Gender Equality in Research

1. Gender Equality in Research Women hold fewer than 20% of all higher academic positions YET Account for over 55% of all university students Mirrors broader picture

2. Women in Research • Gender imbalance in sector not a reflection of region • Projects chosen based on academic excellence & merit Issues • Greater participation in discipline • Greater participation in employment • Greater participation @ senior levels Obligation = Horizontal Gender Equality Principle • Data return • Gender Equality Action

3. 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

4. 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.

5. 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

6. 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

7. Checklist • Gender Disaggregated data & information where possible • Description of objectives as regards reducing inequalities • Presentation of specific indicators and targets for monitoring improved equality

8. Annual Reporting Template • Name • 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

9. 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

10. TemplateQuestion 3 • Indicators Gender Equality data = no. of researchers male/female Baseline position = start date Latest position = assists monitoring

11. 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

12. TemplateQuestion 5 Identify any issues arising that need to be drawn to the attention of the Managing Authority or other Departments? • Capacity to deliver • Do women have different needs & preferences • How do these impact on project design • Advantages/Disadvantages • Resources needed • Future

13. 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

14. 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

15. 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

16. 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

17. Solutions • Cultural and behavioural Change • Work Life Balance • Early Stage Career Support

18. 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

19. Work Life Balance • Establish in-house services • Info on WLB for all employees • Redesign work practices beyond legal requirement

20. 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

21. Women’s Leadership in Research • Promoting a database • Role models • Reserved funds • Monitoring imbalances

22. 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

23. Enterprise Ireland • Equality as a criteria for assessing application for funds • Actively engaging female under-graduates in S&T and encourage greater participation

24. 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’Leary Gender Equality Division Department of Community, Equality and Gaeltacht Affairs Bishops Square Redmonds Hill Dublin 2 Tel. 01 4790243 Email: poleary@pobail.ie