Work Package 2

Assessing gender + inequalities and bias

Leading partner: METU

The main objective of this WP is to continuously enhance the instruments (surveys, reports, indicators) to monitor and assess gender-based inequalities & discriminations, and their potential intersection with other relevant inequality grounds, including age, disability, sexual orientation and other personal circumstances.

This WP will thus provide the background material against which planned measures and activities, including gender training activities, will be assessed. It will thus be crucial for an effective implementation of structural changes to be attained through Gender Equality Action Plans and Gender Training plans.

The main outputs of WP2 will take the form of regular, increasingly comprehensive gender equality reports that will provide valuable instruments for the monitoring of our project (WP8).

Beyond the collective discussion of the preliminary diagnoses already established for the proposal (through open forums held between M6 & M9 in each partner institution), the objective to continuously enhance monitoring instruments will result in a collaborative work aiming at the production of shared methodologies, and regular reports. This work will notably take the form of experience exchange workshops on human resources indicators, gender culture indicators and intersecting inequalities.

Those exchanges will consist in particular in refining indicators and targets fixed for the different priorities set up in the Gender Equality Action Plans: Recruiting, Promoting & Retaining Women in Research; Building Gender Friendly Work Environments; Mainstreaming Gender in Research Contents and Curricula; Training Academic Communities. These tools are to be adapted and fine-tuned in order to meet domestic needs & realities.

Within this WP, annual gender equality reports will be produced from M12 to M48, including the regular updates brought to the scope of inequalities and discriminations covered and to the indicators.

Description of work

1. Experience exchange workshops (M5-17) will be held on months 5 (Nijmegen), 11 (METU-Ankara) and 17 (Barcelona). They will be conceived as open forums for the discussion and critical assessment of monitoring tools implemented by respective partners. Workshop to be held on M11 will specifically address gender equality culture indicators, thus going beyond the mere development of human resources indicators, also bringing into the discussion qualitative instruments and a broader perspective on gender equality in academic communities. Experience exchange workshops will be partly structured around the use of participatory, experience-based methodologies inspired from service design, in order to come up not only with effective, but also genuinely innovative indicators.

2. Enhancing HR indicators (M5-17) will entail a critical assessment of existing instruments in each partner institution as concerns the collection and sex-disaggregation of data on human resources (recruitment, promotion, access to on-the-job training, salaries, part-time vs. full-time employment, types of contracts…), as well as the relevance and validity of indicators and their enhancement. It will also consist in a broader reflection on targets and the use of qualitative indicators regarding the transparency of information on available positions or (funding) opportunities, the support from scientific and administrative management, and accountability within the institution.

3. Preliminary Reports forums (M4-M9) will consist in collective discussions of the challenges, gaps and major inequalities or sources of discrimination identified in the consolidated versions of the preliminary assessment reports produced by partner institutions during the proposal phase. This discussion will take place in the form of at least two seminars per institution, with the participation of core-team members, of representatives of social partners (trade unions, students’ organizations…) and of top-level administrative and scientific managers. These seminars will aim at the full endorsement of identified challenges and measures to be firstly implemented. Forums will also provide a first opportunity to discuss the enhancement of indicators – where necessary, and of the targets to be pursued through the implementation of GEAPs.

4. Measuring resistances (M6-48) will support the transversal reflection engaged through WP2, WP3, WP4 and WP5, with respect to individual and institutional/organizational resistances at play which may hinder the advent of gender equality in research institutions. Drawing upon tools tested in other projects, it will aim at designing valid instruments to assess the depth and range of these resistances, in order to better address it through appropriate actions. This task will notably support with the collection of empirical evidences, the mapping exercise carried out under WP3 and the targeted training instruments experimented under WP4.

5. Building gender equality culture indicators (M10-14) will engage a broader reflection on the relevant indicators of a gender equality culture, going beyond the analysis of the vertical and horizontal gender segregation, building indicators to measure the knowledge and sensitivity of academic communities with respect to gender equality. This task also participates from a more inclusive approach, taking into account potential intersections between different inequality grounds. These indicators will be used for gender equality culture surveys to be carried out under WP3.

6. Gender equality reports (M12-36). This task will summarize and implement the outputs of tasks 1 to 4, through the production of thorough guidelines & templates for the realization of annual gender equality reports integrating fully-fledged indicators and targets. These reports will be delivered annually from M12, once the discussions on preliminary assessment reports, HRM indicators and measuring resistances will be completed. The last GE report will be included to the final report (WP1).