EVAN Gender Board Katrin Schaefer Sarah Elton Katerina Harvati.

Slides:



Advertisements
Similar presentations
PAY SURVEY AS PART OF EQUALITY PLANNING GED PLAN PROJECT Equality consultant Sinikka Mustakallio WoM Ltd Vilnius No LLP LT-LEONARDO-LMP.
Advertisements

24th of September, 2009 Liudmila Mecajeva, Director of Social Innovation Fund in Lithuania, Project coordinator. Promotion of Gender equality and Diversity.
This is our story (so far). Taking a step back Lord Davies Report published Feb 2011 “Challenged the shortage of women operating at Board level in publicly.
Clare Hughes Social Care in Partnership Coordinator.
Aspiration and Frustration A Brief Overview. mobilising business for good Aspiration and Frustration Research objective: To find out how certain industries.
1 10 steps to heaven supporting women in engineering.
Allianz Diversity Strategy Lori Callahan General Manager Liability and CTP Claims.
Marie Curie Actions Initial Training Networks (ITN) 2013 Contractual Rules Financial Managemet Reporting and Monitoring ITN Best Practices.
London Apprenticeship Project The Engage to Enable Pledge Disability Rights UK.
‘ ‘A Level Playing Field’ Implementing change at organisational level Fiona Tierney CEO Public Appointments Service.
Promotion of Gender Equality in the University of Helsinki Terhi Saarikoski
An Introduction to the Schedule A Hiring Authority Waneda Robertson HR Specialist Schedule A Coordinator Michelle Maloney, MS, CRC, CPRP Equal Employment.
W A V E Women against Violence Europe Ensuring access to women‘s services, including women‘s shelters, for undocumented migrant women survivors of violence.
European Platform of Women Scientists 1 Empowerment, exchange, cooperation - key issues in networking women scientists Conference “Women in Academia” Workshop.
WOMEN FACULTY AND THE SOCIAL–CULTURAL NEXUS IN HIGHER EDUCATION Karla A. Henderson, North Carolina State University To examine the social- cultural nexus.
European Women ’ s Lobby Lobby Europ é en Des Femmes.
Center for Educator Recruitment, Retention, & Advancement From Recruitment to Retention: A Continuum That Works!
Welcome Maria Hegarty Equality Strategies Ltd. What ? Equality/Diversity Impact Assessment A series of steps you take that enable you to assess what you.
Gender Equality in Research Women hold fewer than 20% of all higher academic positions YET Account for over 55% of all university students Mirrors broader.
Affirmative Action – A Strategy to Build a Diverse Workforce June, 2009.
Athena SWAN Gender Equality Quantitative Survey Results
Local initiatives for women at the University of Bologna (Italy) Carla Raffaelli.
EFFECTIVE RECRUITMENT AND SELECTION
Increasing the Representation of Women Full Professors in Academe Barbara A. Lee Dean School of Management & Labor Relations Rutgers University.
Is IT different for men & women? Glenda Stone, CEO Aurora Gender Capital Management.
Attracting and Recruiting from Overseas. Reasons for Overseas professionals to relocate to Western Australia Career growth Economic conditions Outdoor.
1 European Commission - DG Employment, Social Affairs and Equal Opportunities Strategy for equality between women and men ( ) ETUC WOMEN’S COMMITTEE.
Associate professor of Budapest University of Technology and Economics MÁRIA PALASIK PhD WOMEN IN SET IN EUROPEAN UNION AND HUNGARY
CENTER FOR EDUCATOR RECRUITMENT, RETENTION & ADVANCEMENT.
CREATING SYNERGIES FOR BENCHMARKING GENDER NATIONAL POLICIES: ROLE OF THE HELSINKI GROUP AS A STRATEGIC FRAMEWORK AND ITS FEEDBACK Mioara Florica Tripsa,
Affirmative Action Training for Managers Affirmative Action Plan (AAP) What is AAP? Practices that take race, ethnicity, or gender into consideration.
Mentoring Along the Academic Journey Valerie Davidson NSERC/HP Chair for Women in Science and Engineering.
Searching for Faculty Members The Search Committee Succession Planning.
European Platform of Women Scientists The European Platform of Women Scientists - The Voice of Women Scientists in EU Research Policy Raising the Voice.
Chemistry Biology Psychology Physics Computer Sci Electronics Health Sciences Maths HYMS Environment Health Economics.
Break Gender Stereotypes, Give Talent a Chance Brussels, 27 November 2008 Helen Hoffmann, UEAPME Social Policy Adviser “The benefits of overcoming gender.
Athena SWAN University College Cork, April 2015 Dr Ruth Gilligan – Athena SWAN Adviser.
Supporting Services Mentoring Program. Mentoring Program Definition The Mentoring Program of MCPS provides mentors to both new employees and existing.
Recruitment Strategies. Challenges Why don’t we get more people to run for elections?
Women in IT Fran Kitteridge, Unisys. The IT Industry A Male Dominated Industry Proportion of women is declining – % Women – % Under-representation.
VOLUNTEER CONFERENCE SESSION 3: EDSG & WES Anni Broadhead, CEO, Support Network Dawn Bonfield, President, WES (Women’s Engineering Society)
María Amor Barros del Río Gender as content in research in Horizon 2020 GENDER AS CONTENT IN RESEARCH IN HORIZON 2020 CAPACITY BUILDING WORKSHOP FOR RESEARCHERS.
WOMEN IN LEADERSHIP ROLE
EVAN Gender Board January 2007 Katrin Schaefer Sarah Elton Katerina Harvati.
The Mid-Career Mentoring Program at the University of North Carolina at Charlotte Kim Buch Associate Professor of Psychology ADVANCE Co-PI
Juno Supporters Departmental Away Day 03/09/08. Time Lines Feb 2008 Blackett Laboratory became a Juno Supporter 18 months to qualify as Juno Champions.
Recruitment Statistics Overview of Recruitment 2007/08 Of the 38 vacancies advertised this year, 27 roles were filled and 7 roles were not.
Federal Women’s Program NRCS Iowa Federal Women’s Program (FWP)
Women in Science, Engineering and Technology Initiative (WiSETI) Dr Esther Haines Dr Alison Maguire.
Women in Mathematics Committee Gwyneth Stallard Professor of Pure Mathematics at the Open University Chair of the London Mathematical Society’s Women in.
3.1 Recruitment & Selection Policy Appendix 2.10 Application pack - application guidance for candidates Application workshop Volunteer Befriending Scheme.
Center for Educator Recruitment, Retention, & Advancement.
Equality, Diversity and Rights Equal opportunities legislation.
Towards Gendered Science and Research: Gender Mainstreaming in the EU Science Policies Alexandra Bitusikova 7 September 2005 Bratislava, Slovakia.
Recruitment / Selection / Training (Year 12 AS). The recruitment process The recruitment process is the steps involved when recruiting a new member of.
Inova Consultancy Celebrating Diversity Emma Parry Occupational Psychologist
Some Facts on the topic of Gender Equality in Germany Vice-Rector for Structure and Development Dresden, 20. November 2015.
Turning to Malta and Gozo Gender Equality. Malta & Gozo A recent research entitled ‘Unlocking the Female Potential’ commissioned by the National Commission.
GED Strategies and Policies to prevent PSEA CARE NEPAL Urmila Simkhada – GIE Advisor / Prajana Waiba Pradhan – HR & OD Coordinator.
The Basics Carsten P. Welsch.
Principles Of Women Empowerment
Diversity at CERN The Diversity Office cern.ch/diversity
Gender Pay Gap Report.

The Athena SWAN Charter and Recent Developments
Gender Pay Gap Report as at 31 March 2018.
Welcome! Womxn in Neuroscience Topic: Community
IYA2009 Cornerstone Project She is an Astronomer
Snapshot of Gender and Age Assessments Tirana – Brasov - Prishtina
Liberian-German Cooperation in Health Strengthening Gender Equality – The Gender Audit Report – 2018 As part of the feedback a short presentation.
Presentation transcript:

EVAN Gender Board Katrin Schaefer Sarah Elton Katerina Harvati

What is the role of the Gender Board? Oversees ‘gender-related’ issues: Monitor gender equality Ensure gender equality Co-ordinate measures to promote equality between men and women Make links to existing initiatives promoting women in science Reports to Co-ordinator

Equality Equality of opportunity and experience for all Many issues are related to general equality, albeit targeted towards gender European commitment to promoting women in science

Monitor gender equality Network statistics: number and proportion of experienced women in EVAN Appointment statistics: applicants, suitable candidates, shortlisted candidates, appointments Annual statistics: composition, retention, career paths After each appointment: Partner Site asked to return appointments monitoring form Each year: Partner Site asked to return annual monitoring form

Monitoring gender equality

Ensure gender equality RECRUITMENT EU aim: 40% female recruitment NO affirmative action Get the best person for the job by appointing fairly Interview suitably-qualified candidates regardless of gender or domestic situation ‘Gender neutral’ interview panels Fairness in salaries and promotions The Gender Board can help Partner Sites find someone from their institution to advise them

Ensure gender equality OTHER ISSUES Gender Board: a formal EVAN contact point for alleged sexual harassment and discrimination The Gender Board can help Partner Sites and Fellows find someone from their institution to advise them

Co-ordinate measures to promote gender equality Fairness in recruitment and in day-to-day employment Flexible working patterns if desired and possible Training remit of the Network: many anthropology undergraduates female but fewer continue as research students or postdocs Training remit of the Network: opportunities for women to ‘reskill’ after a career break

Co-ordinating measures to promote gender equality Partner sites asked to be flexible where possible Also encouraged to consider EVAN’s training remit and encourage participation of women Mentoring important for ALL Fellows Additional need for specific female-female mentoring (on-site and through ‘buddies’) EVAN mailing list for women’s issues

Make links to existing initiatives Contact made with the Center for Gender Equality, University of Vienna Specialist support at home institution of project Links will also be made to various other Europe- wide and country-specific organizations (e.g. the European Platform of Women Scientists and Women into Science, Engineering and Construction, UK)