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International Stakeholder Workshop Day 1
University of Aveiro: Rectorate Building | Building 25 [40°37’52.6″N 8°39’26.9″W]
Time : 14:00 – 14:45
Session:
Welcome session:
Paulo Jorge Ferreira, Rector of the University of Aveiro
Carla Tavares, President of the Commission for Equality in Labor and Employment (CITE) in Portugal
Presentation of UAVR GEP – Teresa Carvalho, University of Aveiro
Room : Sala de Atos
CHANGErs facilitators :
Teresa Carvalho, UAVR
Anita Thaler, IFZ
Sandra Karner, IFZ
Time : 14:45 – 15:30
Session:
Keynote 1 “We don’t need another toolbox … we need coproduced knowledge and trust!” by Jennifer DahmenAdkins, RWTH Aachen, Sandra Karner and Anita Thaler, Interdisciplinary Research Centre for Technology, Work and Culture, Graz
Formal presentation of the Portuguese Community of Practice
Room : Sala de Atos
CHANGErs facilitators : Teresa Carvalho, UAVR
Time : 15:30 – 16:00
Session: Networking coffee break
Time :16:00 – 16:45
Session:
Keynote 2 “Reforming research assessment to foster gender equality, diversity and social responsibility of research and innovation” by Marcela Linkova, Academy of Sciences of the Czech Republic
Room : Sala de Atos
CHANGErs facilitators :
Anita Thaler, IFZ
Julian Anslinger, IFZ
Time : 16:45 – 17:15
Session:
GEPs in Horizon Europe – a window of opportunity for creating inclusive workplaces
Room : Sala de Atos
CHANGErs facilitators : Sandra Karner, IFZ
Time : 17:15 – 17:30
Session : Quick break
Time : 17:30 – 18:30
Session:
Room 1: Marketplace of GE activities and Research – Poster Exhibition
Room 2: Co-creating structural change through research funding policies
Room :
Room 1: Atrium
Room 2: Sala de Traduções
CHANGErs facilitators :
Room 1: Veronika Mešková, UNIZA
Room 2: Janne Haack and Madlen Baumert, IFAM;
Maya Ashkenazi, BBC
Time : 18:30 – 19:00
Session: Wrapping-up and outlook on day 2
Room : Sala de Atos
CHANGErs facilitators :
Anita Thaler, IFZ
Julian Anslinger, IFZ
Time : 20:00
Session: Social event/dinner
Room : SalPoente Restaurant*
Rua Canal de S. Roque, 83, 3800-256 Aveiro
GPS 40º38’48.91’N | 8º39’04.41’O
tlf +351 234 382 674 | tlm +351 915 138 619
salpoente@salpoente.pt | www.salpoente.pt
International Stakeholder Workshop Day 2
University of Aveiro: Rectorate Building | Building 25 [40°37’52.6″N 8°39’26.9″W]
Time : 9:30 – 10:00
Session: Welcome and recap of day 1
Room : Sala de Atos
CHANGErs facilitators : Sandra Karner, IFZ
Time : 10:00- 10: 45
Session:
Keynote 3 “Celebrating rather than tolerating – Humanizing institutions and empowered individuals” by Teresa Carvalho, University of Aveiro
Room : Sala de Atos
CHANGErs facilitators : Sandra Karner, IFZ
Time : 10:45 – 11:30
Session:
Experiences from leaders of CHANGE
Room : Sala de Senado
CHANGErs facilitators :
Anita Thaler, IFZ
Jennifer DahmenAdkins, RWTH
Time : 11:30 – 12:00
Session: Networking coffee break
Time : 12:00 – 13:00
Session:
Room 1: Co-creating structural change through research funding policies – part II
Room 2: Monitoring GEPs in RPOs
Room :
Room 1: : Sala do Senado
Room 2: Sala de Traduções
CHANGErs facilitators :
Room 1: Janne Haack, IFAM and Madlen Baumert, IFAM; Maya Ashkenazi, BBC
Room 2: Jennifer Dahmen-Adkins, RWTH and Julian Anslinger, IFZ
Time : 13:00 – 14:30
Session: Networking Lunch
Room : Bar Eng. Mecânica
Time : 14:30 – 16:30
Session: Co-creating gender equity in research careers and leadership – world café
Room : Sala de Senado
CHANGErs facilitators :
Ana Roter, NIB Ernesta Grigalionyte-Bembič, NIB
Sara Diogo, UAVR
Time : 16:30 – 17:00
Session: Networking coffee break
Time : 17:00 – 17:45
Session:
Keynote 4 “Creating change…. An invitation to reflect on the CHANGE project….” by Pat O’Connor, University of Limerick and Geary Institute UCD
Room : Sala de Atos
CHANGErs facilitators : Julian Anslinger, IFZ
Time : 17:45 – 18:00
Session:
Reflection on co-creation: a commentary by Zoltan Bajmócy, University of Szeged, and voices from the audience
Room : Sala de Atos
CHANGErs facilitators : Sandra Karner, IFZ
Time : 18:00 – 18:15
Session: Wrapping-up and good-bye
Room : Sala de Atos
CHANGErs facilitators :
Anita Thaler, IFZ
Sandra Karner, IFZ
Julian Anslinger, IFZ
Time : 18:15
Session: Farewell drinks
Time : 18:30 – 19:30
Session: Social event/‘Feminist walking tour in Aveiro‘
Room :Aveiro city*
In the entrance of the building where the workshop will take place (Rectorate Building | Building 25)
Over the last four years CHANGErs from six European countries worked towards creating more gender-equal and inclusive working environments in their research performing organisations.
One focus of the project was to close the so-called knowledge-to-practice gap, because sufficient knowledge about how gender inequality occurs within organizations – and also several toolboxes – are available for a long time, but it has too seldom put into practice.
CHANGE tackled this problem with two main success factors:
First, all GEP implementing organisations had to involve key persons from top management positions into the CHANGE project in order to gain momentum and sustainability for change.
Second, with an approach of co-producing gender equality knowledge, CHANGE aimed at delivering customized and relevant knowledge for specific organisations with their specific contexts and needs.
Did CHANGE succeed with its approach and goals? And what have we learned about how structural changes can be anchored in the long term? What and whom does it take? And what does trust have to do with it? We want to explore these questions in our keynote and explain which communication and integration strategies are necessary to shape change sustainably.
Over the last four years CHANGErs from six European countries worked towards creating more gender-equal and inclusive working environments in their research performing organisations.
One focus of the project was to close the so-called knowledge-to-practice gap, because sufficient knowledge about how gender inequality occurs within organizations – and also several toolboxes – are available for a long time, but it has too seldom put into practice.
CHANGE tackled this problem with two main success factors:
First, all GEP implementing organisations had to involve key persons from top management positions into the CHANGE project in order to gain momentum and sustainability for change.
Second, with an approach of co-producing gender equality knowledge, CHANGE aimed at delivering customized and relevant knowledge for specific organisations with their specific contexts and needs.
Did CHANGE succeed with its approach and goals? And what have we learned about how structural changes can be anchored in the long term? What and whom does it take? And what does trust have to do with it? We want to explore these questions in our keynote and explain which communication and integration strategies are necessary to shape change sustainably.
Over the last four years CHANGErs from six European countries worked towards creating more gender-equal and inclusive working environments in their research performing organisations.
One focus of the project was to close the so-called knowledge-to-practice gap, because sufficient knowledge about how gender inequality occurs within organizations – and also several toolboxes – are available for a long time, but it has too seldom put into practice.
CHANGE tackled this problem with two main success factors:
First, all GEP implementing organisations had to involve key persons from top management positions into the CHANGE project in order to gain momentum and sustainability for change.
Second, with an approach of co-producing gender equality knowledge, CHANGE aimed at delivering customized and relevant knowledge for specific organisations with their specific contexts and needs.
Did CHANGE succeed with its approach and goals? And what have we learned about how structural changes can be anchored in the long term? What and whom does it take? And what does trust have to do with it? We want to explore these questions in our keynote and explain which communication and integration strategies are necessary to shape change sustainably.
Over the last two decades we have seen growing recognition of the shortcomings in the current research assessment systems that are often quantitative, metrics-based, and individual-focused, and take their source in the natural sciences. This is related to changes in the governance of the research systems from a dynastic to dynamic organisation (Linkova 2014) in many countries of the EU and beyond, which has put to the forefront the importance of competitive funding and the concomitant stress on various research assessments at national, institutional and well as individual levels. These shifts also have concrete gendered manifestations.
Scholars and gender equality policy makers have analysed the multiple ways that gender equality demonstrates at the symbolic and cultural, structural, inter-personal and individual levels and how these permeate the research evaluation process, hereby compromising the robustness and reliability of the research assessment. From the 2005 Gender and Excellence in the Making and the 2009 Gender Challenge in Research Funding to the recommendations of the Standing Working Group on Gender in Research and Innovation on gender bias in research funding, innovating innovation, gendered impacts of the COVID-19 on research careers as well as the recommendations of the EU-funded Horizon 2020 GENDERACTION project, gender inequalities in research have been identified and recommendations put forward.
Most recently, revision of research assessment systems and the role of the research funders is once again at the centre of attention with the current call from the Commission to reform the research assessment system and the planned revision of the Charter and Code (including the input for the revision from three ERA-related groups including gender equality issues in merit assessment and diversity of career paths).
Concurrently, it is increasingly evident that gender equality concerns must be extended to the issue of international cooperation in research and innovation, and must be applied to bilateral and multilateral collaborations in an intersectional perspective.
In my talk I will start with the overview of the changes in the governance of research and the related changes in research assessment. I will go on to discuss the various gendered aspects, and will close with considerations and recommendations for actions to be taken by research funders to promote institutional change for inclusive gender equality, including issues of global epistemic injustices in knowledge production and innovation.
References: Linková, M. 2014. Disciplining Science: The Impacts of Shifting Governmentality Regimes on Academic Research in the Natural Sciences in the Czech Republic. Doctoral dissertation. Prague: Charles University, Faculty of Social Sciences.
There is an universal absence of women in senior posts in higher education and, particularly, in decision-making positions. This is particularly evident in Europe, as the phenomena has been reported since the beginning of the New Millennium, throughout the release of the first She Figures report.
Since the end of the 1990’s, the Nordic European countries introduced centralized, state-driven interventionist approaches to gender inequality, adopting affirmative actions in Higher Education. Although relevant, these measures were not enough to promote a sustainable equal participation of women in decision-making in academia. The European Commission is following a similar political strategy by imposing research producers (performing) organisations (RPO) wishing to apply for research funding to have institutional Gender Equality Plans (GEP).
This keynote reflects on the challenges that the need of imposing a gender-equal environment in this context may represent as well as on its potential impact. Instead of a transformational change, the imposition of GEPs may lead to a situation where the presence of women in decision-making positions is more tolerated than celebrated. Adding to this, the literature also suggests that positions and roles are gendered, and women may not necessarily be agents of change .
It is argued that to promote sustainable transformational change, it is essential also to rethink the dominant governance and management organisational models in Higher Education Institutions. Since the 1970’s, under the influence of New Public Management and managerialism, a hyper-management setting has been in place, resulting in a hard and technocratic culture and in an individualist and competitive environment. The discussion on more gender-equal and inclusive environments needs to be accompanied by a reflection on the way management and governance can take back the human perspective and on how including more women in decision-making positions needs to be imposed in parallel with institutional environments that may also support more humanised empowered individuals.
Gender equality projects typically describe themselves as concerned with change. In the flurry of activity around work packages and deliverables, key questions can be forgotten. These relate to the kind of change (e.g. individual, structural or cultural?); key sites targeted (e.g. policies, symbolic structures, recruitment/promotion, finances?); the power and positioning of those initiating change and their allies (marginal or central?); institutional resistance to change (its extent and manifestations?) and finally, implementation (now and in the future?).
The keynote is an invitation to reflect on your experiences of the CHANGE project in these terms.
