The GENERA PAM Tool
– Find measures to improve on Gender equality in your institution
– Removing barriers to the recruitment and career progression of female researchers
– Equal opportunities for career progression for male and female researchers
– 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 D3.31)] |
|
| 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 |
| 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-NET2)] - 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-NET3)] - 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-NET4)] - Yes - No - Do not know | • Gender Pay Gap |
| 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-NET5)] - incoming international mobility specifically for women researchers (yes/no) [GENDER- NET] - incoming national mobility (yes/no) [GENDER-NET6)] - incoming national mobility specifically for women (yes/no) [GENDER- NET] - outgoing international mobility (yes/no) [GENDER-NET7)] - outgoing international mobility specifically for women researchers (yes/no) [GENDER- NET] - outgoing international mobility (yes/no) [GENDER-NET8)] - 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-NET9)]: - 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) |
Please click on the activities associated with your task and study the suggested measures and indicators.
1)
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
2)
, 3)
, 4)
, 5)
, 6)
, 7)
, 8)
, 9)
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
