One of the target areas of the ZRC SAZU’s Gender Equality Plan (GEP) focuses on practices to promote of female researchers’ results and achievements. Analysis of existing promotion practices at ZRC SAZU conducted in the GEP preparatory phase revealed that senior male researchers’ results are promoted more frequently than those of female researchers.
The disparity is particularly visible when it comes to awards. The analysis of award honoring practices, focusing on the past twenty years, was based on the data on winners and nominees for ZRC SAZU awards: The ZRC SAZU Gold Award, the ZRC SAZU Silver Award, the ZRC SAZU Researcher of Merit, and the ZRC SAZU Member of Honour. Currently, more female researchers than male researchers are employed at ZRC SAZU, but the data show that the majority of awards was received by male researchers, who lead in all categories. Specifically, 18 men and 9 women received the Gold Award, and 10 men and 5 women received the Silver Award. In the investigated period, not a single woman became an ZRC SAZU Member of Honour. The Member of Honour award is given to top researchers who make an important contribution to the establishment of the ZRC SAZU at home and abroad.
This trend, however, was reversed in 2020, when the ZRC SAZU Member of Honour Award was bestowed upon Dr. Heidemarie Uhl, a senior researcher at the Institute of Culture Studies and Theater History at the Austrian Academy of Sciences, and lecturer at the universities of Vienna and Graz. In her research, Dr. Uhl focuses on constructions of identity in 19th and 20th Century Central Europe, on National Socialism and the Holocaust in Austria, and on selected episodes of 19th and 20th century European cultural history.
In June 2020, Maria Rosaria Pelizzari from University of Salerno (UNISA) in southern Italy, published a paper on the implementation of UNISA’s first Gender Equality Plan (GEP) entitled “The R&I PEERS project at the University of Salerno: Implementation of GEPs in Research Organisations.” The article is part of a report on proceedings from the conference “Diversity Management: Challenges and new frontiers for research organisations,” available here (pages 197 to 210).
Pelizzari’s paper aims to retrace the road that has led the Observatory for Gender Studies and Equal Opportunities (OGEPO) to achieve significant goals toward its engagement to shape and launch UNISA’S first Gender Equality Plan, the first of the seven GEPs planned within the H2020 R&I PEERS project.
The Master in Leadership, Gender Equality, Diversity Opportunities (LeGenDO) represents an important outcome in the extensive research, programmes, and activities developed within the Horizon Project 2020, R&I Peers , at the University of Salerno (Italy). This outstanding University, recognised as one of the most influential Italian institutions in terms of both research activity and teaching programs is also leader of a consortium of ten European partners of the R&I Peers Project. The Master project, approved by the Department of Human Studies (Dipsum), is one of the main actions of the Gender Equality Plan (GEP) within the domain “Gender Perspective in Teaching and Research”. The program aims at bridging the gap between business-focused and values-based, humanistic leadership skills.
Designed specifically for graduated who intend to boost their career opportunities in Gender Equality and Diversity Opportunity areas, this twelve month program also provides an excellent opportunity for professionals who want to harness and develop the right skills that add value to a business, whilst embarking on a leadership development journey.
On completion of this programme, you’ll be
Create a personal project work, starting from its development plan, including
the aims, objectives, and resources needed for the implementation, to the
impact evaluation phase.
Critically examine and recognise the leadership potential, under a perspective
of Inclusiveness, Gender Equality, and Diversity Opportunities, together with
its outcomes in political, economic, and social terms.
Understand how to respond to culture and gender assumptions and stereotypes,
including LGBT, to overcome the binary category of gender
and adopting gender fair strategies to combat sexist and discriminating hate
speech on both traditional and online media.
Evaluate and experiment a range of methods and resources to develop and
implement GEPs in Diversity Management and Gender Equality subjects.
Join a global network of local and international companies and associations to broaden
the impact and influence of your own project.
Important: Due to the uncertainty caused by the COVID-19 pandemic, the starting date of the Master’s degree courses may be postponed to the academic year 2021-2022.
The R&I partner CIC NanoGUNE has held two trainings for directors on the topic of sexual harassment during summer 2020. The main aim of the trainings was to raise awareness about the sexual harassment. Different forms of violence against women (and gender-based violence) was discussed, trying to reflect upon what would be sexual harassment (although not everyone understood them the same way), with specific examples of other companies. Law and recent changes in this field were also discussed. The methodology and contents of the trainings can be summarized as follows:
1. Basic aspects about the
theory of gender
of sexist’s violence
3. Sexual harassment and owing
sex: definitions, types, consequences for the victim and at work
legislation about sexual harassment and owing sex
5. Sexual harassment protocols as prevention of labour risks and as part of an egalitarian culture: characteristics, functions and procedures
On 17-7-2020 a new law on corporate management was published at the Government Gazette (Law 4706/2020, Nr of the Gazette
136/A/17-7-2020). Special provision has been taken in favour of women’s
participation in economic decision making. More specifically:
On article 3 it is clearly stated that the composition of the management board of all companies registered at the Athens Stock Exchange must take the issue of gender balance into consideration through the adoption of 25% for the under-represented sex.
So, Greece is included among the EU Member
States which follow the path of the positive measure of quota aiming at the
increase of female participation in economic decision making. It has to be
underlined that during the recent Hellenic Presidency of the Council of the
European Union (January-June 2014), our governmental organization in charge of
equality between women and men promoted the European Commission’s
Directive Proposal on gender balance in the composition of management boards
despite the strong opposition by a minority of Member States.
CIC nanoGUNE is one of the seven piloting organisations implementing a Gender Equality Plan (GEP) under the umbrella of the EU R&I PEERS project. NanoGUNE is a research performing organisation of medium size, employing approximately one hundred people, which focuses on nanoscience and nanotechnology. NanoGUNE launched its GEP in April 2019.
NanoGUNE is very committed to the implementation of its GEP. To strengthen the implementation of the GEP, aligned with execution of the R&I PEERS project, nanoGUNE carried out two key actions:
Establishment of a Gender Equality Committee (GEC)
Hiring of a consultant, Elhuyar Aholkularitza
With the aim of ensuring a credible, sustainable, realistic, and responsible GEP, nanoGUNE has consolidated a transparent, inclusive and participatory process together with its workforce. The main example was the exhaustive online questionnaire carried out between August and September 2018 which aimed at identifying the staff needs regarding eight key areas of action (Table 1).
In addition, three actions were recently carried out at nanoGUNE, in the area identified by the project as Conciliation, as highlighted in the questionnaire on addressing Work-Life Balance issues.
An agreement with a nearby childcare facility with discounts for nanoGUNE employees, and a special arrangement for attendees of conferences organised/co-organised by nanoGUNE in Donostia-San Sebastián
A campaign to organize meetings during core working hours of the institute, between 9am and 5pm
Promoting telework, where possible, depending on the position , if requested, and as required for addressing work-life balance issues
In February 2020, four seminars took place in Athens and Thessaloniki that targeted media stakeholders and tackled sexism in the public sphere. Participants included journalists, university students in media and journalism, and women participating in public fora.
The seminars were hosted by the Greek General Secretariat of Family Policy and Gender Equality (GSFPGE) as part of a European Union project whose objective is to recognize, address and prevent gender discrimination in public debates by reinforcing the capacity of two kinds of stakeholders:
Female politicians in the public sphere ; and
Women in media, including journalists, media studies students, bloggers, etc.
The project, entitled “Gender Public Debate: Capacity building for women candidates and media stakeholders in public debates in Greece,” is co-funded by the EU Program REC 2014-20.
As part of the PEGASUS project, the event also saw launch of an Online Pension Calculator designed to help people calculate future pension benefits based on current and projected employment. By completing three fields, users are given the option to evaluate different career and family life scenarios and assess the impact of their choices on pension benefits. On this basis, they are encouraged to make informed decisions today that will support them in securing pensions.
The Online Pension Calculator aims to create awareness about the so-called “pension gap,” or difference in pension benefits between men and women, which approaches 30% in the EU and 25% in Greece in favor of men. The calculator was developed in the context of the PEGASUS project, whose aim is addressing the Gender Pension in Greece. PEGASUS is being implemented in collaboration between the Greek General Secretariat for Family Policy and Gender Equality (coordinator), the Research Centre for Gender Equality (KETHI) and the National Center for Social Research (EKKE). It is funded by the European Union’s “Rights, Equality and Citizenship” Program 2014-2020.
For more information, please visit the links below:
The National Agency for the Promotion of Scientific Research (ANPR) of Tunisia is a public agency under supervision of The Ministry of Higher Education and Scientific Research. Its primary mission is providing services to professionalize the management of research activities in partnership with effective and equitable socio-economic operators. It plays a crucial role in interfacing with and supporting research organization in the valorization process of research results and technology transfer. As a Research Funding Organization (RFO), ANPR works in a national context, which recognizes the important historic place occupied by women in society in general, and in the field of science in particular.
Tunisia has always been considered as one of the most advanced Arab countries in terms of women’s rights, thanks to a family code promulgated in 1956, followed by the amendment of the labor codes, the penal code and nationality. These legal regulations have strengthened the rights of women in Tunisia.
March 1, 2018 marked the formal adoption of the Gender Equality Plan (GEP) by ANPR, which represents a fundamental action of R&I PEERS project and a key tool for encouraging the improvement of gender balance in ANPR, in its capacity as a Tunisian piloting partner in the project.
The ANPR GEP covers the following six target areas:
Raising awareness of gender bias in decision-making bodies
Raising awareness of importance of gender perspective in research content and curricula and promoting female academics ’research
Improving gender-sensitive language in ANPR’s documents
Raising awareness of gender equality
In the framework of the GEP implementation, ANPR has carried out awareness-raising actions by organizing workshops and training for the benefit of key actors, including mentors, decision-makers, et al. ANPR promotes awareness of the role of women in the R&I ecosystem and showcases achievements of female Tunisian researchers through participation in several national and international events. This latter includes hosting a desk for the RI-PEERS project as part of an exhibition on Horizon 2020 projects at the 9-10 September 2019 high-level conference on “Tunisian-European Science and Innovation Days” [TESI], jointly organized by the Tunisian Ministry of Higher Education and Scientific Research (MESRS), European Commission Directorate General for Research and Innovation of the European Commission (DG RTD), and the Delegation of the European Union (DUE) in Tunisia.
ANPR also participated in the January 2020 international Information Day on Horizon 2020 Calls within the H2020 “Science With and For Society” (SWAFS) Work Programme, by providing testimony on the RI-PEERS project and underlining the importance of the gender dimension in research organizations. Leveraging modern communication tools, ANPR also moderates a dedicated Facebook Group promoting “Success Stories of Tunisian Females in Research and Innovation”.
A community for equal opportunity has also been established that provides a space for discussion and reflection around gender issues in the R&I ecosystem. Thanks to the period of general confinement during the COVID-19 pandemic, ANPR was able to experiment with remote work as an alternative favoring work-life balance, as provided for in the GEP, despite the legal limits of its adoption for public officials. The evaluation of this mode of work is in progress .
Other activities that are planned for implementation by the end of the R&I PEERS project include the following:
Regular training sessions for early career researchers;
Awarding of the Women in Science Excellence Prize; and
Establishing channels to report anonymously disrespectful behavior, abuse and sexual harassment.
The GEP is an innovation in the practices of Tunisian public administration in general, and in the Ministry of Higher Education and Scientific Research institutions in particular. Its implementation raises many challenges that can inspire other structures within the same ministry and far beyond!
Implementation of the R&I PEERS project at MIGAL, Galilee Research Institute Ltd., is designed to develop activities with a group of women researchers from various fields of knowledge and expertise. The idea was to lead research at the MIGAL Institute for scientific excellence and to encourage a research breakthrough.
In the context of the project, a training program was deployed that included a variety of workshops, lectures and meetings aimed at enriching the women’s toolkit, improve skills and create rich scientific and work-life balance. In addition, regional and national industries were engaged in order to contribute to future know-how development at Galilee by increasing involvement of women in the fields of agriculture, environment, biotechnology and food science. This training reached over twenty women researchers.
The challenge addressed by the project is the existing inequality in senior research positions. A survey conducted at the beginning of the project indicated that, despite gender equity at pre-admission stage, the balance between women and men diverges considerably in among primary researchers.
The women’s training program in research that been carried out all year has been a huge success and we have a new plan for next year.
On October 14,2019, the second Mutual Learning workshop under the topic of “Towards the identification of measures and actions for successful Gender Equality Plans implementation within Research Performing Organisations (RPO)” took place in Ljubljana in collaboration between the Znanstvenoraziskovalni Center Slovenske Akademije Znanosti In Umetnosti (ZRC SAZU) and the Cyprus Neuroscience & Technology Institute (CNTI).
The workshop was executed following the principles of the methodology of
the Structured Democratic Dialogue (SDD) and was attended by fifteen (15) participants
holding either research or administrative positions in their institutions. The
goal of the workshop was to identify measures/actions (administrative,
organizational culture-related, financial, legal…) which could be taken to
make Gender Equality Plan implementation beneficial for all employees in
The main conclusions of the workshop were the following:
Organisational and political support on implementation of gender equality: Women’s gender representation principle should be applied when appointing work bodies and preparing legal acts and other strategic documents in order to assert the role of women and gender. These action plans should have an obligatory nature, be supported by policy and thus follow a top to bottom approach;
Awareness raising: Raising awareness of unpaid care work within academia and institutions is an important factor to ensure that all employees benefit from the implementation of GEPs;
Management support: The role of superiors in the implementation of GEPs is vital in a way that if they are careful and responsible about gender equality in their institutions, then it is expected that the whole institution will support the new ideas. It is easier to implement gender equality in the whole organization if there is support at a higher level;
Inter-institutional cooperation: All stakeholders involved in gender equality plans should be brought together and the knowledge already generated from their past experience to be collected and published at one place in order to benefit academia and other stakeholders interested in designing their GEPs.