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The experience of TACR in the promotion of Gender equality

SUPERA project
SUPERA project
SUPERA projectSUPERA project

Presentation held by Marcel Kraus (Technology Agency of the Czech Republic), during the conference "Structural gender change at universities and research funding organizations", an event of H2020 project SUPERA. Madrid, 16/11/2018.

The experience of TACR in the promotion of Gender equality

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The Experience of TACR in the
promotion of Gender equality
GENDER-MATRIX
tool for quantitative and qualitative
Gender equality assesment
Marcel Kraus
Conference on "Structural Gender Change at Universities and Research Funding
Organisations". 16 November 2018
Case study:
ZETA programme for young researchers
The ZETA programme focuses on young researchers up to 35 years* who are interested in
development of their career path in applied research.
Objectives of the programme:
1.Application culture: to involve students and young researchers in activities aimed at putting the
market oriented research results in practice → evaluation based on mandatory criteria
2.Culture of equal opportunities of men and women: to support the equalization of opportunities
for young researchers - women and men - to address applied research projects funded under this
programme → evaluation based on optional criteria = bonus
*The age limit of 35 years can be shifted in case of relevant career break such as: stay on maternity or parental leave,
child care, long-term illness, care for a close person, foreign non-scientific stay, volunteering etc.
3
*
Gender-Matrix
GENDER-MATRIX – tool for evaluation of gender equality in the research team
Pillar 1 Pillar 2 Pillar 3
Research team
Gender-various
(under 35%)
Gender-balance
(35% and more)
Female leadership
RECOMMENDED
EXTRA POINTS
Project 1 YES YES YES 10
Project 2 YES YES no 7
Project 3 YES no YES 7
Project 4 YES no no 3
Project 5 no no YES 3
Project 6 no no no 0
Concerns: F/M F/M F
*The final amount is not based on the absolute preference of one sex, but leaves the possibility to objectively assess the
involvement of male and female team members into the research work on the basis of the
• comparable level of workloads (e.g. persons-month) or
• role of similar importance (e.g. women are not primarily dedicated to auxiliary or administrative work, etc.).
The evaluation of the gender equality in the project proposals is based on the so called Gender-Matrix, which helps to assess the
composition of the research team in terms of sex, as well as of the distribution and type of research activities and responsibilities
in the team.
*
Responsibility
Role of similar
importance
Time
Comparable level
of workloads
Gender-Matrix
evaluation of gender equality in the research team
Gender-various
(under 35%)
Pillar 1 Pillar 2 Pillar 3
Gender-ballance
(35% and more)
Female leadership
GENDER-MATRIX - impact
6
Evaluation without bonus Evaluation with bonus
All TACR’s running
R&D projects*
ZETA programme
1st call for proposals
Number % Number %
Team members**
Men 3.400 83% 439 54%
Women 700 17% 370 46%
Principal investigators
Men 1.134 89% 40 34%
Women 134 11% 79 66%
* valid as of 01/2017
** with possible duplicities
In the 1st call for proposals, 240 projects were submitted, of which 119 received support (success rate 47,8%). The ratio of men
and women in ZETA programme is balanced: 119 research teams consist on average of 46% women (370 persons) and 54% men
(439 persons). Moreover, 66% of supported projects are led by female principal investigators (79 projects), while 34% are led by
male principal investigators (40 projects).

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The experience of TACR in the promotion of Gender equality

  • 1. 1
  • 2. The Experience of TACR in the promotion of Gender equality GENDER-MATRIX tool for quantitative and qualitative Gender equality assesment Marcel Kraus Conference on "Structural Gender Change at Universities and Research Funding Organisations". 16 November 2018
  • 3. Case study: ZETA programme for young researchers The ZETA programme focuses on young researchers up to 35 years* who are interested in development of their career path in applied research. Objectives of the programme: 1.Application culture: to involve students and young researchers in activities aimed at putting the market oriented research results in practice → evaluation based on mandatory criteria 2.Culture of equal opportunities of men and women: to support the equalization of opportunities for young researchers - women and men - to address applied research projects funded under this programme → evaluation based on optional criteria = bonus *The age limit of 35 years can be shifted in case of relevant career break such as: stay on maternity or parental leave, child care, long-term illness, care for a close person, foreign non-scientific stay, volunteering etc. 3 *
  • 4. Gender-Matrix GENDER-MATRIX – tool for evaluation of gender equality in the research team Pillar 1 Pillar 2 Pillar 3 Research team Gender-various (under 35%) Gender-balance (35% and more) Female leadership RECOMMENDED EXTRA POINTS Project 1 YES YES YES 10 Project 2 YES YES no 7 Project 3 YES no YES 7 Project 4 YES no no 3 Project 5 no no YES 3 Project 6 no no no 0 Concerns: F/M F/M F *The final amount is not based on the absolute preference of one sex, but leaves the possibility to objectively assess the involvement of male and female team members into the research work on the basis of the • comparable level of workloads (e.g. persons-month) or • role of similar importance (e.g. women are not primarily dedicated to auxiliary or administrative work, etc.). The evaluation of the gender equality in the project proposals is based on the so called Gender-Matrix, which helps to assess the composition of the research team in terms of sex, as well as of the distribution and type of research activities and responsibilities in the team. *
  • 5. Responsibility Role of similar importance Time Comparable level of workloads Gender-Matrix evaluation of gender equality in the research team Gender-various (under 35%) Pillar 1 Pillar 2 Pillar 3 Gender-ballance (35% and more) Female leadership
  • 6. GENDER-MATRIX - impact 6 Evaluation without bonus Evaluation with bonus All TACR’s running R&D projects* ZETA programme 1st call for proposals Number % Number % Team members** Men 3.400 83% 439 54% Women 700 17% 370 46% Principal investigators Men 1.134 89% 40 34% Women 134 11% 79 66% * valid as of 01/2017 ** with possible duplicities In the 1st call for proposals, 240 projects were submitted, of which 119 received support (success rate 47,8%). The ratio of men and women in ZETA programme is balanced: 119 research teams consist on average of 46% women (370 persons) and 54% men (439 persons). Moreover, 66% of supported projects are led by female principal investigators (79 projects), while 34% are led by male principal investigators (40 projects).
  • 7. Other gender-sensitive evaluation criteria 7 • Bonus for advanced Human Resources Management = 10 points + (1) HR Excellence in Research Award, (2) other gender-relevant Award, (3) Gender Equality Plan in charg or (4) measures such as operation of a kindergarten or children's group, provision of care allowance to parents after maternity / paternal leave, collection and evaluation of gender statistics, employment of a person responsible for gender equality or ombudsman for employees, transparent career growth rules such as distribution of institutional posts, successive fixed-term contracts, interruption of and return in project investigation, equal employee rights of persons with institutional engagement and persons employed on the project, considering the research breaks when assessing or extending contracts, active support of young researchers (e.g. mentoring) etc. • Work-life balance and promotion of career advancement = eligible cost costs related to return from maternity / parental leave, additional travel expenses for the child when attending a conference or coordination meeting related with the research project, cost for babysitting/ care for close person outside of working hours, costs of education in leadership and managerial competencies, entrepreneurial competencies, competences in management of a diversified team etc. • Career breaks = age of the researchers‘s references is not relevant Taking into account professional or study break, the members of the team report about their max. 5 research outputs and max. 5 research projects related with the project proposal merit. In order not to discriminate against those with career breaks (maternity leave, illnes), the age of these references is not relevant.
  • 8. Conclusion & Discussion • Bonuses work = even bonus might have significant effect on gender equality of researchers • Numbers are not all = roles and workload are important to take into account by gender- sensitive evaluation of the team • Change of the mind-set is needed = internal resistances (employees of RFO, highest management level) as well as external resistances (beneficiaries, researchers): disadvantage of male researchers, discrimination of male project leaders, different share of man and woman in particular scientific fields etc… • Political support is needed = political support and alliance with other RFOs; gender-related measuers more visible in Horizont Europe 8