Resources & examples
General Measures to Improve Gender Equality (GE)
Use gender-sensitive communication: use of gender-sensitive language and make sure that stereotypes are avoided both in linguistic and visual representations – SUPERA, Guidelines for gender-sensitive communication in research and academia, 2020)
Describe as clearly as possible the qualities of the applicants in a way women feel included
Flag gender-relevant topics – EC, Horizon 2020, flagging of gender-relevant topics; installation of a Horizon 2020 Advisory Group for Gender – GENDER-NET (IGAR Tool)
Include gender-specific topics – EC, Horizon 2020, flagging of gender-relevant topics; installation of a Horizon 2020 Advisory Group for Gender
Use a wide range of channels (social media, mailing lists)
Ensure promotion in less privileged institutions
Include coaching for applicants from under-represented groups, especially young female researchers
Use gender-sensitive communication (gender-sensitive language, gender-neutral colours and formatting, non-stereotypical visual representations) – SUPERA, Guidelines for gender-sensitive communication in research and academia)
Encourage minorities to apply (women, people of colour, LGBTQ+)
Consider offering training/capacity-building for applicants on how to include the gender dimension – Canadian Institutes of Health Research – Irish Research Council, Guide for Appli- cants, 2019
Ensure the proposal template integrates gender equality (dedicated section; probes; …) – TA-CR ZETA Programme
Explanation of how gender and sex are integrated into the research proposal (if not, justification) – Canadian Institutes of Health Research – Stanford University: Gendered Innovations in Science, Health and Medicine, Engineering and Environment
Make sure that the design of the research proposal allows for data disaggregation by sex and gender to facilitate sex and gender analysis – GENDER-NET (IGAR Tool)
Appropriate consideration of relevant ethical issues that may have particular implications for men and/or women in similar or different ways – GENDER-NET (IGAR Tool)
A robust strategy for knowledge dissemination/translation to facilitate the appropriate application of the research findings to the specific needs of men and/or women – GENDER-NET (IGAR Tool)
Training of panel members and awareness-raising of biases’ functioning – GENDER-NET (IGAR Tool) – The Royal Society, Understanding of Unconscious Bias
Reserve enough time for evaluations; biases are more likely to occur when multitasking – EC, Implicit Gender Biases During Evaluations: How to Raise Awareness and Change Attitudes?, 2017
Avoid vague and subjectively motivated evaluations
Make sure that the same criteria are used for all applicants
Self- examination of judgment during an evaluation
Notice other evaluators’ possible bias
Establish criteria for assessing scientific excellence
Provide strategic guidance to evaluators with the necessary tools for effective analysis of sex and gender integration – Canadian Institutes of Health Research – TA-CR ZETA Programme – HEA National Review of Gender Equality in Irish HE Institutions
Privilege quality over quantity when assessing publication – A Gender-Neutral Process. The Swedish Research Council’s Review Panels, 2016
Follow the guidelines of the San Francisco Declaration (DORA)
Have gender experts in the evaluation committee – Science Europe, Practical Guide to Improving Gender Equality in Research Organisations
Inclusive assessment – Written assessment & Assessment committee meetings (videos by NWO)
Criteria used for ranking ex aequo
Bonus criteria – TA-CR ZETA Programme – GENDER-NET (IGAR Tool)
Having a GECAS (Gender Equality Certification or Award Scheme) as bonus criterion for funding – HEA National Review of Gender Equality in Irish HE Institutions
Periodic reports on all the GE policies – GENDER-NET (IGAR Tool)
Gender Balance in Teams
Implementation of quotas for women’s representation or specific and realistic targets in the decision-making organs – GEECO-Deliverable 7.2: Promoting gender equality in the evaluation process: guidelines for jury members, reviewers and research funding organizations’ employees
Make sure that women and minorities are represented in the panels and events that promote the call – SUPERA, Guidelines for gender-sensitive communication in research and academia, 2020)
If there is more than one applicant, the research team should include at least 40% of women – HEA National Review of Gender Equality in Irish HE Institutions
Promote cooperation and co-authorship among applicants
Implementation of quotas for women’s representation or specific and realistic targets in the selection committees – GEECO-Deliverable 7.2: Promoting gender equality in the evaluation pro- cess: guidelines for jury members, reviewers and research funding organizations’ employees
Priority for gender-balanced teams in the case of ex-aequo ranked proposals
Bonus funding only granted at the end of the project if it was led by female researcher(s) – Vienna Business Agency
Make sure that women and men have the same success rate and receive the same average amount of funding – Swedish Research Council, Strategy for gender equality at the Swedish Research Council, 2014
Periodic reports on the advancement of the research and the composition of the teams – GENDER-NET (IGAR Tool)
Stipulate that all conferences funded by the research funding agency should be balanced – HEA National Review of Gender Equality in Irish HE Institutions
Monitor reasons why researchers discontinue their work – HEA National Review of Gender Equality in Irish HE Institutions
Work-Life Balance
Extend eligibility windows in programmes with age or time limits
Include a “special circumstances” section to consider career breaks related to care duties (maternal and parental leaves, taking care of a sick relative, etc)
Make costs related to care duties of researchers in projects eligible for funding – GEECO-Deliverable 7.2: Promoting gender equality in the evaluation process: guide- lines for jury members, reviewers and research funding organizations’ employees
Include a “special circumstances” section to consider career breaks related to care duties (maternal and parental leaves, taking care of a sick relative, among others) and sick leaves – GEECO-Deliverable 7.2: Promoting gender equality in the evaluation process: guidelines for jury members, reviewers and research funding organizations’ employees)
Avoid penalisation for maternal/parental leave when evaluating proposals
Consider career breaks related to care duties and sick leaves the “special circumstances” section
Gender Equality Plans
Present the adoption of a GEP as a quality mark – EC, Implicit Gender Biases During Evaluations: How to Raise Awareness and Change Attitudes?, 2017
Having a GEP as a bonus criterion