GenderTIME International Conference of... · 2018-11-19 · GenderTime Conference, September 29-30 2016. Paris 8 Instructions to speakers and chairs To speakers Computer and video

GenderTimeConference,September29-302016.Paris

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GenderTIMEInternationalConference

«Transfering,Implementing,MonitoringEqualityinResearchCareers»

Centreofconferences«LesCordeliers»,AmphitheaterBliski-Pasquier21,ruedel’EcoledeMédecine,75006Paris

September29th–30th2016


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WelcomeaddressDearcolleagues,ItisourpleasuretowarmlywelcomeyouinParisinthenameofthescientificandoftheorganizingcommitteesandalltheGenderTimepartnerinstitutions.The aim of the GenderTime project is to identify and implement the best systemicapproachtoincreasetheparticipationandcareeradvancementofwomenresearchers.The goal of the Conference is not only promotion of the results of this and similarprojects to the wide audience, but also gathering together numerous prominentscientistsinthefieldaswellaspotentialtargetbeneficiariesoftheprojects'results.Topicsofinterestinclude,butarenotlimitedto:

• DesigningGenderEqualityPlans• Describing,measuring,evaluatingGenderEqualityPlans• KnowledgetransferandnetworksaroundGenderEqualityPlans• Missingdata,missingtheories,missingexplanations,missingconnectionsabout

GenderEqualityPlansWewishyouaverypleasantandfruitfulconference.Theorganisationcommittee


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CommitteesScientificcommitteeMarina Hughson Blagojevic, Institute for Criminological and Sociological Research,Belgrade,SerbiaAngelaGenova,DepartmentEconomy,SocietyandPolitic,CarloBo,UrbinoUniversity,ItalyAnne-SophieGodfroy,UniversitédeParisEstCréteil,FranceColetteGuillopé,UniversitédeParisEstCréteil,FranceClaudineHermann,EPWSandFemmes&Sciences,FranceLiisaHusu,ÖrebroUniversity,FinlandNickyLefeuvre,UniversitédeLausanne,Institutdessciencessociales,SwitzerlandAnkeLipinsky,GESIS,GermanyAnnaRitaManca,EuropeanInstituteforGenderEquality,Vilnius,LithuaniaDanièle Meulders, Université Libre de Bruxelles, Département d'Economie Appliquée,BelgiumAna Puy, Unidad de Mujeres y Ciencia Gabinete de la Secretaría de Estado deInvestigación, Desarrollo e Innovación del Ministerio de Economía y Competitividad,SpainBrigitteRatzer,Departmentofgendercompetence,TUVienna,AustriaSarahdeRijcke, Centre for Science andTechnology Studies,University of Leiden, TheNederlandsFelizitasSagebiel,WuppertalUniversity,GermanyDalia Satkovskiene, BASNET Forumas and Physics Department, Vilnius University,LithuaniaMarieke van den Brink, Radboud University, Business Administration, Strategic HRM,Nijmegen,TheNederlandsStakeholdersCommitteeRitaBiancheri,UniversityofPisa, ItalyGiovannaDeclich,ASDO,ItalyEileenDrew,TrinityCollegeDublin,IrelandLucHittinger,UniversitéParisEstCréteil,FranceCristinaMangia,ISAC-CNR/DonneeScienza,ItalyAnnePepin,CNRS,FranceHélènePérivier,SciencesPo,FranceBarbaraPoggio,UniversityofTrento,ItalyJeanSoubrier,UniversitéLyon2,FranceVivianneWillis-Mazzichi,HeadofSectorGender,EuropeanCommission,BelgiumFlaviaZucco,DonneeScienza,ItalyOrganisationcommitteeBodoClavreul,UniversitéParisEstCréteil,FranceAnne-SophieGodfroy,UniversitéParisEstCréteil,FranceColetteGuillopé,UniversitéParisEstCréteil,FranceValentinaJanev,MihailoPupinInstitute,SerbiaYvonnePourrat,ECEPIE,France


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PracticalinformationTheaddressofthevenueis21ruedel'EcoledeMédecine,75006Paris.The entrance and the registration desk are located 21 rue de l'Ecole deMédecine onThursday andFriday.Be careful, as there is another entranceon15 ruede l'EcoledeMédecine.Becauseofsecuritychecksaftertheterroristattacks,werecommendtohaveanidwithyou.Weofferlunchbagsandcoffeebreaksonthevenue.WeofferadinneronThursdayeveningat19:30.Thedinner isorganizedat the "ClubdesProfesseurs"oftheMabillonuniversityrestaurant.Theaddressoftherestaurantis12 rue Clément and the restaurant is located on the 4th floorwith a lift if you need.There is a 5minutes’walk to go to the restaurant from the conference venue.MétrostationsareMabillon(veryclose)orOdéon(5minutes’walk).BusstationisPlaceSaint-Sulpice.

Transportationtothevenue

ThevenueisveryclosetotheOdeonmetrostation(metrolines4and10).ItisalsoclosetotheRERstation"Saint-Michel-Notre-Dame(RERlinesBandC,useexitsclosetothevenueastrainsareverylongandsomeexitsmaybefaraway).Therearealsoatleastadozen of bus stops in the immediate surroundings. Check ratp.fr or Citymapper.fr tocalculateyouritinerary.FromCharlesdeGaulle airport,we recommenddirectRER train lineB. Stopat Saint-Michel-Notre-Dame.Useexits1or2on"BoulevardSaint-Michel"or "BoulevardSaint-Germain"closetotheheadofthetrain.FromOrlyairport,Orlybus toDenfert-Rochereauand thenmétro line4 toOdeonarethebest choice,useexit1 "ruede l'EcoledeMédecine".You canalsouseOrlyVal andRER lineB till Saint-Michel-Notre-Dame. In that case, sit at the end of the train to beclosetoexits1or2.Taxisareanotheroption.Thereisnowaflatratefromandtoairports,55€fromandtoRoissyand30€fromandtoOrlytotheleftbankwherethevenueislocated.Bewareoftrafficjamsifyoutravelduringbusinesshours,especiallyforRoissyAirportwhichisfartothenorth.FromGarede l'Est,GareduNordandGareMontparnasse,usemétroLine4 toOdeon.Useexit1ruedel'EcoledeMédecine.Amongthemanybusesinthearea,bus63isveryusefultoandfromGaredeLyon.


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InstructionstospeakersandchairsTospeakers

Computerandvideoprojectorareonesite.PleasecarryyourpresentationonaUSBkey.FormatscanbeeitherPowerPointorPDF.Youcanbringbothonyourkeytoavoidanybad surprise. Please upload your presentation and check everythingduring the breakbeforethebeginningofthesession.Aswehavefourpapersineachsessionof120minutes,eachspeakerhas30minutesintotal,15 to20minutesmaximumfor thepresentationand therestof the time for thediscussion.Eachkeynotespeakerhas45minutesintotal,30minutesmaximumforthepresentationandtherestofthetimeforthediscussion.

Tochairsanddiscussants

Pleasecontacttheotherpersonsinyoursessionafewdaysbeforethesessiontoensureasmoothcoordination.Allabstractsarealreadyavailableon thewebsite.Thebookofabstractwillbealsoavailableonthewebsite inPDF.Werecommendyoutointroducebrieflyeachspeaker.Youcanorganisethediscussionasyouprefer,aftereachpaperorafterallpapers.


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Programme

ThursdaySeptember299:30–10:00 OpeningsessionChair:Anne-SophieGodfroy,GenderTimepartner,UniversityParisEstCréteil.YvonnePourrat,GenderTimecoordinator,ECEPIE,France.VivianneWillis-Mazzichi,HeadoftheGenderSector,DG-RI,EuropeanCommission.LolitaRubens,GenderEqualityOfficerofUniversityParisEstCréteil.10:00–10:45 KeynoteSpeaker1:NickyLeFeuvre,UniversityofLausanne,SwitzerlandTheComplexTemporalitiesofAcademicWork:ANeglectedAspectofGenderEqualityActionPlans?Discussant:AngelaGenova,UniversityofUrbino,Italy.10:45-11:00:Coffeebreak11:00–13:00 SessionI:DesigningGenderEqualityPlansChair:AnaPuy,MinistryofEconomyandCompetitiveness,SpainUsingCommunitiesofPracticetoSupporttheImplementationofGenderEqualityPlans:LessonsfromaCross-NationalActionResearchProjectSarahBarnard, AndrewDainty, TarekHassan, Loughborough University, UK; LuciaPolo,EzekielaArrizabalaga,TECNALIA,Spain.Cultural and InstitutionalResistance againstGenderEquality: theCase ofMiddleEastTechnicalUniversityinTurkeyAyseIdilAybars,FerideAcar,FatmaUmutBespinar,METU,Turkey.GENERA:GenderEqualityPlansforResearchInstitutionsintheFieldofPhysicsThomasBerghoefer,DESY,Germany.DevelopingGenderEqualityinR&DOrganizations:ACaseStudyfromSerbiaValentinaJanev,SanjaVranes,MihajloPupinInstitute,Serbia.13:00-14:30 Lunchtime


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14:30–15:15 Keynote Speaker 2: Marieke Van den Brink, Radboud University Nijmegen, TheNetherlands.ScientificExcellence,DiversityandPrecariousCareers.Discussant:FelizitasSagebiel,UniversityofWuppertal,Germany.15:15-15:30 Coffeebreak15:30–17:30 SessionII:Describing,Measuring,EvaluatingGenderEqualityPlansChair:AnkeLipinsky,GESIS,Germany.Trying to Do the Impossible: Monitoring Gender Equality Action Plans in SevenEuropeanInstitutionsJenniferDahmen, University of Wuppertal, Germany; HelenPeterson, University ofGothenburg,Sweden.HiddenDiscrimination:WhatyouDonotSeeinaGenderEqualityPlanorReportAnjaVervoorts,ChristineKreissl,SelmaGuendogdu,Heinrich-HeineUniversity,Germany.AboutaGenderEqualityIndexforAcademicInstitutionsSilvanaBadaloni, AnnamariaManganelli, GiovannaBoccuzzo, LorenzaPerini, UniversityofPadua,Italy.TheEffectofMeritocracyinWomen'sCareers.TheExperienceofMexicanScientistsintheContextofAcademicEvaluationVeliaMónicaLópezRivas,IPN,Mexico.19:30 Galadinner“ClubdesProfesseurs”,MabillonUniversityrestaurant12,rueClément750064thfloor


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FridaySeptember30: 9:00–9:45 Keynote Speaker 3: Liisa Husu, Örebro University, Sweden and Hanken School ofEconomics,Finland.Inspiration, Innovation, Imitation: International Networking and Knowledge TransferforGenderEqualityinAcademiaDiscussant:BrigitteRatzer,TUWienna,Austria.9:45-10:00 Coffeebreak10:00–12:00 SessionIII:KnowledgeTransferandNetworksAroundGenderEqualityPlansChair:ClaudineHermann,EPWS.KnowledgeTransferAgentsasCatalysts forChangingGenderPoliciesandPractices inResearchAnitaThaler,SandraKarner,MagdalenaWicher,IFZ,Austria.Joining the Dots - The Standing Conference for Equality andDiversity OfficerswithinHigherEducationandResearchInstitutionsinFranceIsabelleKraus,UniversitéofStrasbourg;ClareRamsbottom,UniversitéofLeHavre,France.GenderEqualityPoliticsandMen'sNetworksinSETandHigherEducationFelizitasSagebiel,UniversityofWuppertal,Germany.Strategies to "Fix the Institutions":The ItalianCommunityof the SisterProjects as anEffectiveSpaceforDialogueandShareofPerspectivesonGenderEqualityLorenzaPerini,UniversityofPadua,Italy. 12:00–13h00 PosterandNetworkingSession12:00–13h30 Lunchtime13:30–14:15 KeynoteSpeaker4:SarahdeRijcke,LeidenUniversity,TheNetherlands.“Staying with the Trouble”. Gendered Research Assessment and Responsible Uses ofMetrics.Discussant:AnnaRitaManca,JRC,EuropeanCommission.14:15-14:30Coffeebreak


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14:30–16:30 Session IV: Missing Data, Missing Theories, Missing Explanations, Missing ConnectionsaboutDesigningGenderEqualityPlans.Chair:EileenDrew,TrinityCollegeDublin,Ireland.Gender Equality in Higher Education and Research: Challenging Measurements andEvaluationsAnne-SophieGodfroy,UPEC,France.The Effects of "Work Overload" on the Subjective Health and Wellbeing of YoungAcademicsintheSwissContextNickyLeFeuvre,MariadelRioCarral,PierreBataille,UniversityofLausanne,Switzerland.Equal but Different: Examining the Cultural and Institutional Barriers to Women'sProgressiontoLeadershipPositionsMarcelaLinkova,HanaViznerova,ISAS,CzechRepublic.InfluenceofVisualTechnologiesandMassMediaonFormationofGenderIdentityNataliaKnekht,Russia.16:30–16:45 Closingsession:ConclusionsbyHélènePérivier,OFCE,SciencesPo,France.


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BookofabstractsKeynotespeaker1:NickyLeFeuvre,UniversityofLausanne,SwitzerlandThe complex temporalities of academic work: A neglected aspect of genderequalityactionplans?This paper will focus on the temporal dimensions of academic labour, based on thepremise that these are likely to play an important role in the promotion of genderequalityinhighereducationandresearchinstitutionsacrossEurope.Althoughso-called“work-life balance” issues figure under some guise in most studies of barriers towomen’s access to themost prestigious academic positions, we know relatively littleabout the specific temporal and spatial characteristics of academic work in differentnational contexts and therefore about their potential influence on the gendering ofacademiccareers.Theconfigurationofacademicworkingtimeisinterestingtoconsiderfromanumberofangles,notablybecauseittendstobehighlyextensive(reflectingthe“longhoursculture”ofHEinstitutions)andtoberelativelyflexible,potentiallyfillingtheintersticesofothersocialactivities.Wewilldevelopananalysisofthesecharacteristicsincomparativeperspective.


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SessionI:DesigningGenderEqualityPlans(GEPs)Usingcommunitiesofpracticetosupporttheimplementationofgenderequalityplans:lessonsfromacross-nationalactionresearchprojectSarahBarnard,TarekHassan,AndrewDainty,LoughboroughUniversityLuciaPolo,EzekielaArrizabalaga,TecnaliaToday, in many European countries, research and higher education institutions havemade steps to implement gender mainstreaming: integrating the gender issue inmanagement processes, in staff and leadership development programmes andassessmentprocedures.Therearesignsofconcertedeffortstotacklepersistentgenderinequality, with varied levels of success. This paper will outline findings of a cross-nationalactionresearchprojectthatfocusesontheimplementationofgenderequalityplans(GEPs)inresearchandhighereducationinstitutionsinordertoexaminehowtheinteractions between researchers, gender equality practitioners and senior managersare socially-situated. A key theoretic lens is communities of practice (CoP), whichunderpins the analysis of the process of how people can work together to promotegender equality. The paper outlines the various methods used to promote CoP - thegenerationofknowledge,opportunities forestablishingandmaintainingrelationships,andsharingexperiencesandexpertise– illustratedwithconcreteexamples.We foundthat through CoPwe have identified gaps and common issues that form the basis forcollaborative learningtodevelopbetterunderstandingsofgoodpractice insupportingGEPdesignandimplementation.CulturalandInstitutionalResistanceagainstGenderEquality:TheCaseofMiddleEastTechnicalUniversityinTurkeyAyse Idil Aybars 1, Feride Acar 2, Fatma Umut Bespinar 1, Middle East TechnicalUniversity(METU)1:DepartmentofSociology06531,Ankara-Turkey2:DepartmentofPoliticalSciencesandPublicAdministration06531,Ankara-TurkeyMost studies argue that woman academics in Turkey are in a favourable position inquantitative terms. The relatively large numbers of women in academia leads to theperceptionthatwomenacademicsandresearchersinTurkeyareinabetterposition,evenwhencomparedtotheirWesterncounterparts.Indeed,whileTurkeyhasoneofthelowestfemale labour force participation rates amongst countrieswith similar levels of economicdevelopment,and the lowestamongEUandOECDcountries,with33%according to2014data, the rate ofwomen in academia is 43%.On the other hand, this relatively high rateconceals important inequalities that women face in academia, including the heavyconcentrationofwomen in lower ladders of academic hierarchy, the gender-stereotypicaldistribution of women academics in the disciplines that are traditionally associated withwomen,andthespecificdisadvantageswomenfaceinrecruitment,promotionandresearchprocesses.This paper examines the obstacles encountered in the development and implementationprocessofGenderEqualityPlans inacademic institutions through thecaseofMiddleEastTechnicalUniversityinTurkey.AsanimportantcomponentoftheEGERAProject,aimingtopromote gender equality in research and the academia, a Gender Equality Action Plan(GEAP)isaimedtobedevelopedandimplementedacrossitseightpartnerinstitutions.The


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presentstudyisconductedaspartoftheEGERAProjectandcoverstheresearchconductedat the Middle East Technical University of Turkey. It aims to reveal the main obstacles,resistances and problems in the process of the development and implementation of theGEAPduetoculturalandinstitutionalreasons,throughqualitativemethodsaimingtoreflectwomen academics' own experiences and perceptions. The study identifies three suchobstacles / resistance points. First, the perception of gender equality as not having an‘addedvalue' in itselfas it is seen tohavebeenalreadyestablishedwithin the institution.Second, the construct of a specific ‘METU culture',which rests on the understanding andexpectationthatMETUwouldbeveryeffectiveindealingwithgenderinequalities,asallitsoperationsarebuiltupontheprincipleof‘meritocracy.'Thethirdobstacleconcernsthelackof gender-sensitive data, which leads to a lack of awareness, and sometimes denial, ofgenderinequalitiesandgender-baseddiscrimination.Thesignificanceofthisstudyliesinitsemphasisontheprocessofthedevelopmentandtransformationoftheinstitutionalculturethroughaperiodofthreeyears(sincetheinceptionoftheEGERAProject),andtherefore,itsaim to point out, not only to weaknesses and major obstacles, but also to potential forchange regarding gender equality and gender balance if these issues are approachedthroughsustainable,institutionalpolicies.GENERA:GenderEqualityPlansforresearchinstitutionsinthefieldofphysicsThomas Berghoefer, Deutsches Elektronen-Synchrotron [Hamburg] (DESY) Notkestraße 85D-22607Hamburg-GermanyGender Equality Plans(GEPs) are used as a key implementation mechanisms of the EUgender mainstreaming policy and their adoption has been promote as part of FP7 andHorizon2020.Manyprojectshavemadeimportantadvancementsinthearea.Amongsuchpastandcurrentprojects,GENERAisuniquebecauseitisspecificallyfocusedonsupportingphysicsrelatedreseachinstitutionsandfundingorganisationsindevelopmentofGEPsand,therefore,theprojectwillmakeanimportntcontributiontotheevolvingknowledgeofhowtodevelopandimplementeffectiveGEPs.Theproject started in September2015withanassessmentof the current situation in thevariousparticipatinginstitutionsusingstatisticalmeansaswellascollectinginformationonhow the institutes deal with gender equality issues. This efforts are informed by a bestpracticestudyonsuccessfulgenderequalitymeasuresandconditionsforimprovingresearchculturalenvironment in the fieldofphysics,which isnotorious forunderrepresentationoffemaleresearchers.AnoveldimensionofthesupportactionsdevelopedbyGENERAareGender-in-Physicsdays,whichshallbeorganisedbytheparticipatinginstitutions.Thisaimofthisseriesofeventsisto raise awareness and enable discussion to: (1) build a collaborative network on genderissues among reseach institutions and funding organisations, (2) propose innovative ideasforgenderequalitymeasures, (3)highlightgapsbetweengenderequalitypoliciesand thestatusquo, (4)communicatesuccessfulandunsuccessfulapproaches, (5) focusonbarriersandchallengestogenderequality,and(6)focusonGEPapplicationandimplementationin(physics)reseachinstitutionsandfundingorganisations.OuraimforpresentingattheGENDERTIMECONFERENCEistoreportonthefirstresultsoftheworkundertakenduringthefirstyear,reflectonthelessonslearntandobtainfeedbackfromotherparticipantstoinformnextphaseGENERAprojectsuchasthecustomizationofGenderEqualityPlansfortheparticipatinginstitutionsandtheirimplementation.


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ImplementingGenderEqualityinR&DOrganizations:ACaseStudyfromSerbiaValentinaJanev,SanjaVraneš,MihajloPupinInstitute,SerbiaThe GenderTime project analyses gender aspects and monitors implementation of thegender-relatedactionsinsevenEuropeaninstitutionsthatareintentionallyverydifferentinterms of size, discipline, history, etc. The methodology is based on a set of qualitativeanalysis (focus group discussions, conducting survey research), as well as quantitativeapproaches:cross-comparisonofsurveyresults,collectingdataandquantitativeanalysisofparticipationofwomeninresearchandengineeringactivities,etc.This paper discusses the results of the GenderTime project in theMihajlo Pupin Institute(PUPIN),a leadingSerbianR&Dinstitution in informationandcommunicationtechnologiesthatprovidesawiderangeofproductsandservicesapplicableindifferentindustrysectors.ThePUPIN'sActionPlaninvolveawidespectrumofactivitiesfromrecruitment,supportofresearchcareeropportunitiesandwork-lifebalancemeasures,viaretentionandpromotionpolicies, to updated management and research standards, supporting policies for dualcareers-couple,etc.In PUPIN, equal opportunities are guaranteedwith national and internal acts. One of theobjectivesofthePUPINmanagementandthePUPINScientificCouncilistocontributetotheCareersadviceactivities.Thefemaleshareamongallemployeesrangesfrom36%(2013)to39 % (2015), while 65% of employees are with engineering background). On departmentlevel,thegenderbalancehasimprovedfor1%inscientificpartoftheInstitute(from0.374to 0.386). The support mechanisms for the young researchers, careers development andnetworking are very dependent on the financial possibilities of the individual PUPINorganizationalunitsand the Instituteasawhole.Analyseshaveshownthat femalecareerbreaks(duetospecializationorparentalleave)influencenegativelytheAPstructuralchangeactivities.ActivitiessuchasDisseminationofgoodpractices/ successstoriescanmotivateyoungresearcherstoadvanceinthecareerandthusindirectlyinfluencestructuralchangesinthePUPINInstitute.In the last three years, the GenderTime activities extended the standard practice andimprovedthemonitoringapproachesinthePUPINHumanResourcesDepartment.


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Keynote Speaker 2: Marieke Van den Brink, Radboud University Nijmegen, TheNetherlandsScientificexcellence,diversityandprecariouscareersIn the presentation,Marieke van den Brink will discuss what is constructed as academicexcellence at the micro-level, how evaluators operationalize this construct in the criteriathey apply in academic evaluation, and how gender inequalities are imbued in theconstruction and evaluation of excellence. Shewill challenge the view that the academicworldisgovernedbythenormativeprincipleofmeritocracyinitsallocationofrewardsandresources.BasedonanempiricalstudyofprofessorialappointmentsintheNetherlandsanda European research on gender and precarious workers (www.garciaproject.eu), Mariekewillshowthatacademicexcellenceisanevasivesocialconstructthatisinherentlygendered.


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SessionII:Describing,Measuring,EvaluatingGEPsTrying to do the Impossible:Monitoring Gender Equality Action Plans in SevenEuropeanInstitutionsJenniferDahmen1,HelenPeterson2,1:BergischeUniversitätWuppertal(UW)UniversitätWuppertalGaußstraße2042119Wuppertal-Germany2:GothenburgUniversity(GU)UniversityofGothenburgBox100SE-40530Gothenburg-SwedenThe titleof thispaper refers to the challenging taskofdeveloping tailormademonitoringtools for a very diverse set of over 100 actions in seven different gender equality actionplans (GEAPs), implemented at seven research institutions in seven European countries.GEAPs are inherently complex, constructed to solve complicated, multi-dimensional andcontextually dependent problems concerning gender inequality. This paper elaborates onthemonitoringstrategydevelopedinordertomanagetheseeminglyimpossiblemonitoringtask. It also introduces someof themonitoring toolsused in theGenderTimeproject anddescribes how they were developed. The overall aim of the paper is to share anddisseminatetheexperiencesgainedandgoalsachievedregardingmonitoringduringthefouryearsoftheproject.HiddenDiscrimination:WhatyoudonotseeinaGenderEqualityPlanorReportAnjaVervoorts,ChristineKreissl,SelmaGuendogduEqualityOpportunity(GSB)-Heinrich-Heine-UniversitätDüsseldorfUniversitätsstr.140225Düsseldorf-GermanySummary: Increasingly precariousworking conditions are a commonphenomenon amongscientistsatuniversitiesinGermany.GenderEqualityPlansGEPusuallydescribethestateofthe art due to the (under-)representation ofwomen at different stages of their scientificcareerwithinthedifferentstatusgroups.WeperformedaquantitativestudyontheworkingconditionsforScientistsattheMedicalFacultyDuesseldorf.Weanalysedtheemploymentcontractsoveraperiodoffouryearsandcollecteddataregarding,contractduration(VLZ),weeklyworkinghours(WAZ),ageandsex.Less than 20%of PhDs areworking in a permanent full-time contract,while 77%work infixed-term contracts.During this PostDocphase the specialist training for Physicians for amedical career and “Habilitation” for an academic career take place. These are the keyhurdlesonthepathtoleadershippositionsforwomeninthefieldofmedicine.Methods:Weanalysed2774contractsfromtheyears2012-2015.Wedividedthecontractsintotwogroupsbasedonthevariablecontractperiod[A:contractperiod<70;B:contractduration>70months].ForgroupAaMANOVAwasconductedwiththeteststatisticWilks'lambdaandthefactorsgender, typeofcontract (initial contractorextension).Dependentvariableswerecontractdurationandweeklyworkingtime.ForgroupBaMANOVAwasconductedwiththeteststatisticWilks'lambdaandthefactorsgender, typeof contract (initial contractorextension).Dependentvariableswereageandweeklyworkingtime.WeperformedagenderanalysisforallscientificstaffoftheMedicalFacultyexaminingtariff


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classification and weekly working hours. Furthermore we performed an age structureanalysisofallpermanentemployees.Results:MANOVA for fixed-term contracts Gender has no effect on contract duration but onweeklyworking hours in fixed-term contracts. Themain effect of contract type affects incontrasttopreviewfindingsthevariableweeklyworkinghours(F(1/2645)=25.207,p<.001,ɳ2=.009), and no longer the variable contract period (F(1/2645)=1.627, p=.202, ɳ2=.001).Menhavelongerweeklyworkinghours(M=.838,SD=.008)thanwomen(M=.787,SD=.007).AnInteractionbetweenbothvariableshasbeenobserved.MANOVAforindefinitecontractsOnlyamaineffectofthefactorsexwasfound(F(2/119)=8.132;p<.001,ɳ2=.012).Themaineffect of gender affects only the variable weekly working hours (F(1/120)=6.424, p=.013,ɳ2=.051). In general, men have a longer weekly working hours (M=.973, SD=.021) thanwomen(M=.888,SD=.026)andareolder(M=42.565,SD=.651)thantheirfemalecolleagues(M=39.708,SD=.789).GenderAnalysisaswelltheagestructureanalysisshowstheageandgenderdistributionofanagingworkforcewithagenderimbalance.Discussion: These statistical tests show that the given conditions of career of women inuniversities in Germany need to be improved drastically in order to give the women afighting chance tobe truly emancipated in areasof career.Our tests show, that,GEPnotcompletelydescribeallhurdlesandhiddeninequalitiyforwomen.Inordertoachievelastingresults, a structured process and gender-sensitive procedures in recruiting permanentemployeesmustberealized.AboutaGenderEqualityIndexforAcademicInstitutionsSilvanaBadaloni,AnnamariaManganelli,LorenzaPeriniDepartmentofInformationEngineering,UniversityofPadova-Italy(UNIPD)n.408viaGradenigo6/A,Padova,35131Padova,Italy-ItalyObjectiveoftheresearchIn the research presented in this paper we address the problem of measuring GenderEquality in Academia. To this aim, the efforts of our research group at the University ofPaduahavebeendevotedtooutlineaspecificcomposite indicator(UNIPD-GEI)tailoredtodealwiththeenvironmentofUniversitiesandResearchInstitutions.StateoftheartTwoarethemainreasonswhy,afteracarefulreconnaissance,wehavedecidedtoworkonanewtoolspecificforacademia.First: none of the instruments now available is specifically tailored to address GenderEqualityintheAcademicenvironment.MostofthemhavebeendevelopedintheframeofcomparingNations,gatheringmacrodataatpopulation level. Ifwewanttoaddresssingleinstitutions,wehavetodealnotwithpopulationsbutwithpeople,sooureffortsshouldbedirectedtofindmicro-data.Second:evenifwecanuseexistingtoolsspecificallytailoredfortheacademicenvironment,theproblem is that thedata required (microdata) are verydifficult toobtain, due to thefragmented organization of the administration and statistical offices of the institutions orbecausethesedataaresimplymissingintheacademicstatisticalmonitoringsystem.Methodology


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Our idea is to start fromawell-founded conceptual approach relyingona solid statisticalmethodology, liketheonedevelopedbyEIGE-theEuropeanInstituteforGenderEquality–for the Gender Equality Index (GEI). Nevertheless, this approach, certainly suitable forpopulationandrealitiesthatcanbedescribedatmacro-datalevel,itwillunlikelyfitthelocalenvironment of a University, better representable through specific sets of micro data. Agood solution has come for us from inside the “EU FP7 sister projects” community: inGenisLab project some important indicators have been developed in the framework of a“genderbudgeting”approachtofightstereotypeshiddenintheacademicenvironment.Thecombinationofthetwoapproacheshas ledusto implementatoolspecificallytailoredforacademia,but,atthesametimeinrelationshipwiththewidercontextaddressedbytheEUappearsofgreatoriginalityaswellasofbigpotential.ResultsoftheresearchInthispaperwewillpresenttheanalysisofpartthehugeamountofdatawehavecollectedatUNIPDwiththepurposeofcalculatingthegenderequality indexofour institution.Datacollection has been made within the seven domain of work, money, knowledge, space,health,powerandtimethroughaspecificsurveyaddressingacademicpermanentandnon-permanent staff (more than3000people) of all the research areas anddepartments. Thesurveyrunfromsept.2015toOctober2015andthefeedbackwasofmorethan30%.The Effect of Meritocracy on Women's Careers. The Experience of MexicanScientistsintheContextofAcademicEvaluationVeliaMónicaLópezRivasDepartamentodeInvestigacionesEducativas,CentrodeInvestigaciónyEstudiosAvanzadosdelI.P.N,(DIE-Cinvestav)Inthe1980'stheMexicanCouncilofScienceandTechnology(Conacyt)facedanimportantbudgetaryturnpoint,causedmainlybythreefactors:a)ageneraleconomiccrisisthroughoutthe country, b) the increasing amount of highly specialized human resources in HigherEducation, and c) the persistent cut backs on professors' and researchers' salaries. ThesethreeoccurencesledConacyttothecreationofaNationalResearchersSystem(SNI)in1984;anevaluationsystemwhichwouldendupworkingboth,asamethodforreducingbudget,andameanstoreward–withmoneyandprestige-whattheyconsideredthebestscientistsinMexico.SNI'sregulationsareorganizedontheprincipleofclassification(in4categories),mostlyonthe basis of material academic production, ie., published articles, books, participation ininternational researchgroupsand the trainingofhuman resourcesand it is assessedbyagroup of peers. These traits have resulted in SNI's being highly regarded as a reliableinstrumenttoestimatethequalityofaresearcher'sacademicwork.To these days not only, do researchers –in and out of the system- have adopted thesecategories as a distinguishing mark, but also universities and research institutions haveincreasingly used them as a legitimate trait to hire researchers or to give them –or not-economicalcompensations.InthispaperIwillarguethatSNI,andotherinstitutionalevaluationsystemshavechangedtheway academicwork is conducted,making itmore intricate and intense. Furthermore,thesechangeshavebeenexperiencedsomewhatdifferentlyamongwomenandmen.MyfocusonfemalescientistscameinitiallyfromthestatisticsofwomenatSNI.In2013only


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about 30%of the scientists in SNIwerewomen, and this lowpercentage, becomes lowerwhen it comes to the highest levels. Though, I will also show that policy makers andmanagers do not see the lack of gender equality in this system as a real problem andtherefore, theychoosenot to fullyaddress itorevenofferdata that couldhelpusbetterunderstandthisissue.While thepositiveandnegativeeffectsofSNIhavebeenotherwisewelldocumented, theaim of this paper is to analize how female scientists experience, in their everyday life -personally and in their work place- the intensificaction of the academic profession.Moreover,Iwillworkwiththeideathatthesetypesofevalutionsystemsfunctionnotasafairmeritocraticmechanismthatfairlydistributescapital–inthesenseofBourdieu-amongthemorecapable,but that itworksasamechanismthat in fact,widens thegapbetweenmenandwomeninthescientificfieldinMexico.Tothateffect,Iconducted16interviewstoresearchers–both,maleandfemales-oftheSocialSciences Institute(InstitutodeCienciasSociales, IIS) at the National Autonomous University (UNAM) in Mexico city. In theseinterviews I explored how is it that scientists experience and resist the hierarchicalorganizationoftheacademicfield,perpetuatedbythemeritocraticsystemandindetrimentofthewomeninthescientificfield


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KeynoteSpeaker3:LiisaHusu,Professor,ÖrebroUniversity,SwedenInspiration, Innovation, Imitation: InternationalNetworkingandKnowledgeTransfer forGenderEqualityinAcademiaThispresentationdiscusses thenetworking landscape inEuropearoundgenderequality inacademiaandresearch. Ithighlightsestablishednetworks,aswellassomenewinitiatives,andtheirimpactsandpotential.Genderequalityplanninginacademiaisalong-embeddedpractice insomepartsofEurope,suchas theNordic regionandGerman-speakingEurope,whereas in some countries and regions it has only been recently introduced as a novelapproach, being strongly recommended and financially supported by the EuropeanCommission. A characteristic of the regions with a history of elaborated gender equalityplanning and other gender equality interventions is their pro-active participation ininternationalandregionalnetworkingaroundthetopicarea.Thesenetworkscanfunctionasa source of inspiration for action, effectively spreading innovative ideas, knowledge,approachesandmethods,andsharinginformationonsuccessfuleffortsinothercountriesorinstitutions that may be tempting to imitate. Furthermore, networking enables mutuallearningandexchangeofexperiencesoncomplexitiesofimplementationofgenderequalityinitiatives.


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SessionIII:KnowledgeTransferandNetworksAroundGenderEqualityPlansKnowledgetransferagentsascatalystsforchanginggenderpoliciesandpracticesinresearchAnitaThaler,SandraKarner,MagdalenaWicherInter-UniversityResearchCentreforTechnology,WorkandCulture(IFZ),Graz,AustriaThispresentationanalyseshowknowledgetransfercanleadtochangesof(institutionalised)practices,socio-politicalnormsandformalpolicies.Basedonthetheoriesofknowledge-to-actiongap[1](andresearch-topractice[2]),theissueofdisconnecteddomainsofresearch,policyandpracticearediscussed,asthesecanbeseenas onemajor obstacle in implementing knowledge from research. Studies[3] have shownthatthesegapscanbeclosedthroughdynamic,iterativeprocessesofknowledgeexchangeinresearchapproacheswhichareovercomingknowledgehierarchiesandentangleresearch-basedandpractice-basedknowledgebyincludingrelevantactorsintheresearchprocess.As empirical case, this paper presents the knowledge transfer approach of the EC-FP7-projectGenderTime,with itsframeworkforchanginggenderpracticesandpolicies,mostlyby using so called Transfer Agents (TAs) in gender equality implementation activities inresearch organisations. One of the main research questions is: Under which specificconditionscanTAshelpchanginggenderpracticesandpolicies?Afirstanalysisofdatasuggeststhatauthorityandsocalled‘GenderTimeknowledge'couldbe key indicator for TAs impact on gender changes. Authority refers to institutional andexternalinfluence,suchasforinstanceatransferagent,whoismemberoftheinstitutions'managementbodyandalsohasgoodconnectionstorelevantpolicynetworks.‘GenderTimeknowledge'entailsknowledgeaboutgenderequalityissuesinresearchandthecommitmenttosharethisknowledgeandrelatedideas.Finally,thepaperpresentsrecommendationsforknowledgeexchangeactivitiesdrawnfrompreviousECprojectsaswellasGenderTime.[1]Straussetal.2009[2]Roxboroughetal.2007[3]Karner2014Joining the dots – The Standing Conference for Equality and Diversity OfficerswithinHigherEducationandResearchInstitutionsinFrance.IsabelleKraus1,2,ClareRamsbottom1,3,1:ConférencePermanentedeschargé.e.sdemissionEgalité,Diversité(CPED)2:InstitutdePhysiqueetChimiedesMatériauxdeStrasbourg-UniversitédeStrasbourg:CNRS7504,23ruedeLoessBP4367034StrasbourgCedex2-France3:UniversitéduHavre -25ruePhilippeLebon-BP1123-76063LeHavreCedexFrance-FranceDespiteFrance'sworldwidereputationasachampionofhumanrights,inequalitiesbetweenmen andwomen in French society remain deeply entrenched, and Higher Education andResearch Institutionsarenoexception to this rule. Theglass ceiling is firmly inplacewithonly13femalepresidents(11%)andalowpercentageoffemaleprofessors(23%).


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TheCPED(ConférencePermanentedeschargé.e.sdemissionEgalité,Diversité)wascreatedin2011on the initiativeof a groupofUniversityEqualityOfficerswhomet in Strasbourg,France.ItsmembershipwasboostedbytheHigherEducationandResearchLawofJuly2013which introduced a legal obligation for Universities and other Research Institutions toestablish an internal mission in charge of equality. The standing committee now has 72membersfromAcademicInstitutionsalloverthecountry.The members of the Conference come from a wide range of backgrounds – some areresearchers in the field, while others are non-specialists. Few have the support on anEqualityOfficeorworkfull-timeonthismandate.Therefore the CPED has an essential role to play in creating links between members,providinginformation,training,help,counselling–joiningthedotsbetweenisolatedofficersspreadacrossFrancetoensureacoherenceatanationallevel.This paperwill present thework of the conference, addressing in particular the followingquestions:• How can individual local initiatives translate to real progress in gender equality on a

nationallevel?• Conversely,howcanweensurethatcentralgovernmentpoliciesongenderequalityare

implementednationwide?• HowcanBestPracticesinworkingtowardsgenderequalityinAcademiaberecordedand

passed on efficiently in a context of rapid turnover of Equality Officers and non-specialists?

Inthepaperthefollowingactionswillbepresented:-Creatingandmaintainingadynamicnetworkwithamixof face-to-facemeetings,onlinediscussionforums,andsharedresourcesincludinganinternaluptodatecontactdirectoryofEqualityOfficers(2011-today).- Collaboration with other French feminist associations including ANEF and CLASCHES toproduceabookletofNationalGuidelinesonSexualHarassment specifically inUniversitiesandResearchInstitutions(2015).- Advisory role to the French Conference of University Presidents, the French NationalAssembly and the Senate to produce guidelines for achievingworkplace equality (2013 –2014).-CollaborationwithMinistry inchargeofHigherEducationandResearchto launchAnnualNationalGenderEqualityConferences.- Specific internal task forces on sexual harassment, parity, indicators, parental leave,recruitmentcommittees,sexisminlanguage,gender-basedteaching.Regularcollaborationand interactionwith localandregionalnetworksofEqualityOfficers,forexampletheGreaterParisNetworkforGenderEqualityinScientificResearchandHigherEducation, means that the CPED really does join up the dots at every level ensuringmaximumgeographicalcoverageforprogresstowardgenderequalityinHigherEducationinFrance.


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Genderequalitypoliticsandmen'snetworksinSETandhighereducationFelizitasSagebielUniversityofWuppertal(BUW)Purpose of the paper is to analyse how men's networking can destroy gender equalitypolitics in higher education. Especially focus is on barriers for women through men'snetworks in scienceandengineering.Basis isanempiricalprojectaboutwomenon top inSET(science,engineeringandtechnology).TheUniversityofWuppertalandtheWuppertalInstitute for Climate, Environment and Energy cooperated on focussing potentials ofinnovation, which women in leadership positions can realise and which barriers theyexperience.TheprojecthasbeepartoftheGermanresearchprogram:„womentothetop“,fundedbytheGermanMinistryforEducationandResearchtogetherwithEuropeanSocialFunds.Based on several European projects on gender in engineering organisational cultures(Sagebiel2005;2007;2010)andthefactthatwomenattopmakeonlyasmallpercentageinSET the project asked if leading women in science, technology and environmentalorganisationswillhaveanimpactoninnovationoforganisationalstructuresandcultures.Toanswerthequestionaqualitativedesignhasbeenchosenwith interviews(womenandmen in leadership positions, human resources and equal opportunity), focus discussiongroups(withwomenandmenseparately)andwebsiteanalysis.Fourtypesoforganisationswere investigated, universities, governmental research institutes, companies and politicalorganisations(Sagebiel2013).Findings show that most important barriers for women are informal men's networks.Women in leadershippositionsrealize theirdiscrimination,but toshowgenderawarenessopenlyisambivalentinmen'sdomainSET.Alsotheycannotbeovercomethosebarriersbyintegrationininformalmen'snetworksaslongastheyareinaminoritysituation.Itisworthofdiscussionhowequalopportunitypoliticscouldinfluencethoseinformalcultures.Resultshavebeenvalidforalldifferentkindsoforganisationsinvestigated.Womenontopeven nowadays experience barriers of being not integrated in all men's networking atworking places. Even though they develop their own networks they miss some of thepowerfulconnectionsundinformationbeingrestrictedtomen'sandoldboys'networkswiththeirownrituals,mechanismsandmembershiprules.ThepapershowshighimportanceofnetworkingforsuccessfulleadershipinSETorganisationsandanalysespossibilitiesofequalopportunitypoliticstoinfluenceinformalstructuresandcultures.Strategiesto“fixtheinstitutions”:theItaliancommunityofthesisterprojectsasaneffectivespacefordialogueandshareofperspectivesonGenderEqualityLorenzaPeriniDepartmentofInformationEngineering,UniversityofPadova-Italy(UNIPD)n.408viaGradenigo6/A,Padova,35131Padova,Italy-ItalyObjectiveofthepaperTheaimofthispaperistoanalyzetheroleandtheactivitiesofthenetworkofthesocalled“sister projects”, themost relevant spin off of the 2011-2014 VII FP EU strategy to raiseawarenessongenderequalityandproducestructuralchangesinacademicinstitutionsandresearch centers. It includes projects financed under the 7 FP (Integer, GenisLab, Festa,


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Garcia,Genovate,GendertimeTrigger,Stages,GeneraandEgera),andonefinancedunderH2020FP(Plotino).Themainandmostsolid linkamongtheprojectshasbeenestablishedthroughtheItalianpartners,thatstartedmeetingin2013tosharecommonperspectiveontheissueaddressedbytheEU.Bejond the peculiarities that make each project unique, they share a common inductiveapproach, that includes theconstructionofnon-standardandself-tailored toolsaswellastheimplementationofgenderactionsplanscoherentwiththecharacteristicsofthecontextin which the institutions involved are located. This common ground represents themostrelevant characteristic that make the Italian partners inside the “sister projects” a real“community”,aspaceinwhichitispossibletoshareperspectives,exchangegoodpracticesandexperiences inordertosetupareallyeffectivemethodologyandtoolstoaddresstheproblematlocallevel.DescriptionoftheproblemaddressedThe7 FPEUprogrammeongenderequality involvesmostof theEuropeanacademicandresearchinstitutions–morethan50partnersinninedifferentprojects;themajorityoftheregionsofEuropearerepresented.Althougheachprojecthasanindependent“life”,alotofcommonmeetingsand“chance”ofsharing ideasandimpressionshavebeensettingupbytheItalianpartnerssince2013,andalotofquestionshaverisenfromthesemeetings:aboutthemost suitable tools for an harmonic data retrieval in order to allow comparisons forexample; themost suitable procedures tomonitor and evaluate gender equality not just“during the project” but as a permanent methodology for the future, making clear toeverybodythatagenderquestiondoexistsinacademiaaswellasitexistsinsociety;abouthowtobuildreallysustainableactionplansandhowcantheybecomethebasis fora realgenderbudgetingstrategyinacademicinstitutions.MaingoaltoaccomplishThroughtheanalysisofthemostrelevantandeffectiveapproachesthattheItalianpartnersof the sister projects' community has been implementing so far, the paper wants toinvestigate how gender equality could leave the eternal dimension of being “a strategy”lasting for a project-time and become strategic, a key point to address the future'schallengesofresearchandteaching


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KeynoteSpeaker4:SarahdeRijcke,LeidenUniversity,TheNetherlands‘Stayingwiththetrouble’.GenderedresearchassessmentandresponsibleusesofmetricsIn the last couple of decades, quite pervasive and seemingly inescapable pressures ofglobalization are increasingly affecting science policies and evaluation systems atmultiplelevels. The keynote will address how these and other public sector transformations(includingastrongeremphasisonnationaleconomicgoalssuchas innovationandgrowth)are introducing highly particular gendered notions of ‘good’ performance and uses ofevaluativemetrics.Usingempiricalmaterialandresults fromrecentprojectsatCWTS,Thetalkwillalso reflectonhowthese trendsareaffectingknowledgeproductionprocesses indifferentfields.


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Session IV: Missing Data, Missing Theories, Missing Explanations, MissingConnectionsaboutGenderEqualityPlansGenderEqualityinHigherEducationandResearch:ChallengingMeasurements&EvaluationsAnne-SophieGodfroyEcoleSupérieureduProfessoratetdel'Educationdel'AcadémiedeCréteil(ESPECréteil)SciencesNormesDécision(SND)-UniversitéParis-Sorbonne-ParisIV,CNRS:FRE3593This paper will present the methodologies developed during the GenderTime project inordertocollectdata,todescribeon-goingequalityplansandtoevaluatetheirimpacts.Firstthepaperwillexplainwhathasbeenmeasured.Basically,wehavethreetypesofdata.First, the anonymized data produced for the human resources management offices,assumingtheyacceptedtoshareit.Unfortunately,thepriorityoftheHRMofficesisnottodescribeteachingandresearchactivitiesbuttoestablishthepayroll.Nonetheless,this isapreciousresource,fullofusefulinformation,usuallyverywellconsolidatedandupdated.Asecondcategoryofdataisexistingdatawhichisdifficultortimeconsumingtouse.WecanmentionforexamplePhDandhabilitationreports,laboratoriesevaluationreports,minutesofrecruitingcommittees,curriculumvitae,etc.Thisdataisveryrich,butusuallypresentedastextdocuments.Analysingandcodingisafirststepbeforeusingit.Thisworkisimpossibletocarryoutextensivelywithoutappropriateresourcesandcommoncategoriesandcodes.Avery important progress would be the setting up of project and publications gendereddatabases.Withall the limitsofbibliometric, itwouldbea tool tounderstand ifmenandwomen researchers are equally productive or not. A third category of data is themissingdata.Insomecases,itcanbecollectedonasmallscaletodocumentacasestudy.Wehaveveryfewinformationonsomethingascrucialasacademicactivityforexample,andhowitissplit between research, teaching and administrative duties. An unfair distribution of taskscould be the cause of gender inequalities. Quality insurancemethodologies propose self-assessmentofthismissingdata,whichis interestingforthereflexivityitprovides,butmaylackobjectivityinafieldwhereunconsciousstereotypesmaybeverypresent.Asystematiccollection,thankstocommonnorms,wouldbemuchmorepreferable.Second, the paper will question what we can be done with this data. A first step is toorganise the data and to build categories. Beyond the usual variables used in academicsociologyas sex,age,disciplines,positions, typeof contract,etc., therearemanyways toorganizetheanalysis.WeproposeheretosticktheeightdimensionsoftheEuropeanIndexofGenderEquality:work,money,knowledge,time,power,health,intersectionsinequalitiesandviolence.Itfacilitatesfurthercomparisonsandensuresagoodintegrationofacademicequalityintheoverallcontext.Third,thepaperwillquestionthecausalexplanationsortheoriestointerpretcorrectlythedata in relation to the gender equality plans implemented. The evaluationmethodologiesaresometimes inspiredbyquality insurancemanagement,sometimesbystatistics, inbothcases, there is a need to understand basic relations between the GEP and their possibleoutcomes,notalwaysvisible inashortperiodof time.Those frameworksneedtobeverysensitivetolocalcontexts(disciplines,nationalorsetting)toavoidmisinterpretation.As a conclusion,wewill present themainmethodological outcomes of GenderTime, alsopresentedasa«toolbox».


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The effects of “work overload” on the subjective health & wellbeing of youngacademicsintheSwisscontextNickyLefeuvre,MariaDelRioCarral,PierreBataille,UniversityofLausanneUniversities have historically been considered as “greedy institutions”, demanding highlevelsoftimecommitmentfromtheiracademicstaff,oftentothedetrimentofothersocialand personal activities. Work-life boundaries appear to be particularly permeable here,especiallysinceacademiccareersareusuallybasedona“vocational”modeofcommitment,whereby almost “total availability” to the institution is compensated by the pleasure ofscientificdiscovery, the relative freedomofacademicautonomyand/or thesatisfactionofcontributing to the collective good. This model of almost unlimited, “voluntary”commitment to the academy has historically been underpinned by a particular genderdivisionoflabour:maleacademicvocations(andcareers)weremadepossiblebythe(largelyinvisible)commitmentofwomentodomesticandcarework,totheexclusionoftheirownparticipationinthescientificendeavour.Thispaperisinterestedinrepresentationsandpracticesofacademicworkingtimeamongapopulation of early-career researchers (postdocs) in the contemporary setting. With therarefaction of stable academic positions and/or the extension of the so-called“apprenticeship period” for tenured jobs, competition for stable positions is frequentlybasedonquantitativeperformanceandproductivityindicators.Inanincreasinglyglobalisedandfeminisedacademic labourmarket,theinvestmentintimeexpectedfromearly-careeracademics is associatedwith high levels of uncertainty as to the temporal horizon of any(potential)“returnsoninvestment”,butalsowithnewrequirementstoachievesomeformofwork–life“balance”,forwomenandmenalike.Results fromourmixed-methods studyconducted inaSwissuniversity showapartial gapbetween thewidespread rhetoric of acceleration anddensification of academic time, andthewaysinwhichdifferentdimensionsofdailylifeareconcretelyorganisedbythepostdocswe interviewed. First, the feeling of being “overloaded” bywork demands seems to existrelativelyindependentlyfromobjectiveworkinghours.Secondly,thisgaprevealsaprocessofsubjectivedistancingfromthetraditional“vocational”modeofacademicwork.Thepaperwillfocusontheimplicationsofthisprocessoftimereadjustmentinthe“newuniversity”forthesubjectivehealthandwellbeingofearly-careeracademics.Equalbutdifferent:Examiningtheculturalandinstitutionalbarrierstowomen'sprogressiontoleadershippositionsMarcelaLinkova,HanaViznerovaInstituteofSociologyoftheCzechAcademyofSciences(ISAS)-Jilska1-CzechRepublicGenderbalanceindecision-makinginresearchhasbeenoneofthelong-standingconcernsaswellaspersistentproblemsincombatingdiscriminationofwomeninresearch.Today,itisoneofthethreepriorityareasofthestructural(culturalandinstitutional)changeapproachtopromotinggenderequalitythroughgenderactionplans.Buildingonourengagement intwostructuralchangeprojectsintheCzechRepublic(TRIGGER,EGERA),thispaperwilllookinto the issue of women in leadership and decision-making positions. The gender actionplansatbothinstitutionsincludeactionsdedicatedtoincreasingtheproportionofwomeninleadershippositions;atone,infact,theimpetustojointhestructuralchangeprojectcamefromaconcernaboutthelackofwomeninleadershippositionsandmanagement.


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Despitetheinclusionofgenderbalanceinresearchleadershipandmanagementinboththeaction plans, the initial debates, the actual design as well as acceptance of actions andmeasuresaimedatimprovingtheimbalancehasbeenhighlychallengingandcontroversial.One of the objections to the issue rests in the socio-historical legacy of communist erapoliticalquotaswhichappears toprecludeanydebateaboutpositivemeasures; theotherobjectionsconcerntheallegedmeritocracyofsciencewherewhatcountsisquality,notsex;personalprioritiesandchoicesthatwomenmake,ofteninrelationtocaringcommitmentsathome;andwomen'sinnatecapacitiesandcapabilities.Veryoften,therefusaltoengagewithgenderimbalanceindecisionmakingandleadershipislocatedattheindividuallevelofthewomenresearchersandtheattendantrefusalorfailuretoconsidertheinstitutionalandculturalcontextinwhichtheseindividualdecisionsandchoicesaremade.The issueofwomen's representation in research leadership andmanagement positions isclosely intertwined with notions of excellence. In this paper we will therefore examineperceivedbarrierstowomen'sexcellencerequiredforleadershippositionsonthesymbolicand institutional levels. Clearly, these levels are not separate, but rather co-constitutepowerfulgenderedscriptsandcreatemajorobstaclesalongtheacademiccareerpath.Onthesymboliclevelwewillexaminehowtheresearchprofessionisenvisionedandresearchexcellencedefined,andwhichaspectsofperceivedwomen'scharacteristicsandbiographiesareseentobeincontradictionwithcommonlyhelddefinitionsofexcellence.Secondly,wewill look into the institutional level, how these normative scripts are written intoinstitutional rules and practices.Wewill closewith a consideration of strategieswe havedevelopedtocombatthehighlygenderedcultureandinstitutionalpractices,inordertobeabletomoveforwardtheactionsaimedatimprovinggenderbalanceinresearchleadershipandmanagement. Clearly, this is work in progress and our suggestions will be tentative;nevertheless, understanding the gendered culture of the institution and the institutionalcharacteristicshasproventobeancrucialfactorinbeingabletodesigncommunicationandargumentativestrategiesaswellasconcretecourseofactioninthisarea.InfluenceofVisualTechnologiesandMassMediaonFormationofGenderIdentityNataliaKnekhtRussiaGenderissuesinpolitical,economicorhistoricalsciencesareeasyenoughtobeincludedinrelevant contexts, reflecting the Russian cultural realities. As for the artistic practices andtheir interpretation, "the representation politics", studies of the effect of images ofphotography, film, TV andmedia (news and entertainment programs, advertising) on theformation of gender identity, these problems are not felt in modern Russia as clear andrelevant.Perhapsthis isduetothe fact that theprimordialRussiantradition (especially inliterature)didnotprovideforawomananything,butaprojectionofaman,leavingnoroomforher"self-practice". Inaddition, it isstillaliveapowerfulmythofawoman,born intheSovietUnion.Itisstillusedthepowerofwomanasanationalizedproductandtheobjectoftotal violence (the society, theworkforce,men, children), declaring at the same time theuniversalloveandrespectforherrights.Of course, the difference between man's and woman's perception of the world is notdenied.Ifyouuseacomputermetaphor,manisalwaysinsomesortofasinglefile,andinthe transition to another it must first go to the directory.Woman is in all files at once.


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Therefore,herworldviewismultifacetedandmulti-vectored.Itismoreholisticandorganic.Protective and preservative aspirations of woman have a natural basis, but the price ishigher than that of man's fault. So far the dominant image of science has been“androcentrical”. The definition of science itself is provided through the use ofmasculineattributes:objectivity,rationality,rigor,impersonality,freefromanyinfluenceofvalues.Themain feature of masculine is a very nature of knowledge production, introduction ofknowledge structure concerning the world of dominance and the submission system,reproducing thegenderasymmetrywhichaffects thecontent,meaningandapplicationofknowledge.Asforart,itdoesnotrequestanyaxiomsandtheorems,becauseitcannotexistwithoutpersonalinvolvementandexistentialexperience,bothman'sandwoman'sone.The real problem lies deeper than in gender differences, namely in the inadequacy ofcurrentlyexisting theoreticalconstructs toexplain the increasinglycomplex reality,andbyreferencetothedifferentregistersandlevelsofman'sandwoman'sexperience.Inmodernurbansemiotic-symbolicculturelinearsemantic-axiologicaloppositionofmaleandfemaleisnotworking.There-descriptionofsocio-culturalrepresentationofgenderisbeingrequired.There is a gradual shift in emphasis from the female factor analysis and detection of themale dominance to the study of how gender is constructed and reproduced in all socialprocesses and how it affects woman and man. Gender construction is being continuednowadaysduetovarioustechnologies:cinema,art,photography,performance,scenariosof"hyper real" conventions of television and satellite channels. We will try to show whatinstitutionaldiscoursesand theoriesarebehind thegender construction. Theyareable tocontrol the sphere of social meanings and thereby to produce, develop and "implant"genderrepresentations.


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Listofparticipants

Name Firstname Institution CountryABIRAM Pnina BrandeisUniversity USAANDRIEU Bernard CNRS FranceANTHEA Rose LoughboroughUniversity UKARAUJO Emilia UniversitéofMinhao PortugalARRIZABALAGA Ezekiela TECNALIA Spain

AYISHA Mahmoud HarvardSchoolofPublicHealth USA

AYSEIDIL Aybars MiddleEastTechnicalUniversity Turkey

BADALONI Silvana UnivesityofPadua ItalyBARNARD Sarah LoughboroughUniversity UKBARNIER Florence ArtsetMétiersParisTech FranceBATAILLE Pierre UniversityofLausanne SwitzerlandBELLIARD Corinne FemmesetSciences FranceBERAUD André ECEPIE France

BERGHOEFER Thomas DeutschesElektronen-Synchrotron Germany

BIANCHIERI Rita UniversityofPisa ItalyBRORSSON-JAKOBIAK Hedvig ESPEUPEC France

CLAVREUL Bodo UniversityofParis-EstCréteil FranceD'ANDREA Luciano ASDO ItalyDAHMEN Jennifer UniversityofWuppertal GermanyDARSAW Jonathan YouthforGlobalChange LiberiaDEPINHO MariaNorberta UniversityofLisbon PortugalDERIJCKE Sarah UniversityofLeiden TheNetherlandsDITULLIO Ilaria CNR ItalyDREW Eileen TrinityCollegeDublin IrelandGABLOT Ginette FranceGENOVA Angela UniversityofUrbino ItalyGODFROY Anne-Sophie UniversityofParis-EstCréteil FranceGOIRI Ziortza TECNALIA SpainGUILLOPÉ Colette UniversityofParis-EstCréteil FranceHASSAN Tarek LoughboroughUniversity UkHERMANN Claudine EPWS FranceHESPING Sandra FOM TheNetherlandsHUSU Liisa ÖrebroUniversity SwedenJANEV Valentina MihajloPupinInstitute Serbia


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JOLY Elisa UniversityofParis1 FranceKARNER Sandra IFZ AustriaKNEKHT Natalia RussiaKRAUS Isabelle CPED-UniversityofStrasbourg FranceKUSUMAWATI Listya SciencesPo FranceKWOGEEWANG EddieKarl CameroonLEFEUVRE Nicky UniversityofLausanne SwitzerlandLINKOVA Marcela ISAS CzechRepublicLIPINSKY Anke GESIS GermanyLOPEZRIVAS VeliaMónica IPN Mexico

MANCA Anna JRC EuropeanCommission

MANGANELLI AnnaMaria UnivesityofPadua ItalyNAKACHE Evelyne FemmesetSciences FranceNGONDI JudithLaure UniversityofYaoundé CameroonOETKE Nicole MaxPlanckSociety GermanyPERINI Lorenza UnivesityofPadua ItalyPERIVIER Hélène OFCE-SciencesPo FrancePETERSON Helen UniversityofGothenburg SwedenPIERRON-BOHNES Véronique CNRS France

POURRAT Yvonne ECEPIE France

PUY Ana Ministry of Economy andCompetitiveness Spain

RAMSBOTTOM Clare CPED-UniversityofHavre FranceRATZER Brigitte TUVienna AustriaRICCI MariaGrazia UniversityofPisa Italy

ROUMANE Adil UniversityofVersaillesSaintQuentin France

RUBENS Lolita UniversityofParis-EstCréteil FranceSABORITSANZ Sonia InstituteforResearchinBiomedicine SpainSAGEBIEL Felizitas UniversityofWuppertal GermanySARANDREA Emanuele ItalySATKOVSKIENE Dalia VilniusUniversity LituaniaSCHREDER Guenther DonauUniversityofKrems AustriaSIEBENHANDL Karin DonauUniversityofKrems AustriaSZUCS Tamara AthenaSWAN UKTHALER Anita IFZ Austria

VANDENBRINK Marieke RadboudUniversityNijmegen TheNetherlands

VELASCO MariaTeresa UniversityofLoyola SpainVERA Claudia InstituteforResearchinBiomedicine Spain


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VERVOORTS Anja Heinrich-HeineUniversity GermanyVIZNEROVA Hana CzechAcademyofSciences CzechRepublicVUJADINOVIC Dragica UniversityofBelgrade SerbiaVULJOVIC Milica PUPIN SerbiaWEBER Ulla MaxPlanckSociety GermanyWICHER Magdalena IFZ AustriaWILLIS-MAZZICHI Viviane DG-RI European

CommissionZAITSEVA-BAUM Elena MoscowStateUniversity Russia

ZUCCO Flavia GenderLab Italy


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MoretipsandtricksIfyouhavesometimetoenjoyParis,herearesomeofourfavouriteplacesaroundtheconference venue. We suggest some itineraries in different directions. Everything iswithinawalkingdistance.

Ontheothersideoftheruedel'EcoledeMédecine,thereisamuseumforthehistoryofmedicine.TheParismedicalschoolhasbeenapioneeringinstitutionatthebeginningoftheXIXthcentury.Checktheopeninghoursasitisnotopenedallthetime.

TaketheRuedel'EcoledeMédecinetotheBoulevardSaint-Michel.GibertJosephisatthecornerofruedel'EcoledeMédecineandBoulevardSaint-Michel,thebookstorehasfivefloorsofbooksinalldisciplines.SomebooksareinEnglish.ThereareotherGibertstoresupintheBoulevardSaint-MichelfornewandusedCDs,DVDs,andstationery.IfyougoupontheboulevardSaint-Michel,youreachrueMonsieurlePrince,wherethePUFbookstore(PressesUniversitairesdeFrance)hasreopenedwithacuriousmachine,the ExpressoBookMachine, to print books on demand. The machine prints free ofrightsbooksandbookseditedbyPUF.Ontheothersideoftheboulevard,placedeLaSorbonnehascafés,terracesandthebestbookstore for philosophy, theLibrairieVrin. If you still go up on the boulevard, youarriveattheLuxembourggarden.If you follow the ruede l'EcoledeMédecine, cross theboulevard Saint-Michel and gostraight to theruedeÉcoles,you findLibrairieCompagnieon58ruedesÉcoles, thebestbookstore for foreign literature translated inFrench (notveryuseful foryou,weadmit)andforagoodselectionofscientificjournalsinhumanandsocialscienceinthebasement.Nexttothebookstore,theFinnishinstitutehostsawonderfulcaféwhereyoucanrelax,haveatopcappuccino,asandwichorevenwork,asthereisawificonnection.OntheothersideofthestreettheBalzarisagoodtraditionalbrasserie.YoucanadmirethestatueofMicheldeMontaigne inthesquarebetweentheMuséeNational duMoyen-Âge, under renovation, and La Sorbonne. The next building onyourright,aftercrossingrueSaint-Jacques,istheCollègedeFrance.If youareverybrave, you canwalk to theLibrairieL'Harmattan, 16 ruedesEcoles.L'Harmattanpublishesmanybooksingenderstudies,colonialstudies,etc.On your way, you will find several stores named Le Vieux Campeur, they arespecialized in camping, trekking andmountaineering. You can plan your next trek inPeru or the Alps or any place in the world, Le Vieux Campeur provides very goodadvisory information and sells top equipment. There is a special store for maps andguides.Forapause inastudents’bar,climbonyourright intheruedelaMontagneSainte-Genevieveor theRuedesCarmes.Narrowstreetsgoing to thePantheonhavequietbarsand terraces.Therearealsomanycinemas playingoldmovies (cinemasd'art et


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d'essai)alongtheruedesÉcolesandtherueChampollion ifyouwanttogoout intheevening.

If you go in the direction of Odeon and Boulevard Saint-Germain, you have a goodselectionofcheaprestaurantsintherueGrégoiredeTours,asCrêperieLittleBreizh,MaisonBurgersandIppudonoodlesamongothers.Youarriveinawalkingstreet,ruedeBuci.YoucanstopatGrom, 81 ruedeSeine foran ice cream.SartreandSimonedeBeauvoir livedon theother sideof the street athotelLaLouisiane 60 ruede Seinefrom1943to1946,theperiodisdescribedbyBeauvoirinLaForcedel’Âge.Ifyoutaketheruedel'Abbaye,yougotoSaint-Germain-des-Prés.AtthecornerofrueBonaparte and the boulevard Saint-Germain areCafédesDeuxMagots andCafédeFlore,twomeetingpointsforXXthcenturywriters.Youcansipacoffeeandimagineyouare Simone de Beauvoir.L’EcumedesPages 174 Boulevard Saint-Germain is a goodbookstoreopen tillmidnight (10pmonSunday).Fromtheboulevard, the largestreetwith a tower at the end is Rue de Rennes. Simone de Beauvoir lived on 71 rue deRennes,shedescribesherparents’apartmentinMémoiresd’unejeunefillerangée.

IfyoufollowtheruedeSeinetowardstheriver,therearemanyartgalleries.Sémilla,Freddy and La Boissonnerie are goodplaces for eating (rather chic and expensive),Cosihasverygoodsandwiches.AttheendoftheruedeSeine,youcantaketheRuedesBeauxArtstotheEcoledesBeauxArts,oryoucanpassalongtheInstitutdeFrance,whereFrenchacademiesarelocated,andtakethewalkingbridge,passerelledesArts,totheLouvre.

YoucanalsowalkfromOdeontoSaint-Sulpice.TakesmallstreetsasruedesQuatreVentsand rue Lobineau along the former Saint-Germain market. The market isunderreconstruction.Ononesideyouhaveafoodmarketandrestaurants,ontheothersideyouwillhaveinternationalbrands.WelikeLePetitVatelandthePatisserieGérardMulotintherueLobineau.

OurrestaurantonThursdaynight is located at the corner of RueClément andRueMabillon,alongthemarket.Thereisalsoapublicswimmingpoolunderthemarketifyouwanttoexercise.YoucantakerueGuisardeandruedesCanettestoreachPlaceSaint-Sulpice.FromtheplaceSaint-Sulpice, therueFerougoes to theLuxembourggarden.This isaveryromanticnarrowstreetwithapoembyArthurRimbaud,"lebateauivre",paintedonawall.ThesmallparallelstreetnexttorueFerouisrueServandoni,whereOlympedeGougeslived(n°18-22).OnthecornerwithruedeMeziere,youcanvisitthecatholicbookstoreLaProcureifyouhaveaspecialinterestintheology,saints,popesetc.A last suggestion is toexploresecretpassages between theboulevardSaint-Germainandtheriver.WalktoTheBoulevardSaint-Germainandcrosstheroad.AtthelevelofthestatueofDanton,butontheothersideoftheboulevard,thereisapassagebetweentheboulevardandtherueSaint-André-des-Arts,theplaceiscalledCourduCommerce.CrosstherueSaint-André-des-ArtsandtaketherueMazetinfrontofyouontheright.


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WhenyouarriveintherueDauphine,turnrightandcrossthestreet.AtthelevelofrueChristine turn left, youarenow in thepassageDauphinewhereyoucan findanicecafé,l'HeureGourmande.Ifyoucrossthepassage,youarriveintherueMazarine.Fromhere,youcangototheright,towardstheriverandthebridgetotheLouvre,oryoucantake therueMazarineon the left tocomeback to theboulevardSaint-Germain. In thesamearea,havealookatthehousewherethemathematicianSophieGermaindiedon13ruedeSavoie,notfarfromPicasso’sworkshopon7ruedesGrands-AugustinsandthehomeofGertrudeSteinandAliceToklason5rueChristine.

ForSimonedeBeauvoir’sfans,thereisalastpilgrimageinthearea,ifyouwalkdownontheboulevardSaint-MichelandturnrighttowardsNotre-Dame.Shelivedon11ruedelaBûcheriewhenshewroteLedeuxièmesexeandLesMandarins,twobooksinrelationwith the topicof our conference. In the same street, there is anEnglishbookstore,Shakespeare&Co(n°45).We stop there and we let you make your own discoveries in this area. Have a verypleasantstayinParis.


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Tableofcontents

WELCOMEADDRESS 3

COMMITTEES 5

Scientificcommittee 5

StakeholdersCommittee 5

Organisationcommittee 5

PRACTICALINFORMATION 7

Transportationtothevenue 7

INSTRUCTIONSTOSPEAKERSANDCHAIRS 8

Tospeakers 8

Tochairsanddiscussants 8

PROGRAMME 9

ThursdaySeptember29 9Openingsession 9KeynoteSpeaker1:NickyLeFeuvre,UniversityofLausanne,Switzerland 9SessionI:DesigningGenderEqualityPlans 9KeynoteSpeaker2:MariekeVandenBrink,RadboudUniversityNijmegen,TheNetherlands. 10SessionII:Describing,Measuring,EvaluatingGenderEqualityPlans 10

FridaySeptember30: 11KeynoteSpeaker3:LiisaHusu,ÖrebroUniversity,SwedenandHankenSchoolofEconomics,Finland. 11SessionIII:KnowledgeTransferandNetworksAroundGenderEqualityPlans 11PosterandNetworkingSession 11KeynoteSpeaker4:SarahdeRijcke,LeidenUniversity,TheNetherlands. 11SessionIV:MissingData,MissingTheories,MissingExplanations,MissingConnectionsaboutDesigningGenderEqualityPlans. 12Closingsession:ConclusionsbyHélènePérivier,OFCE,SciencesPo,France. 12

BOOKOFABSTRACTS 13

Keynotespeaker1:NickyLeFeuvre,UniversityofLausanne,Switzerland 13

SessionI:DesigningGenderEqualityPlans(GEPs) 14

KeynoteSpeaker2:MariekeVandenBrink,RadboudUniversityNijmegen,TheNetherlands 17

SessionII:Describing,Measuring,EvaluatingGEPs 18

KeynoteSpeaker3:LiisaHusu,Professor,ÖrebroUniversity,Sweden 22


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SessionIII:KnowledgeTransferandNetworksAroundGenderEqualityPlans 23

KeynoteSpeaker4:SarahdeRijcke,LeidenUniversity,TheNetherlands 27

SessionIV:MissingData,MissingTheories,MissingExplanations,MissingConnectionsaboutGenderEqualityPlans 28

LISTOFPARTICIPANTS 33

MORETIPSANDTRICKS 37

TABLEOFCONTENTS 41

Documents

GenderTIME International Conference of... · 2018-11-19 · GenderTime Conference, September 29-30 2016. Paris 8 Instructions to speakers and chairs To speakers Computer and video