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2. the CESAER Gender Equality Survey 2013/2014______3

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CESAER Task Force Human Resources Gender Equality at European Universies of Science and Technology Results of the CESAER Gender Equality Survey 2014 Final Report 2015 Author: Manfred Horvat, CESAER Senior Advisor Acknowledgements The author acknowledges the support by Vice-Rector Anna Steiger, Vienna University of Technology, who in particular provided the opportunity for Nina Hein-Saygili contributing to the development of the questionnaire and the implementation of the survey as well as to the preparation of a first draft of a second report that will analyse the Gender Equality Plans of CESAER member universities. Lieve Coninx, CESAER Liaison Officer, was instrumental in identifying and repeatedly contacting the responsible persons at CESAER member universities for responding to the CESAER gender survey. In addition, the author highly appreciated her support in the revision of the text. Special thanks go to the gender equality contact persons at CESAER member universities who filles the questionnaire and provided all the information necessary for preparing the present report. Important detailed comments received from Florian Holzinger, Wolfgang Polt, and Sybille Reidl from Joanneum Research in Vienna, Policies – Institute for Economic and Innovation Research, Austria, were highly appreciated. Finally, the author thanks Viviane Willis-Mazzichi and Maria Allegrini from the Gender Sector in DG RTD of the European Commission for their encouragement and valuable suggestions. © Copyright CESAER 2015 Cover illustration courtesy of HeForShe, the UN Solidarity Movement for Gender Equality - www.heforshe.org Table of Contents 1. Introducing CESAER ________________________________________________________________ 2 2. The CESAER Gender Equality Survey 2013/2014 __________________________________________ 3 3. The state of play regarding Gender Equality at CESAER member institutions – Statistics for the academic year 2012/2013 ______________________________________________ 5 3.1 Introductory note __________________________________________________________________ 5 3.2 Academic and non-academic management of the university ________________________________ 6 3.3 Academic staff _____________________________________________________________________ 9 3.4 Students and PhDs ________________________________________________________________ 11 3.5 Intermediary conclusions ___________________________________________________________ 12 3.6 Women in FP7 participations of CESAER member institutions ______________________________ 13 4. Institutional strategies and plans _____________________________________________________ 14 4.1 Gender Equality Plans and other measures _____________________________________________ 14 4.2 Monitoring and other measures following-up on the implementation of 16 strategies and plans _______________________________________________________________ 16 5. Organisational structures and other specific provisions supporting Gender Equality_____________ 18 5.1 Organisational structures supporting Gender Equality ____________________________________ 18 5.2 Specific provisions promoting Gender Equality: Appropriate arrangements in and for appointment committees ____________________________ 19 6. Implementing strategies and plans: The spectrum of activities addressing Gender Equality and developing gender competence _____________________________________ 20 6.1 Activities addressing gender equality __________________________________________________ 20 6.2 Development of gender competence at universities and other activities ______________________ 21 7. Barriers against gender equality measures _____________________________________________ 22 8. Examples of best practice as defined by the universities ___________________________________ 24 9. Impacts of strategies, plans and activities: different forms of change_________________________ 26 10. Universities’ plans for the future: Next steps ____________________________________________ 28 11. Summary of the survey results _______________________________________________________ 29 12. Conclusions: Ten elements of institutional strategies supporting gender equality _______________ 33 13. Recommendations for CESAER _______________________________________________________ 35 Annexes ______________________________________________________________________________ 37 - 1 - 1. Introducing CESAER CESAER - the Conference of European and transfer CESAER stands for scientific Schools for Advanced Engineering excellence in engineering education and Education and Research - is a not-for- research, and the promotion of innovation profit international association of leading through close cooperation with the private European universities of technology and the public sector in order to ensure and engineering schools/faculties at the application of cutting-edge knowledge comprehensive universities and university in industry and society. CESAER and colleges*. A list of CESAER member its member institutions will contribute institutions is provided in ANNEX 1. substantially to making the knowledge triangle a reality in HORIZON 2020. Maintaining and promoting the highest quality standards in knowledge creation CESAER vision and mission CESAER objectives To be the main European point Supporting research-based of reference for engineering education preparing students for education, research and innovation addressing complex problems and grand societal challenges Serving as a close network for mutual learning of universities of Promoting advances at the science and technology committed frontiers of research to excellence Stimulating cooperation between Contributing to European universities for strengthening EU developments by dialogue with EU as location for RTI institutions Working with industry and other Inspiring reflections and fostering societal actors for strengthening understanding of the role of innovation in Europe engineering in modern knowledge- Supporting the provision of based societies supporting excellent research infrastructures. sustainable development. Promoting excellence in education and life-long learning (LLL) integrated with research and innovation in the knowledge triangle CESAER is member of the ERA Partnership Universities, CLUSTER, IDEA League, Nordic between the European Commission and Five Tech. CESAER member institutions stakeholder organisations and works form the strongest group among the top 50 closely with partner associations of smaller higher education institutions participating groups of its member institutions: EuroTech in FP7. * http://ec.europa.eu/research/era/partnership_en.htm - 2 - 2. The CESAER Gender Equality Survey 2013/2014 In July 2013, CESAER joined the ERA The questionnaire was prepared in an Stakeholder Platform that was established iterative way based on a draft prepared by the European Commission in the follow- by the team that was commented and up of the ERA Communication of July 20121. amended by the members of the CESAER The CESAER Gender Equality Survey is part Task Force Human Resources3 and experts of the activities started in the course of the from the Gender Sector, Directorate implementation of the CESAER Unilateral Research and Innovation, European Statement on the European Research Area2 Commission4. The structure of the presented to the European Commission in questionnaire was as follows: June 2013 and accepted by Commissioner Máire Geoghegan Quinn on 17 July 2013. Three questions for identification In the Unilateral Statement, CESAER’s of the respondent person and commitment regarding gender equality is institution, and defined as “Develop and start, or continue Ten detailed questions addressing and share implementation experiences with institutional gender strategies and The organisational structure for Gender Equality Plans encompassing e.g. GE commitments from the CESAER member Gender Equality Plan, institutions’ leadership, promoting the implementation and monitoring appropriate mix of gender-specific career Initiatives and measures development measures, or by ensuring supporting Gender Equality monitoring of the implementation of Gender Equality Plans through the Barriers appropriate internal procedures.” Statistics: top management, academic staff, students, FP7 In the follow-up of the Statement, the preparations for the CESAER Gender Examples of best practice, Equality Survey started in autumn 2013. institutional change, next steps The goal of the survey is to get an overview about the state of play of gender equality and its management at CESAER member In January 2014, the questionnaire was institutions. In a first step, the contact distributed to the gender equality contact persons for gender related activities at persons at CESAER member institutions the CESAER member institutions were and, by April, forty-eight responses were identified in order to start forming a received, which is a 100% response rate. community of gender equality practitioners within the association. The results of the survey and a draft report were discussed in a workshop organised at (1) European Commission: A Reinforced European Research Area Partnership for Excellence and Growth. COM(2012) 392 final, 17.7.2012. Members of the Stakeholder Platform are: CESAER, EARTO, EUA, LERU, Science Europe, NordForsk. See: http://ec.europa.eu/research/era/partnership_en.htm (2) http://www.cesaer.org/content/assets/docs/CESAER_Statement_on_the_European_Research_Area_ June_2013.pdf (3) http://www.cesaer.org/en/projects/human-resources/ (4) The continuous support of Viviane Willis-Mazzichi
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