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Igualdade de género na Universidade de Coimbra

Igualdade de género na Universidade de Coimbra, abordagem geral do “SUPERA”. Gender equality in University of Coimbra, general overview of the project. Presentation held by Mónica Lopes, Centro de Estudos Sociais Universidade de Coimbra during the Supera project launch event (05/11/2018).

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Fundamentação do projeto
DIAGNÓSTICOPRELIMINAR
Pessoal e Recursos
IGUALDADE DE GÉNERO NA UNIVERSIDADE DE COIMBRA
Figure 3. Gender distribution of faculty within grades (percentages)*
71,3
69,1
59,3
47,7
28,7
30,9
40,7
52,3
Grade AGrade BGrade CGrade D
Distribuição de homens e mulheres
docentes/investigadores/as por
categorias/graus
Male Female
*Grade A: Full Professor/GradeB: Associate Professor/GradeC: Assistant Professor/Grade D: Other scientificpersonnel Postgraduate.
46,2
28,629,5
53,8
71,470,5
Higher-rankMiddle-rankLower-rank
Distribuição de homens e mulheres
técnicos/as por carreiras/categorias
Male Female
Fundamentação do projeto
DIAGNÓSTICOPRELIMINAR
Órgãos de decisão
IGUALDADE DE GÉNERO NA UNIVERSIDADE DE COIMBRA
Figure 3. Gender distribution of faculty within grades (percentages)*
*Grade A: Full Professor/GradeB: Associate Professor/GradeC: Assistant Professor/Grade D: Other scientificpersonnel Postgraduate.
24
29
33
17
12
36
100
56
Conselho geral
Reitor e equipa reitoral
Conselho de gestão
Senado
Diretores/as (Faculdades)
Sub-diretores/as (Fac)
Administradores/as
Gestão intermédia (diretor/a serviços, chefe divisão, etc.)
Proporção (%) de mulheres em cargos de direção/gestão
Fundamentação
Persistência de estereótipos
e enviesamentos de género
Ausência da perspetiva da
igualdade nas instituições
académicas europeias
Desigualdades entre
mulheres e homens a
diferentes níveis:
progressão na carreira,
tomada de decisões,
programas de investigação
e conteúdos educativos.
Fundamentação do projeto
Project overview
Planeamento
(Até Abril de 2019):
• Análise organizacional
aprofundada sobre
situação das instituições
em termos de IG
• Definição de uma
estratégia e plano de
trabalho
Implementação
(Maio 2019-22):
Cada parceiro irá
conceber e implementar
planos de melhoria para a
integração da dimensão
de género em cada uma
das áreas de ação-chave
Avaliação
(Junho 2017-22):
Análise dos progressos
alcançados a partir de
metas quantitativas e
indicadores qualitativos
ABORDAGEM GERAL DO “SUPERA”
Estruturado em 3 fases:

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Igualdade de género na Universidade de Coimbra

  • 1. Fundamentação do projeto DIAGNÓSTICOPRELIMINAR Pessoal e Recursos IGUALDADE DE GÉNERO NA UNIVERSIDADE DE COIMBRA Figure 3. Gender distribution of faculty within grades (percentages)* 71,3 69,1 59,3 47,7 28,7 30,9 40,7 52,3 Grade AGrade BGrade CGrade D Distribuição de homens e mulheres docentes/investigadores/as por categorias/graus Male Female *Grade A: Full Professor/GradeB: Associate Professor/GradeC: Assistant Professor/Grade D: Other scientificpersonnel Postgraduate. 46,2 28,629,5 53,8 71,470,5 Higher-rankMiddle-rankLower-rank Distribuição de homens e mulheres técnicos/as por carreiras/categorias Male Female
  • 2. Fundamentação do projeto DIAGNÓSTICOPRELIMINAR Órgãos de decisão IGUALDADE DE GÉNERO NA UNIVERSIDADE DE COIMBRA Figure 3. Gender distribution of faculty within grades (percentages)* *Grade A: Full Professor/GradeB: Associate Professor/GradeC: Assistant Professor/Grade D: Other scientificpersonnel Postgraduate. 24 29 33 17 12 36 100 56 Conselho geral Reitor e equipa reitoral Conselho de gestão Senado Diretores/as (Faculdades) Sub-diretores/as (Fac) Administradores/as Gestão intermédia (diretor/a serviços, chefe divisão, etc.) Proporção (%) de mulheres em cargos de direção/gestão
  • 3. Fundamentação Persistência de estereótipos e enviesamentos de género Ausência da perspetiva da igualdade nas instituições académicas europeias Desigualdades entre mulheres e homens a diferentes níveis: progressão na carreira, tomada de decisões, programas de investigação e conteúdos educativos. Fundamentação do projeto
  • 4. Project overview Planeamento (Até Abril de 2019): • Análise organizacional aprofundada sobre situação das instituições em termos de IG • Definição de uma estratégia e plano de trabalho Implementação (Maio 2019-22): Cada parceiro irá conceber e implementar planos de melhoria para a integração da dimensão de género em cada uma das áreas de ação-chave Avaliação (Junho 2017-22): Análise dos progressos alcançados a partir de metas quantitativas e indicadores qualitativos ABORDAGEM GERAL DO “SUPERA” Estruturado em 3 fases: