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GENDERACTION Consortium Consists of 13 Organisations European Institutions Gender Equality in Engineering through Communication and Commitment GEECCO Image subject to copyright http://www.geecco-project.eu/home NEWSLETTER nº 2. July 2018 NEWSLETTER nº 2 July 2018 Introduction Content ● GEECCO project The GEECCO newsletter provides information regarding tasks and collaborative actions carried out through the project, ● Gender Equality Glossary collaboration actions, interesting concepts and readings about ● GEECCO best initiative for women engineers gender equality, events, etc. made by women in 2017 Our newsletter is published periodically and is also available ● GENDER METAPHORS: Leaky pipeline for download under the following link: ● Sister project section: GENDER ACTION www://http://www.geecco-project.eu/resources_results/ ● Interesting readings ● Events with GEECCO participants and next events https://www.linkedin.com/feed/?trk=nav_logo https://twitter.com/GEECCO_H2020 Download the project leaflet If you have comments on the content, or suggestions – let us know. Enjoy reading, and we look forward to your feedback to: [email protected]. Want to change how you receive these emails? You can update your preferences or unsubscribe from this list. Please send an email to: [email protected] http://www.geecco-project.eu/home/ 2 GEECCO PROJECT GEECCO BEST INITIATIVE FOR WOMEN ENGINEERS MADE BY GEECCO is an EU funded project, which brings together a WOMEN IN 2017 consortium that is characterized by the focus on the STEM GEECCO project judged the best women's initiative in infrastructure (Science, Technology, Engineering, and Mathematics) field. and transport in the TOR competition in Poland GEECCO will be a step forward establishing tailor-made gender The Third Forum of Women in Infrastructure and Transport was held equality plans (GEPs) in Research Performing Organisations in Warsaw, Poland on 6th June 2018. It was organised by the TOR (RPOs) and implementing the gender dimension in research Academy and the National Board of Business Advisors (ZDGTOR, funding programmes in Research Funding Organisations Zespół Doradców Gospodarczych). (RFOs), pursuing the 3 following objectives: The first forum took place on 17th June 2016 and it was a great • Removing barriers to the recruitment, retention and career success: the Forum Programme Board was created with 28 female progression of female researchers; experts, with Professor Lidia Zakowska from Cracow University of Technology as a member representing academia. • Addressing gender imbalances in decision making processes; • Integration of a gender dimension in teaching and research. FORKO 2018 was the third edition of the conference. It was combined with networking for women who hold managerial positions An effective dissemination and exploitation strategy has the in transport and infrastructure and for those who wish to start their aim of making the GEECCO approach accessible to other actors. career in the transport industry. ❏ Call for proposal: H2020-SwafS-03-2016-2017 The objectives of the Forum are to popularise the engineering ❏ Topic: Support to Research Organisations to Implement industry among students and young women seeking a career path in Gender Equality Plans infrastructure and transport engineering, but also to help networking ❏ From 2017-05-01 to 2021-04-30 and exchange of experience among women who study and work in ❏ Contract number: 741128 the transport industry. http://www.geecco-project.eu/home/ 3 The FORKO 2018 conference offered presentations, panels, discussions and less formal meetings about women's management The GEECCO project has been recognised as the of companies operating in the business, especially in the area of best in the country: an innovative project and railways, infrastructure and public transport. an outstanding one at the European level, with the valuable aim of building and implementing a At this year's conference, more than 250 people from the Gender Equality Plan (GEP) at the participating infrastructure and transport sector had the chance to be involved technical universities in the EU, in particular at in the debate on three issues: Cracow University of Technology, the first ● Women in engineering - innovative implementations in among the Polish universities. industry, infrastructure and transport ● World of many roads - how experiences in different sectors affect career development ● Faces of success. The panellist invited to the debate “Faces of success” was the GEECCO partner and Cracow University of Technology researcher, Dr Eng. Lidia Zakowska. She presented the current concept of equality in transport, as part of EU strategy and as part of H2020 project GEECCO. Within the framework of the Forum, an open competition was organised in three categories: 1. 2017 Woman of the Year in Infrastructure and Transport 2. Women's initiatives in infrastructure and transport 3. Technical projects run by women The award was received by Prof. Lidia Zakowska and Sabina During the announcement of the final results, the GEECCO Puławska- Obiedowska. The core team of the executive committee project was awarded a prize in the second category, of GEECCO Poland also includes Dr Zofia Bryniarska and Dr Anton women's initiatives in infrastructure and transport. Pashkievich. http://www.geecco-project.eu/home/ 4 GENDER EQUALITY GLOSSARY: Gender-sensitive research According to the Gender in EU-funded research toolkit In order to do so, you need to create working conditions and published by Yellow Window Management Consultants in 2009, culture that allow men and women to have equally fulfilling under the FP7 programme, there are sound reasons for the careers. research community to invest in a gender-sensitive research Investing in a gender-sensitive approach to the research agenda. content makes for higher quality and validity. Gender-sensitive research takes a twin approach: it pays The best possible research validity. if research takes into attention to the participation of women and men, providing account the differences between men and women in the equal opportunities for all, and it integrates gender into research population, the results will be more representative. the research content all the way from the initial research General categories such as ‘people’, ‘patients’ or ‘users’ do not idea to the dissemination of results distinguish between men and women. Research based on such categories may well draw partial conclusions based on partial Investing in equal opportunities for men and women in data. research makes for teams that perform better and attracts top-level researchers. The best possible research utility. Gender-sensitive research will reach a broader group of end-users in a more relevant The best possible team. Research has shown that mixed way.Taking gender into account and asking from the start who teams – if wellmanaged – are more efficient than single-sex will use the results, when and how, can avoid an unintentional teams: mixed teams are more creative, contain more diverse gender bias in the outcome. points of view and show an improved quality of decision-making. Further readings:How to make research gender-sensitive research and Gender-sensitive aspects of research The best possible talent. To achieve excellent research you assessment metrics section, within deliverable 1.1- need to get the best talent from the entire potential talent pool. Conceptual framework, H2020-GEDII project. http://www.geecco-project.eu/home/ 5 GENDER METAPHORS It has been shown that women are Leaky pipeline abandoning their scientific careers The under-representation of women researchers is still apparent In much greater numbers than men. across the EU. This contributes to a ‘leaky pipeline’ Described as the ‘leaky pipeline’ of women in science. phenomenon, whereby an increase in the number of women graduates does not lead to an increase in the proportion of This phenomenon has a considerable impact: a loss of knowledge, women amongst researchers (Jensen, 2005) an organisational cost and a reduced and limited perspective in scientific research1. Gender Equality in Academia and Research. It also feeds a vicious circle: as women leave research in greater numbers, research becomes less attractive to women. Attracting and retaining female researchers in a knowledge-based economy can only be reached if the full spectrum of gender bias and inequalities in research is addressed2. Self-made image UNESCO’s STEM and Gender Advancement (SAGA) project has Academic Careers and Gender Inequality. Research found that the gender gap in science widens significantly in the organisations are involved in intense competition for talent. This transition from Bachelor’s to postgraduate levels (e.g. Master’s or makes it especially necessary to address the full pool of talents, Doctorate levels) and into research and careers. including women — even when they are under-represented. It also The highest level of attrition can be found at post-doctoral level requires retaining research staff over time and giving them the as women do not take up careers in their fields of study, despite opportunity to achieve their personal and professional objectives the large amount of time invested in education prior to and potential. employment. http://www.geecco-project.eu/home/ 6 SHE FIGURES 2015. There are many factors that influence The gap between women and men women’s transition into STEM careers, including perceived across a typical academic career is compatibility of certain STEM fields with female identity, family Wider in science and engineering
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