Presentation held by Mina Stareva, head of section "Gender" of the Unit B6 - Inclusive societies DG Research and innovation, during the conference "Structural gender change at universities and research funding organizations", an event of H2020 project SUPERA. Madrid, 16/11/2018.

1. Mina Stareva
Head of Sector - Gender
Unit B6 – Inclusive societies
DG Research and Innovation
EU support to gender
equality in Research and
Innovation
Structural gender change at
universities and research
funding organisations
Madrid, 16 November 2018

2. Content
I - Gender Equality strategy in Research and
Innovation policy
II - Women researchers in the EU
III - Gender Equality in Horizon 2020
IV - Implicit gender bias
V - Horizon Europe
VI - Useful Resources

3. I. Gender Equality strategy in
the European R&I Policy

4. Policy context
 Core value of the European Union (Art. 2 & 3 Treaty, 8 TFEU)
 Directives on Gender Equality on the labour market
 EC Strategic Engagement for Gender Equality 2016-2019
 UN Sustainable Development Goals
 Priority of the European Research Area (ERA)
 Council Conclusions of 1 December 2015 on Advancing Gender
Equality in the ERA
 Horizon 2020: Cross-cutting issue + dedicated funding (SwafS)

5. One priority (4): Gender equality and gender mainstreaming in research
Three objectives
 Gender equality in scientific careers at all levels
 Gender balance in decision-making bodies and positions
 Integration of the gender dimension in research and innovation content (sex and
gender analysis)
Three levels
 Member States and Associated Countries
 Stakeholders
 Research Performing Organisations – RPOs including universities
 Research Funding Organisations – RFOs
 European Commission

6. Member States are invited to:
• Create the appropriate legal and policy environment and provide
incentives
• Engage in partnerships with funding agencies, research
organisations and universities to foster institutional change
• Ensure 40% under-represented sex in committees (recruitment,
career progression, research programmes)
 Coordination by ERAC Standing Working Group on Gender in R&I
(former Helsinki Group)
Composed of representatives of Member States and Associated countries
Gender Equality in the ERA:
Member States

7. Gender Equality and the ERA:
Stakeholders
The European Commission works together with:
 Stakeholders
 Research Funding Organisations – RFOs
 Research Performing Organisations – RPOs including
universities
→ through Gender Equality Plans (GEPs)
Institutional changes approach

8. European Research Area Horizon 2020
Member States European Commission
National Action Plans IMPLEMENTATION Work Programmes
(Helsinki G  ERAC SWG GRI) Dual approach / SWAFS
(inter-service GiRI group)
Research organisations
Gender Equality Plans
ERA Progress Report 2016 ASSESSMENT H2020 monitoring/ KPIs
(She Figures 2015) MONITORING H2020 interim evaluation
Coherence Policy/Funding
ERA Roadmap H2020 regulation
Council Conclusions Dec.2015 STRATEGY EC rules

9. II. Women researchers
in the European Union
(data from She Figures 2015)

10. There’s an overall gender balance among PhD graduates
EU 27- 2010: 46 % - 2012 : 47.2 %
However, horizontal segregation
More women in social sciences and life sciences

11. A third of EU researchers are women
Compound growth rate since 2005: +4.8 %
EU 27: 2010 and 2012: 33%
However, horizontal segregation
More women in social sciences and life sciences

12. Women researchers still are increasingly
underrepresented as they move up the stages of
an academic career.

13. Career advancement
Source: Women in Science database, DG Research and Innovation and Eurostat – Education Statistics
(online data code: educ_grad5)

14. Career advancement in science & engineering
Source: Women in Science database,
DG Research and Innovation and
Eurostat – Education Statistics (online
data code: educ_grad5)
14

15. Download She Figures 2015
https://ec.europa.eu/research/swafs/pdf/pub_gender_equal
ity/she_figures_2015-final.pdf#view=fit&pagemode=none
Download the She Figures handbook
https://ec.europa.eu/research/swafs/pdf/pub_gender_equal
ity/she_figures_2015_Handbook_final.pdf#view=fit&pagem
ode=none
 She Figures 2018 now under preparation!
• Leaflet with key figures expected February
2019
• Full publication expected March 2019

16. III. Gender Equality in Horizon 2020
 Gender Equality as a cross-cutting issue
 Gender Equality in the SwafS work
programme
 Gender Equality Plans

17. Gender equality as a cross-cutting
issue in Horizon 2020
The promotion of gender equality, including the integration
of the gender dimension in research and innovation content, is
enshrined in the three core documents of Horizon 2020:
 Horizon 2020 Regulation (Articles 14 & 16, link)
 Rules for participation (link)
 Specific Programme implementing Horizon 2020 (link)

18. Horizon 2020 Framework Regulation
Article 16
Gender equality
Horizon 2020 shall ensure the effective promotion of
gender equality and the gender dimension in research
and innovation content. Particular attention shall be paid to
ensuring gender balance, subject to the situation in the field
of research and innovation concerned, in evaluation panels
and in bodies such as advisory groups and expert groups.
The gender dimension shall be adequately integrated in
research and innovation content in strategies,
programmes and projects and followed through at all stages
of the research cycle.

19. 3 Objectives for Gender Equality in Horizon 2020
Gender balance in
decision-making
processes
Gender balance
and equal
opportunities in
project teams
at all levelsGender dimension
in research and
innovation (R&I)
content

20. Gender balance in decision-making
Advisory groups for the European Commission
 50% women-men
 at least one expert with gender expertise
+ these experts with gender expertise from each AG
also form the Advisory Group on Gender
Evaluation panels and expert groups for the EC
 40% under-represented sex taking into account the
situation in the field of the action

21. Gender balance and equal opportunities
in project teams at all levels
From 2014 to Sept 2018, women represent:
 42.9% of staff in projects (self-reported, including
non-researchers)
 34.2% of Horizon 2020 project coordinators
(based on proposals)

22. What does integrating the gender dimension
in research and innovation content mean?
Taking into account the biological characteristics of both
females and males (sex) and the evolving social and cultural
features of women and men, girls and boys (gender)
Definitions
Sex
refers to biological characteristics of women
and men, boys and girls, in terms of
reproductive organs and functions based on
chromosomal complement and physiology.
As such, sex is globally understood as the
classification of living beings as male and
female, and intersexed.
Gender
refers to the social and cultural
construction of women and men, of
femininity and masculinity, which varies
in time and place, and between
cultures.

23. Why is it important to take the
gender dimension into account?
Integrating the sex and gender analysis in R&I
 added value in terms of excellence, creativity, and business
opportunities
 helps researchers question gender norms and stereotypes, to
rethink standards and reference models
 leads to an in-depth understanding of women and men citizens’
needs, behaviours, attitudes and interests
 enhances the societal relevance of the knowledge,
technologies and innovations produced and contributes to the
production of goods and services better suited to potential markets

24. Gendered Innovations
 An international Expert Group on
"Gendered Innovations" was
funded under FP7
 Developed methods of gender and
sex analysis into R&I content
 Case studies on the creative power
of the gender dimension in R&I
(in science, health & medicine,
engineering, environment, etc.)
http://ec.europa.eu/research/swafs/gendered-innovations/index_en.cfm

25. IV. Workshop on implicit gender
biases in evaluation

26. Workshop on implicit gender biases
in evaluation
https://ec.europa.eu/research/swafs/pdf
/pub_gender_equality/report_on_implicit
_gender_biases_during_evaluations.pdf

27. Follow-up to the Workshop
 Standard briefing for evaluators now includes slide on
implicit biases
 RTD Gender sector documenting all key process steps,
liaising with EC Services involved
 Consultation with inter-service working group on
Gender in R&I and AG Gender in October 2017
Royal Society (UK) –
Understanding unconscious
bias
Université de Lausanne
(Switzerland) – Eviter les biais
de genre lors de nominations
professorales
(FP7 GARCIA project)
Institució CERCA (Spain) –
Recruitment Bias in Research
Institutes
(H2020 LIBRA project)

28. Related initiatives at European level
LERU
Advice paper on
Implicit bias in
academia
(January 2018)
Science Europe
Practical guide to
improving gender
equality in research
organisations
(February 2017)
• ERAC Standing Working Group in Gender in Research and
Innovation (SWG GRI): Policy brief on "Tackling gender bias
in research evaluation: Recommendations for action for EU
Member States” (September 2018)

29.  Gender Equality in the SwafS work
programme
 Gender Equality Plans

30. SwafS WP
 SwafS-09-2018-2019-2020: Supporting research organisations to
implement gender equality plans
 SwafS-11-2019: Scenarios for an award/certification system for
gender equality in research organisations and universities in Europe
 SwafS-12-2019: The gender perspective of science, technology and
innovation (STI) in dialogue with third countries
Opening date: 11 December 2018
Deadline: 2 April 2019
 SwafS.25.2020: Gender-based violence in research organisations and
universities
Topics in the 2018-2020 WP on Gender Equality

31. • 3 prizes of €100,000 each
• Rising Innovator (35 or
younger): €50,000
• Apply from 6 November 2018
until 16 January 2019
More information at:
http://www.ec.europa.eu/women-innovators
rtd-women-innovators@ec.europa.eu

32. Gender Equality Plans

33. The move towards institutional change
FP6 2002-2006
Gender action
plans in
projects
FP7 2007-2013
Structural change
2009: ERA in Lisbon Treaty
2012 ERA Communication
H2020 2014-2020
Gender equality plans
ERA Roadmap
National Action Plans

34. Common features
• Target universities and research organisations
• Aim at changing practices to remove gender
inequalities (discrimination and biases)
• Systemic approach supporting a combination
of actions
• Aim at lasting effects

35. Evolution of the GEP topics
 Move from conceptualisation and debate, to actions within
partner universities and research organisations (RPOs & RFOs)
 Increasing importance given to:
• Analysing the situation in light of national and EU policy/legal context
• Support from highest level management and active role of middle
management
• Monitoring/assessment with targets and indicators
• Sustainability
• Build on lessons learned and good practices: use the GEAR Tool
• Creating communities of practice
• Developing gender knowledge

36. IV. Horizon Europe

37. Gender Equality in Horizon Europe
• Remains a high priority: Art. 6.9 of the Framework Regulation sets legal basis
• Gender mainstreaming across the Programme, as per Article 6.9 and Recital 28
• Dedicated funding for gender equality in R&I policy initiatives under
'Strengthening the ERA'/'Reforming and enhancing the European R&I system'
• Broad line: 'Supporting gender equality in scientific careers and in
decision making, as well as the integration of the gender dimension in
research and innovation content'
+ in Broad line: '(…) supporting the modernisation of universities and other
research and innovation organisations, through gender equality plans and
comprehensive approaches to institutional changes.(…)'

38. IV. Useful Resources

39. Download the
Expert Group's
Report
https://ec.europa.eu/research/swafs/
pdf/pub_gender_equality/interim_eva
luation_gender_long_final.pdf
Published October 2017

40.  Asked for in the Council Conclusions
of 1 Dec. 2015
 Targets and/or quotas at the
national level for gender balance in:
• decision-making positions and bodies
in research institutions
• professorships
http://ec.europa.eu/research/swafs/pd
f/pub_gender_equality/KI-07-17-199-
EN-N.pdf
Published in February 2018
Guidance to facilitate the implementation of
targets to promote gender equality in R&I

41. http://ec.europa.eu/research/swafs/index.cfm?pg=policy&lib=gender
SwafS - Gender Equality policy page

42. The GEAR Tool
http://eige.europa.eu/gender-mainstreaming/toolkits/gear
 Co-produced by EIGE and
DG RTD
 Step-by-step guidance for
implementing GEPs in RPOs
 Action toolbox: 10 key
themes to consider in a GEP
 Concrete examples of good
practices, building on GEP
projects funded under FP7
and H2020

43. The Participant Portal
http://ec.europa.eu/research/participants/portal/desktop/en/opportunities

44. Participant Portal: Gender as a cross-cutting issue
http://ec.europa.eu/research/participants/d
ocs/h2020-funding-guide/cross-cutting-
issues/gender_en.htm
… is part of the
"H2020 Online Manual"
on the Participant Portal
The section on "Gender equality"
offers definitions and explanations as
well as links to further information

45. Practical guidance on the application of
Gender Equality provisions
https://ec.europa.eu/research/swafs/pdf/pub_gend
er_equality/2016-03-21-
Vademecum_Gender%20in%20H2020-clean-rev.pdf
Vademecum on Gender Equality in
Horizon 2020

46. Thank you very much
for your attention!
For any other question and further information please contact:
RTD-GENDERINRESEARCH@EC.EUROPA.EU