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LIBRA - Boosting gender equality in research
- 1. 09/13/2016 LIBRA @VITAE Conference 2016 1 LIBRA - Boosting gender equality in research Sonja Reiland, Natalia Dave Coll @CRG Barcelona Laura Norton @The Babraham Institute, Cambridge This project has received funding from the European Unionās Horizon 2020 Research and innovation programme under grant agreement No 665937. Follow us: http://www.eu-libra.eu/ Twitter: @libra_science
- 2. 09/13/2016 LIBRA @VITAE Conference 2016 2 Data All data presented at the conference were deleted in this version. Once the whole consortium agreed on the dissemination of those data, they will be made available on our website. Thanks for understanding.
- 3. 09/13/2016 LIBRA @VITAE Conference 2016 3 LIBRA & EU-life Gender Expert organisation Areas of intervention ā¢ Recruit without Gender Bias ā¢ Support Career Development ā¢ Increase Work-Life Balance ā¢ Integrate Sex & Gender Dimension in Research How 1. Assess Gender Equalities 2. Tailor Gender Equality Plans 3. Implementation 4. Sustainability Horizon 2020, Science with and for Society Work Programme, call for āPromoting Gender Equality in Research and Innovationā.
- 4. 09/13/2016 LIBRA @VITAE Conference 2016 4 LIBRA - assessment Institutional data assessment Implicit Association Test Staff survey Diagnostic Report (not public) Staff bias Staff perception Career Dev. WLB Sex/Gender dimension in research
- 5. 09/13/2016 LIBRA @VITAE Conference 2016 5 Implicit Association Test Analysis how quickly and accurately you were able to categorizeā¦ Gender-Science Task Gender-Career Task ā¦ Natural science words with male compared to female AND Liberal arts words with female compared to male ā¦. Career words with male compared to female AND Family words with female compared to male Are you gender biased? To the testā¦ www.eu-libra.eu
- 6. 09/13/2016 LIBRA @VITAE Conference 2016 6 Science Men Women Implicit Association Test Career Men Women All participants
- 7. 09/13/2016 LIBRA @VITAE Conference 2016 7 Staff Survey
- 8. 09/13/2016 LIBRA @VITAE Conference 2016 8 Staff Survey - Career Development 1. Where do you see yourself working after your current position? 2. Based on your experience, what do you think makes a career in academia attractive? 3. Based on your experience, what do you think makes a career in academia challenging? 4. If you were to consider leaving academia, what might encourage you to remain? 5. What do you think is the one initiative that would enable a more equal gender representation in science? 6. Please answer the following statements on a scale of strongly agree to strongly disagree (see next slides) 7. Do you feel encouraged to pursue a career in academic research - if yes by whom?
- 9. 09/13/2016 LIBRA @VITAE Conference 2016 9 Sex and Gender dimension in Research Sex is a biological variant. This is often overlooked, resulting in the result of data that either has no been segregated for sex, or is representative of only one sex. This hinders the usefulness of data.
- 10. 09/13/2016 LIBRA @VITAE Conference 2016 10 Staff Survey - Work Life Balance
- 11. 09/13/2016 LIBRA @VITAE Conference 2016 11 LIBRA Survey- Work and Personal Life Integration
- 12. 09/13/2016 LIBRA @VITAE Conference 2016 12 LIBRA Survey- Work and Personal Life Integration
- 13. 09/13/2016 LIBRA @VITAE Conference 2016 13 WLB case study
- 14. 09/13/2016 LIBRA @VITAE Conference 2016 14 Methods for assessing WLB at Babraham Institute ā¢ Civil service survey ā¢ Athena SWAN staff consultations ā¢ LIBRA staff survey ā¢ Uptake of facilities and policies ā¢ 6 monthly analysis of data ā¢ Committees (e.g. Post Doc committee, graduate committee, Athena SWAN committee)
- 15. 09/13/2016 LIBRA @VITAE Conference 2016 15 LIBRA Data - Work and Personal Life Integration In groups discuss what actions you could take forward to improve WLB after looking at this data.
- 16. 09/13/2016 LIBRA @VITAE Conference 2016 16 Awareness: ā¢ Blog, internet, social media ā¢ Poster Campaigns ā¢ Role models ā¢ My life in Science seminar series ā¢ All GLs including a my life in science aspect to seminars ā¢ Working with schools, nurseries, public engagement ā¢ Sharing good practice Policies, Entitlements ā¢ Reducing hours/increasing hours ā¢ Flexible working policy ā¢ Job sharing ā¢ Parental leave policies ā¢ Return to work policies ā¢ Funding (carers, conference travel- childcare) ā¢ Meeting times (core hours) Actions- Work and Personal Life Integration Facilities: ā¢ Nursery, after school club, holiday clubs ā¢ Emergency childcare (recommendations, nanny, funding) ā¢ On site housing (subsidies, loans) ā¢ Remote access to computing facilities (support) ā¢ Food, canteen, healthy options ā¢ Sport, gym, clubs ā¢ Social clubs, bars, book clubs, ā¢ Shower facilities, ā¢ Bike sheds (travel to work loans, funding) ā¢ Shop/cash machine ā¢ Nappy changing facilities, lactation room ā¢ Allotments ā¢ Gardens
- 17. 09/13/2016 LIBRA @VITAE Conference 2016 17 LIBRA ā Gender Equality Plans Institutional data assessment Implicit Association Test Staff survey Diagnostic Report (not public) Staff bias Staff perception Career Dev. WLB Sex/Gender dimension in research Gender Equality Plan (GEP)
- 18. 09/13/2016 LIBRA @VITAE Conference 2016 18 LIBRA ā Gender Equality Plans 1. Template developed by ASDO 2. āMenuā of actions provided by WP leader 3. Actions selected by institutional GEP teams 4. Planning and implementation of actions at the institutes 1 2 3
- 19. 09/13/2016 LIBRA @VITAE Conference 2016 19 LIBRA ā Gender Equality Plans Menu of 84 actions categorized in 4 areas of intervention 0 5 10 15 20 25 30 Recruitment Career development Work-Life-Balance Sex/Gender dimension in research # recommended # coordinated # optional
- 20. 09/13/2016 LIBRA @VITAE Conference 2016 20 LIBRA ā Gender Equality Plans Area of intervention āOptionalā actions frequently chosen by LIBRA partner institutes Recruitment ā¢ Information sheet/brochure about work-life benefits, dual career opportunities etc. to be included when sending out offers or handed to candidates during onāsite interviews (7) ā¢ Present statistics about gender relevant recruitment data to the Faculty of the institution (6) Career Development ā¢ Seminars for PhD students and postdocs about opportunities in nonāacademic scientific sectors (7) ā¢ Participate in the mentoring program for young female PIs (6) Work-Life- Balance ā¢ Hosting āMy life in scienceā seminars, highlighting challenges and benefits of maintaining a good WLB (4) ā¢ Providing rooms for breastfeeding/milk pumping/nappy changing (4) Sex/Gender dimension of research ā¢ Identify research groups with experience on gendered research, in the field of the instituteās research topic. Organizing visits and working seminars for researchers to learn how to integrate sex/gender dimension into their project planning (4).
- 21. 09/13/2016 LIBRA @VITAE Conference 2016 21 LIBRA ā Athena SWAN
- 22. 09/13/2016 LIBRA @VITAE Conference 2016 22 Athena SWAN
- 23. 09/13/2016 LIBRA @VITAE Conference 2016 23 LIBRA ā¢ Collaborative
- 24. 09/13/2016 LIBRA @VITAE Conference 2016 24 LIBRA v Athena SWAN ā Structural similarities
- 25. 09/13/2016 LIBRA @VITAE Conference 2016 25 LIBRA v Athena SWAN ā Structural similarities
- 26. 09/13/2016 LIBRA @VITAE Conference 2016 26 LIBRA and Athena SWAN ā benefits
- 27. 09/13/2016 LIBRA @VITAE Conference 2016 27 Discussion 2 LIBRA achievements 1. Increased awareness 2. Assessment of where we are regarding Gender Equality 3. Engagement of directors and action plan to improve the situation for Gender Equality Challenges we still face 1. Feedback from colleagues that they are saturated with the topic āGenderā 2. Less participation of men in survey and gender related events 3. Engagement of scientists How can we address these challenges?
- 28. 09/13/2016 LIBRA @VITAE Conference 2016 28 The LIBRA - Team Advisory Board
- 29. 09/13/2016 LIBRA @VITAE Conference 2016 29 Thanks for your attention Sonja Reiland LIBRA project manager sonja.reiland@crg.eu Laura Norton LIBRA/Athena SWAN manager laura.norton@babraham.ac.uk Natalia Dave Coll LIBRA project manager natalia.dave@crg.eu This project has received funding from the European Unionās Horizon 2020 Research and innovation programme under grant agreement No 665937. Follow us: http://www.eu-libra.eu/ Twitter: @libra_science
Editor's Notes
- #2Ā Welcome everybody to the LIBRA workshop about: Boosting gender equality in research. LIBRA is a European funded coordinated and support action, and stands for āLeading Innovative measures to reach gender Balance in Research Activitiesā, yes, you can play around with the letters to come up with the acronym LIBRAā¦ My name is Sonja Reiland, I am the project manager of LIBRA, with me is today Natalia Dave, who is also a project manager and who covered me during my recent maternity leave and who is since then my sparing partner for all LIBRA related topic. And she is the one who was driving force to really propose this workshop, start sharing our experiences and data, even though we are still in our first year. And Laura Norton from one of our project partners, the Babraham institute in Cambridge. She is managing all LIBRA related activities at Babraham as well all activities related to the Athena Swan action plan. Today she will give you kind of the UK perspective of LIBRA and gender equality activities. We hope that you will be able to benefit from our results and achievements, and that we will have interesting discussions, and so we can learn from you as well. We are planning to record the session, only audio, in order to document your comments and questions and ideas. Writing everything down would distract us too much from being present here. We are presenting brand new data, which are not published nor shared yet. So any feedback from you will be very interesting for us, and depending on how the discussions are developing we might want to include your concerns and ideas in future activities or publications. Does somebody mind that we do record audio of the session? Alright, so lets get started with a 2 min video, where you will meet some of our LIBRA partners speaking about the motivation of the project. The project addresses the Horizon 2020 call for āPromoting Gender Equality in Research and Innovationā under the Science with and for Society Work Programme.
- #4Ā Where are we in the project? We Started in October 2015, we did the assessment where are we standing today regarding gender equality, and today all the 10 research institutes have a Gender Equality Plan. The next steps are to prepare the implementation, do all the planning for the action implementation, even update the GEPs. The project is supporting the GEP actions with coordinated activities and expertise sharing. ASDO the gender experts are monitoring our activities and gives advise. And soon we will have start the planning for sustainability. That means, today we are able to share with you firstly, our experiences in the assessment for gender equality, and share with you what we found out, the first data we haveā¦ And secondly, experiences of developing GEPs and try to give you a glimpse about the compilation of our partners GEPs. In both topics Laura will give you some more details from the perspectives of the Babraham institute, which is located here in the UK.
- #5Ā Diagnostic Report were based on the assessment form. We can share the general form, but this one we tailored for each institute. The general we will share on the website. Give examples of which data were collectedā¦ conceptually Recruitment was not included in the Staff survey as this is more about institutional processes than personal perception
- #6Ā Story or picture for implicit association Accuaracy and reaction time are used to calculate a score (called d-score) which is indicating how strong your association of science and carrer is rather with men compared to women. It uses a methodology developed by Harvard university and which is now run by the Project āImplicitā. We subcontracted them to provide the platform for running the analysis in the framework of LIBRA.
- #18Ā We shared with you today our data about the staff bias and and staff perception at the LIBRA partner institutes. These data, besides the diagnostic report from ASDO was and still is the basis for each institute to develope their GEP. Now, I will shortly describe how we coordinated the process of the development.
- #19Ā GEP template will be provided on the LIBRA website
- #20Ā Recruitment (Rec): High commitment from proposal stage on Career Development (CDV): High level of coordination Work-Life-Balance (WLB): Decisions dependent on institute and country Sex/Gender dimension in research (SGR): New area for almost all partners
- #21Ā In a nutshell, all institutes commit to far more actions than have been recommended, with different priorities towards the areas of interventions.