https://www.genera-network.eu/ 2026-04-29T19:24:35+00:00 https://www.genera-network.eu/ https://www.genera-network.eu/_media/logo.png text/html 2019-10-22T12:28:58+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:genderandmobility_1?rev=1571747338 Gender and Mobility: Insights into the field of Physics [previous chapter] 1. Facts and figures ---------- A common understanding of terms such as gender and mobility is mandatory in this GMAP. Therefore, definitions are determined and distinguished. They are based on the interview results. text/html 2019-10-22T12:31:50+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:genderandmobility_2?rev=1571747510 Gender and Mobility: Insights into the field of Physics [previous chapter] 2. Mobility within Physics ---------- Mobility as a crucial factor “It is a field of action where you cannot work by yourself. You need to collaborate, change ideas and experiments. ” text/html 2019-10-22T12:34:11+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:genderandmobility_3?rev=1571747651 Gender and Mobility: Insights into the field of Physics [previous chapter] 3. Mobility and personal development ---------- Personal development as a motivation factor Literature tells us personal development is often mentioned as a motivation factor for international stays text/html 2019-10-22T12:39:17+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:genderandmobility_4?rev=1571747957 Gender and Mobility: Insights into the field of Physics [previous chapter] 4. Mobility = Flexibility? ---------- Although most of the interviewees confirm the importance of being mobile, mobility also appears to be a challenge. In the interviews national and international differences in language, culture and work environment were mentioned. It seems that short-term mobility is more flexible than long-term mobility. This means that it is easier to coordinate one's professional and private l… text/html 2019-10-22T12:48:00+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:genderandmobility_5?rev=1571748480 Gender and Mobility: Insights into the field of Physics [previous chapter] 5. Mobility: career progression or regression? ---------- Push and pull factors for mobility Figures 5 and 6, which show reasons and obstacles for international mobility, are for science in general, but the interview results used for this report agree with them. The general results are also reflected in literature and further studies. text/html 2019-10-22T12:50:25+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:genderandmobility_6?rev=1571748625 Gender and Mobility: Insights into the field of Physics [previous chapter] 6. Conclusions ---------- This report has summarized theories and empirical evidence on mobility patterns of female and male scientists. It has done so from three perspectives that were distinguished as mobility and private life, mobility as a synonym of being flexible and the common/different view of mobility and its impact on career development. text/html 2022-01-11T13:54:54+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:genderandmobility_7?rev=1641909294 Gender and Mobility: Insights into the field of Physics [previous chapter] 7. Useful information & actions taken in the field of physics ---------- In order to support scientists within this report, there is useful information that provides financial and organisational support. Below, you will find information about various sides, useful if you want to go abroad. Of course, this information is not exhaustive, but specified to physics. text/html 2019-10-22T14:50:49+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:genderandmobility_8?rev=1571755849 Gender and Mobility: Insights into the field of Physics [previous chapter] 8. List of references ---------- * Appelt, S. et al. (2015): “Which factors influence the international mobility of research scientists?” OECD Science, Technology and Industry Working Papers, 2015/02, OECD Publishing, Paris. text/html 2019-10-22T10:49:29+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:genderandmobility_intro?rev=1571741369 Gender and Mobility: Insights into the field of Physics [previous chapter] Introduction and Approach ---------- This report is one of the outcomes of the Horizon 2020 Project GENERA (Gender Equality Network in the European Research Area) and constitutes Milestone M4.2. It is produced under Work Package 4 (WP4) that seeks to develop a more structured and tailored implementation of gender equality measures and instruments into the field of physics. text/html 2019-10-22T10:47:20+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:genderandmobility?rev=1571741240 Gender and Mobility: Insights into the field of Physics [return to Gender in Physics] [Download the entire report as pdf] ---------- Introduction and Approach 1. Facts and figures 2. Mobility within Physics 3. Mobility and personal development 4. Mobility = Flexibility? 5. Mobility: career progression or regression? 6. Conclusions 7. Useful information & actions taken in the field of physics 8. List of references text/html 2019-10-22T15:42:52+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_1?rev=1571758972 Outcome of the GENERA interview series [previous chapter] 1. Career paths of women and men physicists - new emerging pathways and new challenges ---------- Towards a new career model of a physicist: unpredictable, shattered and precarious pathways The study reveals the transformation of the scientific pathways of the European physicists, similar to that experienced in other fields within academic world and even other professions - from the linear and predictable career model to one charact… text/html 2019-10-22T15:57:28+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_2?rev=1571759848 Outcome of the GENERA interview series [previous chapter] 2. Work conditions and environment ---------- Introduction The qualitative inquiry, in which individual narratives of male and female physicists were collected, provides us with a rich, comprehensive and diversified image of current work environments and work conditions in different European localities of physics. Sociological studies on academic and research work environment usually analyze individual evaluations through the prism … text/html 2019-10-22T16:16:07+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_3?rev=1571760967 Outcome of the GENERA interview series [previous chapter] 3. Mobility, migration and internationalization of science ---------- International cooperation supported by mobility is key to scientific knowledge production in physics The development of science is attributed by researched physicists to the exchange of ideas that today happens also internationally, within the thematic - formal or informal - networks or groups (see also chapter text/html 2019-10-22T16:18:43+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_4?rev=1571761123 Outcome of the GENERA interview series [previous chapter] 4. Networks ---------- Introduction Sociological research shows that membership in scientific and science related networks influences women in a bit different way than men. For female researchers “benefits gained from membership in networks include the ability to build social capital, promote new contacts, professional socialization and emotional support text/html 2019-10-22T16:25:51+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_5?rev=1571761551 Outcome of the GENERA interview series [previous chapter] 5. Mentorship - importance, forms and gender dimension ---------- Introduction While talking about important figures for their career developments, some of the physicists mention “private mentors” - teachers, parents or kin, who strongly influenced their life choices, especially in childhood and young age periods. This informal support has at least two different meanings. The first one shows an importance of having a role model to p… text/html 2019-10-22T16:27:51+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_6?rev=1571761671 Outcome of the GENERA interview series [previous chapter] 6. Reasons for domination of men in physics and existing barriers to women's success ---------- The awareness of the gender discrimination and the knowledge on its determinants is considered as an important step towards gender equality change. In our study we asked physicists about the causes of men's domination in physics as well about the barriers that women may face in their career. It is important to underline that the concept of text/html 2019-10-22T17:00:20+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_7?rev=1571763620 Outcome of the GENERA interview series [previous chapter] 7. Physicists experiencing different treatment ---------- Introductory remarks There is much evidence that women are systematically treated differently in academia and science disciplines, including physics (for an overview of findings see: Sekuła, Pustułka 2016). While blatant sexism - including sexual harassment - is argued to be on decline, covert discrimination - based on subtle, often unconscious gender bias - has been proved t… text/html 2019-10-22T17:19:40+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_8?rev=1571764780 Outcome of the GENERA interview series [previous chapter] 8. Institutional aspects of gender equality in physics ---------- Among the themes raised in the interviews, institutional aspects of gender equality in physics were thoroughly discussed, including opinions about the desired role of research institutions in fostering gender equality, attitudes towards actions and measures taken by own institutions to enhance gender equality as well as stance on introducing special measures in researc… text/html 2019-10-22T17:23:34+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_app?rev=1571765014 Outcome of the GENERA interview series [previous chapter] Appendix. The Interview Study Methodological Guideline ---------- The Interview Study Methodological Guideline - study design, scenario and structured note Prepared by the Jagiellonian University team 1 Study design text/html 2019-10-22T17:22:14+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_bib?rev=1571764934 Outcome of the GENERA interview series [previous chapter] Bibliography ---------- Barthelemy Ramón, Melinda McCormick, and Charles Henderson, 2016, Gender discrimination in physics and astronomy: Graduate student experiences of sexism and gender microaggressions, Physical Review Physics Education Research 12, 020119. text/html 2019-10-22T15:03:41+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_intro?rev=1571756621 Outcome of the GENERA interview series [previous chapter] Introduction ---------- This report documents the outcomes of the analysis of interviews carried out with physicists working in 11 GENERA Consortium member institutions and in one institution having the status of an observer partner. It constitutes the Deliverable 2.3 of the GENERA project. text/html 2019-10-22T15:04:13+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_methods?rev=1571756653 Outcome of the GENERA interview series [previous chapter] Introduction ---------- In order to gather all necessary information for dealing with the problems discussed above two separate methods of interviewing have been applied. The first one - the semi-standardized interview - were introduced to the interviews carried out among physicists, both female and male. This method is based on an assumption that people in general as social actors construct their text/html 2019-10-22T15:03:12+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_recomm?rev=1571756592 Outcome of the GENERA interview series [previous chapter] Recommendations for Gender Equality Plans in physics ---------- The analysis of interviews allowed to identify a number of specific institutional and cultural barriers that female - and to a certain degree also male - physicists face in their career paths. To remove these barriers certain measures need to be implemented in research organizations. Beneath a handful of recommendations for such gender equality measures is discussed. Yet… text/html 2019-10-22T15:02:29+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews_summary?rev=1571756549 Outcome of the GENERA interview series [previous chapter] Summary of the report ---------- This report documents the outcomes of the analysis of interviews carried out with physicists working in GENERA Consortium member and partner institutions. It constitutes the Deliverable 2.3 of the GENERA project. text/html 2021-09-27T08:55:09+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:generainterviews?rev=1632732909 Outcome of the GENERA interview series [return to Gender in Physics] including the interview guidelines [Download the entire report as pdf] ---------- Summary of the report Recommendations for Gender Equality Plans in physics Introduction Methods 1. Career paths of women and men physicists - new emerging pathways and new challenges 2. Work conditions and environment 3. Mobility, migration and internationalization of science 4. Networks 5. Mentorship - importance, forms and gender di… text/html 2019-10-22T14:54:31+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture_1?rev=1571756071 How to improve the research cultural environment [previous chapter] Chapter I: Structural Integration of Gender Equality ---------- This section covers the literature concerned with how to design, implement and pursue successful policies aiming at achieving gender equality in science. The works reviewed in this section in particular discuss the issues of well-design policies, factors that enhance of hinder conducting effective monitoring of gender equality and making gender equality sustaina… text/html 2019-10-22T14:56:56+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture_2?rev=1571756216 How to improve the research cultural environment [previous chapter] Chapter II: All-hands-on-deck: organizational leadership and beyond ---------- As the effectiveness of gender equality efforts depends greatly on genuine support and engagement from all stakeholders, this section covers the discussion on how to attain and sustain this support both inside and outside the scientific institutions. It refers to the GENERA text/html 2019-10-22T14:57:35+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture_3?rev=1571756255 How to improve the research cultural environment [previous chapter] Chapter III: Flexibility, Temporality and Work-Life Balance ---------- This section covers two broad themes of the literature concerned with how women in physics, and female scientists in general, address the issues emerging at the intersection of work and family. As per text/html 2019-10-22T14:58:06+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture_4?rev=1571756286 How to improve the research cultural environment [previous chapter] Chapter IV: Presence and Visibility ---------- In this section the direct correlates of a disproportional underrepresentation of women among researcher and scientific staff are debated, which relates to the GENERA's Field of Action text/html 2019-10-22T14:58:35+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture_5?rev=1571756315 How to improve the research cultural environment [previous chapter] Chapter V: Gender in Research and Education as a lens into gender-inclusive organizational cultures ---------- In this section, another branch of literature concerned with how women in physics, and female scientists in general, are portrayed within the organizational culture, as well as how various dimensions of scientific research impede or strengthen women's chances of success in STEM. Again referring to the GENERA's Field… text/html 2019-10-22T14:59:07+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture_6?rev=1571756347 How to improve the research cultural environment [previous chapter] Final remarks and implications for interview design ---------- The complexity of gender-relevant issues that contribute to the current situation of the women being persistently under-represented in physics is astounding. For one, the many facets of gender bias operate on very different levels: some are relevant for all women in the labour market (e.g. hiring discrimination, after-hours networking of men, motherhood penalty),… text/html 2019-10-22T14:52:46+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture_approach?rev=1571755966 How to improve the research cultural environment [previous chapter] Approach and Methods ---------- This literature review has been based on a wide-scoping of various secondary sources of academic research, as well as key findings of recent projects found in international reports, advisory briefs and similar material. text/html 2019-10-22T14:59:32+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture_bib?rev=1571756372 How to improve the research cultural environment [previous chapter] Bibliography ---------- About the GAB, n.d., http://gab.wisat.org/exec2.htm, 16.06.2016. Academic Culture Feeds the Impostor Syndrome, 2005, Academic Leader. The Newsletter for Acacdemic Deans and Department Chairs , vol. 21, no. 8 text/html 2021-09-29T19:13:02+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture_findings?rev=1632942782 How to improve the research cultural environment [previous chapter] Findings ---------- Gender inequality and gender discrimination is encountered in all areas of social life, including labour market and employment. Within labour market, sex disproportions in science - and specifically in STEM disciplines text/html 2019-10-22T14:52:00+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture_intro?rev=1571755920 How to improve the research cultural environment [previous chapter] Introduction and Aims ---------- This report documents the findings obtained through a comprehensive literature review, analysis of available data on partner institutions (results from the GENERA 2.1. task) , as well as a widely-scoped cross-sectional selection of Gender Equality Plans ( text/html 2019-10-18T18:24:42+00:00 Anonymous (anonymous@undisclosed.example.com) https://www.genera-network.eu/gip:howtoimproveresearchculture?rev=1571423082 How to improve the research cultural environment [return to the Gender in Physics page] [download the entire report as pdf] ---------- Introduction and Aims Approach and Methods Findings Chapter I: Structural Integration of Gender Equality Chapter II: All-hands-on-deck: organizational leadership and beyond Chapter III: Flexibility, Temporality and Work-Life Balance Chapter IV: Presence and Visibility Chapter V: Gender in Research and Education as a lens into gender-inclusive organizat…