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The Horizon 2020 Gendering (H2020) proposal aims at analysing and identifying gender developments in a European context, as well as inspecting extra-European examples and best practices. This should include a review of job equality distribution, mobility, career prospects, and examine extraneous factors which influence these issues. The outcomes of this project should support research organisations to implement gender equality plans.
The “Gendering” proposal is based on three Pillars to deliver the GERI objectives using exemplar methods to achieve Excellence and long-term Impact.
Pillar one is the primary call requirement of producing gender equality plans (GEP) for 9 research performing organisations (RPO) and research funding organisations (RFO). The Gendering consortium comprises a trans-global partner mix, spanning Ukraine in eastern Europe to Spain in western Europe, and Uruguay, in Latin America. This unique mix of partners provides an inter-cultural dimension to the development of GEPs, ensuring that best practice and knowledge sharing from the various countries and institutions will be transferred in the creation of GEP. Gendering includes the LGBT dimension to all aspects of GEP. Gendering will incorporate the UNDG task force Business Process Management method using Balanced Scorecards ensuring maximum monitoring and evaluation results.
The Gendering Project adds two extra pillars that expand and greatly contribute to the GERI objectives:
Pillar two will maximise the relationship between RFO and RPO by embedding GEPs in funding programs to deliver GERI objectives. Gendering consortium contains 3 RPO and RFO pairs from 3 countries, Spain, Romania and Ukraine, allowing the examination of the working dynamic between these two organisations from a national level.
Pillar three will examine and propose recommendations to remove obstacles (the so-called gender ceiling) to A) career progression for female researchers, B) participation in decisions making and C) and the impact for female researchers caused by the short-term contract status. It will also examine the impact of mobility on career progression. These important issues will be explored via three workshops.
Update (March 2016): This project has ranked high and is on the waiting list!