Gender Equality in Research

Gender Equality in ResearchWomen hold fewer than 20% of all

higher academic positions

YET

Account for over 55% of all university students

Mirrors broader picture

Women in Research• Gender imbalance in sector not a reflection of

region• Projects chosen based on academic excellence

& meritIssues Greater participation in discipline Greater participation in employment Greater participation @ senior levels

Obligation = Horizontal Gender Equality PrincipleData returnGender Equality Action

Gender Equality?• EEA Acts promote equal opps & eliminate

discrimination for women & men• Positive action to address under-

representation• Gender mainstreaming – integrating

gender into policy-making Consultation Participation Data collection Impact Assessment Monitoring

Horizontal Principle?

Equal Opportunities is a horizontal principle for all ESF programmes

This means:

All programmes include indicators and project selection criteria to ensure that they are open to men and women.

Background to Horizontal Principle

EU Strategy for Equality between Men and Women 2010-2015

Improve participation in the labour market Address Gender pay gap Improve participation through WLB Targeted initiatives re women in decision-making Violence against women

Europe 2020 Strategy

Building EU into a smart, sustainable and inclusive economy delivering employment, productivity and social cohesion

EU 2020 Strategy

Headline Targets• Raise the ER 75% (men & women)• Improve R&D – particularly participation of

women• Improve education levels – early school

leaving, life long learning, educational choice

• Tackling poverty – lone parents, discrimination etc

Checklist

• Gender Disaggregated data & information where possible

• Description of objectives as regards reducing inequalities

• Presentation of specific indicators and targets for monitoring improved equality

Annual Reporting Template1. Name

2. What actions have taken place over the last year to incorporate the principle

• Access Improved participation of women eg recruitment Support to organisations to develop gender equality Promotion of women as employees & managers in research Targeting resources to enhance participation

• Training Improved participation of women in vocational training measures

especially in IT sector Improved flexibility of delivery of courses

Template contd.Question 2

• Support networks of women• Support mentoring activities• Support Work & Life• Promotion of Gender Mainstreaming• Balanced participation on boards, select

committees, assessment boards etc• Build pool of women graduates in field• Consult equality groups

TemplateQuestion 3

• Indicators

Gender Equality data

= no. of researchers male/female

Baseline position = start date

Latest position = assists monitoring

Template Question 4

Taking account of the material resented under 2 and 3 above, what contribution is the Theme making to the promotion of the principle

What is the gender distribution What new opportunities are available to women Consultation with groups Positive action techniques Overcoming barriers Set targets

TemplateQuestion 5

Identify any issues arising that need to be drawn to the attention of the Managing Authority or other Departments?

Capacity to deliverDo women have different needs & preferencesHow do these impact on project designAdvantages/DisadvantagesResources neededFuture

Women and Science

• Fewer women choose to enter educational paths in S&T domains

• Fewer women in S&T leads to no role models• Lack of women in networks• Lack of WLB• Gender pay gap• Gender Stereotyping

WITS

Actively promotes women in science, technology, engineering and maths

Members include:• 3rd level students• Senior academics• Business people

Involved in any aspect of science, engineering or technology

WITS Data

• Female science graduates = 50% in 2002

• Uptake of science, mathematics & computing PhD = 50% female in 2002

• Engineering studies = 17% female in 2000

• 23.4% R&D personnel = female in 2001

• 21% of senior positions on scientific boards, academics & universities = female

WITS Action

• Recruit – Role Model – schools to meet working women scientists, technologists & engineers – share experiences, advice on career paths, job profiles etc

• Return – Re-enter programme – educational, networking and mentoring for women returning to work

• Retain – Talent bank of senior women in S&T willing to serve on State and other Boards

Solutions

• Cultural and behavioural Change

• Work Life Balance

• Early Stage Career Support

Cultural and Bahavioural Change

• Documenting gender discrimination

• Monitoring the gender pay gap

• Keeping women’s issues in the foreground

• Promoting women’s integration in research

• Helpdesk

Management Buy-in for all above

Work Life Balance

• Establish in-house services

• Info on WLB for all employees

• Redesign work practices beyond legal requirement

Early Stage Career Development

• Temporary Contracts

• Training on career strategies

• Organise career path

• Promote pool

• Establish collaboration with leaders in field, international and one-to-one peer support

Women’s Leadership in Research

• Promoting a database

• Role models

• Reserved funds

• Monitoring imbalances

Higher Education Institutions

• Gender balance on selection committees/assessment boards

• Gender equality in recruitment

• Existence of equality opportunity policies

• Application of GMS

• Notable increase in no. of female researchers

Enterprise Ireland

• Equality as a criteria for assessing application for funds

• Actively engaging female under-graduates in S&T and encourage greater participation

In Conclusion Fairness Legal obligation Untapped resource – fully utilise human capital

Network = sharing experiences/best practice - explore

Liaise with Gender Equality Division - support

Patrick O’LearyGender Equality Division

Department of Community, Equality and Gaeltacht AffairsBishops SquareRedmonds Hill

Dublin 2 

Tel. 01 4790243Email: poleary@pobail.ie