Work Package 3

Building gender friendly environments

Leading partner: UA


Through the motto of building “gender friendly” environments, understood as working environments in which individuals of both sexes are equally free to develop & enhance their personal skills and capacities, WP3 covers a broad range of issues, including work/private life conciliation, working cultures, formal and informal decision making processes, PhD supervision formal and informal rules, or gender-sensitive communication, but also more contentious problems as sexist violence or sexual harassment in the academia. These issues will be tackled with view to develop organizational cultures favourable to gender equality.

WP3 simultaneously aims at structuring HRM-related actions planned in the Gender Equality Action Plans, and will therefore articulate a fully-fledged approach to the career progression & retention of women in science, both through the design and experimentation of targeted measures in the field of conciliation, and the definition of a gender equality culture.


Description of Work

1. Mapping of resistances to conciliation measures (M1-5) Conciliation measures, in a broad sense, are often seen as part of the solution to build up gender sensitive work environment and limiting the effect of gender bias. It will be the objective of this task to document individual and institutional resistances to conciliation measures, in order to elaborate a “business case” of conciliation in research and support the effective implementation of innovative actions. The scope of conciliation measures will include all kinds of actions aimed at conciliating work/private life, notably with respect to working hours, care facilities, assistance to academic mobility, meeting cultures, etc…

2. Designing targeted conciliation measures (M6-14) will aim to produce tailor-made, innovative conciliation measures, taking into account:
– Existing good practices within/outside the consortium
– Domestic features
– Potential resistances.
Specific guidelines will be produced under for the design of work/life conciliation measures (M5).

3. Pilot study on gender equality culture in the academia (M7-12) to be carried out at Antwerp University, will feed the discussion on gender culture indicators to be held under WP2. Drawing upon previous works and experimentations in addressing gender equality through the broader concept of gender culture, it will elaborate on the major obstacles/challenges for the promotion of a gender equality culture and its combination with scientific excellence.

4. Building gender-sensitive communication (M9-21) will aim at providing the consortium with a detailed charter to prevent gender bias in internal and external communication (through the means of academic printed or oral communication, exhibitions, visual communication, advertisement of teaching and research activities and jobs…). A workshop will be held on M19 and the Charter will be released on M21 after its thorough discussion/revision through the on-line CoP.

5. Addressing sexist violence & harassment (M11-23) will engage with an often under-estimated and neglected issue in the academia. The state of the art in participating countries and potentially inappropriate resolution instruments and procedures, will be identified through the diffusion of a detailed questionnaire sent to 100 research institutions in the EU-28. An issue-specific workshop will be held on M19 and joint recommendations will be released on M23, to be fully endorsed by partner institutions.

6. Gender equality culture surveys (M13-45) Following the conclusions of the pilot study carried out under this WP and of the workshop held under WP2, these surveys will be conducted annually in each implementing institution from M17, following specific guidelines issued on M14, in order to measure potential improvements as results of actions undertaken through GEAPs.

7. Experimentation of conciliation measures
(M13-48). Measures designed under task 2 of this WP will be experimented and monitored in participating institutions. The internal monitoring and evaluation process will involve social partners and HRM structures.