![\"\"\/](\"https:\/\/polsca.pan.pl\/wp-content\/uploads\/247115179_4548870075150007_4421970335665148202_n.jpg\")
<\/figure><\/div>\n\n\n\n\n\n\n\nGender equality activities supporting scientific excellence and innovation<\/h2>\n\n\n\n<\/div>\n\n\n\nObtaining funding from the Horizon Europe by public research institutions such as universities or research institutes is only possible if the Gender Equality Plan<\/a> <\/strong>is in place. There are still many structural barriers to gender equality in science and higher education, as indicated in the latest SheFigures 2021 report<\/strong><\/a>, monitoring the state of gender equality in the R&I sector across Europe.<\/p>\n\n\n\nThe SheFigues 2021<\/a> <\/strong>report contains data and analyzes on about 88 indicators, which were indicated, among others, by:<\/p>\n\n\n\n- on average 48.1% of graduates of doctoral programs are women (in Poland: 56.3%), but in areas such as STEM or ITC still a significant majority of men<\/li>
- more than 40% of the academic staff are women, but they only hold 26.2% of positions at the highest career level (professorship)<\/li>
- women represent 32.8% of European researchers; however, more often as men work part-time<\/li><\/ul>\n\n\n\n<\/div>\n\n\n\n
<\/figure>\n\n\n\n<\/div>\n\n\n\n
\n\n\n\n<\/div>\n\n\n\nWebinar Gender equality in the European research, innovation and higher education sector. How to Strengthen Scientific Excellence through Gender Equality Plans?<\/h2>\n\n\n\n<\/div>\n\n\n\n![\"\"](\"https:\/\/polsca.pan.pl\/wp-content\/uploads\/Final-version_GEPs-event-Twitter-Post-1024x576.png\")
<\/figure>\n\n\n\n<\/div>\n\n\n\nThe EU is committed to advancing gender equality in all areas<\/strong>, the Research and Innovation (R&I) sector being no exception. Despite the progress achieved, many structural barriers to gender equality in research and innovation persist. To contribute to the development, CZELO, LINO, PolSCA, and SLORD<\/strong> jointly organized a virtual event \u201cGender equality in European Research, Innovation and Higher Education. How to enhance scientific excellence through Gender Equality Plans?<\/strong><\/a>\u201d.The objective of this event was to give an overview of the latest EU gender policy developments. Recent developments and illustrative cases from the Czech Republic, Lithuania, Poland, and Slovakia were presented.<\/p>\n\n\n\nDuring the webinar, the representative of the Directorate-General for Research and Innovation in the European Commission – Ms Anne Pepin<\/strong> (from the Gender sector<\/strong>) presented the results of the She Figures 2021 report and discussed EU policies in this area.<\/p>\n\n\n\n
<\/p>\n\n\n\n
Researchers representing leading scientific institutions from 4 countries in the Central and Eastern Europe region presented research and analyzes on gender equality and will take part in a discussion on the role of gender equality in building the capacity of scientific institutions, strengthening research teams and stimulating innovation in the region.<\/p>\n\n\n\n
- Czech Republic: Marcela Linkov\u00e1<\/strong>, Head of the Center for Gender and Science at the Institute of Sociology of the Czech Academy of Sciences<\/li>
- Lithuania: Agn\u0117 Paliokait\u0117<\/strong>, Science and innovation policy researcher, Founder and Director of international research institute Visionary Analytics; Aurelija Novelskait\u0117<\/strong>, Associate Professor of Vilnius University (Lithuania)<\/li>
- Poland: Anna Knapi\u0144ska<\/strong>, Assistant Professor at the National Information Processing Institute<\/li>
- Slovakia: Gabriel Bianchi<\/strong>, Deputy Director at the Institute for Research in Social Communication of the Slovak Academy of Sciences<\/li><\/ul>\n\n\n\n<\/div>\n\n\n\n
\n\n\n\n<\/p>\n\n\n\n
<\/div>\n\n\n\nGEP is a mandatory requirement for research organizations applying to Horizon Europe<\/h2>\n\n\n\n<\/div>\n\n\n\nGender equality as a cross-cutting priority in the Horizon Europe 2021-2027 (HE) framework program stems directly from the European Commission’s gender equality strategy for 2020-2025. Three main changes have been introduced in HE to lead to an increase in the level of gender equality:<\/p>\n\n\n\n
- having a Gender Equality Plan – obligatory as an eligibility criterion for all public bodies, higher education institutions and research organizations wishing to participate in the Horizon Europe program<\/li>
- the inclusion of the gender dimension in the content of research and innovation – this is a default requirement in projects, assessed under the excellence criterion (unless explicitly stated otherwise in the description of the topic);<\/li>
- gender balance in research teams – as a decisive criterion in the case of grant applications with the same number of points in the ranking<\/li><\/ol>\n\n\n\n
<\/p>\n\n\n\n
Having a Gender Equality Plan is mandatory for all public bodies,<\/strong> i.e. ministries, municipalities, research funding organizations, public profit-oriented organizations (e.g. some museums) as well as higher education institutions (universities) and research organizations (research institutes). <\/p>\n\n\n\nPrivate for-profit organizations such as small and medium-sized enterprises, as well as non-governmental (NGO) or civil society (CSO) organizations are not required to implement GEP. This requirement only applies to organizations from EU member states and associated countries (third countries are exempt from it). <\/p>\n\n\n\n
NOTE<\/strong>: The organization may not have a GEP at the application stage, but must have a Plan at the time of signing the Grant Agreement.<\/strong> At the stage of submitting the application, a declaration of the organization is required that the Gender Equality Plan will be implemented at the time of signing the grant agreement at the latest. <\/p>\n\n\n\nSEE<\/strong>: The PolSCA Office Guide on the development of Gender Equality Plans<\/a><\/p>\n\n\n\n<\/p>\n\n\n\n
<\/div>\n\n\n\nGEP development – 4 mandatory elements:<\/strong><\/p>\n\n\n\n- is a public document<\/li>
- it is necessary to designate specific resources for its development and implementation,<\/li>
- data collection and monitoring should be foreseen<\/li>
- the organization of training and capacity building of the organization should be included.<\/li><\/ol>\n\n\n\n
Develop a GEP: necessary steps, tools and resources<\/strong><\/p>\n\n\n\n- Make decisions and allocate resources<\/li>
- Diagnosis of the current situation<\/li>
- Develop a plan, including actions to be taken and indicators<\/li>
- Adoption and publication of the document<\/li><\/ol>\n\n\n\n
<\/p>\n\n\n\n
<\/div>\n\n\n\nTo develop GEP, you can use generally available supporting tools, e.g.<\/strong><\/p>\n\n\n\n- the GEAR Toolkit<\/strong> on gender equality guide <\/a><\/li>
- European Institute for Gender Equality guide<\/a><\/strong> <\/li>
- European Commission study on GEP<\/a><\/strong>
A network of institutions from Central and Eastern Europe dealing with GEP issues:
GEinCEE<\/a>
GENDERACTION<\/a> <\/li>- Report ERAC SWG on Gender <\/a>in Research and Innovation on Gender Equality Plans as a catalyst for change (key elements for See GEP on pp. 7-8)<\/li>
- Network of Communities of Practice Act on Gender<\/a><\/li><\/ul>\n\n\n\n<\/div>\n\n\n\n
\n\n\n\n<\/div>\n\n\n\nWorkshops for employees of the Polish Academy of Sciences<\/h2>\n\n\n\n<\/div>\n\n\n\n![\"\"](\"https:\/\/polsca.pan.pl\/wp-content\/uploads\/Warsztaty-PolSCA-nt-GEPs-1024x421.png\")
<\/figure>\n\n\n\n<\/div>\n\n\n\nWorkshop 1. How to develop a Gender Equality Plan?<\/strong>
Thursday, March 17, 9:00 am – 11:30 am
(for institutions that are just starting work on GEP)
<\/p>\n\n\n\nTopics covered during the training:<\/p>\n\n\n\n
- What is the Gender Equality Plan? Stages of work on the Gender Equality Plan.<\/li>
- A good start – understanding the functioning of the organization and creating a team implementing the Gender Equality Plan.<\/li>
- Analysis of the state of gender equality in the organization: goals of data analysis, types of useful data.<\/li>
- Tools: GEAM – a tool to be used in diagnosis and monitoring.<\/li>
- Designing a Gender Equality Plan – translating the results of the diagnosis into goals, planning activities and selecting indicators, determining the resources necessary to achieve the goals.<\/li><\/ol>\n\n\n\n
<\/p>\n\n\n\n
After the training, the participants:<\/p>\n\n\n\n
\u2022 learn about the process of developing and implementing the Gender Equality Plan and the requirements of the European Commission regarding the content and form of the Gender Equality Plan,
\u2022 will be prepared to diagnose the situation in their organization,
\u2022 get to know GEAM as a tool for analyzing the situation in an organization \/ institution,
\u2022 will be prepared to design a Gender Equality Plan in their organization
\u2022 learn about examples of gender equality plans from Polish and foreign research institutions<\/p>\n\n\n\n
<\/p>\n\n\n\n
<\/div>\n\n\n\n<\/div>\n\n\n\nWorkshop 2. How to implement a Gender Equality Plan?<\/strong>
Thursday, March 24, 9:00 am – 11:30 am
(for institutions with a diagnosis of GEP or with an already developed GEP)<\/p>\n\n\n\n
Topics covered during the training:<\/p>\n\n\n\n
- What is a Gender Equality Plan? Stages of work on a gender equality plan.<\/li>
- Designing a gender equality plan – translating the results of the diagnosis into goals, planning activities and selecting indicators, determining the resources necessary to achieve the goals.<\/li>
- How to choose the subject of the training and who should it be addressed to?<\/li>
- Inclusion of the gender aspect in research and teaching content – how to ensure it?
<\/li><\/ol>\n\n\n\nAfter the training, the participants:<\/p>\n\n\n\n
\u2022 learn about the process of developing and implementing the Gender Equality Plan and the requirements of the European Commission regarding their content and form,
\u2022 will be prepared to design a Gender Equality Plan in their organization,
\u2022 learn about examples of Gender Equality Plans from Polish and foreign research institutions,
\u2022 will be prepared to select training topics (as part of the Gender Equality Plan) and develop their plans,
\u2022 learn about the requirement to include a gender aspect in research and teaching content.<\/p>\n\n\n\n
<\/p>\n\n\n\n
<\/div>\n\n\n\nWorkshops (in Polish) will be conducted by trainers: Dr. Paulina Seku\u0142a and Dr. Ewa Krzaklewska <\/strong>from the Jagiellonian University (involved, among others, in the Gender Equality network – Community of Practice for Gender Equality in Central and Eastern Europe<\/strong>).<\/a>
The perspective of the expectations of the European Commission will be presented by Beata Oleksy<\/strong>, Gender Equality Expert in the Horizon Europe program of the National Center for Research and Development<\/strong>.<\/a><\/p>\n\n\n\n<\/div>\n\n\n\n
\n\n\n\n<\/div>\n\n\n\nGender Equality Plans of PAS Institutes<\/h2>\n\n\n\n<\/div>\n\n\n\n\n- Instytut Chemii Organicznej PAN<\/li><\/ul>\n\n\n\n
https:\/\/www.icho.edu.pl\/wp-content\/uploads\/2022\/01\/GEPfullpl.pdf<\/a><\/p>\n\n\n\n- Instytut Chemii Bioorganicznej PAN<\/li><\/ul>\n\n\n\n
https:\/\/portal.ichb.pl\/wp-content\/uploads\/2022\/01\/Zarzadzenie33_10_2021.pdf<\/a><\/p>\n\n\n\n- Instytut Immunologii i Terapii Do\u015bwiadczalnej im. Ludwika Hirszfelda PAN<\/li><\/ul>\n\n\n\n
http:\/\/www.iitd.pan.wroc.pl\/opencms\/export\/sites\/iitd\/pl\/Institute\/Zarzadzenia\/Zarzxdzenie_Dyrektora_nr_18_2021a.pdf<\/a><\/p>\n\n\n\n- Mi\u0119dzynarodowy Instytut Biologii Molekularnej i Kom\u00f3rkowej w Warszawie<\/li><\/ul>\n\n\n\n
https:\/\/www.iimcb.gov.pl\/images\/banners\/GEP_2022-2025\/GEP_PL.pdf<\/a><\/p>\n\n\n\n- Instytut Oceanologii PAN<\/li><\/ul>\n\n\n\n
https:\/\/www.iopan.gda.pl\/zarzadzenie_20_2021-plan.pdf<\/a><\/p>\n\n\n\n- Instytut Slawistyki PAN<\/li><\/ul>\n\n\n\n
https:\/\/fs.siteor.com\/ispan\/article_attachments\/attachments\/263479\/original\/Gender_Equality_Plan_IS_PAN.pdf?1643379258<\/a><\/p>\n\n\n\n- Mi\u0119dzynarodowy Instytut Mechanizm\u00f3w i Maszyn Molekularnych PAN<\/li><\/ul>\n\n\n\n
https:\/\/www.imol.institute\/_files\/ugd\/be1885_bf925c9c62514e0ab46fd48d78b2f61f.pdf<\/a><\/p>\n\n\n\n- Instytut Geofizyki PAN<\/li><\/ul>\n\n\n\n
https:\/\/www.igf.edu.pl\/download.php?id=2899<\/a><\/p>\n\n\n\n- Instytut Bada\u0144 Literackich PAN<\/li><\/ul>\n\n\n\n
https:\/\/ibl.waw.pl\/index.php?app=docs&action=get&iid=6375<\/a><\/p>\n\n\n\n- Instytut Matematyczny PAN<\/li><\/ul>\n\n\n\n
https:\/\/www.impan.pl\/instytut\/deklaracja_dostepnosci\/plan_rownosci_w_im_pan_na_lata_2022_2024.pdf<\/a> ]<\/p>\n\n\n\n- Instytut Chemii Fizycznej PAN<\/li><\/ul>\n\n\n\n
https:\/\/ichf.edu.pl\/files\/GEP\/GEP_fin.pdf<\/a><\/p>\n<\/div><\/div>\n\n\n\n<\/div>\n\n\n\n
\n\n\n\n<\/h2>\n\n\n\n
Training and future activities<\/h2>\n\n\n\n<\/div>\n\n\n\n![\"\"](\"https:\/\/polsca.pan.pl\/wp-content\/uploads\/GEPs-event-Twitter-Post-2-1024x576.png\")
<\/figure>\n\n\n\nRegistration: https:\/\/tiny.pl\/9njfl<\/a> <\/p>\n\n\n\n<\/div>\n\n\n\n<\/div>\n\n\n\n
\n\n\n\nEU funded projects on GEP<\/h2>\n\n\n\n<\/div>\n\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/ACTonGender.png\" "\\"ACTonGender\\"\/")
<\/figure>\n\n\n\nACT<\/a><\/strong><\/h2>\n\n\n\nCommunities of PrACTice for Accelerating Gender Equality and Institutional Change in Research and Innovation across Europe (1 May 2018 \u2013 30 April 2021)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2022\/01\/athenadescription.colors.png\" "\\"athena+description.colors\\"\/")
<\/figure>\n\n\n\nATHENA<\/a><\/strong><\/h2>\n\n\n\nImplementing gender equality plans to unlock research potential of RPOs and RFOs in Europe (1 February 2021 \u2013 31 January 2025)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/10-300x156.jpg\" "\\"10\\"\/")
<\/figure>\n\n\n\nBaltic gender<\/a><\/strong><\/h2>\n\n\n\nBaltic Consortium on Promoting Gender Equality in Marine Research Organisations (1 September 2016 \u2013 31 August 2020)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/CALIPER-Logo-1-300x168.jpg\" "\\"CALIPER")
<\/figure>\n\n\n\nCaliper<\/a><\/strong><\/h2>\n\n\n\nLinking research and innovation for gender equality (1 January 2020 \u2013 31 December 2023)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/Captura-de-pantalla-2020-02-24-a-las-17.23.25-300x49.png\" "\\"Captura")
<\/figure>\n\n\n\nCASPER<\/a><\/strong><\/h2>\n\n\n\nCertification-Award Systems to Promote Gender Equality in Research (1 January 2020 \u2013 31 December 2021)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/change-logo-small-230x300.png\" "\\"change!-logo-small\\"\/")
<\/figure>\n\n\n\nCHANGE<\/a><\/strong><\/h2>\n\n\n\nCHAlleNging Gender (In)Equality in science and research (1 May 2018 \u2013 30 April 2022)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/efforti-logo-300x124.jpg\" "\\"Druck\\"\/")
<\/figure>\n\n\n\nEFFORTI<\/a><\/strong><\/h2>\n\n\n\nEvaluation Framework for Promoting Gender Equality in Research and Innovation (1 June 2016 \u2013 31 May 2019)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/13-300x124.jpg\" "\\"13\\"\/")
<\/figure>\n\n\n\nEGERA<\/a><\/strong><\/h2>\n\n\n\nEffective Gender Equality in Research and the Academia (1 January 2014 \u2013 31 December 2017)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/Equal4europe_Logokleur-new.png\" "\\"Equal4europe_Logokleur-new\\"\/")
<\/figure>\n\n\n\nEQUAL4EUROPE<\/a><\/strong><\/h2>\n\n\n\nGender Equality Standards for Arts, Humanities, Medicine, Social sciences, Business and Law institutions throughout Europe (1 January 2020 \u2013 31 December 2023)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/EQUALIST_logo2-300x122.png\" "\\"EQUALIST_logo2\\"\/")
<\/figure>\n\n\n\nEQUAL-IST<\/a><\/strong><\/h2>\n\n\n\nGender Equality Plans for Information Sciences and Technology Research Institutions (1 June 2016 \u2013 31 May 2019)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/14.png\" "\\"14\\"\/")
<\/figure>\n\n\n\nFESTA<\/a><\/strong><\/h2>\n\n\n\nFemale empowerment in science and technology academia (1 February 2012 \u2013 31 January 2017)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/11-300x117.jpg\" "\\"Logo_cymb_text\\"\/")
<\/figure>\n\n\n\nGARCIA<\/a><\/strong><\/h2>\n\n\n\nGendering the Academy and Research: combating Career Instability and Asymmetries (1. February 2014 \u2013 31 January 2017)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/logo-GE-ACADEMY-300x98.png\" "\\"logo")
<\/figure>\n\n\n\nGE ACADEMY<\/a><\/strong><\/h2>\n\n\n\nGender Equality Academy (1 January 2019 \u2013 31 December 2021)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/20190206-110549146-300x130.jpg\" "\\"20190206-110549146\\"\/")
<\/figure>\n\n\n\nGEARING ROLES<\/a><\/strong><\/h2>\n\n\n\nGender Equality Actions in Research Institutions to traNsform Gender ROLES (1 January 2019 \u2013 31 December 2022)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/GEDII-logo-300x41.jpg\" "\\"GEDII-logo\\"\/")
<\/figure>\n\n\n\nGEDII<\/a><\/strong><\/h2>\n\n\n\nGender Diversity Impact: Improving Research and Innovation through Gender Diversity (1 October 2015 \u2013 30 September 2018)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/geecco_logo-1024x535-1-300x157.png\" "\\"geecco_logo-1024\u00d7535\\"\/")
<\/figure>\n\n\n\nGEECCO<\/a><\/strong><\/h2>\n\n\n\nGender Equality in Engineering through Communication and Commitment (1 May 2017 \u2013 30 April 2021)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/17.png\" "\\"17\\"\/")
<\/figure>\n\n\n\nGENDERACTION<\/a><\/strong><\/h2>\n\n\n\nGENDer equality in the ERA Community To Innovate policy implementatiON (1 April 2017 \u2013 30 September 2021)<\/p>\n\n\n\n![\"\"](\"https:\/\/www.superaproject.eu\/wp-content\/uploads\/2021\/03\/18-300x124.jpg\" "\\"18\\"\/")
<\/figure>\n\n\n\n
Obtaining funding from the Horizon Europe by public research institutions such as universities or research institutes is only possible if the Gender Equality Plan<\/a> <\/strong>is in place. There are still many structural barriers to gender equality in science and higher education, as indicated in the latest SheFigures 2021 report<\/strong><\/a>, monitoring the state of gender equality in the R&I sector across Europe.<\/p>\n\n\n\n The SheFigues 2021<\/a> <\/strong>report contains data and analyzes on about 88 indicators, which were indicated, among others, by:<\/p>\n\n\n\n The EU is committed to advancing gender equality in all areas<\/strong>, the Research and Innovation (R&I) sector being no exception. Despite the progress achieved, many structural barriers to gender equality in research and innovation persist. To contribute to the development, CZELO, LINO, PolSCA, and SLORD<\/strong> jointly organized a virtual event \u201cGender equality in European Research, Innovation and Higher Education. How to enhance scientific excellence through Gender Equality Plans?<\/strong><\/a>\u201d.The objective of this event was to give an overview of the latest EU gender policy developments. Recent developments and illustrative cases from the Czech Republic, Lithuania, Poland, and Slovakia were presented.<\/p>\n\n\n\n During the webinar, the representative of the Directorate-General for Research and Innovation in the European Commission – Ms Anne Pepin<\/strong> (from the Gender sector<\/strong>) presented the results of the She Figures 2021 report and discussed EU policies in this area.<\/p>\n\n\n\n Researchers representing leading scientific institutions from 4 countries in the Central and Eastern Europe region presented research and analyzes on gender equality and will take part in a discussion on the role of gender equality in building the capacity of scientific institutions, strengthening research teams and stimulating innovation in the region.<\/p>\n\n\n\n <\/p>\n\n\n\n Gender equality as a cross-cutting priority in the Horizon Europe 2021-2027 (HE) framework program stems directly from the European Commission’s gender equality strategy for 2020-2025. Three main changes have been introduced in HE to lead to an increase in the level of gender equality:<\/p>\n\n\n\n Having a Gender Equality Plan is mandatory for all public bodies,<\/strong> i.e. ministries, municipalities, research funding organizations, public profit-oriented organizations (e.g. some museums) as well as higher education institutions (universities) and research organizations (research institutes). <\/p>\n\n\n\n Private for-profit organizations such as small and medium-sized enterprises, as well as non-governmental (NGO) or civil society (CSO) organizations are not required to implement GEP. This requirement only applies to organizations from EU member states and associated countries (third countries are exempt from it). <\/p>\n\n\n\n NOTE<\/strong>: The organization may not have a GEP at the application stage, but must have a Plan at the time of signing the Grant Agreement.<\/strong> At the stage of submitting the application, a declaration of the organization is required that the Gender Equality Plan will be implemented at the time of signing the grant agreement at the latest. <\/p>\n\n\n\n SEE<\/strong>: The PolSCA Office Guide on the development of Gender Equality Plans<\/a><\/p>\n\n\n\n <\/p>\n\n\n\n GEP development – 4 mandatory elements:<\/strong><\/p>\n\n\n\n Develop a GEP: necessary steps, tools and resources<\/strong><\/p>\n\n\n\n <\/p>\n\n\n\n To develop GEP, you can use generally available supporting tools, e.g.<\/strong><\/p>\n\n\n\n Workshop 1. How to develop a Gender Equality Plan?<\/strong> Topics covered during the training:<\/p>\n\n\n\n <\/p>\n\n\n\n After the training, the participants:<\/p>\n\n\n\n <\/p>\n\n\n\n Workshop 2. How to implement a Gender Equality Plan?<\/strong> After the training, the participants:<\/p>\n\n\n\n <\/p>\n\n\n\n Workshops (in Polish) will be conducted by trainers: Dr. Paulina Seku\u0142a and Dr. Ewa Krzaklewska <\/strong>from the Jagiellonian University (involved, among others, in the Gender Equality network – Community of Practice for Gender Equality in Central and Eastern Europe<\/strong>).<\/a> https:\/\/www.icho.edu.pl\/wp-content\/uploads\/2022\/01\/GEPfullpl.pdf<\/a><\/p>\n\n\n\n https:\/\/portal.ichb.pl\/wp-content\/uploads\/2022\/01\/Zarzadzenie33_10_2021.pdf<\/a><\/p>\n\n\n\n http:\/\/www.iitd.pan.wroc.pl\/opencms\/export\/sites\/iitd\/pl\/Institute\/Zarzadzenia\/Zarzxdzenie_Dyrektora_nr_18_2021a.pdf<\/a><\/p>\n\n\n\n https:\/\/www.iimcb.gov.pl\/images\/banners\/GEP_2022-2025\/GEP_PL.pdf<\/a><\/p>\n\n\n\n https:\/\/www.iopan.gda.pl\/zarzadzenie_20_2021-plan.pdf<\/a><\/p>\n\n\n\n https:\/\/fs.siteor.com\/ispan\/article_attachments\/attachments\/263479\/original\/Gender_Equality_Plan_IS_PAN.pdf?1643379258<\/a><\/p>\n\n\n\n https:\/\/www.imol.institute\/_files\/ugd\/be1885_bf925c9c62514e0ab46fd48d78b2f61f.pdf<\/a><\/p>\n\n\n\n https:\/\/www.igf.edu.pl\/download.php?id=2899<\/a><\/p>\n\n\n\n https:\/\/ibl.waw.pl\/index.php?app=docs&action=get&iid=6375<\/a><\/p>\n\n\n\n https:\/\/www.impan.pl\/instytut\/deklaracja_dostepnosci\/plan_rownosci_w_im_pan_na_lata_2022_2024.pdf<\/a> ]<\/p>\n\n\n\n https:\/\/ichf.edu.pl\/files\/GEP\/GEP_fin.pdf<\/a><\/p>\n<\/div><\/div>\n\n\n\n Registration: https:\/\/tiny.pl\/9njfl<\/a> <\/p>\n\n\n\n Communities of PrACTice for Accelerating Gender Equality and Institutional Change in Research and Innovation across Europe (1 May 2018 \u2013 30 April 2021)<\/p>\n\n\n\n Implementing gender equality plans to unlock research potential of RPOs and RFOs in Europe (1 February 2021 \u2013 31 January 2025)<\/p>\n\n\n\n Baltic Consortium on Promoting Gender Equality in Marine Research Organisations (1 September 2016 \u2013 31 August 2020)<\/p>\n\n\n\n Linking research and innovation for gender equality (1 January 2020 \u2013 31 December 2023)<\/p>\n\n\n\n Certification-Award Systems to Promote Gender Equality in Research (1 January 2020 \u2013 31 December 2021)<\/p>\n\n\n\n CHAlleNging Gender (In)Equality in science and research (1 May 2018 \u2013 30 April 2022)<\/p>\n\n\n\n Evaluation Framework for Promoting Gender Equality in Research and Innovation (1 June 2016 \u2013 31 May 2019)<\/p>\n\n\n\n Effective Gender Equality in Research and the Academia (1 January 2014 \u2013 31 December 2017)<\/p>\n\n\n\n Gender Equality Standards for Arts, Humanities, Medicine, Social sciences, Business and Law institutions throughout Europe (1 January 2020 \u2013 31 December 2023)<\/p>\n\n\n\n Gender Equality Plans for Information Sciences and Technology Research Institutions (1 June 2016 \u2013 31 May 2019)<\/p>\n\n\n\n Female empowerment in science and technology academia (1 February 2012 \u2013 31 January 2017)<\/p>\n\n\n\n Gendering the Academy and Research: combating Career Instability and Asymmetries (1. February 2014 \u2013 31 January 2017)<\/p>\n\n\n\n Gender Equality Academy (1 January 2019 \u2013 31 December 2021)<\/p>\n\n\n\n Gender Equality Actions in Research Institutions to traNsform Gender ROLES (1 January 2019 \u2013 31 December 2022)<\/p>\n\n\n\n Gender Diversity Impact: Improving Research and Innovation through Gender Diversity (1 October 2015 \u2013 30 September 2018)<\/p>\n\n\n\n Gender Equality in Engineering through Communication and Commitment (1 May 2017 \u2013 30 April 2021)<\/p>\n\n\n\n GENDer equality in the ERA Community To Innovate policy implementatiON (1 April 2017 \u2013 30 September 2021)<\/p>\n\n\n\n<\/figure>\n\n\n\n
\n\n\n\nWebinar Gender equality in the European research, innovation and higher education sector. How to Strengthen Scientific Excellence through Gender Equality Plans?<\/h2>\n\n\n\n
<\/figure>\n\n\n\n
<\/p>\n\n\n\n
\n\n\n\nGEP is a mandatory requirement for research organizations applying to Horizon Europe<\/h2>\n\n\n\n
<\/p>\n\n\n\n
A network of institutions from Central and Eastern Europe dealing with GEP issues:
GEinCEE<\/a>
GENDERACTION<\/a> <\/li>
\n\n\n\nWorkshops for employees of the Polish Academy of Sciences<\/h2>\n\n\n\n
<\/figure>\n\n\n\n
Thursday, March 17, 9:00 am – 11:30 am
(for institutions that are just starting work on GEP)
<\/p>\n\n\n\n
\u2022 learn about the process of developing and implementing the Gender Equality Plan and the requirements of the European Commission regarding the content and form of the Gender Equality Plan,
\u2022 will be prepared to diagnose the situation in their organization,
\u2022 get to know GEAM as a tool for analyzing the situation in an organization \/ institution,
\u2022 will be prepared to design a Gender Equality Plan in their organization
\u2022 learn about examples of gender equality plans from Polish and foreign research institutions<\/p>\n\n\n\n
Thursday, March 24, 9:00 am – 11:30 am
(for institutions with a diagnosis of GEP or with an already developed GEP)<\/p>\n\n\n\n
Topics covered during the training:<\/p>\n\n\n\n
<\/li><\/ol>\n\n\n\n
\u2022 learn about the process of developing and implementing the Gender Equality Plan and the requirements of the European Commission regarding their content and form,
\u2022 will be prepared to design a Gender Equality Plan in their organization,
\u2022 learn about examples of Gender Equality Plans from Polish and foreign research institutions,
\u2022 will be prepared to select training topics (as part of the Gender Equality Plan) and develop their plans,
\u2022 learn about the requirement to include a gender aspect in research and teaching content.<\/p>\n\n\n\n
The perspective of the expectations of the European Commission will be presented by Beata Oleksy<\/strong>, Gender Equality Expert in the Horizon Europe program of the National Center for Research and Development<\/strong>.<\/a><\/p>\n\n\n\n
\n\n\n\nGender Equality Plans of PAS Institutes<\/h2>\n\n\n\n
\n\n\n\n<\/h2>\n\n\n\n
Training and future activities<\/h2>\n\n\n\n<\/figure>\n\n\n\n
\n\n\n\nEU funded projects on GEP<\/h2>\n\n\n\n
<\/figure>\n\n\n\nACT<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nATHENA<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nBaltic gender<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nCaliper<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nCASPER<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nCHANGE<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nEFFORTI<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nEGERA<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nEQUAL4EUROPE<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nEQUAL-IST<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nFESTA<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nGARCIA<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nGE ACADEMY<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nGEARING ROLES<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nGEDII<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nGEECCO<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\nGENDERACTION<\/a><\/strong><\/h2>\n\n\n\n
<\/figure>\n\n\n\n