The GENERA PAM Tool
– Find measures to improve on Gender equality in your institution
– Address gender imbalances in decision making processes
– Establish a gender fair selection process
– Gender-fair and transparent selection procedures
Where do you want to become active?
Gender-fair and transparent selection procedures
| Potential activities | Examples for measures | Indicators related to the activity | Indicators related to the target = Indicators to measure changes |
|---|---|---|---|
| Reflection on selection procedures | • Meetings to reflect on selection procedures | • Reports/notes from reflection meetings (yes/no) | • The vacancy announcement includes the job profile, skills and competencies required, and eligibility criteria • A minimum time period between vacancy publication and deadline for application is defined • Information on the selection process is available for the candidates • Applicants have the right to receive feedback on the results of the selection • Selection panels are set up • The selection panels include national and international external members • Gender sensitive appointment procedures are in place • Existence of training programs in open, transparent and merit-based recruitment of researchers for everyone involved in the process • Staff trained in open, transparent and merit-based recruitment of researchers • Complaints of candidates |
| Having transparent rules and procedures | • Rules and procedures are formalized in a written form and communicated | • Rules and procedures are formalized in a written form and communicated (yes/no) | |
| Regular reporting of selection committees / commissions | • Reporting duty formally in place | • Reporting duty formally in place (yes/no) | |
| Policies of outside hiring | • Policies of outside hiring (yes/no) | ||
| Monitoring of hiring processes | • Monitoring the gender distribution at all stages in the recruitment process | • Monitoring in place (yes/no) • Yearly reports available (yes/no) |
Positive action / target numbers
| Potential activities | Examples for measures | Indicators related to the activity | Indicators related to the target = Indicators to measure changes |
|---|---|---|---|
| Target numbers for female candidates | • Set a minimum quota for female candidates | • Target numbers / proportions for female candidates are set (yes/no) • % of female candidates | • The vacancy announcement includes the job profile, skills and competencies required, and eligibility criteria • A minimum time period between vacancy publication and deadline for application is defined • Information on the selection process is available for the candidates • Applicants have the right to receive feedback on the results of the selection • Selection panels are set up • The selection panels include national and international external members • Gender sensitive appointment procedures are in place • Existence of training programs in open, transparent and merit-based recruitment of researchers for everyone involved in the process • Staff trained in open, transparent and merit-based recruitment of researchers • Complaints of candidates |
| Preferring women in case of equal qualification (= Positive action) | • Policy to prefer women in case of equal qualification | • Policy in place (yes/no) |
Please click on the activities associated with your task and study the suggested measures and indicators.
