====== The GENERA PAM Tool ====== [[pam|{{ wiki:pam_online.png?50|Return to the PAM Tool start}}]]\\ [[pam|{{:wiki:task.png?50|Return to select task }}]] -- [[pam|Find measures to improve on Gender equality in your institution]] \\ [[m_select_target|{{:wiki:target1.png?50|Return to select 1st level target }}]] -- [[m_select_target|Removing barriers to the recruitment and career progression of female researchers]]\\ [[m_select_target1|{{:wiki:target2.png?50|Return to select 2nd level target }}]] -- [[m_select_target1|Equal opportunities for career progression for male and female researchers]] \\ [[m_target1_2|{{:wiki:target3.png?50|Return to select 3rd level target }}]] -- [[m_target1_2|Supporting the retention & career progress of female researchers]] ---- Where do you want to become active? ++++ Career management and progress| ^**Potential activities**^**Examples for measures**^**Indicators related to the activity**^**Indicators related to the target = Indicators to measure changes**^ |Assessment of researchers' performance|• Establishment of an evaluation or appraisal mechanism for assessing researchers' professional performance|• Evaluation or appraisal mechanisms for assessing researchers' professional performance exists (yes/no)|• Transparent promotion system in place\\ • Number of submitted tenure applications\\ • Number of awarded tenures\\ • Number of promotion applications\\ • Number of admissions (of promotion applications)\\ • Share of women and men among applicants for promotion\\ • Share of women and men among promoted researchers\\ • Success rate for women and men applicants for promotion\\ • Share of female researchers promoted in a higher category/grade| |(Gender) Career Management|• Career advancement plan for women\\ • Gender career management\\ • Ensure that research staff are aware of career/professional development options\\ • Introduction of a dedicated organizational career development strategy|• Dedicated organizational career development strategy exists (yes/no)\\ • A career advancement plan for women is in place (yes/no)\\ • Staff has been informed about career/professional development options (yes/no)|:::| |Career monitoring|• GE monitoring of the long-run career trajectories (including mobility)|• Career monitoring in place (yes/no)|:::| |Promotion policies and practices|• Possibility of stopping the tenure clock at universities due to parental leave or family leaves\\ • Supervisors encouraging women to take over more responsibility|• Promotion policy in place (yes/no)\\ • Stopping the tenure clock is possible (yes/no)\\ • # of researchers using the possibility to stop the tenure clock, by sex|:::| |Trainings / seminars|• Provide trainings for young female physicists that prepare them for their career\\ • Trainings for re-entering women\\ • Trainee programme for potential female leaders|• # of trainings held\\ • # of participants|:::| |Coaching|• Individual coaching for female post-docs\\ • Individual counselling|• # of coaches\\ • # of coached female post-docs\\ • # of coaching / counselling sessions held|:::| |Workshops|• Soft-Skill workshops\\ • Workshops for developing career plans and goals\\ • Workshops for career and life planning|• # of workshops held\\ • # of participants, by sex|:::| |Qualification programmes for female\\ scientists|• Management programme for female professors and managers (training)\\ • Programmes for interdisciplinary further education and interdisciplinary exchange\\ • Personal and professional development programmes for women|• # of programme participants\\ • programmes are available (yes/no)|:::| |Career consultation|• Individual career consultations|• # of researchers who used the individual career consultation|:::| |Grants and Fellowships / Funding schemes|• Grants for young women researchers for individual career development measures\\ • Post Career Break Fellowship\\ • Fellowships for female post-docs\\ • Programmes that finance positions with resources and staff for a fixed period of time to establish (female) scientists as scientific leaders|• # of awarded grants / fellowships /\\ positions|:::| |Mentoring|• Mentoring for researchers (especially graduates/doctoral researchers and postdoctoral researchers)\\ • Mentoring for young female scientists|• Mentoring (yes/no)\\ • # of researchers benefitting from the mentoring programme, by sex\\ • Annual budget allocated in EUR\\ • Increase in leadership positions by women who participated in the programme [EFFORTI D3.3(( Kalpazidou Schmidt, Evanthia; Bührer, Susanne; Schraudner, Martina; Reidl, Sybille; Müller, Jörg; Palmen, Rachel; Haase, Sanne; Graversen, Ebbe Krogh; Holzinger, Florian; Striebing, Clemens; Groó, Dora; Klein, Saskia; Rigler, Dorottya; Høg Utoft, Ea. (2017). EFFORTI – Deliverable 3.3. A Conceptual Evaluation Framework for Promoting Gender Equality in Research and Innovation. A synthesis report https://efforti.eu/sites/default/files/2018-03/EFFORTI%20D3.3%20FINAL%2027032018.pdf ))]|:::| |Networking / Supporting networks among\\ female physicists|• Programmes including the opportunity for (interdisciplinary) networking\\ • Regular meetings for female physicists\\ • Conference for female physicists|• Specific events / programmes to support networking among female physicists are offered (yes/no)\\ • # of participants|:::| |Online platforms|• e.g. femtec\\ (https://www.femtec.org/en) \\ • Web-based communication platform (network) for female scientists at the university|• # of users / views|:::| ++++ ++++ Supporting the retention of female researchers | ^**Potential activities**^**Examples for measures**^**Indicators related to the activity**^**Indicators related to the target = Indicators to measure changes**^ |Working contracts|• Policies to improve the situation of temporarily employed staff/researchers to facilitate their precarious employment status and career perspectives\\ • Extension of post-doc posts in cases of pregnancy\\ • Contracts take major life events into account (e.g. child birth)|• Policies are in place (yes/no)\\ • Extensions of post-doc posts are possible (yes/no)\\ • # of post-docs who used the possibility of extension\\ • Contracts take major life events into account (yes/no)|• Assessment of fixed-term contracts vs. permanent positions/contracts\\ • Proportion of researchers with 'precarious' working contracts| ++++ ++++ Equal pay | ^**Potential activities**^**Examples for measures**^**Indicators related to the activity**^**Indicators related to the target = Indicators to measure changes**^ |Avoiding a gender pay gap|• Collection of gender-disaggregated data on salaries|• Do you have gender-disaggregated data on salaries? [GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))]\\ - Yes\\ - No\\ - Do not know\\ If yes, how frequently do you\\ collect this data?\\ - Annually or more frequently\\ - Less than annually\\ - Do not know\\ \\ • Is there a "variable part of salaries" for the staff in your institution? [GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))]\\ - Yes\\ - No\\ - Do not know\\ - Not applicable\\ If yes, what does this "variable part of salaries" include? (Please select all that apply)\\ - Wage bonus\\ - Extra-pay for leading positions (head of department, laboratories…)\\ - Extra-pay for expertise\\ - Other (please specify)\\ If yes, do you have data measuring\\ "variable part of salaries"?\\ - Yes\\ - No\\ - Do not know\\ If yes, is this data gender-\\ disaggregated?\\ - Yes\\ - No\\ - Do not know\\ \\ • Does your institution have a measure aimed at avoiding a gender pay gap? [GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))]\\ - Yes\\ - No\\ - Do not know|• Gender Pay Gap| ++++ ++++ Mobility | ^**Potential activities**^**Examples for measures**^**Indicators related to the activity**^**Indicators related to the target = Indicators to measure changes**^ |Structures and services|• Central contact / service unit\\ • Dedicated service/department for supporting and coordinating mobility|• Service unit established (yes/no)\\ • # of researchers using the service unit or department\\ • Specific structure (a dedicated service/department) for supporting and coordinating\\ - incoming international mobility\\ (yes/no) [GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))]\\ - incoming international mobility specifically for women researchers (yes/no) [GENDER- NET]\\ - incoming national mobility (yes/no) [GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))]\\ - incoming national mobility specifically for women (yes/no) [GENDER- NET]\\ - outgoing international mobility (yes/no) [GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))]\\ - outgoing international mobility specifically for women researchers (yes/no) [GENDER- NET]\\ - outgoing international mobility\\ (yes/no) [GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))]\\ - outgoing international mobility\\ specifically for women researchers (yes/no) [GENDER- NET]|• Sex differences in the international mobility of researchers during their PhD\\ • Sex differences in the international mobility in post- PhD careers researchers| |Support to foster mobility|• Financial support (e.g. grants, fellowships)\\ • Organizational support (e.g. dual career service, counselling service)\\ • Family support (e.g. childcare)\\ • General Support (e.g. finding accommodation in the host country)|• Support available by outgoing/incoming mobility, by international/national mobility [GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))]: \\ - Financial support (yes/no)\\ - Administrative/papers support\\ (yes/no)\\ - Child care support (yes/no)\\ - Other family dependents support (yes/no)\\ • # of researchers using the support services|:::| |Supervisors|• Supervisors for researchers before or when going abroad|• Supervisors available (yes/no)|:::| ++++ ---- {{:wiki:helpi.png?nolink|"Here is a list of activities"}}Please click on the activities associated with your task and study the suggested measures and indicators.