1 Women in the Scientific Areas in the Private Sector November 2002 Orna Berry, Ph.D. Gemini Israel Funds

2 Promoting Women in the Private Sector of the European Research Area Orna Berry, Ph.D. Gemini Israel Funds With special thanks for much of the source to Ms. Helga Ebeling of the EU

3 Relevance of Women in Industrial Research WIR activity To become more competitive, the EU needs more talent from which it will employ the top and the best to create its breakthrough technologies and competitive edge For that the EU needs to better utilize women

4 Lisbon Target To make the European Union by 2010 the most competitive knowledge-based economy, capable of sustainable economic growth with more and better jobs and greater social cohesion.

5 The Goal Assist corporations in establishing productivity and competitive-edge targets using a broader pool of human resource Development and retention of women at all levels in S&T organizations

6 Source: MEN - DPD (French Ministry of Research, Mission for Equality in Science and Technology) Women in French Research, The White Paper (March 2002). The higher the level of scientific education, the smaller the proportion of women Woman in Research in the private sector

7 Distribution of researchers in the private sector Average proportion of women: 19% Version 2 Source : MEN-MR-DPD l 19% of researchers are women. l This proportion ranges from 8% to 49% depending on the branch of research.

8 In the national contest for assistance in creating innovative technology firms, the proportion of female award winners was 10%. Only one business founder out of three is a woman. Women create innovative companies

9 WIR – Women in Industrial Research New EC-strategy to promote higher participation of women – Science & Society Action Plan No 26: High level STRATA–ETAN expert group Quantitative and qualitative study Communication strategy Start January 2002 Report, Recommendations & Action Plan - End 2002

10 High level STRATA–ETAN expert group 17 Members –from different sectors: Countries Organizations Additional experts 3 Meetings : January – May – September 6 Subgroups Young scientists EC-programs Best practices Top Women Entrepreneurs Communication In total - more than 50 experts involved

11 Rosanna D’Antona Helga Rübsamen Waigmann Ragnhild Sohlberg Teresa Rees Pierre Bismuth Ellen de Brabander Jenny Holmes Maria Jepsen Jaques Leclaire Erika Mann Jennifer Neumann Carmen Vela Orna Berry Niels Christian Nielsen Guy Haemers Darcy Winslow

12 Priorities and Methodology of Groups Young Scientists – motivation, recruiting, visioning future Good Practices – Broad spectrum of activities – core of ERA Entrepreneurs – mobilising, patents EC Programs – FP 6 TOP Women – networking, professional organisations Communication – public awareness, mobilisation, implementation of Action Plan

13 Data Collection & Analysis Analysis of R&D and employment data Case studies – analysis of good practices and firm level data Questionnaire to collect firm level data

14 Public Dialogue WIR Website interactive & press activity Establish contacts to companies, employer (e.g. EIRMA, D 21), professional organizations (e.g. EARMA, VDI), trade unions, governments, EC (other DGs Entr, Educ, Emp, Infosys, EIB) To disseminate results & stimulate initiatives

15 Researchers in Industrial Research – based on 8 EC Member States

16 Men Researchers in Industrial Research in Europe

17 Women Researchers in Industrial Research in Europe

18 First Results Proportion of women researchers is higher in public sector In absolute figures more women researchers work in industry High variation between areas of research – larger proportion in life sciences and chemistry Number of women researchers in industry increases faster Sources: WIS Database, White Paper: Women in French Research, 2002, Faktenbericht, Germany, 2002

19 First Studies The Scientist- reader responses: 42.5% prefer industry – 39.5% academia Life science researchers like working in industry because of career development opportunities and financial rewards In academia for creative freedom and stronger learning environment

20 Source: The Scientist 15(8): 28, Apr. 16, 2001

21 What is different? Key questions To promote gender diversity is a business-goal for leading companies Clear commitment of top management Data collection, targets, evaluation & progress reports Broad spectrum of measures: e.g. management diversity, bonuses, mentoring, flexi-time & work, balance work and private life Recruitment of women is essential How can companies be more attractive for women

22 Be ready for actions Establish contacts and links between industry, universities, school, professional organizations Analysis and transparency Awareness raising Collect firm level data

23 Please visit the WIR website