GENERA Fields of Intervention Sample Clauses

GENERA Fields of Intervention. (1) Increase number of women in leading positions Top management positions depend much on networks to the central office which are easier to establish for male researchers. Having women in leading positions could start a positive dynamic leading to even more female leaders and a change in the organizational culture.
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GENERA Fields of Intervention. (1) Increase number of female physicists Attracting more girls to study physics by showing them how physics is done and by working with role models approaching girls at school. More actions should be done in schools and for undergraduate 8 CNRS was the first partner to be studied (mid November 2016), this might explain partly why preparations for the implementation of GENERA activities were only very little developed. students. Also, better communicate that CNRS tries to improve working conditions and to support women to have a successful career.
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GENERA Fields of Intervention. In the interviews at DESY no focus on specific topics or fields of intervention could be identified, but interviewees suggested a number of actions that could be implemented. Suggestions included: Gender bias trainings, mentoring, organization of a Girls Day, childcare programs, better management of career breaks, policies to improve the situation of temporarily employed staff and positive action. It was also suggested to involve and address more strongly the men and to establish a new staff position in charge of developing gender equality policies.
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GENERA Fields of Intervention. (1) Women in leading positions In the interviews the phenomenon of a leaky pipeline and the low number of women in leading positions appeared as the most interesting for further investigation within GENERA. The fact that there are fewer women in leading positions is perceived as women’s personal decisions. All interview partners stated that women have the same conditions and possibilities as men and that there is no discrimination or bias or stereotype that is causing the low numbers. This suggests a lack of awareness of the structural dimension of gender (in)equality.
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GENERA Fields of Intervention. (1) Selection processes: unconscious bias Even though there is some legal basis for a fair selection process in terms of gender equality on the one hand, and although CUG has already been working on this topic and concrete measures have been specified in the equality plan, on the other hand, the results are still poor. In the ex-ante interviews conducted in January 2017, the dominant gender topic was in fact the (suboptimal) selection procedures. In September 2016 INFN recruited a number of 73 permanent positions after a recruitment stop in the previous years. Only 7 women were selected even though the number of female applicants was quite high. As a consequence, a working group has been established to analyze the results and the work of the selection committees and unconscious bias has become an important topic to be addressed.
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Related to GENERA Fields of Intervention

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