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 reconciliation between work and private life / care responsibilities
Where do you want to become active?
| Potential activities | Examples for measures | Indicators related to the activity | Indicators related to the target = Indicators to measure changes |
|---|---|---|---|
| Working hours | • Reasonable working hours, limited overtime • Holiday and vacation policies • Moving meetings to care hours • Availability and equal treatment of part-time positions • Job sharing | • Overtime is limited (yes/no) • Holiday and vacation policies in place (yes/no) • Meetings are held in care hours (yes/no) • Job sharing is available (yes/no) • Our institution communicates that job sharing is possible (yes/no) [GENDER-NET] • Our institution collects gender disaggregated data on the usage of job sharing (yes/no) [GENDER-NET] • # of researchers sharing a job | • Researchers who have reduced working hours due to care for family members • Part-time employment rate of male and female researchers • Child care options offered/supported |
| Providing information | • Information events • Websites to bundle and disseminate relevant information • Dissemination of a guide on the work-life balance measures available | • # events held • # participants, by sex • Website created and running (yes/no)Guide exists (yes/no) • Guide disseminated to all staff (yes/no) |
|
| Support for researchers caring for elderly people | • Agreements with geriatric institutes | • Agreements exist (yes/no) | |
| Career/Parent-friendly workplaces | • Establishment of a nursing room • “With-Children-Offices” | • Nursing room established (yes/no) | |
| Facilitating better reconciliation | • Telework • Flexible working-hours • Event for employees to discuss work organization and reconciliation | • Telework is possible (yes/no) • Our institution communicates that teleworking is possible (yes/no) [GENDER-NET] • Our institution collects gender disaggregated data on the usage teleworking (yes/no) [GENDER-NET] • # and % of researchers practicing telework • Flexible working-hours are possible (yes/no) • # events held • # participants, by sex |
|
| Working contracts | • Individually drafted contract agreements • Contracts take major life events into account (e.g. childbirth) | • Contract agreements can be individually drafted (yes/no) • Contracts take major life events into account (yes/no) [EFFORTI D3.31)] |
|
| Provision of childcare | • Childcare during school vacations • Align crèche vacations to university vacations • Childcare facilities • More posts at the state day care • Availability of childcare during work-related events (e.g. conferences, workshops) | • Childcare is available during vacations (yes/no) • Aligned vacations (yes/no) • Childcare facilities are available on campus (yes/no) • # of post available • Ratio posts : needed posts • Childcare is offered during work- related events (yes/no) |
|
| Financial support for childcare | • Support grants for researchers with care responsibilities • Mobility allowance • Funding support for childcare in emergencies | • Support grants are available (yes/no) • Mobility allowance available (yes/no) • # of people using the reimbursement / support grants, by sex |
|
| Parental leave & management of career breaks | • Parental leave cover/replacement • Active management of career breaks • “Father quota” for parental leaves • Individual work time models to combine parental leave with occupational activity • Career reintegration programmes for women coming back after pregnancy (e.g. relief from teaching and/or administrative duties) • Personnel talk before maternity/parental leave (Exit talks) [FESTA2)] • Personnel talk after maternity/parental leave (Re-entry talks) [FESTA3)] • Sabbatical leave | • Our institution collects gender disaggregated data on the usage of leave (maternity, paternity, adoption, parental/family, sabbatical) (yes/no) [GENDER-NET] • Parental leave cover is offered (yes/no) • Researchers using the leave cover, by sex • “Father quota” for parental leaves exists (yes/no) • Individual work time models are offered (yes/no) • Researchers using individual work time models, by sex • Exit / Re-entry talks are practiced (yes/no) [FESTA4)] • % of researchers in maternity/parental leave that had an exit talk • % of researchers coming back from maternity/parental leave that had a re-entry talk • Sabbatical leave is possible (yes/no) • Our institution communicates that sabbatical is possible (yes/no) [GENDER-NET] • Measures to support return (after leave) (yes/no) • Our institution communicates measures to support return (yes/no) [GENDER-NET] • Our institution collects gender disaggregated data on the usage of measures to support return (yes/no) [GENDER-NET] |
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)
FESTA – Female Empowerment in Science and Technology Academia: FESTA Toolkit WP3.2. Towards Raising Organizational Awareness http://eige.europa.eu/sites/default/files/festa_toolkit_towards_raising_organizational_awareness.pdf
