PLEASE NOTE that, in this article, Horizon Europe and Women’s Equality, the word “gender” refers exclusively to male and female.
From the official Website
The European Commission is committed to promoting gender equality in research and innovation. It is part of the European Commission Gender Equality Strategy for 2020-2025, which sets out the Commission’s broader commitment to equality across all EU policies.
In addition, the EU has a well-established regulatory framework on gender equality, including binding directives, which apply widely across the labor market including the research sector.
Because of the peculiarities of the research sector, specific action is needed to overcome persisting gender gaps. Many structural barriers to gender equality in research and innovation persist.
The European Commission addresses these barriers through
The main funding instruments Horizon 2020 and Horizon Europe, the next Framework Programme for Research and Innovation (2021-2027)
Within the European Research Area in collaboration with member countries and research organizations.
Horizon Europe
Horizon Europe and Women’s Equality Research and Innovation
With Horizon Europe and women’s equality, the Commission reaffirms its commitment to gender equality in research and innovation.
The legal base sets gender equality as a crosscutting priority and introduces strengthened provisions.
There are 3 main levels at which gender equality is considered:
Having a Gender Equality Plan (GEP) in place becomes an eligibility criterion for certain categories of legal entities from EU countries as well as associated countries;
the integration of the gender dimension into research and innovation content is a requirement by default, an award criterion evaluated under the excellence criterion, unless the topic description explicitly specifies otherwise;
increasing gender balance throughout the Programme is another objective, with a target of 50% women in Horizon Europe related boards, expert groups and evaluation committees, and gender balance among research teams set as a ranking criterion for proposals with the same score.
Furthermore, specific funding will be dedicated to
Gender and intersectional research, in particular under Cluster 2 of the Programme Culture, Creativity and Inclusive Society;
Developing inclusive gender equality policies in support of the new European Research Area, through the Widening Participation and Strengthening the European Research Area Programme part, Reforming and enhancing the European Research and Innovation System
Empowering women innovators, in particular through Pillar III of the Pprogramme, Innovative Europe, and the European Innovation Council (EIC)(See: statement on gender and diversity of the EIC Pilot Board). For the specific objectives and the improvement of gender balance and promoting women innovators, you can read the 2021 EIC Work Programme.
The objective is multifaceted. Firstly, it aims to enhance the European research and innovation system. This involves fostering gender-equal working environments that enable all talents to flourish. Furthermore, it seeks to integrate the gender dimension more effectively into projects. Consequently, this integration aims to improve research quality and enhance the relevance of knowledge, technologies, and innovations to society.
The Factsheet on Gender Equality: a strengthened commitment in Horizon Europe summarizes the key new provisions and requirements, with a particular focus on the new Gender Equality Plan (GEP) eligibility criterion.
Eligibility Criteria
The last part of the factsheet “Gender Equality: a strengthened commitment in Horizon Europe” outlines that, starting from calls with deadlines in 2022 and beyond, having a Gender Equality Plan (GEP) will be a requirement for public bodies, higher education institutions, and research organizations from EU Member States and associated countries to participate in Horizon Europe.
Also, as recalled in the General Annexes to Horizon Europe 2021-2022 work programme, to comply with the eligibility criterion, a GEP must meet 4 mandatory process-related requirements or ‘building blocks’.
Mandatory Requirements for a GEP
Be a public document
The GEP should be a formal document signed by the top management and disseminated within the institution. Moreover, it should demonstrate a commitment to gender equality, setting clear goals and detailed actions and measures to achieve them;
Have dedicated resources
Resources for the design, implementation, and monitoring of GEPs may include funding for specific positions such as Equality Officers or Gender Equality Teams as well as earmarked working time for academic, management and administrative staff;
Include arrangements for data collection and monitoring
GEPs must be evidence-based and founded on sex or gender-disaggregated baseline data collected across all staff categories. Consequently, this data should inform the GEP’s objectives and targets, indicators, and ongoing evaluation of progress;
Be supported by training and capacity-building
Actions may encompass several strategies. These include developing gender competence and addressing unconscious gender bias among staff, leaders, and decision-makers. Establishing dedicated working groups for specific topics is another avenue. Furthermore, efforts can involve raising awareness through workshops and communication activities.
In addition to these mandatory process-related requirements, consider the following 5 thematic areas for content.
Work-life balance and organizational culture
Gender balance in leadership and decision-making
Gender equality in recruitment and career progression
Integration of the gender dimension into research and teaching content
Measures against gender-based violence including sexual harassment
The GEP is necessary during the initial proposal submission stage, and a dedicated questionnaire requests a self-declaration.
An organization may not yet have a GEP at proposal submission stage. However, it must have a GEP in place at the time of the Grant Agreement signature.
The Model Grant Agreement commits beneficiaries to taking all measures to promote equal opportunities between men and women in the implementation of the action and, where applicable, in line with their GEP.
In this regard, a detailed Guidance Document has been developed to support organisationsorganizations to meet the Horizon Europe GEP eligibility criterion.
Gender Equality in the ERA
The European Research Area (ERA) is the ambition to create a single, borderless market for research, innovation and technology across the EU.
Already under the ERA Communication 2012 framework, the European Commission has set 3 objectives to work with EU countries and foster an institutional change:
Gender equality in scientific careers
Gender balance in decision making
Integration of the gender dimension into the content of research and innovation
Implementation and progress report
Conclusions on advancing Gender Equality in the European Research Area called for cultural and institutional changes to address gender imbalances in research institutions and in decision-making bodies.
EU countries were asked to develop national action plans for gender equality. Overall, it had very positive impacts in many research rganizations and were a catalyst for transformation.
Encourage research performing and funding organizations to implement institutional changes using gender equality plans (GEP).
The Commission provided funds for GEPs implementation in research organizations via Horizon 2020.
Yet, the ERA Progress report and She Figures highlight that implementation across the EU is uneven, and structural barriers to gender equality in research and innovation organizations persist.
Women occupy only 24% of top academic positions
Women are still under-represented in the STEM fields
Women represent less than 10% of patent holders
There is also a need to address gender-based violence, inclusiveness issues with intersecting social categories (e.g., ethnicity, sexual orientation, disability), perform intersectional research, and establish a link with the entrepreneurship and innovation sectors.
The recent communication on the European Research Area introduces a collaborative effort among the EU, EU countries and Horizon 2020-associated countries to enhance gender equality measures. Specifically, Action 12 calls for the development of concrete plans by the EU and EU countries to foster gender equality, diversity, and inclusiveness within the domains of science, research and innovation.
In concert with the Skills Agenda, the Communication on the European Education Area and the new Digital Education Action Plan, the ERA will strengthen the focus on increasing participation of women in Science, Technology, Engineering and Mathematics (STEM).
Gender mainstreaming through integration of the gender dimension in research and innovation content
Horizon 2020 pioneered gender integration, thus making it a cross-cutting concern and giving priority to the integration of gender into research and innovation.
The policy report produced by the EU funded H2020 expert group on Gendered Innovations provides researchers and innovators with methodological tools for sex, gender and intersectional analysis/evaluation.
It offers case studies highlighting Horizon 2020-funded projects relevant to Horizon Europe clusters, missions, as well as partnerships in research and innovation.
These areas include Health, Artificial Intelligence (AI) and Robotics, Energy, Transport, Marine Science and Climate Change, Urban Planning, Agriculture, fair Taxation and Venture Funding, as well as the COVID-19 pandemic.
Cases:
The “She Figures” report
The report is divided into 6 chapters. It chronicles the journey of women, from doctoral degrees to the labor marke while also including acquiring decision-making roles. The report also investigates disparities in working conditions and research and innovation output between women and men.
Watch the video of Commissioner Gabriel summarising the main outcomes
She Figures 2021 data indicate that women outnumber men in Bachelor’s and Master’s programs (54% students, 59% graduates). Doctoral level shows near gender balance (48%). However, field-specific disparities persist. In ICT, women comprise just 22% of Doctoral graduates, while Health & Welfare and Education have over 50% (60% and 67%, respectively). Positive trends include a rise in women holding top academic positions (26.2%, up from 24.1% last edition).
Novelties of the 2021 edition:
Seven policy briefs address gender equality themes, such as research leadership gender imbalance and areas with insufficient data, like the impact of COVID-19 on researchers. Moreover, 27 country reports evaluate each nation’s progress. They present data on key indicators, compare performance to the EU average, and summarize achievements in thematic domains.
Moreover, the report extends its data collection to G-20 countries where data is available, going beyond the EU-27 Member States, the UK and Associated Countries and it includes several new indicators.
The updated ‘She Figures Handbook’ provides the latest methodological guidance on data collection and calculation of indicators.
Released every 3 years since 2003, the report constitutes a key evidence base for policies in this area. It is a highly recommended reading for policy makers, researchers and anyone with a general interest in these issues. Statistical correspondents from EU-27 Member States and Associated Countries contribute to the data collection.
You can also see:
Pandemic: Gender Equality
There has been increasing scientific attention dedicated to the different impacts on women and men due to the COVID-19, highlighted in this article in The Lancet, and alsoand documented by the European Institute for Gender Equality
Issues include:
Clinical sex and gender differences in responses to the virus
Mortality rates
Clinical trials and side effects to different drugs and vaccines
Impact on domestic and gender-based violence
Impact on reproductive health and rights
Impact on the healthcare and caregiving professions, which are occupied by women at 76%
Work-life balance and economic equality.
Initiatives and projects related to gender equality and coronavirus
Case study on sex and gender impact of the pandemic
Different measures are underway to address these sex and gender aspects of the crisis, including a case study on the sex and gender impact of the COVID-19 pandemic developed by the European Commission’s Expert Group on Gendered Innovations.
It builds on the latest scientific literature, as well as on Horizon 2020 projects. Accordingly, it uses current research and Horizon 2020 projects to detail sex-based immune responses, dosage effects, and gender-specific risks.
Factsheet based on this case study.
Networks
Networking across trans-national and institutional levels, involving practitioners, associations, women scientists, and networks, plays a pivotal role. Moreover, the Commission has funded several important initiatives to support networking.
GENDER-NET Plus
It stands as the inaugural European Research Area Network (ERA-NET) Cofund scheme. Its focus is on promoting Horizon Europe and women’s equality in research and innovation. Subsequently, this initiative brings together 16 national funding organizations spanning 13 countries. These countries include Austria, Belgium, Cyprus, Czech Republic, Estonia, France, Ireland, Italy, Israel, Norway, Spain, Sweden and Canada. They altogether commit to enhancing transnational collaborations and funding efforts jointly. The goal is to promote gender equality in research institutions and integrate the gender dimension into innovation programs.
GENDERACTION
It works as a network that brings together representatives from various countries to champion the dual goals of Horizon Europe and women’s equality. In doing so, it mobilizes national expertise to create an innovative policy community within the European Research Area.
ACT
The program establishes a network of Communities of Practice (CoPs) worldwide. These CoPs will work on enhancing gender equality efforts in research institutions throughout Europe. This initiative leverages the GenPORT internet portal, originally formed under FP7. The goal is to reconfigure the resource center, which includes an online community of practitioners focused on gender equality and excellence in science, technology, or innovation. This transformation aims to create a cenral hub for sharing knowledge and practices related to gender equality (GenPORT+). The overall effort is aligned with Horizon Europe’s framework and women’s equality.
European Research Area and Innovation Committee (ERAC SWG GRI)
The Standing Working Group on Gender in Research and Innovation functions as a policy advisory committee that plays a pivotal role in shaping policies and initiatives related to Horizon Europe and women’s equality in research and innovation. Particularly, this group is the successor to the Helsinki Group on Gender Equality in Research and Innovation established by the Commission in 1999.
Additional publications can be found on the website.
Winners of the EU Prize for Women Innovators 2021
At the European Innovation Council Summit in Brussels, the European Commission announced the winners of this year’s EU Prize for Women Innovators. The prize recognizes talented women entrepreneurs who founded successful, innovative companies across the EU and countries associated to Horizon Europe. Moreover, it is funded under Horizon Europe and managed by the European Innovation Council and SMEs Executive Agency (EISMEA).
The winners, selected by a jury of independent experts, are:
Merel Boers from the Netherlands: co-founder and CEO of NICO-LAB, a company offering cutting-edge technology to help physicians improve emergency care.
https://nl.linkedin.com/in/ammboers
Mathilde Jakobsen from Denmark: co-founder and CEO of Land, a digital platform that shortens and digitizes the food supply chain, providing easy access to good quality food.
https://dk.linkedin.com/in/mathildekj
Daphne Haim Langford from Israel: founder and CEO of Tarsier Pharma, a company developing disruptive medical solutions for the treatment and cure of autoimmune and inflammatory ocular diseases.
https://il.linkedin.com/in/daphnehaimlangford
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