– Find indicators to specify targets and to monitor change
– Address gender imbalances in decision making processes
– Establish a gender fair selection process
– Gender-fair and transparent selection procedures
The following indicators can be relevant to find out where your institution stands regarding the gender-fairness and transparency of selection procedures.
Indicator | Value | Description & Use | Source |
---|---|---|---|
The vacancy announcement includes the job profile, skills and competencies required, and eligibility criteria | Yes/No % of announcements that include the criteria | ERABASE1) | |
A minimum time period between vacancy publication and deadline for application is defined | Yes/No | ERABASE2) | |
Information on the selection process is available for the candidates | Yes/No % of processes for which information is available | ERABASE3) | |
Applicants have the right to receive feedback on the results of the selection | Yes/No | ERABASE4) | |
Selection panels are set up | Yes/No | ERABASE5) | |
The selection panels include national and international external members | Yes/No | ERABASE6) | |
Gender sensitive appointment procedures are in place | Yes/No | ERABASE7) | |
Existence of training programs in open, transparent and merit-based recruitment of researchers for everyone involved in the process | Yes/No | OTM-R8) | |
Staff trained in open, transparent and merit-based recruitment of researchers | Number by sex Proportion of people trained (%) by sex | Proportion of people trained: staff trained / all staff involved in the recruitment of researchers | OTM-R9) |
Complaints of candidates | Number of complaints | Statistics on complaints | OTM-R10) |
Please click on the activities associated with your task and study the suggested measures and indicators.