Genderasacross-cu-ngissueinR&DProjects.FGBexperience

BarbaraDeMicheli

www.fondazionebrodolini.it/en

FGB & Gender, Diversity e Innova<on

Genport ingenere.it MasterGEDM

Target Genislab Expertnetworks

www.ingenere.it

Promo<ng gender equality in Horizon 2020

Gender dimension as a

Cross-cu1ng 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 of 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

GENIS LAB The Gender in Science and Technology LAB

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 improve women researchers working condi<ons •  to improve women researchers carriers opportuni<es in

research organiza<ons

•  to improve organiza<onal climate workplace, ac<ng on organiza<onal culture

•  to fight against nega<ve stereotypes, within research organiza<on but also in a more general context •  to contribute to the crea<on of posi<ve models

GENIS LAB Consor<um

Three dimensions

1) Human Resources Management and Gender

2) Organiza<onal Culture and Stereotypes

3) Gender Budge<ng

Three dimensions 1) Human Resources Management 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) Organiza<onal Culture and Stereotypes

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) Gender Budge<ng

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. Gender par<cipatory audit 2. Gender budge<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. Ridefining 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?

•  integraDonoftheacDonsinthe

frameworkoftheawarenesscampaign

•  implementaDonoftheacDon

• monitoringofTAPimplementaDonaccordingtoidenDfiedindicators

• supportfromexternalexperts

•  idenDficaDonofprioriDesandstrategies

• definiDonofacDonsforeachofthe3dimensions

•  descripDonoftheacDons

• definiDonofmonitoringindicators

• PGAReports•  InterviewsfocusingonGenderbudgeDng

• mappingofthestereotypesintheorganisaDon

• LABs:collecDonoftoolsandpracDces

Assessment

Planning

ImplementaDonMonitoring

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

GenPORT offers… •  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.

TARGET The project, the aims, the challenges and the role of the community of prac<ce

Overview of TARGET H2020-SwafS-03-2016-2017(SupporttoresearchorganisaDonstoimplementGenderEqualityPlans)

Projecttype:CoordinaDonandSupportAcDon

GrantAgreementNo.741672

DuraDon:48months(05/2017-04/2021)

10Partners–7GEIIs,2supporDnginsDtuDons,coordinatorandevaluator

Budget:ca.2,000.000€

Partners Partner No. Organisa<on Country

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

OverallobjecDveofTARGET

•  contribute to the advancement of gender equality in R&I by suppor<ng a reflexive gender equality policy in seven Gender Equality Innova<ng Ins<tu<ons (GEIIs) in the Mediterranean basin,

•  ini<ate a na<onal discourse on gender equality in R&I and

•  contribute to the interna<onal discourse 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 itera<ve and reflexive process towards equality at the ins<tu<onal level

•  the establishment of a community 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, change for achieving gender equality in R&I means

1.  addressing gender bias in human resource management (recruitment, reten<on and career progression of female researchers)

2.  addressing gender imbalances in decision-making processes

3.  strengthening the gender dimension in R&I content and Higher Educa<on curricula

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

•  policy 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

•  researchers - greater access to new approaches to develop and analyse GEPs

Expected impacts

TARGET www.gendertarget.eu

TARGET www.gendertarget.eu

Thanks!

demicheli@fondazionebrodolini.eu