• Evaluating Gender Structural Change: Guidelines for Evaluating Gender Equality Action Plans

      GENOVATE partner institutions (2016)
      GENOVATE Evaluation Model is a synthesis of the main ideas and steps to take into account while evaluating Gender Equality Action Plans [GEAPs], with concrete examples and tips drawn from the practices of GENOVATE partners. It will be a useful tool for all those planning to carry out an evaluation of a GEAP.
    • Gender Equality and Diversity Competent Research Excellence Standards: Guiding Principles

      GENOVATE partner institutions (2016)
      The promotion of gender equality in research and innovation is a vital part of the GENOVATE project. The full participation of women and men in all aspects of research endeavour is key to positive career progression in academia. It is essential to ensure equal opportunities for women and men in access to promotion, research funding and decision-making positions in higher education institutions. This report seeks to provide higher education institutions, research bodies and funding institutions guiding principles on gender equality and diversity competent research excellence standards, ensuring in particular that the achievements of women and men researchers are assessed on the same basis. The report will help encourage a more systematic way of thinking about assessment of research excellence standards.
    • Gender Equality Guide for Policy Making in Higher Education Institutions

      GENOVATE partner institutions (2016)
      Higher Education [HE] policy makers play a major role in the application of international standards on gender equality. Depending on the particular characteristics of each Higher Education organisation, this responsibility is borne and/or shared by specific actors that may be located in Human Resources departments, and/or could be strategically placed throughout the organisational structure. It also rests on the actions and commitment of senior leaders and managers, who are visual and powerful champions for structural change. Either way, policy actors are particularly involved in monitoring and evaluation processes, and policy implementation, as well as legitimation of gender equality standards. Therefore, it is fundamental to work with a clear roadmap to integrate gender equality into organisational change, which would sustain context-specific, legally compliant and responsive policies that meet international and national standards of gender equality and non-discrimination. Accordingly, this resource offer a hands-on and transparent approach to gender mainstreaming in Higher Education institutions, constituting a support tool for policy makers and actors involved in policy development and implementation, which is key for regulating and legitimating organisational transformation along gender sensitive, gender competent, gender balanced and gender equal principles.
    • The GENOVATE Model for Gender Equality in Transforming Research and Innovation

      GENOVATE partner institutions (2016-10)
      Gender inequality in Research and Innovation exists to date even though the issue has been well acknowledged over time and has an enormous negative impact on science. There is also wide recognition that the issue, whether based on individual, organisational or institutional factors, can only be effectively addressed through an approach emanating from a strong drive to transform Research and Innovation, in a way to ensure seamless integration of gender equality and diversity.
    • Implementing Measures for Gender Equality in Recruitment, Promotion and Progression in Academic and Research Careers: Contextualised Guidelines for Universities and Research Organisations

      GENOVATE partner institutions (2016)
      This document outlines a set of guidelines for universities and research organisations that are in the process of, or considering, implementing: measures for gender equality in selection processes relating to recruitment, promotion and progression of academics and researchers; measures aimed at strengthening the presence of women in leadership and senior positions, including gender targets; and measures to support women in accessing opportunities for career progression. The term ‘career transitions’ is used as shorthand in the document for all processes relating to recruitment, promotion, progression, career support and gender targets in academic and research careers.
    • Promoting Sustainable Change: A Toolkit For Integrating Gender Equality and Diversity in Research and Innovation Systems

      Fältholm, Y.; Wennberg, P.; Wikberg Nilsson, Å.; GENOVATE partner institutions (2016-04)
      ”Promoting sustainable change” provides answers to those and similar questions and encourages people to learn more about gender equality and diversity in research and innovation systems. This is a toolkit for experienced and new innovators as well as for people who want to learn more about how understanding gender and diversity can lead to more innovation in their everyday lives.
    • Report from Eportfolio: Successes and challenges in the implementation of Gender Equality Action Plans

      GENOVATE partner institutions (2016)
      This Report from Eportfolio (D7.2) looks at GEAP implementation trends in general, while D6.2 focuses instead on the specifics of each partner's GEAP implementation experiences. The Report from Eportfolio presents the main advances and challenges regarding the 3 main areas of the GEAPs: gender equality in recruitment, progression and research support successes; working environment and culture change; and excellence in research and innovation through gender equality and diversity. It seeks to share lessons learned about GEAPs implementation.