Implementing DEI

Gender inequality in STEM fields remains pervasive and undermines the ability for talented individuals to excel. Despite advances, women still encounter obstacles in pursuing academic careers and reaching leadership positions. This commentary discusses the

Science Europe’s new ‘Practical Guide to Supporting Diversity in Research Environments’ highlights key findings from a membership survey conducted in 2023, showcases good practices, and provides practical recommendations across topics such as positive action measures and the collection and use of diversity data.  The Guide also reflects upon the challenges that research organisations face whilst trying to foster fair and inclusive research cultures. This work is part of Science Europe’s wider commitment to embed our shared values in the policies and practices implemented across Europe, all in support of high-quality research, and attractive and fair research environments. Our activities on Equality, Diversity, and Inclusion are conducted as part of Science Europe’s strategic focus on research culture.

An amazing array of tools and resources with examples, guidance and inspiration

Lors de sa cinquième réunion, du 2 au 5 avril 2014 à Strasbourg, la Commission pour l'égalité de genre (GEC) a débattu de la préparation d’un glossaire sur l’égalité entre les femmes et les hommes qui s’appuierait sur les définitions et la terminologie figurant dans les instruments et les normes du Conseil de l'Europe. Lors de la sixième réunion de la GEC (19-21 novembre 2014), le Secrétariat a présenté une note conceptuelle (GEC(2014)7) qui donnait un aperçu des glossaires existants. Au cours des échanges qui ont suivi, les membres de la GEC ont chargé le Secrétariat de préparer un document plus détaillé contenant des définitions tirées des instruments et normes du Conseil de l'Europe, avec leurs sources, accompagnées d’explications à examiner lors de la réunion de la GEC en novembre 2015. Le présent document élaboré par le Secrétariat résulte de ces discussions. Version bilingue français/anglais.

Given Norway’s overall commitment to gender equality, it is a paradox that less than one-third of the professorships in the country are held by women. The Research Council has therefore drawn up 12 recommendations and measures for improving gender balance.

In this episode, we explore the RESISTIRÉ project’s findings and recommendations to ensure gender-balanced decision-making and the involvement of civil society with Marcela Linková and Sara Clavero, two of the researchers who investigated the topic.

WHAT?Gender Equality Plans, intersectionality and diversity, involvement of stakeholders WHY?EU objectives for gender equality in R&I, Horizon Europe and Gender Equality Plans HOW?Step-by-step guides for RPOs and RFOs and the GEAR action tool box WHERE?Legal and policy background in EU Member States In this section, you will find basic information on gender equality plans (GEPs), definitions of different terms used in the GEAR tool as well as about the GEAR tool itself and how it was updated. What is a Gender Equality Plan (GEP)?

La Mission pour la Place Des Femmes au CNRS vous explique en moins de 10 diapos les nouvelles exigences de l’Union Européenne pour les appels à projets de recherche, et fournit des outils pratiques.

This Guidance supports organisations to meet the Gender Equality Plan (GEP) eligibility criterion of the Horizon Europe Framework Programme for Research and Innovation 2021-2027. For Horizon Europe calls for proposals with deadlines in 2022 and beyond, applying public bodies, research organisations and higher education institutions, from EU Member States and associated countries, must have a GEP or equivalent strategy in place to be eligible for funding. This Guidance presents the components of the eligibility criterion as set by the European Commission, explains what these requirements mean in practice when developing and implementing a GEP or reviewing the equivalence of existing plans or policies, and provides concrete practical examples, building on existing materials, good practices and various resources that support gender equality in research and innovation (R&I) at national and institutional levels.

Research organisations have a crucially important role to play in addressing gender inequality; not only for the benefit of their own ecosystem, but to contribute to progress in wider society. This practical guide sets out good practice examples and guides the further development of context specific approaches including how to avoid unconscious bias in peer review processes, how to monitor gender equality, and how to improve grant management practises. DOI: 10.5281/zenodo.4980161

This guidance draws on the national action plans (NAPs) submitted in 2016 and on a survey carried out by the Helsinki Group on Gender in Research and Innovation (HG) on practices adopted at national level by national authorities. It provides recommendations to facilitate the implementation of guiding targets in research institutions and higher education establishments as requested by the Council of the EU. The HG survey shows that quotas or targets are mostly implemented through law or through wider national strategies for gender equality, and this enhances their effectiveness. Examples of existing national provisions are presented in this guidance. Quotas and targets currently tend to relate to boards of funding agencies, research organisations and universities. Evaluation or recruitment committees, which are important decision-making bodies signalled by the Council, are often not addressed and should also be covered. Monitoring appears to be a key driving factor for an effective implementation of quotas or targets. Monitoring mechanisms which comprise at least the collection of sex-disaggregated data should be applied both at the national and the institutional level. Incentives and, when necessary, sanctions are useful tools that can be applied at national level to motivate universities and research organisations to set up and implement guiding targets or quotas. Among them, national awards schemes for universities and research organisations are used in some countries with a particular impact. Experience shows that where targets and quotas are adopted and/or promoted at national level, their successful implementation and monitoring are contingent upon active support and commitment of institutional leadership. Transparency, namely in recruitment, promotion and nomination, is necessary and should be an integral element of human resources strategies. The successful implementation of targets and/or quotas implies a change in culture which should be accompanied with appropriate awareness raising and training, showing the benefits that institutions can draw from a better gender balance and a more equal treatment of men and women. Other national-level supporting activities, which are applied at the level of universities and research organisations, include initiatives to help women build their skills and capacity for leadership (such as mentoring, shadowing, trainings, coaching, etc.) This guidance was prepared by the Helsinki Group and the European Commission in consultation with the European Research Area stakeholders.

Despite increased awareness of the lack of gender equity in academia and a growing number of initiatives to address issues of diversity, change is slo…