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18-05-2009 Aarhus
Gender equality in science
European facts and figures
Florence BOUVRET European Commission
Research Directorate-GeneralDirectorate L Science, Economy and Society
Unit L.4 - Scientific culture and gender issues
• Background : Women in Science Policy - FP6 - FP7
• Where do we stand after 10 years? Figures...
• Latest activities: new studies and recommendations
• What next?
Where are we?
Women and Science Communication (1999) Sector/unit Women & Science DATA COLLECTION (public & private, enlarged EU,
etc) ANALYSIS: comparison of national policies,exchange
of knowledge… NETWORKING PROMOTION: Role models, embassators,
mentoring… GENDER WATCH SYSTEM (internal to DG RTD) POLITICAL FORUM (Helsinki Group) EXPERT GROUPS (esp. WIRDEM, Statistical
correspondents, industrial sector…)
Excellence and Innovation - Gender equality in science (2005)
Council Conclusions of 18 April 2005
Gender Pact (European Council 23/24 March 2006)
Main Steps in policy development
40%
25%
Increasing the NUMBER of women in science through:• Monitoring (She Figures, and Gender Watch internally)• Working conditions (WLB, Partnership for Researchers)• Reaching out to schools to combat early stereotypes• Network promotion (EPWS) • Women in Industrial Research• Ambassadors of science, mentoring• Gender management in research organisations
MAINSTREAM gender in research:• Inter-service working group on gender implications in
different research fields (transports, nanotechnologies, health …)
• Gender Reporting in FP funded projects (part of regular reports)
Women in Science in FP6FP6 2002-2006 - 18M€ in 4
years
Women in Science FP7FP7 2007-2013 -16 M€ in 3 years
Wider scope, impact and public engagement … organisational changes
• 2007
•Meta-analysis on gender and research (horizontal / vertical segregation)•Survey on positive action schemes for women in decision-making (EU, USA, Australia, Canada) •Gender training and toolkits for FP7
• 2008 •Expert group “Gender and Excellence” on grant and funding systems, transparency and accountability•Gender management in organisations, best practices
• 2009
•Mobilising and engaging other stakeholders in the debate on gender in science ( S&T centres and museums)•Changes in the organisations
• 2010 and beyond …Actions to implement the changes
• Background : Women in Science Policy - FP6 - FP7
• Where do we stand after 10 years? Figures...
• Latest activities: new studies and recommendations
• What next?
Where are we?
1. SHE FIGURES 2009 leaflet
2. GENDER EQUALITY REPORT (internal data) - see website
Data and Analysis
44 4443 43
42
39 3937
36 36 3635
33 3332 32 32
30 30 30 3028 28
2726
25
18 18
12
21
4547
49
0
5
10
15
20
25
30
35
40
45
50%
Proportion of female researchers, 2006
66
6059 57
53 53 53 52 51 50 50 49 49 47 47 47 47 4645 44 44 43 43
42 41 41 4039 39 38 38
36 36
2725
0
10
20
30
40
50
60
70%
Proportion of female PhD (ISCED 6) graduates, 2006
Academic Career?Men and Women
EU-27, 2002/2006
Definition of grades: A-The single highest grade/post at which research is normally conducted within the institutional or corporate system, B -Researchers working in positions not as senior as top position (A) but more senior than the newly qualified PhD holders, C-The first grade/post into which a newly qualified PhD (ISCED6) graduate would normally be recruited within the institutional or corporate system. Headcount.
59
36
19
41
64
81
41 40
33
16
55
484445
45
52 565554
46
58
4246
5459 60
67
84
0
20
40
60
80
100
ISCED 5A Students ISCED 5A Graduates ISCED 6 Students ISCED 6 Graduates Grade C Grade B Grade A
%
Women 2006 Men 2006 Women 2002 Men 2002
Science and Engineering Men & Women
EU-27, 2002/2006
3134
36 3633
22
11
6966
64 6467
78
89
9
91
17
29
363330
34
83
71
676466
70
0
20
40
60
80
100
ISCED 5A Students ISCED 5A Graduates ISCED 6 Students ISCED 6 Graduates Grade C Grade B Grade A
%
Women 2006 Men 2006 Women 2002 Men 2002
Grade A - The single highest grade/post at which research is normally conducted, Grade B - Researchers working in positions not as senior as top position (A) but more senior than the newly qualified PhD holders, Grade C - The first grade/post into which a newly qualified PhD (ISCED6) graduate would normally be recruitedISCED 6 – Advanced higher education programs (PhD)ISCED 5A – Basic higher education programs (Bachelors and Masters) leading to access to advanced university studies (PhD)
29
28
24 23
22
21 20 20 20
19 19 19 19 18 18 18 17 17 17
14 14
13 13
12 12
11
31
26
25
18
20
11
18
17 17
14
16 16
17
16
14
15
12 12
10
11 10
8
10
8 8
6
22
910
1111
32
26
34
9
23
17
9
20
0
5
10
15
20
25
30
35
%
2007 2002
Proportion of women in grade A academic positions, 2002/2007
• Background : Women in Science Policy - FP6 - FP7
• Where do we stand after 10 years? Figures...
• Latest activities: new studies and recommendations
• What next?
Where are we?
Contract: meta-analysis
Meta-analysis of gender in research (2M € - 30 months - contract till 29/10/2010) Consortium led by CIREM - Spain Production of a database on European gender research of
the last 25 years Vertical segregation Horizontal segregation Causes and effects http://www.genderandscience.org
Country group reports expected this summer Final analysis in 2010
Contract: Gender toolkit & training
Gender toolkit and training activities (€700,000 - 24 months) Consortium led by Yellow Window - Belgium Preparation of a gender toolkit on 9 FP7 themes with case
studies for each theme 4 information seminars in Brussels about the project Training sessions to start in autimn 2009 for NCPs,
researchers, project coordinators, any interested party.
DISSEMINATE THE INFORMATION (leaflet available)
http://www.yellowwindow.be/genderinresearch/
Benchmarking of policy measures for gender equality in
science
• Updates previous Helsinki Group report on National Policies on Women and Science in Europe (2002)
• Covers EU-27 + Iceland, Israel, Norway, Croatia, Switzerland, Turkey, in addition to five Western Balkans countries
• Mapping of current gender equality measures• Identify and analyse the success of key women and
science policies and actions• Produce national statistical profiles• Analyse success of identified policies and actions
• - Sex-disaggregated analysis on access to research funding
• No very systematic pattern on success rate by sex was found• However there are gender patterns (e.g. women are less likely to
apply for funding than men and they request smaller amounts of money)
• Measures implemented in pro-active countries include targets or quotas; and integrated policies that increase university funding based on universities performances in terms of gender equity.
• Final recommendations from the group:– Taking the gender challenge seriously (positive actions and
political will)– Increasing funding applications from women researchers– Improving gender balance among “gatekeepers” of research
funding– Gender monitoring and publishing of qualitative and
quantitative indicators, broken down by discipline and research instruments
– Improving accountability and transparency in allocation of research funding (publications of procedures and criteria, conflict of interest of evaluators, etc.)
The gender challenge in research funding
Assessing the European national scenes
Women in S&T
Expert group on Women in Science & Technology (2007-2008): creating sustainable careers
• Several studies within the private sector • Business case of policies for
reconciliation of private and professional life: how to stop the leaky pipeline through work-life balance (WLB)?
Flexitime (WLB tool) requires broader view on career and heavy workload management
Need a change in corporate culture
• Background : Women in Science Policy - FP6 - FP7
• Where do we stand after 10 years? Figures...
• Latest activities: new studies and recommendations
• What next?
Where are we?
STRUCTURAL CHANGES
Programs aimed at increasing numbers of women in science
generally attempt to fix the women… to make them competitive…
But is not enough…you also have to fix the administration …”
Londa Schiebinger
• 2005: Charter for Researchers and Code of conduct for recruitment of researchers
• 2007: Comparative study on positive actions in Europe and third countries at
institutional and national level • 2008: “Better careers and more mobility: European
Partnership for Researchers”• 2008: Gender management in research organisation: identify
and promote best practices • 2009: Modernisation of universities HR management• 2009: Awareness raising among public and private
institutions • 2009: Involvement of public at large in the debate on gender
in science
Fixing the ADMINISTRATION
Conference Prague 14-15 May 2009Changing Research Landscapes to make the
most of human potential - 10 years of EU activites on women and science - and beyond
Stock-taking of 10 years’ activities on women in science
Comparison with third countries’ experiencesDefinition of steps forwards
A milestone
• General Commission website: • http://www.ec.europa.eu
• Women and science (part of science, economy and society): • http://ec.europa.eu/research/science-society/
• FP7: • http://ec.europa.eu/research/fp7
Thank you for your attention!