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Gender Equality Actions in Research Institutions to traNsform Gender ROLES

Periodic Reporting for period 2 - GEARING ROLES (Gender Equality Actions in Research Institutions to traNsform Gender ROLES)

Reporting period: 2020-04-01 to 2021-06-30

Gender equality is one of the key challenges facing today's society. Worldwide, it manifests itself in many ways, including wages, employment opportunities and access to education. The United Nations Sustainable Development Goals (SDGs) seek to address some of today's most important global problems, and SDG 5 aims to address the issue of gender equality. Ending all forms of discrimination against women and girls is not only a basic human right, but is also crucial to accelerating sustainable development.
Still today, by arranging women and men in hierarchically separate roles, the way scientific knowledge is created, implemented and transmitted into society is not free from the regional and systemic structure that creates gender inequalities. Research indicates that the perpetuation of overt and indirect sex and gender inequalities and inequalities in study output is minimal, and that instead inequalities are the results of more covert mechanisms such as biases, stereotypes and gender roles. In any case, working towards gender equality matters because it is not only a matter of social justice, but can also lead to increased success and effectiveness.
Through the implementation of 6 Gender Equality Plans (GEPs), GEARING-Roles aims at challenging and transforming gender roles and identities linked to professional careers, and work towards real institutional change. The project's main objective is to promote structural change in the 6 GEP implementing institutions, questioning and transforming traditional gender roles at the micro, meso, and macro levels. The main tool for promoting institutional change is the implementation of 6 GEPs following the methodology described in the GEAR Tool.
In addition to the general aim of promoting structural change in the GEP implementing institutions, GEARING-Roles holds four specific objectives:
1. Female career progression: To remove barriers to female recruitment and devise Personal Career Development Plans (PCDPs).
2. Leadership and decision-making: To address gender imbalances in the representation, processes, and the promotion of women leadership in research institutions.
3. Education and research: to provide alternative references in traditionally male dominated areas (STEM) and in those where women are majority but kept under glass ceilings (Health & Care, Hum, Law, SSCC in general) by strengthening the gender dimension in research programs and methodologies, fostering gender knowledge and scientific production in relation to gender and feminist studies, and by reinforcing women researchers’ careers.
4. Promotion of Gender Equality in Research Organisations and key stakeholders for the reinforcement of ERA: disseminate the common framework and outputs for institutional gender assessment, planning, monitoring and evaluation to establish commitment to gender equality in major European stakeholder organisations and build a sustainable long-term network of organisations advancing gender equality.
In the period reported, the approval of the six equality plans within the consortium should be highlighted. This last year has therefore focused on the achievement of the fourth phase of the GEAR Tool, i.e. the actions have been aimed at promoting structural change in the organisations in order to achieve institutions that are more sensitive to equality between women and men and, above all, institutions that promote the achievement of gender equality.
Following the structure of the GEPs, gender equality has been promoted in different dimensions: recruitment and promotion, gender in teaching and research, leadership, harassment, and communication.
In the period under consideration, we consider that some of the many actions carried out can be highlighted. In this sense, we should mention the FELISE mentoring programme, which has put mentees and mentors in contact with each other both within and between universities, and whose evaluation by the participants has been very positive. We would like to highlight the desire for continuity that this project has in some of the participating universities, for example, UDEUSTO intends to replicate it in the doctoral programmes.
We consider that the relationship and collaboration with other SisterProjects in social media campaigns and in the organisation of workshops and training seminars are an important milestone of this last year. Networking gives greater visibility and, above all, allows us to take on a lobbying role to generate pressure both inside and outside institutions.
During 2020, Gearing Roles Second Annual conference was organised by Sabancci in online format. The conference achieved a great success, with important participation of Turkish stakeholders and relevant and very interesting interventions. In addition, the participation of students from Sabanci and other universities was encouraged. This allows us to link with another of the achievements of the project this year: the involvement of students and their active participation in different awareness-raising and dissemination actions.
Finally, we cannot fail to mention the game "Nobel Run" which has meant for the Gearing-Roles project to be " Project of the month"
One of the main challenges of the project is how to consolidate the GEPs and equality actions in the participating universities. It is important to generate structures and, above all, to consolidate decision-making processes in different areas (human resources, education, research, communication) that will enable further progress in achieving equality between women and men once the project is over. We consider that the project is progressing in this direction and is succeeding in influencing certain internal dynamics that will make it possible to provide continuity to the equality actions and measures. A relevant milestone is related to the approval of the 6 GEPS during this second reporting period despite the pandemic and the number of actions already in place.
It is important to consider the impact that the equality measures implemented have not only in the organisations but also beyond them. The equality policies promoted and communicated by universities serve as an example and a reference for other organisations and for the society to which they belong. It is important to ensure that universities assume that equality policies can and should be one of their signs of identity, as this will allow them to reinforce their role as a reference in terms of gender equality in their environment.
Consortium in Lisbon