Community Research and Development Information Service - CORDIS

FP7

GENDERTIME Report Summary

Project ID: 321491
Funded under: FP7-SIS
Country: France

Periodic Report Summary 1 - GENDERTIME (Transfering Implementing Monitoring Equality)

Project Context and Objectives:
The project
The aim of the GenderTime project is to identify and implement the best systemic approach to increase the participation and career advancement of women researchers in selected institutions where self-tailored action plans are implemented. Institutions involved in GenderTime are intentionally very different in terms of size, discipline, history, etc. in order to experiment in various situations and to create a synergy among scientific partners. The plans will involve activities as recruitment, retention and promotion policies, supporting work-life balance measures, updated management and research standards, supporting policies for dual careers-couple, etc. To guarantee the real implementation of structural change in each Institution a central role will be assumed by the transfer agents. A crucial point will be the real commitment of organizational heads of each participant.
There are 7 GenderTime partners across Europe, implementing self-taylored action plans in their institutions.
The objectives
1. To identify among the participating institutions the best systemic approaches to increase the participation and career advancement of women researchers, at organisational level in each institution, at social and cultural level with actions aimed at changing the gender climate; at European level, through increasing cooperation between universities and research labs.
2. To define and implement realistic and effective self-tailored Actions Plans taking advantage of knowledge transfer between new-comers and experienced institutions across Europe.
3. To monitor and evaluate action plans through self-tailored monitoring tools.
4. To facilitate the transfer and exchange of experiences between partners through a mutual learning process and knowledge transfer workshops at different levels and exchanges of personnel.
5. To multiply the transfer and the exchange of experiences between the consortium and other EU higher education and research institutions in order to ensure a maximum impact of the project.
6. To produce a toolbox and monitoring tools to implement gender policies and structural change.
7. To disseminate the guidelines and monitoring tools.

The consortium will cooperate on common actions to transfer knowledge between relative newcomers and institutions with experience on gender aware management. Besides a measurable change in the participating institutions through evaluation instruments such as tailor-made indicators, the outcome of the project will be to produce tested toolbox and management tools for future action plans in institutions interested in similar approaches.
Comparative analysis of GenderTime experiences will identify the best self-tailored actions according to cultural contexts, disciplines, etc. and the factors for a successful sustainable implementation.
GenderTime general objective is to contribute to an organizational and structural change in European research and to disseminate at all levels the tools to implement it.

Project Results:
During the first six month of the project the work performed concerned mainly the launch of the project:
- Kick off meeting in January 2013
- Building web portals for internal and external communication
- Editing dissemination material (posters and flyers)
- 1st Workshop about knowledge transfer with the participation of the transfer Agents of seven implementing action plans institutions
- Definition of actions plans in each institution, analysis of existing measures (deliverable D2.1)
- 2nd meeting of the project and open event with other EC similar projects in June 2013

The work performed during the period between 7 and 18 months was focussed to the implementation and monitoring of the action plans and knowledge exchange among partners:
- Translation of the dissemination material in national languages
- Establishment, customization and maintenance of the private side of the GenderTime portal
- 3rd project meeting in December 2013
- Internal workshop to allow partners to work together on action plan implementation through a discussion of successes and challenges
- Creation of an overview and review of previous research literature on monitoring of gender equality and of implementing action plans
- Consultation with experts on the topic of implementing gender equality action plans in order to draw on their experiences and knowledge in the field
- Starting of the monitoring of the outcome mainly with involving the partners in tailor making the cultural staff survey to fit their specific national and cultural context and the intended target groups of the survey. Each institution managed this tailor made adaptation. The seven different versions of the survey were set up on the website. Starting to the analysis of the results of the survey
- Preparation of didactical concepts for knowledge transfer workshops for transfer agents and multipliers (deliverables D4.1 and D4.2)
- 2nd workshop aimed at transfer agents and multipliers inside GenderTime, with the overall aim to transfer GenderTime’s knowledge within the consortium’s organisations
- Revision of actions plans and evaluation of the degree of implementation of measures (deliverable D2.2)
- Start of the work about the methodology for structural change

Impact Evaluation
- Checking the Status Quo and prerequisites at every participating institution. It aims at measuring data around the status of Gender Action Plans at the participating organisations. It is divided into 5 topics around the Gender Action Plans: (1) Career development, (2) flexibility and managing career breaks, (3) national context, (4) organisational context, and (5) sensitisation / culture. The analysis looks into the present situation and the planned activities including time frames.
- Interviews with the transfer agents and WP leaders look at the perceived impact of and the expectations on the GenderTime Project. The interviews were conducted in June 2014 at the project meeting in Belgrade.

Dissemination
- Presentation of the GenderTime project at six (6) conferences in Europe and America, participation at eight (8) round tables/ meetings and ten (10) press releases in different partner countries. Additionally, one (1) journal article was published.
-Organization of four (4) networking events with other projects (EGERA, STAGES, FESTA, GENIS LAB, INTEGER, GENOVATE).

Potential Impact:
GenderTIME project will contribute to an organizational and structural change and to transform institutional practices and culture in European research and scientific decision-making bodies through real implementation of actions plans in selected research and academic institutions to support gender diversity and equal opportunities between women and men.
GenderTIME aims to identify and implement the best systemic approach to increase the participation and career advancement of women researchers in selected institutions where realistic and effective self-tailored action plans are implemented.
GenderTIME deals with the implementation of gender equality measures on a cross-cultural level with the aim to develop a more gender-diverse scientific workforce in the participating institutions as a long term perspective. Important is the integration of various perspectives in Gender TIME’s approaches leading from recruiting girls for STEM to the retention and progression of women scientists in the relevant fields. A basic idea is that only an overall institutional approach can lead towards gender quality on all areas and hierarchies.
To guarantee the real implementation of structural change in each Institution a central role will be assumed by the Transfer Agents. A crucial point will be the real commitment of organizational heads of each participant.
With a view to supporting research and academic institutions towards the best systemic approaches to enhance gender diversity and equal opportunities between women and men, GenderTIME will generate a toolbox and monitoring tools to implement gender policies and structural change and will provide valuable knowledge and experiences that could be useful at different levels:
- At organisational level in each selected institution, through a mutual learning process and knowledge transfer workshops at different levels and exchanges of personnel.
- At organisational level in similar European research and academic institutions, taking advantage of knowledge transfer between new-comers and experienced institutions across Europe.
- At social and cultural level with actions aimed at changing the gender climate, multiplying the transfer and the exchange of experiences between the consortium and other EU higher education and research institutions in order to ensure a maximum impact of the project.
- At European level, through increasing cooperation between universities and research centres, providing a toolbox and monitoring tools to implement gender policies and structural change and disseminating guidelines and monitoring tools.
Through the external evaluation the transferability of gender equality actions will be critically observed and questioned. These learning processes will especially help for providing support to other entities which are interested in taking up activities proven or further developed in Gender TIME. Transferring the gathered knowledge to interested stakeholders is embedded in the project idea right from the beginning.
An overall aim is it to ensure the continuation of implemented activities at partner institutions even without the financial contribution of the European Commission. By involving non-academic stakeholders from industry … To:
- Increase in women at higher research grades and above.
- Increased prominence of women in school at all levels.
- Improve working culture in the school to embrace work-life balance measures and family friendly policies.
- More open communication with staff post-employment. Embedding of exit interviews into school procedures, this would lead to initiatives in the school to counter balance some of the reasons for leaving (for example problems with contracts, career progression, working culture).
- Gain Athena Swan award.

List of Websites:
www.gendertime.org

Related information

Reported by

EGALITE DES CHANCES DANS LES ETUDESET LA PROFESSION D'INGENIEUR EN EUROPE ASSOCIACION
France
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