CORDIS provides links to public deliverables and publications of HORIZON projects.
Links to deliverables and publications from FP7 projects, as well as links to some specific result types such as dataset and software, are dynamically retrieved from OpenAIRE .
Deliverables
A special section of the LIBRA project website will be dedicated to career development for young scientists and offer information and advice regarding all questions around building a career in science. It will be included with the project website (P1) and will not exclusively address the young female researchers from the IOs but be targeted towards all young researchers in the wider scientific community.
Project website live (opens in new window)Project website will be built and published
We plan to organise two career network meetings in conjunction with career workshops, which will be open for all interested researchers. These meetings will include scientific talks by women scientists, role model talks and discussion groups.
Sex/Gender dimensions in research workshop (opens in new window)Sex/Gender dimensions in research workshop to engage funding bodies and industry
sex/gender consideration (opens in new window)Results of the survey of sex/gender consideration across participating institutes
Content for WLB training course (opens in new window)We will create and deliver training for leaders from HR departments and senior scientific staff as appropriate, on topics related to WLB, labour law, equal opportunities, impact of WLB on the institute.
Final report (opens in new window)Final report
Outreach activities summary (opens in new window)Content of web-based WLB induction module (opens in new window)
We will generate the material for a web-based induction module for all new institute staff highlighting the importance of WLB which can be tailored to individual institute requirements.
Case studies on sex/gender dimension in research (opens in new window)Collection and web publication of case studies on sex/gender dimension in research projects
Networking overview (opens in new window)To capitalise on results obtained by other ongoing initiatives and to ensure we engage with a range of stakeholders, partners will actively engage in networking. All related activities will be summarised and reported.
"Integration of ""sex/gender dimension in research"" induction module" (opens in new window)"Integration of ""sex/gender dimension in research"" induction modules in PhD programmes and GEPs"
Inventory of WLB best practice (opens in new window)Inventory of WLB best practice obtained from WP1 survey and individual IO policies
Data management plan (opens in new window)A Data Management Plan (DMP) will be drafted at the beginning of the project, and continuously revised. The DMP will detail the plan for data collection, storage and analysis.
Job announcements according to published guidelines (opens in new window)Job announcements published on the EU-LIFE, IO partner, and project websites with language and content according to published guidelines
Guidelines and policies (opens in new window)Guidelines and policies for gender balance in research institutes
Summary of Gender Bias Workshops (opens in new window)Summary of 10 Gender Bias Workshops for Supervisors linked to the GEPs
Selected participants for Career Development Programme (opens in new window)For the Career Development Programme approx. 20 postdoctoral researchers will be selected from the IOs.
10 IO GEP sustainability plans (opens in new window)During the last year of the project, they will start drafting sustainability plans that will be exchanged and revised until reaching a consensus at the institute and consortium level. At the end of the GEP implementation, events for presenting the work done within the involved institutes will be organised and carried out.
Hands-on workshops (opens in new window)Report about focused hands-on workshops open to other research organisations and stakeholders
1st Career Network meeting (opens in new window)We plan to organise two career network meetings in conjunction with career workshops, which will be open for all interested researchers. These meetings will include scientific talks by women scientists, role model talks and discussion groups.
Online training module on sex/gender dimension in research (opens in new window)Training on how to include a sex/gender dimension in basic and applied research, which will be implemented in a online module.
Published GEP recruitment guidelines (opens in new window)Published GEP recruitment guidelines including a description of gender-appropriate job announcement language, how to fairly assess a candidate’s CV, and interview question guidance.
GEP training workshop for HR representatives (opens in new window)GEP training workshop for HR representatives on best practices in hiring to avoid gender biases
Mid-term revision of the dissemination plan (opens in new window)With the support of communication professionals at each partner institute, the project manager will coordinate the mid-term revision of the initial dissemination plan, where objectives, target audience, actions and indicators will be clearly identified.
Monitoring Tools (opens in new window)Once the GEPs are designed in detail by each IO (see WP2), the Monitoring and Assessment Unit (MAU) will define two types of monitoring tools: 1. GEP monitoring cards that indicate the actions to be monitored and their timing; questions concerning relevant issues in implementation will be also included; 2. WP monitoring cards that focus on similar actions implemented by each IO in the 4 different areas (WP3-6); they will be similar to a short open questionnaire to be administered by the WP leaders. A draft version of the monitoring tools will be presented to and discussed with the IOs and the WP leaders and modified as necessary for its approval.
Results on the effects of the newly implemented recruitment strategies (opens in new window)We will monitor gender balance at each stage of the recruitment process for each advertised scientific position by recording the numbers of men and women who applied for the role, those who were short-listed, interviewed and finally appointed. Data analysis results will show the effects of the newly implemented recruitment strategies throughout the project
WLB training course for HR (opens in new window)Training course in WLB for HR managers/senior staf
Publication of 10 IO institutional GEPs (opens in new window)After the design phase has been completed, the GEPs will be officially launched in each IO partner by the directors and the GEP leaders.
Sex/gender dimensions in research policies (opens in new window)Document of institutional policies and best practices on sex/gender dimensions in research
WLB case studies (opens in new window)Case studies of scientists who have achieved a good WLB
Assessment criteria for WLB (opens in new window)Document of assessment criteria for WLB for inclusion in WP1 survey
Impact of WLB changes (opens in new window)Questions for assessing impact of WLB changes (to include in final survey)
List of IO GEP teams and leaders (opens in new window)Each IO will appoint a team with a leader who will be dedicated to GEP design, implementation, closure and sustainability.
Gender Handbook (opens in new window)Gender Handbook for evaluation of faculty members
Report on “My Life in Science” seminar series (opens in new window)Report on “My Life in Science” seminar series about WLB experiences in science (from both men and women)
The initial Data Management Plan will be revised.
Searching for OpenAIRE data...
There was an error trying to search data from OpenAIRE
No results available