There are now more female than male students at Austrian universities. More women than men also successfully complete a degree programme. However, women are still underrepresented in technical subjects, while they dominate in teaching and healthcare professions. Women in science and research also earn less than men. They also have difficulties gaining access to higher positions. Despite the growing proportion of women among students and graduates in all fields, women are rarely found in senior positions. At universities, only around a quarter of professorships are held by women, and women head just under a third of degree programmes at universities of applied sciences. The barriers that prevent women from being successful in certain professional fields are still present today. While around 39% of researchers in the higher education sector are women, this figure is as low as 18% in the corporate sector (data from FEMtech.at).
The equality of all genders in science and research requires the consideration of different needs and interests. Women, men and non-binary persons should be recognised in their respective groups. The aim is to reduce inequalities between genders in the science and research system - including other possible dimensions of discrimination such as age, disability, sexual orientation, gender identity, ethnicity, religion or ideology. (See also the information on Diversity & Diversity)
Genau hier hilft es Organisationen, einen Gleichstellungsplan zu entwerfen und umzusetzen. Welche Organisation möchte es sich in Zeiten des Fachkräftemangels leisten, auf Expert:innen zu verzichten, weil die eigenen Strukturen für viele nicht funktionieren?
Gender equality plan mandatory for certain EU funding programmes
In Horizon Europe, a Gender Equality Plan is a mandatory criterion for participation in Horizon Europe for all calls with deadlines from 2022 onwards. According to the EC Guidance Document (p. 6) and the Horizon Europe General Annex, this regulation applies to organisations if they belong to the following legal entities (the exact definitions can be found in the LEAR Guidance Document from p. 5) and if they are located in EU Member States or Associated Countries:
- Public bodies, such as research funding organisations national ministries or other public bodies, including ‘public for profit’ organisations
- Public and private higher education institutions
- Public and private research organisations
According to the Horizon Europe General Annex, other categories of legal entities are excluded, such as ‘private for-profit organisations, including SMEs, non-governmental or civil society organisations’
The General Annexes of Horizon Europe 2021 - 2022 stipulate that such a Gender Equality Plan (GEP for short) must fulfil four mandatory process-related requirements or ‘building blocks’ in order to be considered a funding criterion.
Mandatory requirements for a GEP are as follows:
- A public document: The GEP should be a formal document signed by senior management and disseminated within the institution. It should demonstrate a commitment to gender equality, set out clear objectives and detailed actions and measures to achieve them.
- Have dedicated resources: Resources for the design, implementation and monitoring of GEPs may include funding for specific positions such as gender equality officers or gender equality teams, and dedicated working hours for academic, management and administrative staff.
- Include arrangements for data collection and monitoring: GEPs must be evidence-based and based on baseline data, disaggregated by sex or gender, collected across all categories of staff. This data should inform the goals and targets, indicators and ongoing evaluation of the JEP's progress.
- Be supported through training and capacity building: Measures may include developing gender competence and addressing unconscious gender bias among employees, managers and decision-makers, setting up working groups on specific topics and raising awareness through workshops and communication activities
In addition to these mandatory process-related requirements, the following 5 subject areas are recommended in terms of content:
- Work-life balance and organisational culture
- Gender balance in leadership and decision-making
- Gender equality in recruitment and career development
- Integration of the gender dimension in research and teaching content
- Measures against gender-based violence including sexual harassment
Further information on gender equality plans for Horizon Europe projects:
Video tutorials on how to create a gender equality plan in 6 steps
English with German subtitles, resources of the Gender Equality Academy project