Social engineering toolkit german6/19/2023 ![]() ![]() This model has been adopted by several States, with North Rhine-Westphalia making it mandatory Cascade model: university management works to ensure that the proportion of women when filling academic qualification positions and professorships is at least the same as at the next-lowest qualification level.Some broader concrete measures can also be highlighted: All higher education acts at State level include provisions on Equal Opportunities Commissioners or women’s representatives, whose duties, rights, election/selection procedure, term in office and infrastructure differ by State. Although regulation of gender equality varies, recent years have seen a trend towards strengthening the legal framework for equality in universities. The primary authority for higher education rests with the federal states. HRG, § 37 (2) also states that universities must strive towards an “appropriate” representation of women and men in university bodies. HRG § 6 mandates evaluation of universities’ compliance with their gender equality-related obligations at regular intervals. Compliance with this provision is a criterion for granting public funding to universities (HRG, § 5). § 3 of the 2007 Framework Act for Higher Education ( Hochschulrahmengesetz, HRG) obliges universities to promote gender equality and strive to eliminate existing inequalities. In addition to general legal provisions on gender equality at federal and state level, there are specific legal provisions on gender equality in public research. PROMOTING GENDER EQUALITY IN RESEARCH Legal framework Success factors for GEP development and implementation.Gender-sensitive research funding procedures.Training: awareness-raising and capacity building.Measures mitigating the effect of COVID-19. ![]() Measures against gender-based violence including sexual harassment.Integration of the sex/gender dimension into research and teaching content.Gender equality in recruitment and career progression.Gender balance in leadership and decision making.Work-life balance and organisational culture.Expand GEAR step-by-step guide for research funding bodies.Step 6: What comes after the Gender Equality Plan?.Step 5: Monitoring progress and evaluating a Gender Equality Plan.Step 4: Implementing a Gender Equality Plan.Step 3: Setting up a Gender Equality Plan.Step 2: Analysing and assessing the state-of-play in the institution.Expand GEAR step-by-step guide for research organisations, universities and public bodies.Rationale for gender equality change in research and innovation.Gender Equality in Research and Innovation.Which stakeholders need to be engaged into a GEP. ![]()
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