SUPERA Project: the case of the Central European University
Report
Share
•0 likes•1,209 views
SUPERA Project: the case of the Central European University
•0 likes•1,209 views
Report
Share
Download to read offline
Presentation given by Andrea Krizsán (Central European University - CEU) during the conference Gender equality in CEE countries: Policies and practices 2020 / Institutional change through the implementation of GEPs at the RPOs and RFOs in the CEE countries, 12 November 2020
Recommended
More Related Content
What's hot
What's hot(20)
Similar to SUPERA Project: the case of the Central European University
Similar to SUPERA Project: the case of the Central European University (20)
![Cross-sectorial cooperation in the youth policy field [#ievirzi conference]](https://cdn.slidesharecdn.com/ss_thumbnails/pptcsclatvia-141105043716-conversion-gate01-thumbnail.jpg?width=768&fit=bounds)
More from SUPERA project
More from SUPERA project(18)
Recently uploaded
Recently uploaded(20)
SUPERA Project: the case of the Central European University
- 1. SUPERA PROJECT: THE CASE OF THE CENTRAL EUROPEAN UNIVERSITY Andrea Krizsán
- 2. CENTRAL EUROPEAN UNIVERSITY BUDAPEST/VIENNA • Private liberal arts (progressive) • American acredited (+Hungarian/Austrian) • Graduate (MA-PhD) – BA as of 2020 • Small: less than 2000 students, around 500 permanent employees • Policies: Equal Opportunity Policy (2014), Policy on Harassment (2013), Gender Equality in Events (2013) • Institutional structures: Senate Equal Opportunity Committte, 0.2 FTE Equal Opportunity Officer (2017), Equal Opportunity Website • Relatively strong policy framework, no implementation
- 3. FROM EQUAL OPPORTUNITIES TO GENDER EQUALITY SPECIFICALLY • Repeated applications • SUPERA project: 2018-2022 • Building alliances and support • Generating evidence – Gender Equality Baseline Assesment Report • Concerted effort of communication and deliberation (GE website, FB, AF, Senate, HUB, EOC, SU, CEU website) • Team of doers “This project has received funding from the European Union’s Horizon 2020 research and innovation programme under grant agreement No 787829”.
- 4. ELEMENTS OF INSTITUTIONALIZATION • CEUs first Gender Equality Plan 2019-2022 • Yearly workplans: WP 2019/20, WP 20/21 • Gender Equality Officer position • Developing a regular data collection and monitoring system, • The Gender Equality Hub • Some of the outstanding policy initiatives: harassment policy, student parents’ policy, review of promotion policy, policy on gender balanced faculty hiring
- 5. OPPORTUNITY STRUCTURES • Political circumstances: attacks on gender equality and gender studies within wider attacks against CEU and academic freedom • Leadership and political will – strong allies (Rector, Pro-rector, IRO) • Changing political context (move to Vienna) • Context of institutional change and need/demand for institutional/organizational reform • Organizational exhaustion before 2020 and in 2020
- 6. DIFFICULTIES/SUSTAINABILITY/REPLICABILIT Y Difficulties: - Organizational culture not based on transparency and rules but ad-hoc personalized, often arbitrary decisions (sometimes well intended) – lack of ranks, paygrades, policies, systematic data - Huge personnel turnover – discontinuities, wasted efforts to train - Fatigue Sustainability: - institutions, data system, policies in place; awareness and decentralized expertise to be targeted - Q: leadership and political will Replicability: You tell us!