Deliverables & reports
The MINDtheGEPs consortium is publishing results in scientific journals, and in reports to the European Commission. All public deliverable reports are published Open Access. You can explore them in the list below, or visit the MINDtheGEPs Zenodo community.
Assessing gender imbalances
"No data - no policy” means that without a thorough understanding of the world around us, we will struggle to change it. Reducing the gender gap in research requires attention to context. MINDtheGEPs will collect data both at the macro, meso and micro levels to identify the push-and-pull factors that maintain gender imbalances in partner organisations.
A Comparative Analysis of Partners' Legal and Policy Contexts
Gender imbalances at the macro-level
To lay the foundation for gender equality plans (GEPs) in research organisations, MINDtheGEPs has gathered various types of data to understand and address the multiple intersecting barriers. The initial step involved analyzing the strengths and weaknesses of each national context. This report, initially shared as part of the project titled Gender Imbalances at the Macro-Level: A Comparative Analysis of Partners' Legal and Policy Contexts, assessed research and higher education legislation and policies (particularly in terms of recruitment, promotion, and access to research funds), the gender equality approaches adopted in each country to meet EU directives, as well as labour market and welfare policies (especially those supporting the "dual earner-dual carer" model, breaking away from the traditional "unconditional worker" assumption).
Solera, Cristina, Balzano, Angela & The MINDtheGEPs Consortium. (2023). Gender Imbalances at the Macro-Level: A Comparative Analysis of Partners' Legal and Policy Contexts. Zenodo. https://doi.org/10.5281/zenodo.10078138
A Multi-Indicator Approach to Organisational Gender Data
Gender imbalances at the meso-level
In this report, Gender Imbalances at the Meso-Level: A Multi-Indicator Approach to Organisational Gender Data, through 53 indicators, such as the share of women in governing bodies or in different grades, the share of women applying for or winning competitive funds, and the existence of gender measures, we offer a straightforward quantitative portrayal of the gender gaps in each implementing organisation
Solera, Cristina., Balzano, Angela., Sanseverino, Domenico., & The MINDtheGEPs Consortium. (2023). Gender Imbalances at the Meso-Level: A Multi-Indicator Approach to Organisational Gender Data. Zenodo. https://doi.org/10.5281/zenodo.10078743
Gathering Insights from Researchers Through a Web Survey
Gender imbalances at the meso-level
Through a web survey addressed to research and administrative staff at partner organizations, we have collected objective data on gender gaps, which need to go together with subjective perceptions on how the research career works and should work and on the existence of forms of gender inequalities. In this report, Gender Imbalances at the Meso-Level: Gathering Insights from Researchers Through a Web Survey, we share our findings.
Solera, Cristina., Sanseverino, Domenico., Tattarini, Giulia., & The MINDtheGEPs Consortium. (2023). Gender Imbalances at the Meso-Level: Gathering Insights from Researchers Through a Web Survey. Zenodo. https://doi.org/10.5281/zenodo.10078783.
Gathering Insights Through Interviews with Key Informants and Researchers
Gender imbalances at the meso-level
In this report, Gender Imbalances at the Meso-Level: Gathering Insights Through Interviews with Key Informants and Researchers, we share the results from our qualitative interviews with key informants (such as rectors and vice rectors, departmental directors; members of competition commissions; the president of Equal Opportunities bodies). They reveal much about the way excellence and merit are defined in partner organisations and how gender biases are viewed. Qualitative interviews with researchers (both early and advanced careers, male and female, representing both STEMM and SSH fields) reveal the causes that men and women see behind their more or less "successful" career, the fatigue they face in getting a stable or higher position, postponing or giving up to private life projects, and the changes they would wish to see towards a more inclusive, innovative, and less stressful science production and environment.
Naldini, Manuela., Musumeci, Rosy., Balzano, Angela & The MINDtheGEPs Consortium. (2023). Gender Imbalances at the Meso-Level: Gathering Insights Through Interviews with Key Informants and Researchers. Zenodo. https://doi.org/10.5281/zenodo.10078792
Designing GEPs for systemic institutional change
Structural change requires both short-term and long-term commitment. MINDtheGEPs is designing tailored gender equality plans (GEPs) for sustainable change in 7 European research organisations. Designing them to fit partners’ local context and targeting the areas where GEPs can make the biggest difference.
D3.1 – Guidelines for GEPs' implementation
Designing GEPs for systemic institutional change
This deliverable provides practical guidelines for putting gender equality plans into practice in organisations implementing Gender Equality Plans, with schemes on what key areas need to be addressed, what objectives have to be reached, what indicators are required in order to set targets, and the importance of a monitoring system. Guidelines and suggestions are based on the European policy framework but also on lessons learned and experiences gained from several European projects focused on implementing GEPs across Europe.
Di Tullio, Ilaria., Pisacane, Lucio., Marchesini, Nicolò., Cellini, Marco., & Tagliacozzo, Serena. (2023). MINDtheGEPs D3.1 – Guidelines for GEPs' implementation. Zenodo. https://doi.org/10.5281/zenodo.8046924
D3.3 - Insights of GEPs improvement
Designing GEPs for systemic institutional change
This report summarises the main advancements of the Gender Equality Plans (GEPs) of the MINDtheGEPs implementing partners after one year of the official approval of the strategic documents in each organisation. In addition, we analyse the steps of the implementation in each organisation highlighting facilitating and hindering factors of the ongoing structural change. The report provides an overall assessment of the progress, considering the entire process of structural change including context analysis, creating the transformative actors, and designing relevant GEPs for the identified challenges and gender balance. The report shows relevant steps forward in the implementation of the project GEPs although structural change actions will require far more than the 8 months covered by the report. The MINDtheGEPs project teams will follow working in the next 24 months to straighten and consolidate the GEPs measures.
Marchesini, Nicolò., & Pisacane, Lucio. (2024). D3.3 - Insights of GEPs improvement. Zenodo. DOI: 10.5281/zenodo.10512511
Recruitment, retention & career progression
More and more women are taking on research careers. But despite increasing numbers of women getting their PhD’s, they are still underrepresented at the highest academic positions, as full professors, as authors of peer-review papers and as leaders of research teams. We work to change this pattern through skills development, awareness-raising, and advocating for policy change.
D4.1 – Guidelines on planned actions for recruitment and retention
Balancing recruitment, retention and career progression
In this deliverable, which is based on a combination of desk research, our own expertise, MTG partners’ experiences, in addition to existing guidelines, we have prepared a set of overall recommendations supporting academic and non-academic organisations to foster the awareness of gender issues in the field of recruitment, retention and career progression. Our guidelines on planned actions are developed to help to understand and prepare organisational change, which should improve gender equality in an institution.
Migalska, Alexandra., Sekuła, Paulina., Stoecker, Ewa., Ní Fhlatharta, Aiofe., & Macmahon, Helena. (2024). D4.1 – Guidelines on planned actions for recruitment and retention. Zenodo. DOI: 10.5281/zenodo.10491838
Decision-making
Women are underrepresented in decision-making in research. With recent reports stating the EU will reach gender equality in 60 years, there is plenty of work to do right now. We work to deconstruct the gendered bias that men make better leaders. And to introduce gender equality targets in key decision-making bodies at partner institutions.
D5.1 – Guidelines on planned actions to empower women in decision-making processes
Empowering women in decision-making processes
This deliverable provides guidance on how to design training for junior researchers, particularly women, to help them navigate the structural and cultural barriers to career advancement in the research domain that they may face. Specifically, this guides the development of the first part of the MINDtheGEPs training module titled Empowering Women Laboratory. The goal is to challenge stereotypes about women's self-confidence, competitiveness, and family responsibilities, addressing the impact on their choices in research, teaching, and publishing. The report outlines the methodology, recommends actions based on collected information, and describes initiatives from various organisations. This work focuses on empowering women in decision-making processes within research organisations to support the goals of improving their career prospects and increasing gender balance in decision-making bodies at research organisations and MINDtheGEPs partners' gender equality plans.
Antequera, Gema., & Lomba, Adrián. (2024). D5.1 – Guidelines on planned actions to empower women in decision-making processes. Zenodo. DOI: 10.5281/zenodo.10579143
Research & teaching
Research is competitive. We compete with our colleagues for grants and submit papers for others to critically review. But the systems in place tend to favour male researchers. We will work to have the gender perspective included in teaching and research. Educating our colleagues on how to look at research projects and outputs through a gender lens. And strengthening women as research evaluators, in peer review, and as editors.
D6.1 – Guidelines on planned actions to gendering research & teaching
Gendering research & teaching
This deliverable aims to assist organisations in contextualising their research and teaching within diversity and inclusion paradigms, aiming to support trainers and academics in conducting gender-aware research and promoting gender equality issues in academia. To help them enhance gender awareness and equality in research and academic settings. The objectives include increasing gender awareness in research content and funding, promoting gender equality in team composition and leadership, incorporating gender sensitivity in research funding procedures, gendering scientific publications, and fostering long-term gender sensitivity in teaching. The deliverable provides overall recommendations, based on desk research, partner experiences, and existing guidelines. These recommendations are condensed into a user-friendly checklist, serving as a toolbox for academic and non-academic organisations to implement gender mainstreaming.
Żadkowska, Magdalena., Kosakowska-Berezecka, Natasza., Dziedzic, Marta., Raszczyk, Izabela., Drecun, Aleksandra., Jovanovic, Kosta., Trumic, Maja., & Solera, Cristina. (2024). D6.1 – Guidelines on planned actions to gendering research & teaching. Zenodo. DOI: 10.5281/zenodo.10591738
D6.4 – Gendering Scientific Publications Guidelines
Gendering research & teaching
This deliverable provides guidelines for promoting gender sensitivity in scientific publications. The goal is to offer clear instructions on conducting gender-sensitive reviews and promoting gender-aware publications, fostering a more equitable and diverse scientific community. The document outlines a workshop on gendering scientific publications, bringing stakeholders together to enhance the guidelines' impact. Recommendations stress cross-functional collaboration, education, role models, accessible communication, and inclusivity in the review process. The report concludes with next steps, including stakeholder engagement, resource development, implementation strategies, monitoring, evaluation, and knowledge dissemination. Prioritising these steps fosters equitable and inclusive scientific publishing, reflecting diverse perspectives and experiences.
Santinhos, Miguel., Colaiacomo, Claudio., Rosetta, Federica., Żadkowska, Magdalena., Kosakowska-Berezecka, Natasza., Balzano, Angela., & Solera, Cristina. (2024). D6.4 – Gendering Scientific Publications Guidelines. Zenodo. DOI: 10.5281/zenodo.10591871
