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 oss-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 2. Gender balance and 3. Gender dimension in decision-making equal opportuni<es in research and innova<on processes project teams at all levels (R&I) content • taking into • in order to reach the • with the introduc<on of target of 40% of the “gender balance in • account as relevant teams” as a ranking • under-represented sex biological characteris<cs factor in the evalua<on in panels and groups as well as social and of proposals. and of 50% in advisory cultural features of groups. • 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 GENIS GE NIS L LAB AB Th The Gen e Gender er i in S Sci cien ence a ce and T Tech echnol olog ogy 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 or organiza<on onal cu culture e • to to fi fight ht against nega<ve ve ste tereotypes, within research organiza<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 onal 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 organisa<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 onal 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 of 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 ory 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 of 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?

• PGA Reports • idenDficaDon of prioriDes and strategies • Interviews focusing on Gender budgeDng • definiDon of acDons for each of the 3 • mapping of the dimensions stereotypes in the organisaDon • descripDon of the acDons • LABs: collecDon of tools and pracDces • definiDon of monitoring indicators Assessment Planning ImplementaD Monitoring on • monitoring of TAP • integraDon of the implementaDon acDons in the according to idenDfied framework of the indicators awareness campaign • support from external • implementaDon of the experts acDon

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 offer 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 of 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 on Cou Country y 1 – IHS Ins<tute for Advanced Studies Austria 2 – ARACIS Agen<a Romana de Asigurare a Calita<i in Romania Invatamantul Superior 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 Greece Policy 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 TARGET 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 will 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 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)

Reflec<ve approach 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

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