participants/data/ref/h2020/wp/2016_2017/main/h2020-wp1617-msca_en.pdf

H2020 Work Programme 2016-2017

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Gender in the ERC Work Programme 2016:

Objectives and principles of ERC funding

Scientific excellence is the sole criterion on the basis of which ERC frontier research grants are awarded The evaluation of ERC grant applications is conducted by peer review panels composed of renowned scientists and scholars selected by the ERC Scientific Council. The panels may be assisted by independent experts working remotely. The ERC's peer review evaluation process has been carefully designed to identify scientific excellence irrespective of the gender, age, nationality or institution of the Principal Investigator and other potential biases, and to take career breaks, as well as unconventional research career paths, into account. The evaluations are monitored to guarantee transparency, fairness and impartiality in the treatment of proposals.

Source: https://erc.europa.eu/sites/default/files/document/file/ERC_Work_Programme_2016.pdf

H2020 Work Programme 2016-2017

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Objective 1: The Gender Dimension in R&I Content

• What does gender dimension mean?
• Why is it important to take gender dimension into account?
• Methods of sex and gender analysis
• Concrete examples and case studies
• Further information on the gender dimension in R&I content
• The gender dimension in Horizon 2020 projects

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What does gender dimension mean?

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Integrating the gender dimension in research content means taking into account the biological characteristics of both females and males (sex) and the evolving social and cultural features of women and men, girls and boys (gender).

Definitions

Sex refers to biological characteristics

• f

women and men, boys and girls, in terms

• f

reproductive

• rgans

and functions based on chromosomal complement and physiology. As such, sex is globally understood as the classification of living beings as male and female, and intersexed. Gender refers to the social and cultural construction

• f

women and men,

• f

femininity and masculinity, which varies in time and place, and between cultures.

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Video (4m19s): Introduction to Gendered Innovations

https://youtu.be/aoGqpvO27QQ

What does gender dimension mean? (videos)

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What does gender dimension mean?

Gender Toolkit

The toolkit and training packages give the research community practical tools to integrate gender aspects into FP7 research, including equal opportunities for women and men AND the gender dimension of research, thereby contributing to excellence in research.

http://www.yellowwindow.be/genderinresearch/

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Video (8m31s): Definition of sex and gender & how sex and gender interact

https://youtu.be/nETPIfrIf0A

What does gender dimension mean? (videos)

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Why is it important to take the gender dimension into account?

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Integrating the gender dimension in R&I is an added value in terms of excellence, creativity, and business

• pportunities

helps researchers question gender norms and stereotypes, to rethink standards and reference models leads to an in-depth understanding of citizens’ needs, behaviours and attitudes. Thus, it enhances the societal relevance of the knowledge, technologies and innovations produced and contributes to the production of goods and services better suited to potential markets.

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Example: Common Pitfalls in Sampling

Conducting clinical trials (or animal studies) in only one or predominantly one sex but generalising results to both sexes.

• 1. Assuming observed differences between females and males are due to sex

(biology) without considering factors intersecting with sex (age, socio- economic status, etc).

• 2. Relying on meta-analysis to detect sex differences without adequately

controlling for differences in participants characteristics, treatment parameters, etc.

The following slides show illustrative examples of when the gender dimension has not been fully taken into account.

Why is it important to take the gender dimension into account?

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Source: https://genderedinnovations.stanford.edu/methods/health.html

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Percentage of articles reporting sex of cells used in the experiments

Taylor, K., Vallejo-Giraldo, C., Schaible, N., Zakeri, R., & Miller, V. (2011). Reporting of Sex as a Variable in Cardiovascular Studies using Cultured Cells. Biology of Sex Differences, 2 (11), 1-7.

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Methods of sex and gender analysis

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Sex and gender analysis is an umbrella term for the entire research cycle that includes: It thus enhances all phases of the research cycle.

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Methods of sex and gender analysis

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Problems to avoid when analysing sex and gender

Being blind to potential differences of sex and gender may result in missed

• pportunities,

with certain groups

• f

people being left

• ut,

poorly accommodated etc. Treating women and men as homogenous groups ignores the differences among women and among men. Over-emphasizing differences between men and women cause engineers to overlook significant commonalities between them. Designing to stereotypes may result in unpopular products.

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HORIZON 2020 24

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Concrete examples of gender dimension in R&I content

Concrete examples and case studies of gender-sensitive research can be found on the website of "Gendered Innovations":

http://ec.europa.eu/research/gendered-innovations/

The following slides show some illustrative examples of how sex and gender analysis contributes to a better understanding of the subject matter (taken from the Gendered Innovations website).

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Gender dimension in ICT: speech synthesis

The Challenge: Speech synthesis

• in

which a machine generates human-like speech - has applications in basic linguistic research, assistive technologies for people with disabilities, and commercial devices and software. Synthesizing sex and gender in speech is important to how speech is perceived and interpreted.

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The historic male default in speech synthesis can limit the use of this

• technology. Listeners apply gender norms to synthetic voices, and don't like

machine voices that are "ambiguous" with respect to sex/gender. Gendered Innovation: To create machines with greater flexibility to produce voices in different languages and dialects and to represent women and men speakers of different ages, gender identities, accents, geographic locations, etc.

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Gender dimension in ICT: assistive technologies

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The Challenge: The world population will age dramatically by 2050. The increasing need for ambulant care and home health services places a growing strain on human caregivers, insurance companies, and social systems. New technologies are needed to support independent living for the elderly. Methods: Look at sex differences: For example, women live longer, but may have more debilitating diseases; men, lose their hearing earlier. Look at gender differences: As they age, women and men have different partnering patterns (elderly women more often live alone), they have different experience in household management, and different receptivity to technology. Gendered Innovations: to design the most effective and marketable assistive technologies, appealing to both women and men.

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Gender dimension in water infrastructure

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The Challenge: Nearly one billion people worldwide lack reliable access to improved water. In sub-Saharan Africa, water-fetching is women’s work, and when villages lack water infrastructure, women and girls spend some 40 billion hours annually procuring water.

• Method: Because water procurement is women’s work, many women have

detailed knowledge of soils and their water yields. This knowledge is vital to civil engineering and development projects—for instance, in determining where to place wells and water taps. Gendered Innovations:

• 1. Tapping into local women’s knowledge has improved the efficiency of water
• projects. Women’s participation also correlates strongly with project sustainability.
• 2. Easy access to improved water supplies can improve school attendance for

both girls and boys—hence helping to break the cycle of poverty.

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Gender dimension in Video Games: Engineering Innovation Processes

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The Challenge: The stereotype of video gaming as masculine persists, even though women have become active gamers causes concern because games immerse players in interactive and compelling stories that can shape behaviors, social values, and gender norms.

• Gendered Innovations:
• 1. Games may serve as catalysts for change. Analyzing Gender has led to

understanding how games provide a virtual space where gender identities and behaviors can be explored.

• 2. By analyzing sex and gender, researchers have looked beyond stereotypes to

understand the complex patterns of young women's and young men’s video gaming.

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Further information on the gender dimension in R&I content

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For further information, you can consult the website of Gendered Innovations, a peer-reviewed project supported by the European Commission: http://ec.europa.eu/research/gendered-innovations/ On this website, you can also find a short videos on various aspects of "Gendered Innovations: Harnessing the Creative Power

• f

Gender Analysis for Discovery and Design"

(http://genderedinnovations.stanford.edu/video_landing.html )

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Shaping science for a healthier world: A short video from the Canadian Institute of Health Research on how sex and gender intersect and how a gender dimension in health research can improve

• ur knowledge on health issues.
• https://www.youtube.com/watch?v=LCiSytha55U

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Further information on the gender dimension in R&I content

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The Gender Dimension in Horizon 2020 Projects

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H2020 WP:

Some topics require a specific sex/ gender analysis

• The integration of the gender dimension in

each stage of the research cycle

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Horizon 2020 Work Programme:

• Identify topics which require a specific gender analysis

i.e. "the research should include a specific exploration of the sex and /or gender aspects of …"

• Identify needs for new knowledge on gender issues and

launch specific studies / research to explore them Starting point: suggestions from the Advisory Groups

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H2020 WP:

Some topics require a specific sex/ gender analysis Application form "Where relevant describe how sex and/or gender analysis is taken into account in the project 's content"

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Gender dimension in proposals: Application Forms

The following H2020 Application Forms, specifically ask applicants to describe where relevant how sex and/or gender analysis is taken into account in the project’s content:

• Research and Innovation Actions (RIA) & Innovation Actions (IA)
• Coordination and Support Actions (CSA) (funding scheme used for

NCP networks)

• ERA-NET Cofund actions
• European Joint Programme Cofund (EJP Cofund)
• MSCA Innovative Training Networks (ITN) 2016

To find templates of application forms go to the "Reference Documents"

• n the Participant Portal Templates & Forms 2016-17

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Extract of an Application Form

(Research and innovation actions / Innovation actions )

"Where relevant, describe how sex and/or gender analysis is taken into account in the project’s content. Sex and gender refer to biological characteristics and social/cultural factors

• respectively. For guidance on methods of

sex / gender analysis and the issues to be taken into account, please refer to http://ec.europa.eu/research/swafs/gender ed-innovations/index_en.cfm?pg=home"

Part B, Page 2 (http://ec.europa.eu/research/participants/data/ref/h2020/call_ ptef/pt/2016-2017/h2020-call-pt-ria-ia-2016-17_en.pdf)

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• NCPs should encourage applicants to :

Involve partners / researchers with gender expertise Secure uptake of established gender knowledge from previous research / projects A novelty of Horizon 2020 is the inclusion of gender training among the eligible costs of an action. The aim is to help researchers to further develop and share gender expertise in relation to the funded project.

Gender dimension in proposals

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H2020 WP:

Some topics require a specific sex/ gender analysis Application form "Where relevant describe how sex and/or gender analysis is taken into account in the project 's content" Evaluation Experts assess the inclusion of the gender dimension under the excellence criterion.

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Gender dimension in R&I: evaluation

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Evaluation Experts assess the inclusion

• f the gender dimension

under the excellence criterion.

Source: Guidance for evaluators

• f

Horizon 2020 proposals http://ec.europa.eu/research/participants/da ta/ref/h2020/grants_manual/pse/h2020- evaluation-faq_en.pdf

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H2020 WP:

Some topics require a specific sex/ gender analysis Application form "Where relevant describe how sex and/or gender analysis is taken into account in the project 's content" Evaluation Experts assess the inclusion of the gender dimension under the excellence criterion. Grant Agreement Gender dimension is part

• f the Description of

Action (DOA)

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Gender dimension in R&I content: Model Grant Agreement

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Grant Agreement Gender dimension is part of the Description of Action (DOA) (copied from the application form )

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Gender dimension in R&I content: Model Grant Agreement

In the Grant Agreement the gender dimension is part of the description of action (DOA). Here is an extract from the model grant agreement for Infrastructures:

16.1.2 In addition, the access provider must:

• advertise widely, including on a dedicated website, the access offered under the

Agreement;

• promote equal opportunities in advertising the access and take into account the gender

dimension when defining the support provided to users;

• ensure that users comply with the terms and conditions of the Agreement;

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H2020 WP:

Some topics require a specific sex/ gender analysis Application form "Where relevant describe how sex and/or gender analysis is taken into account in the project 's content" Evaluation Experts assess the inclusion of the gender dimension under the excellence criterion. Grant Agreement Gender dimension is part

• f the Description of

Action (DOA) Reporting If relevant as part of the deliverables and of periodic reports.

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Objective 2: Gender balance in decision-making process within the European Commission

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Gender balance in decision-making

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Advisory groups for the European Commission 50 % men / women at least one expert with gender expertise

(Link: Guidelines on the selection of experts with gender expertise)

Evaluation panels and expert groups for the EC 40 % under-represented sex taking into account the situation in the field of the action

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Objective 3: Gender balance and equal

• pportunities in project teams at

all levels

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Gender-mixed teams perform better

"Promoting diversity not

• nly promotes

representation and fairness but may lead to higher quality science."

Campbell et al. (2013) *

" (…) the key levers and drivers for innovative processes are positively influenced by having a 50:50 proportions of men and women in teams. This clearly shows that equal gender representation can help to unlock the innovative potential of teams."

The Lehman Brothers Centre for Women in Business. (2007) **

"High-performing collaborative research teams are created and maintained when team diversity (broadly defined) is effectively fostered and interpersonal skills are taught and practiced."

Cheruvelil et al. (2014) *

* Refers to gender-mixed/diverse teams in research ** Refers to gender-mixed/diverse teams in companies

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Gender-mixed teams perform better (Sources)

• Campbell, L. G., Mehtani, S., Dozier, M. E., & Rinehart, J. (2013). Gender-heterogeneous working groups produce

higher quality science. PloS One, 8(10), e79147. doi:10.1371/journal.pone.0079147

• The Lehman Brothers Centre for Women in Business. (2007). Innovative Potential : Men and Women in Teams.

Women in Business.

• Cheruvelil, K. S., Soranno, P. A., Weathers, K. C., Hanson, P. C., Goring, S. J., Filstrup, C. T., & Read, E. K. (2014).

Creating and maintaining high-performing collaborative research teams: the importance of diversity and interpersonal skills. Frontiers in Ecology and the Environment, 12(1), 31–38. doi:10.1890/130001

• Catalyst. (2010). Why Diversity Matters. Research Studies 2005-2010. Research Studies. New York, San Jose,

Toronto.

• Richard, O. C., & Miller, C. D. (2013). Considering Diversity as a Source of Competitive Advantage in Organizations.

In Q. M. Roberson (Ed.), The Oxford Handbook of Diversity and Work. Oxford: Oxford University Press.

• Van Knippenberg, D., & Schippers, M. C. (2007). Work group diversity. Annual Review of Psychology, 58, 515–41.

doi:10.1146/annurev.psych.58.110405.085546

• Salazar, M. R., Lant, T. K., Fiore, S. M., & Salas, E. (2012). Facilitating Innovation in Diverse Science Teams

Through Integrative Capacity. Small Group Research, 43(5), 527–558. doi:10.1177/1046496412453622

• Roberge, M.-E., & van Dick, R. (2010). Recognizing the benefits of diversity: When and how does diversity increase

group performance? Human Resource Management Review, 20(4), 295–308. doi:10.1016/j.hrmr.2009.09.002

• Boroş, S., & Curşeu, P. L. (2013). Would you like to talk about that?’ How and when group emotional awareness

enhances effectiveness of gender diverse teams. Psihologia Resurselor Umane, 11(2), 45–56.

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H2020 WP: balanced participation in research teams/ management structures

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H2020 WP: balanced participation in research teams/ management structures

Proposal indicate gender of persons primarily responsible for carrying out the project's activities

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Gender balance in project teams

Proposal Template: Part B Chapter 4.1

indicate gender of persons primarly responsible for carrying out the project's activities:

4.1 Participants (applicants) Please provide, for each participant, the following (if available): (…) a curriculum vitae or description of the profile of the persons, including their gender, who will be primarily responsible for carrying out the proposed research and/or innovation activities;

To find templates of application forms go to the "Reference Documents"

• n the Participant Portal Templates & Forms 2016-17

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H2020 WP: balanced participation in research teams/ management structures

Proposal indicate the gender of the person primarly responsible for carrying out the project's activities Evaluation If same scores, gender balance in teams is a ranking factor

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Evaluation If same scores, gender balance in teams is a ranking factor

• 3. Priority order for proposals with the same score:

If necessary, the panel will determine a priority order for proposals which have been awarded the same score within a ranked list. (…). The following approach will be applied successively for every group of ex aequo proposals requiring prioritisation, starting with the highest scored group, and continuing in descending order: (a) Proposals that address topics, or sub-topics, not otherwise covered (…) (b) The proposals identified under (a), if any, will themselves be prioritised according to the scores they have been awarded for the criterion excellence. (…) If necessary, any further prioritisation will be based on the following factors, in order:

• size of EU budget allocated to SMEs;
• gender balance among the personnel named in the proposal who will be primarily

responsible for carrying out the research and/or innovation activities.

Source: Annex H of H2020 Work Programme 2016-2017 http://ec.europa.eu/research/participants/data/ref/h2020/other/wp/2016-2017/annexes/h2020-wp1617-annex-ga_en.pdf

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H2020 WP: balanced participation in research teams/ management structures

Proposal indicate the gender of the person primarly responsible for carrying out the project's activities Evaluation If same scores, gender balance in teams is a ranking factor Grant Agreement Equal opportunities and gender balance at all levels

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H2020 General Model Grant Agreement Equal opportunities and gender balance at all levels ARTICLE 33 - GENDER EQUALITY 33.1 Obligation to aim for gender equality The beneficiary must take all measures to promote equal opportunities between men and women in the implementation of the action. It must aim, to the extent possible, for a gender balance at all levels of personnel assigned to the action, including at supervisory and managerial level.

Source: H2020 General Model Grant Agreement — Mono http://ec.europa.eu/research/participants/data/ref/h2020/mga/gga/h2020-mga-gga-mono_en.pdf

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H2020 Model Grant Agreement for Marie Skłodowska-Curie Innovative Training Networks (H2020 MGA MSC-ITN — Multi)

ARTICLE 32 - RECRUITMENT AND WORKING CONDITIONS FOR RECRUITED RESEARCHERS 32.1 Obligations towards recruited researchers The beneficiaries must respect the following recruitment and working conditions for the researchers recruited under the action: (…) c) recruit the researchers, following an open, transparent, impartial and equitable recruitment procedure, on the basis of: i. their scientific skills and the relevance of their research experience; ii. the impact of the proposed training on the researcher's career; iii. a fair gender representation (by promoting genuine equal access opportunities between men and women throughout the recruitment process)

Source: H2020 Model Grant Agreement for Marie Skłodowska-Curie Innovative Training Networks http://ec.europa.eu/research/participants/data/ref/h2020/mga/msca/h2020-mga-msca-itn-multi_en.pdf

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H2020 Model Grant Agreement for Marie Skłodowska-Curie COFUND (H2020 MGA MSC-COFUND — Mono)

ARTICLE 15 - FINANCIAL SUPPORT TO OR IMPLEMENTATION OF [DOCTORAL] [FELLOWSHIP] PROGRAMMES 15.1 Rules for providing financial support to or implementation of [doctoral] [fellowship] programmes (…) OPTIONS for Doctoral Programmes (DPs):

• ensure gender balance in the recruited researchers;

Source: H2020 Model Grant Agreement for Marie Skłodowska-Curie COFUND http://ec.europa.eu/research/participants/data/ref/h2020/mga/msca/h2020-mga-msca-cofund-mono_en.pdf

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H2020 WP: balanced participation in research teams/ management structures

Proposal indicate the gender of the person primarly responsible for carrying out the project's activities Evaluation If same scores, gender balance in teams is a ranking factor Grant Agreement Equal opportunities and gender balance at all levels Reporting

• f the workforce in

periodic reports

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• II. Gender in the monitoring of

Horizon 2020

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Gender in the monitoring and evaluation of H2020

As set in Article 31 of the H2020 Regulation, the Commission shall monitor annually the implementation of H2020, including information on cross-cutting topics such as gender equality. Four indicators will be used for the monitoring of gender equality as a cross-cutting issue:

Percentage of women participants in Horizon 2020 projects Percentage of women project coordinators in Horizon 2020 projects Percentage of women in EC advisory groups, expert groups, evaluation panels, individual experts, etc. Percentage of projects taking into account the gender dimension in R&I content

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Definition of indicators

Definition of the indicator Type of data required Percentage of women participants in Horizon 2020 projects Gender of participants in Horizon 2020 projects Percentage of women project coordinators in Horizon 2020 Gender of MSCA fellows, ERC principal investigators and scientific coordinators in other Horizon 2020 activities Percentage of women in EC advisory groups, expert groups, evaluation panels, individual experts, etc. Gender of members of advisory groups, panels, etc. Percentage of projects taking into account the gender dimension in research and innovation content Projects properly flagged

Source: Horizon 2020 indicators. Assessing the results and impact of Horizon http://ec.europa.eu/programmes/horizon2020/en/news/horizon-2020-indicators-assessing-results-and-impact-horizon

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Gender in the monitoring and evaluation of H2020

In addition to the indicators on gender equality as a cross-cutting issue, three performance indicators under the "Excellence Science" part of H2020 include gender –disaggregated data :

Number of researchers undertaking international mobility under the MSCA and number of researchers undertaking mobility between academic and non academic sectors Number of researchers who have physical or remote access to research infrastructures Number of researchers who have access to research e-infrastructures

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Definition of performance indicators

Definition of the indicator Type of data required Number of researchers undertaking international mobility under the Marie Skłodowska-Curie actions. Number of researchers Undertaking mobility between academic and non-academic sectors Nationality and gender of the researcher; country of origin of the researcher; country, legal status and activity type of the host organisation, legal status and activity type of the employing Organisation prior to the Marie Skłodowska-Curie

• actions. Enrolment of a researcher in a

PhD programme Number of researchers who have physical or remote access to research infrastructures Nationality and gender of the researcher; country of origin of the researcher; country, legal status and activity type of the employing Organisation Number of researchers who have access to research e-infrastructures

Source: Horizon 2020 indicators. Assessing the results and impact of Horizon http://ec.europa.eu/programmes/horizon2020/en/news/horizon-2020-indicators-assessing-results-and-impact-horizon

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• III. Gender on the

Participant Portal

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The Participant Portal

http://ec.europa.eu/research/participants/portal/desktop/en/opportunities 65

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The Participant Portal: Gender as a cross-cutting issue

http://ec.europa.eu/research/participants/docs /h2020-funding-guide/cross-cutting- issues/gender_en.htm 66

… is part of the "H2020 Online Manual"

• n the Participant Portal

The section on "Gender equality"

• ffers definitions and explanations as

well as links to further information.

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The Participant Portal: Funding opportunities

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Topics with gender dimension in R&I content that are currently funded through Horizon 2020, can be found on the Participant Portal by clicking

• n

"Funding Opportunities" then on "Search topics" (on the top left) and then on "Gender" (on the bottom left) (see next slide)

http://ec.europa.eu/research/participants/portal/desktop/en/opportunities/index.html

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HORIZON 2020 68

Scroll down to see this box on the left side

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HORIZON 2020 69

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Cross-cutting priorities are now also mentioned at the end of each topic description.

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The Participant Portal: Guidance document for evaluators of Horizon 2020 proposals/Frequently asked questions

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Section 5 of the document (on page 5), explains how the gender dimension should be addressed and evaluated in proposals and provides links for further information

• n

methods

• f

gender analysis.

Guidance Document: http://ec.europa.eu/research/participants/data/ref/h2020/grants_ma nual/pse/h2020-evaluation-faq_en.pdf

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H2020 wiki

https://webgate.ec.europa. eu/fpfis/wikis/display/iknow plus/H2020+Documentation 71

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Useful reading and additional resources

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This Vademecum provides all the actors involved in the implementation of Horizon 2020 with practical guidance

• n

the effective application of the new Gender Equality provisions.

https://ec.europa.eu/research/swafs/pdf/pub_gend er_equality/2016-03-21- Vademecum_Gender%20in%20H2020-clean-rev.pdf

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Vademecum on Gender Equality in Horizon 2020

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Further reading / Useful links

The Horizon 2020 Regulation: https://ec.europa.eu/research/participants/portal/doc/call/h2020/common/1595116-h2020-eu-establact-oj_en.pdf The Rules for participation: http://ec.europa.eu/research/participants/data/ref/h2020/legal_basis/rules_participation/h2020-rules- participation_en.pdf The Specific Programme implementing Horizon 2020: https://erc.europa.eu/sites/default/files/document/file/Specific%20Programme%20Horizon%202020_council_decision_ establishing_the_specific_programme_implementing_Horizon_2020.pdf Reference Documents on the Participant Portal: http://ec.europa.eu/research/participants/portal/desktop/en/funding/reference_docs.html H2020 Online Manual: http://ec.europa.eu/research/participants/portal/desktop/en/funding/guide.html FAQ on Participant Portal: http://ec.europa.eu/research/participants/portal/desktop/en/support/faq.html NCPs on Participant Portal: http://ec.europa.eu/research/participants/portal/desktop/en/support/national_contact_points.html

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Policy Research and Innovation

GenPort is the online community

• f practioners for sharing knowledge

and inspire collaboration. www.genderportal.eu

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Policy Research and Innovation

Gender Toolkit

The toolkit and training packages give the research community practical tools to integrate gender aspects into FP7 research, including equal opportunities for women and men AND the gender dimension of research, thereby contributing to excellence in research.

http://www.yellowwindow.be/genderinresearch/

Cost Action genderSTE

genderSTE is a new COST initiative intended to advance the state

• f

the art in knowledge and policy implementation

• n

gender, science, technology and environment through creating a network of policy-makers and experts on gender, science and technology.

http://www.genderste.eu

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Policy Research and Innovation

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If you want to order our publications: RTD-GENDERINRESEARCH@EC.EUROPA.EU

http://ec.europa.eu/research/swafs/index.cfm?pg=policy&lib=gender

Policy Research and Innovation

Guidance for the selection of experts with gender expertise

For the purpose of evaluating the gender dimension of H2020 proposals, experts should demonstrate an understanding of sex and gender issues in the relevant scientific disciplines (e.g. biomedicine, engineering, social sciences and humanities). The following conditions are useful indicators in this regard:

• Higher Education Degree in a particular scientific field, including specific work / thesis on gender issues related to

this field;

• Professional qualification in gender in a particular scientific field, as demonstrated through a certification by an

established body (e.g. professional societies)

• Higher Education Degree in gender studies or women's studies;
• Publication record on theories of gender, their historical development and their impact on scientific fields;
• Publication record on sex and gender related issues, in the specific scientific fields and disciplines covered by the

H2020 topics to be evaluated;

• Gender expertise in innovation/technological development;
• Membership of relevant boards related to gender issues, e.g. scientific review boards, editorial boards of journals

and gender related scientific societies, public or university boards focusing on gender issues;

• Participation as principal investigator or coordinator in publicly funded research projects which have gender in

their title and/or in the title of a work package;

• Academic, consultancy or practice-based teaching and/or training experience on women/gender studies and/or

gender in specific scientific disciplines related to the H2020 topics to be evaluated. Source : Guidance for the selection of evaluators with gender expertise for proposals submitted under H2020 calls – established by the Advisory Group on Gender – 03-07-2014

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Research and Innovation

Thank you very much for your attention!

For any question and further information please contact: RTD-GENDERINRESEARCH@EC.EUROPA.EU

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