1

Gender Equality at European

Universities of Science and Technology

Results of the CESAER Gender Equality (GE)

Survey 2014

Manfred Horvat

CESAER, Senior Advisor

CESAER Task Force Human Resources

Dublin, 25 February 2015

2

Contents

• The CESAER Gender Equality Survey

• The state of gender equality: statistics

• Gender Equality Plan (GEP)

• Structures and measures supporting GE

• Implementing the GEP: activities

• Barriers

• Examples of best practice

• Universities‘ plans for next steps

• Summary, conclusions, recommendations

3

Introducing the CESAER GE survey

• Survey launched on 11/01/2014 – 3 questions for identification

– 10 detailed questions • Organisational structure for GE

• GE plan, implementation and monitoring

• Initiatives and measures supporting GE

• Barriers

• Statistics: top management, academic staff, students, FP7

• Examples of best practice, institutional change, next steps

• 51 CESAER member institutions – 48 responses, which is 100% of institutional members

The state of GE: Statistics Top university management

14,43%15,71%

10,42%

30,00%

38,11%

22,73%

0,00%

5,00%

10,00%

15,00%

20,00%

25,00%

30,00%

35,00%

40,00%

45,00%

Department

Heads o.e.

Deans o.e. Vice-rectors

o.e.

Rectors o.e. Non-acad.

Magment 2

Non-acad.

Mgmt. 1

5 out of 48 universities are led by female rectors, presidents or equivalent

All leaders (N=4254)

0%

10%

20%

30%

40%

50%

60%

Rectors Vice rectors Head ofadministration

Total

% of women in university leadership positions

% of women

The state of GE: Statistics Students, PhDs

32,37%

32,82%

33,42%

31,22%

30,00%

30,50%

31,00%

31,50%

32,00%

32,50%

33,00%

33,50%

34,00%

New entries BA grads MA grads PhD grads

Increase of proportion of women from new entries to Masters level

The state of GE: Statistics Students, PhDs

Category

Unis Students

Total

Students

Female

Students

Female %

New 28 125.505 40.624 32,37%

BA grad 25 60.117 19.733 32,82%

MS grad 27 39.259 13.121 33,42%

PhDs 29 10.137 3.165 31,22%

Increase of the proportion of women from new entries to Masters level

The state of GE: Statistics Academic staff

30,61% 30,68%

20,03%

23,76%

0,00%

5,00%

10,00%

15,00%

20,00%

25,00%

30,00%

35,00%

Other scientific staff Assistant Professors Associated professors Full Professors

From 30% women at start of career to 20% women full professors

The state of GE: Statistics Academic Staff

Category

Unis Acad. Staff

Total

Acad. Staff

Women

% Women

Other sci. 28 40.073 12.266 30,61%

Assist. Prof. 32 8.497 2.607 30,68%

Assoc. Prof. 30 8.652 2.056 23,76%

Full Prof. 36 12.836 2.571 20,03%

From 30% women at start of career to one 20% women full professors

The state of GE: Statistics Overview and conclusion

30,68%

20,03%

32,37% 32,82% 33,42%

31,22%30,61%

23,76%

0,00%

5,00%

10,00%

15,00%

20,00%

25,00%

30,00%

35,00%

40,00%

New entries BA grads MA grads PhD grads Other

scientific

staff

Assistant

Professors

Associated

professors

Full

Professors

Decrease of proportion of women: Masters level to level of Full professor

The state of GE: Statistics Women in FP7 actions

22,19%21,00%

12,60%

9,01%9,38%

18,18%

0,00%

5,00%

10,00%

15,00%

20,00%

25,00%

ERC Starting

grants

ERC

Consolidator

grants

ERC Advanced

grants

Marie Curie

outgoing fellows

Marie Curie

incoming

fellows

FP7

coordinators

Very low involvement of women in all FP7 activities, particularly ERC,

despite around 30% women from PhD to Assistant Professor.

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Gender Equality Plan (GEP)

Results from 48 responses:

26 universities have GEP, 18 have no GEP,

at 2 universities GE is integral part of general university strategy,

7 universities plan to develop a GEP, no info from 2 unis

Majority of CESEAR member institutions have a priority on GE

2

18

7

2

26

4,17%

14,58%

37,50%

4,17%

54,17%

0

10

20

30

40

50

60

GE Plan GE integrated in

general strategy

No GE Plan GEP planned No information

13

26 (54,17%) Universities have a GE Plan

AUSTRIA • TU Wien BELGIUM • Ghent University • KU Leuven DENMARK • Aalborg University FINLAND • Aalto University GERMANY • RWTH Aachen University • TU Berlin • TU Braunschweig • TU Darmstadt • TU Dresden • TU Ilmenau • Karlsruhe Institute of Technology • Leibniz Universität Hannover • TU Munich HUNGARY • Budapest University of Technology &

Economics

ISRAEL • Israel Institute of Technology ITALY • Politecnico di Torino THE NETHERLANDS • TU Delft • University of Twente NORWAY • Norwegian University of Science and

Technology SPAIN • UP Cataloniaa SWEDEN • Chalmers University of Technology • Lund University • KTH SWITZERLAND • ETH Zürich • EPFL

Implementation of GE Plan The implementation of the GEP needs follow-up

• Different measures and approaches for appraisal – Monitoring and evaluation

– Benchmarking

• Follow-up of the results of appraisals – Internal reporting to hierarchy

– Discussion in institutional boards, committees, etc.

– External reporting to regional and/or national government or funding agency

• Supporting the implementation of the GEP – Gender budgeting

– Internal communication

– Training, manuals, guidelines

Implementation of GE Plan The implementation of the GEP needs follow-up

2

2

13

12

2

6

15

9

7,14%

7,14%

32,14%

46,43%

42,86%

7,14%

21,43%

53,57%

0 10 20 30 40 50 60

Supporting measures: Internal Communication,

training, manual

Supporting measures: Gender budgeting

External reporting to regional and/or national

government or funding agency

Discussion in institutional boards, committees, etc.

Internal reporting

Benchmarking

Evaluation

Monitoring

Number of universities % of universities

Institutional structures & provisions for GE Organisational structures at universities

11

7

1

4

16

15

22,92%

14,58%

2,08%

8,33%

33,33%

31,25%

0 5 10 15 20 25 30 35

Other ways of supporting GE

No unit or person dealing with GE

One person dealing part-time with GE

One person dealing full-time with GE

GE part of other responsibilities

of a unit

Special unit for GE

Number of universities % of universities

CESEAR member institutions follow different approaches towards for

organising the implementation of gender equality measures.

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Institutional structures & provisions for GE 1 Other provisions

• Personal responsibility for GE: – Rector/President, Vice-Rector, Board of Governors

– Gender commissioner

– Administrative director

– Deans and department heads

• Committees for GE and diversity – GE Committee for students, for academic staff

– GE Steering Group chaired by President

– Employee Representation Office, also for complaints

– Ambassadors Network: GE

• Germany: DFG’s research-oriented standards of GE applied by all universities and the Excellence Initiative

Institutional structures & provisions for GE 2

GE in appointment committees

• Specified requirements: 27 unis YES, 16 NO

• Requirements reg. numbers, quota at 21 unis – At six universities a minimum number of 2 female members are

required,

– At one university, the minimum composition of a committee is

1 woman and 1 man,

– Five universities require a quota of one third women,

– Eight universities require a quota of 40% women, and

– At one university, the required quota is 50%.

• At 29 of universities (out of 42) gender competence is

provided for appointment committees

Assessing the implementation of the GEP 28 universities reported specific approaches

2

2

13

12

2

6

15

9

7,14%

7,14%

32,14%

46,43%

42,86%

7,14%

21,43%

53,57%

0 10 20 30 40 50 60

Supporting measures: Internal Communication,

training, manual

Supporting measures: Gender budgeting

External reporting to regional and/or national

government or funding agency

Discussion in institutional boards, committees, etc.

Internal reporting

Benchmarking

Evaluation

Monitoring

Number of universities % of universities

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Assessing the GEP implementation 28 universities reported specific approaches

• Annual or bi-annual GE reports – Monitoring student and staff data, talent to the top

– Female/male members in boards etc.

– Wages, sick leaves, number of harassment

– Measuring the leaking pipeline

– Annual budget for GE actions

– Annual gender balance

• Equal Opportunities Commission, working groups

• Dedicated staff for GE management and for monitoring

• Training for committee members, leaders, etc.

• Equal opportunities web, communication activities

• Gender equality surveys, interviews

• Defining indicators, KPIs, goals and numerical targets

• Internal evaluation of initiatives and programmes, external evaluation of general strategy implementation

Implementing the GE Plan: Activities 48 universities provided information

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23

11

14

23

14

18

16

20

29

22,92%

29,17%

47,92%

47,92%

72,92%

29,17%

37,50%

33,33%

41,67%

60,42%

0 10 20 30 40 50 60 70 80

10. Other

9. Guidelines of best practices disseminated within your organisation

8. Networking opportunities for female researchers

7. Development of gender competence at your university

6. Work-life-balance measures

5. Breaks, gender aware mobility conditions

4. Flexible career trajectory

3. Measures, including quotas, to ensure a balanced composition of

females and males in your organisation's committees

2. Specific recruitment and promotion policies for female researchers

1. Specific measures and/or programmes for attracting female

students to engineering studies

Number of universities % of universities

Development of gender competence 21 universities reported specific activities

• Involving the top-management – Advice to the top university management

– Women in top positions

– Bi-annual Women Rectors Conference

• Training, mentoring, coaching – Training for university leadership and middle management

– Training for lower levels of university staff

– Diversity training for students, assertiveness course

– Mentoring programmes for young researchers

– Coaching for female professors

– Training also for target groups outside the university

• Appointment, performance assessment, promotion – Guidelines for appointment procedures

– Implementation of gender aspects in appraisal interviews

– Gender aspects in appraisal, and payment

– Advice for women faculty on promotion and tenure

– Dedicated tenure track positions

• Awareness building, supporting activities – Communication, Public Relations,

– Interviews with women researchers published on uni web

– Brainstorming and focus groups

– Networking among female researchers

– Guidelines and special provisions for gender equality

• Specific programmes, grants, and awards

Development of gender competence 21 universities reported specific activities

10

2

3

3

11

7

12

5

1

37,04%

7,41%

11,11%

11,11%

40,74%

25,93%

44,44%

18,52%

3,70%

0 5 10 15 20 25 30 35 40 45 50

Specific programmes, grants, and awards for the

promotion of gender equality

Guidelines and special provision for gender equality

Communication, Public relations, specific measures for

attracting girls to engineering studies, etc.

Networking

Mentoring and coaching

Training for lower levels of university staff and also

for target groups outside the university

Training for university leadership and middle

management

Gender aspects in appointments, appraisal and

payment

Advice to the top university management

Number of universities % of universities

Barriers Achieving Gender Equality is still a challenge

7

11

9

4

1

5 9

6

7

3

811

0

2

4

6

8

10

12

14

16

18

20

Regulations or policies at

national or regional level not

specifically supportive

Employment and/or labour law

or policy at national orto take

action regional level do not

allow

Lack of resources for

implementing gender equality

in S&T

Internal resistance against

implementing measures

supporting gender equality

Other barriers

Other barriers Not important Somewhat important Important

Major barriers: Internal resistance lack of funding and resources!

18 universities reported facing barriers, 24 universities: no barriers

Best practice, results of self-assessment Universities reported three activities each

7

13

6

13

8

5

9

1

4

21,88%

40,63%

18,75%

40,63%

25,00%

15,63%

28,13%

3,13%

12,50%

0 5 10 15 20 25 30 35 40 45

Promoting gender awareness, changing the

institutional culture, measures against sexual

harassment and discrimination

Support for maternity leave and return to work, family

friendly services

Programmes for attracting women professors, tenure

track schemes for women, definite goals for women

faculty

Programmes supporting female PhDs and yound

researchers

Programmes for attracting girls to STEM and MINT

studies

Gender budgeting, gender equality controlling and/or

monitoring

Institutional strategies, goals and structures for the

support of gender equality

Women in leadership positions

Gender equality as a priority of the university

leadership, balanced representation and gender

awareness in committees, boards, etc.

Best practice, results of self-assessment 1 Overview

• GE as a priority of the university leadership, balanced representation and gender awareness in committees, boards, etc.

• Women in leadership positions

• Institutional strategies, goals and structures for the support of GE

• Gender budgeting, GE controlling and monitoring

• Programmes for attracting girls to STEM and MINT studies

• Programmes supporting female PhDs and young researchers

• Programmes for attracting women professors, tenure track schemes for women, goals for proportion of women faculty

• Measures against sexual harassment and discrimination, Supporting maternity leave & return to work, family friendly university, work-life balance

• Promoting gender awareness, changing the institutional culture

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Best practice, results of self-assessment 2 Targeted programmes

• Attracting girls to engineering and technology – TU Wien: FiT Women into technology, TechNIKE – TU Budapest: Holky Pozor campaign, Girls’ Day

• Support for women in engineering & technology – TU Wien: WIT Women in Technology – Leibniz University Hannover: Caroline Herschel Programme – TU Darmstadt: Franziska Braun Award – TU Berlin: Female scientists to the top – TU Dresden: Eleonore-Trefftz guest professorship programme – TU Dresden: Marie-Reiche young female scientists programme – TU Munich: Liesel Beckmann Distinguished Professors – TU Delft: DEWIS Women in Science,Young Delft, DEWIS Award – TU Eindhoven: Talent to the Top – U Twente: UTWIST – tenure track positions for women only – TU Istanbul: Women studies Centre

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Best practice, results of self-assessment 3

Dedicated measures: some examples

Women in the institutional hierarchy and decision making bodies

• In general: ownership of gender issue by the leadership

• Women in top leadership

• Vice-rector for Gender and Diversity; Gender equality in boards, committees

• Leading professor as trained GE vanguard in appointment committees

• Interviews of female role models on the university website or in the newsletter

Institutional policies, plans and strategies

• Set feasible targets and monitor them e.g.: 30% share of women in Excellence Initiative, Law for men/women balance of 60%/40%

• Solidarity fund compensating for maternal leave, re-entry grants

• Special employment terms for graduate students and women faculty who give birth

• Flexible career trajectories

Institutional services

• Gender desk at Personnel Office

• Specific service centres for gender equality

• Kindergarten, babies nursery, family service

Measures supporting gender equality

• Non-discrimination language against women, non-sexist language manual

• Monitoring of possible discrimination issues

• Gender perspective in the prevention of occupational risks

Impacts of strategies, plans and activities Different forms of change - Overview

2

5

6

2

5

8

5

9

4

4

6,90%

17,24%

20,69%

31,03%

6,90%

17,24%

27,59%

13,79%

17,24%

13,79%

0 5 10 15 20 25 30 35

Gender equality performance as criterion in

university rankings

Planning, monitoring, evaluating, benchmarking

Targeted measures support institutional change

There are also changes in quantitative terms

The working environment is improving

Institutional cultures are changing

Gender awareness is increasing

Dedicated institutional structures supporting

gender equality are established

Women get more visibility

The top institutional level takes responsibility for

gender equality

Number of universities % of universities

Impacts of strategies, plans and activities 1

Different forms of change

• The top institutional level takes responsibility for gender equality

• Women get more visibility

• Dedicated institutional structures supporting gender equality are established

• Gender awareness is increasing

• Institutional cultures are changing

• The working environment is improving

• There are also changes in quantative terms

• Specific programmes for gender equality show positive impacts

• Targeted measures support institutional change

• Planning, monitoring, evaluating, benchmarking

• Gender equality performance as a criterion in university rankings

Impacts of strategies, plans and activities 2 Different forms of change

• More visibility of women in top positions: female rectors, vice-rectors, deans!

• Female role models attract and inspire female students

• Acceptance at top and executive levels, that gender diversity structurally needs conscious attention

• Increased gender awareness, GE as a topic and an issue

• Work of Gender Equality Officers accepted

• Changing a masculinised university

• Recognizing the stereotypes and moving past them

• Identifying and overcoming sexism

• Positive influence on scientific culture at institutional and personal level, more women bring a different perspective

• General acceptance that gender diversity contributes to innovation, better decision making and better business results

Impacts of strategies, plans and activities 4 Quantative change: Examples of good practice

• EPFL: Increase of %ages of women from 2002 to 2012:

– Bachelor 23% to 27%

– Master 17.5% to 26.5%

– PhD 23% to 29%

– Sci. Personal 19,5% to 25.5%

– Tenure-track assistant professor 6% to 27%

– Associate and full professors 4.6% to 7%,

– School Deans 0% to 40%

• KTH: increase in the number of female faculty from 2006 to 2012:

– Associated professors from 13% to 22%

– Professors: from 6,6% to 11%

• ETH Zurich and TU Berlin:

– Number of women increased in different status groups

• University of Twente:

– Significant increase of number of women at top and sub-top level

Even if the numbers are still low, there a positive trend!

Next steps 30 universities replied and provided information

• Develop Gender Equality Plans and preparatory

activities

• Respect national law…

• Implement plans and targeted actions

• Stabilising implementation of policies

• Implementing specific measures:

– Support for maternal leave

– Recruitment

– Implement European and other projects and initiatives

• General awareness and support for gender issues

Next steps 30 universities replied and provided information

4

3

2

1

7

5

8

13,33%

10,00%

6,67%

3,33%

23,33%

16,67%

26,67%

0 5 10 15 20 25 30

General awareness and support for gender issues

Specific measures: implement European and

projects and initiatives

Specific measures: recruitment

Specific measures: support for maternal leave

Stabilising implementation of policies

Implement plans and targeted actions

Develop Gender Euqality Plan and preparatory

activities

35

Next steps 30 replies – some specific examples

• Action plans together with schools, STEM education for girls! Raising awareness!

• Raising institutional awareness on the role of women in academia, training

• Refining curricula and making them more attractive for female students

• Setting quantitative targets.

– RWTH Aachen University: 20% female professor by 2020

– TU Munich: 25% female professors by 2025

• Follow advanced concept for diversity management implemented with mixed teams

• Benchmarking of prospects of women in academia

• Towards raising numbers of women in scientific staff:

– Improving recruitment: active sourcing

– Female tutors, teaching assistants, post docs, assistant professors

– Identifying main leaks in the career pipeline

• Specific tenure track programmes

• Networking opportunities for female researchers, female professors’ programme

• Support maternity leave, childcare, childcare subsidies, social employer’s contribution

• Monitoring, assessing and updating GEP, Annual gender reporting

Conclusions 1 10 elements of institutional strategies for GE

1. Institutional leadership

2. Gender competence

3. Gender sensitive recruitment and promotion

4. Attracting and retaining women

5. Mentoring, coaching, mutual learning and

empowerment

Conclusions 2 10 elements of institutional strategies for GE

6. Family-friendly universities supporting work-life

balance

7. Internal guidelines, manuals and special

provision

8. Programmes, grants and awards as well as

standards for promoting gender equality

9. Communication supporting cultural change

10.Following-up on the implementationand impact

of the implementation of GEP

Recommendations for CESAER Follow-up of the survey

• Repeating the survey regularly, e.g. every two years

• Mutual learning, exchange of information and experiences, Joint activities of the CESAER community of GE practitioners, e.g.

– Developing a common understanding of GE

– Leadership taking the lead creating ownership

– Gender action planning, effective GE initiatives

– Monitoring and evaluation, benchmarking, performance indicators

– Attracting & retaining women in studies & careers

– Identifying barriers and finding ways to overcome them

– Awareness initiatives, appropriate recruitment and appointment, support and promotion, tenure track

– Staff exchange and mutual visits to get insight on practices

• Gender dimension in education and research

• Horizon 2020: opportunities and preparing applications

Forming a CESAER Gender Equality Working Group

39

Thank you for your attention!

The CESAER GE Survey Team:

Manfred Horvat, CESAER Senior Advisor

Nina Hein, Project Manager, TU Wien

Lieve Coninx, CESAER Liaison Officer

Anna Steiger, Vice-Rector HR and Gender, TU Wien

We will welcome your comments and suggestions for improvement:

Please send emails to

manfred.horvat@gmx.net

Synthesis of the Gender Equality Plans 1 See Part 2 of the CESAER GE Report

• Approach taken developing the report

– Analysing the reports and extracting activities

– Categorising and grouping the activities

– Developing the structure of the report

• Extracting examples from different universities

– Preparing a synthesis based on “real world”

• First step based on 15 GEPs in German and English

• Second step (in progress): translating GEPs from Dutch,

French and Swedish and integrating relevant additional

examples in the report

Synthesis of the Gender Equality Plans 2 Part 2 of the CESAER GE Report, contents

• Strategic goal “Gender Equality”

• Creating awareness – promoting GE

• Integrating gender dimension in education and research

– raising the proportion of women

• Institutional establishment of Gender Equality

• Designing a future for female engineers

• Quality management – evaluation, KPIs

• General conclusions

• Conclusions and recommendations for structural change