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CEU Policy on Increasing the
Representation of Women as Faculty
What and what for?
· Affirmative action Policy to increase the
proportion of women in the Faculty body
· Tackle the gender imbalance in professorial
ranks (May 2021):
⮚ Assistant Prof: 41%
⮚ Associate Prof: 27%
⮚ Full Prof: 26%
How? A one year process
· Affirmative action measures were included in
the GEP (Senate approval)
· Inspiration: Eindhoven University of Technology
(NL) June 2019, Irene Curie Fellowship Program
affirmative action policy
How? A one year process
· First draft:
⮚ Small working group, including the Pro-Rector of
Social Sciences and Humanities
⮚ Strong affirmative action
⮚ Longer than expected feedback loop; in the
meantime, Pro-Rector stepped down
WAKE UP CALL: not inclusive enough. Lesson learnt.
How? A one year process
· Wider working group: 12 faculty members
across hierarchies
· New draft: much softer in its affirmative action,
more gender-sensitive elements across the
recruitment process
Close-up of the Policy
The way to Senate Approval, part I
- Policy passes SLT revision with strong support
from Rector and Provost
- Academic Forum and Senate – some faculty raise
objections:
1. “against equal opportunity for men”
2. impossible to guarantee a specific gender distribution in
the applicant pool
3. gender balanced Search Committees would “punish
female faculty for being women”
The way to Senate Approval, part II
Changes incorporated:
1. Gender balanced search committee, with all possible
measures will be taken to avoid overloading female Faculty
with Committee work
2. “Aim” for a pool of applicants with the same gender
distribution than the PhD graduates in the discipline
3. Gender balanced shortlist “as a rule”, give justification if this
is not achieved
After Policy approval
Consultation with Heads of Departments regarding the aimed gender distribution
of pool of applicants. Statistics from CEU PhD graduates and from EUROSTAT,
per discipline.
Challenges
• Lack of online application portal makes it very
difficult to monitor gender of applicants (to be
solved soon)
• Current slow down of hires, combined with a
much softer affirmative action element will make
progress slow
• Strong
leadership
support
Strenghts
• Cumulative
• Inclusive
• Innovative
• Sustainable
• SUPERA as
catalyst
THANK YOU
SUPERA project has received funding from the European
Union's Horizon 2020 research and innovation programme
under the grant agreement No. 787829.
www.superaproject.eu
info@superaproject.eu

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CEU Policy on Increasing the Representation of Women as Faculty

  • 1. CEU Policy on Increasing the Representation of Women as Faculty
  • 2. What and what for? · Affirmative action Policy to increase the proportion of women in the Faculty body · Tackle the gender imbalance in professorial ranks (May 2021): ⮚ Assistant Prof: 41% ⮚ Associate Prof: 27% ⮚ Full Prof: 26%
  • 3. How? A one year process · Affirmative action measures were included in the GEP (Senate approval) · Inspiration: Eindhoven University of Technology (NL) June 2019, Irene Curie Fellowship Program affirmative action policy
  • 4. How? A one year process · First draft: ⮚ Small working group, including the Pro-Rector of Social Sciences and Humanities ⮚ Strong affirmative action ⮚ Longer than expected feedback loop; in the meantime, Pro-Rector stepped down WAKE UP CALL: not inclusive enough. Lesson learnt.
  • 5. How? A one year process · Wider working group: 12 faculty members across hierarchies · New draft: much softer in its affirmative action, more gender-sensitive elements across the recruitment process
  • 7. The way to Senate Approval, part I - Policy passes SLT revision with strong support from Rector and Provost - Academic Forum and Senate – some faculty raise objections: 1. “against equal opportunity for men” 2. impossible to guarantee a specific gender distribution in the applicant pool 3. gender balanced Search Committees would “punish female faculty for being women”
  • 8. The way to Senate Approval, part II Changes incorporated: 1. Gender balanced search committee, with all possible measures will be taken to avoid overloading female Faculty with Committee work 2. “Aim” for a pool of applicants with the same gender distribution than the PhD graduates in the discipline 3. Gender balanced shortlist “as a rule”, give justification if this is not achieved
  • 9. After Policy approval Consultation with Heads of Departments regarding the aimed gender distribution of pool of applicants. Statistics from CEU PhD graduates and from EUROSTAT, per discipline.
  • 10. Challenges • Lack of online application portal makes it very difficult to monitor gender of applicants (to be solved soon) • Current slow down of hires, combined with a much softer affirmative action element will make progress slow
  • 11. • Strong leadership support Strenghts • Cumulative • Inclusive • Innovative • Sustainable • SUPERA as catalyst
  • 13. SUPERA project has received funding from the European Union's Horizon 2020 research and innovation programme under the grant agreement No. 787829. www.superaproject.eu info@superaproject.eu