On 14 and 15 March 2024, more than 30 senior representatives from LERU universities and leading Central European Universities (CE7) gathered at Charles University Prague for an inspiring seminar on how to foster inclusive Gender Equality Plans (GEPs) in the context of European research funding.
The event, organised as part of the LERU/CE7 expert seminars series launched in 2023, was an opportunity to examine experiences to date with inclusive GEPs and to reflect on lessons learned for GEP requirements in the next Multi-annual Financial Framework (FP10), set to begin in 2028.
The event produced some specific recommendations, including:
1. Foster capacity-building measures
LERU and CE7 call on the Commission to provide capacity-building resources for institutions to reach the next phase of their journey. The capacity-building measures should cover GEP design, budgeting, implementation and assessment with a view to driving impact and to creating ownership of the GEP within institutions. The pivotal role of senior leadership needs to be recognised.
2. Collect data that make a difference
LERU calls on the European Commission to be more specific about what data institutions are required to present in their GEPs to monitor the inflow, progression and outflow of students and staff for minoritised groups, in order to keep the administrative burden on institutions to a minimum. Clear guidance on GDPR would be more than helpful in this regard, as we note that there are country-specific interpretations of its meaning. It may be useful over the long term to centralise GEP data collection.
3. Embrace a pragmatic approach to intersectionality
Recognising the challenge of translating intersectionality into practice in inclusive GEPs, LERU and CE7 call on the European Commission to prioritise an additive approach. This would mean adding at least one more dimension of diversity beyond gender to their GEPs.
4. Make all five recommended GEP areas required
The five recommended GEP areas in Horizon Europe are of such fundamental significance that LERU and CE7 take the view that they should be included in the GEP requirements in FP10. The five areas are: work-life balance and organisational 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, and measures against gender-based violence including sexual harassment.
5. Ensure robust assessment practices
LERUS calls on the European Commission to move beyond the current “yes/no” approach to GEP compliance (to be executed by the LEAR (Legal Entity Appointed Representative)). Robust assessment mechanisms that capture progress are preferable.
LERU also calls on the European Commission to offer capacity-building support (see above) from the very beginning of FP10 in order to ensure European-wide compliance with the GEP criterion.
Further information is available on the event page.