The University of Gdańsk shared with other universities in the region its experience from the implementation of European projects STARBIOS2, RESBIOS and MINDtheGEPs implemented under Horizon 2020. The webinar entitled Gender equality in research and innovation was organised in June 2021, by the Regional Office of the Pomorskie Voivodeship in Brussels.
The topic of the meeting was activities conducted for gender equality in the academic environment. The meeting was attended primarily by representatives of universities and research institutes from the Pomeranian and Kujawsko-Pomorskie Voivodeships, as well as experts from the Regional Contact Point for EU Research Programmes at the Gdańsk University of Technology.
Among the speakers were: dr Anne Pepin from the European Commission, Research and Innovation Board, Ewa Kocińska-Lange, Director of the National Centre for Research and Development Office in Brussels / Business & Science Poland and prof. dr hab. Krzysztof Bielawski, dr Natasza Kosakowska-Berezecka, Izabela Raszczyk and dr Magdalena Żadkowska from the University of Gdańsk. The meeting was moderated by Sylwia Skwara, responsible for the area of research and innovation in the Brussels Regional Office of the Pomeranian Region.
The activities for gender equality in the framework programmes of the European Union since 2007 and the current priorities of the European Commission in this respect following the Communication 'The Union for Equality: A strategy for gender equality for 2020-2025' (05.03.2020), was presented by dr Anne Pepin, Representative of the European Commission.
She emphasised that as part of Horizon 2020, Polish entities participated in numerous projects related to equal opportunities for women and men under the so-called SWAFS pillar - Science with and for Society.
A novelty in the Framework Programme Horizon Europe is that one of the eligibility criteria will be the requirement to have a Gender Equality Plan. The criterion will apply to applicants who are public institutions, research institutes or universities from member or associated countries and will come into force for competitions from 2022.
In addition, the aspect of gender impact on the content of the research presented in the application, which was often previously not included in project descriptions, is now discussed as part of the evaluation of the application in the 'excellence' criterion. On the other hand, the element of gender balance in the team foreseen for the implementation of the project in Horizon Europe, probably already known to many, is reflected among the ranking criteria for joint applications, that obtained the same number of points in the evaluation.
Prof. dr hab. Krzysztof Bielawski shared with the meeting participants his experience from the STARBIOS2 and RESBIOS projects, in which he is the head of the Polish teams, and which have largely contributed to the development of equal treatment activities at the University of Gdańsk. Moreover, he also mentioned the current activities of the Committee for Social Responsibility of the University and the Ombudsperson for Equal Treatment and Counteracting Bullying, prof. dr hab. Joanna Kruczalak-Jankowska, appointed in 2021.
Dr hab. Natasza Kosakowska-Berezecka, prof. UG and dr Magdalena Żadkowska from WNS UG and Izabela Raszczyk from the International Centre for Vaccine Research UG also spoke about the vision of implementing gender equality at universities. The presentation was based on the article (Kosakowska-Berezecka, Żadkowska, Pawlicka: in print) entitled Gender Equality = Common Cause. Gender Equality Measures as an Element of Effective Diversity Management and a Source of Positive Structural Changes at Universities based on the Example of the University of Gdańsk on Seven Boundary Conditions for the Implementation of Equality Measures published in Miscellanea Anthropologica et Sociologica.
According to the methodology of the seven boundary conditions:
Firstly, the effects of gender stereotypes in science need to be counteracted - preferably with training for the academic community in counteracting prejudice and allowing them to acquire skills and tools to manage their teams inclusively.
Secondly, it is important to measure inequalities in the organisation where you want to make changes. An example of this is the report that the University of Gdańsk, as the first university in Poland, has produced. The report was able to look at gender inequalities and showed the resources hidden in female and male academics. Monitoring gender equality indicators is necessary to measure to what extent the activities carried out have a certain effect and to what extent they translate into the quality and comfort of work in scientific units (Ovseiko et al. 2019).
Thirdly, it is important to create a detailed institutional gender equality implementation plan with well-defined goals and outcomes and to put in place a mechanism for systematic and transparent monitoring of the implementation of the established plan and its effectiveness at all levels of the scientific career. Such a Gender Equality Plan will be created and implemented at the University of Gdańsk. Its aim, as well as the aim of similar plans at other universities, is to create a whole system of activities, starting with educational activities to counteract stereotypes, through building clear career paths, to monitoring gender equality indicators is necessary for the diversity management system to bring the expected results - scientific progress.
Fourthly, it is necessary to involve the entire academic community, including, and perhaps especially, men, in supporting this type of change.
Globally, greater equality for women means progress and benefits for all - but it can also mean new challenges in mobilising men for gender equality - an important area of work for the education and science sector.
The global, organisational, family and individual benefits of gender equality affect both women and men (Holter, 2014). Despite growing awareness of the benefits of gender equality (Holter, 2014), women have been and continue to be the main drivers of gender equality strategies and movements - including at the institutional level. Without the commitment, of both women and men, to gender equality, it will not be achieved and thus diversity management will not be as effective as it could be.
Fifthly, it is important to educate young people and organise support from mentors and mentees. As a result of the STARBIOS2 project, three subjects have permanently entered the curriculum of the Biotechnology degree programme: 'The role of gender in research (RRI) and scientific careers' (1st level), 'Preparation for active work in a diverse team' (2nd level) and 'How to become a responsible scientist' (3rd level). There is a lack of awareness in academia that it is not women, but the system of conducting research and managing scientific institutions that is not fully compatible with combining family and professional roles, which is another one of the barriers standing in the way of full scientific success. In addition to systemic solutions that support women, there is a lack of female mentors. There is also a lack of male mentors who show other men their committed fatherhood and reconciliation of scientific and family careers.
Sixthly, it is important to 'be credible and reliable' at the level of the most visible behaviour - i.e. language. In our view, this manifests itself in communicative consistency. Therefore we support the application of solutions influencing, for example, the promotion of equality language - in this case, feminised language or remembering the feminised version (e.g. in legal acts or university statutes). In the conducted research1 the acceptance of words such as: 'profesorka', 'biolożka', 'matematyczka', 'informatyczka', which shows that women are present in the given fields. The greater presence of women in the language - through the use of feminine suffixes - may influence young women's decisions to choose such an education or career path, and women with higher education motivate them to pursue further degrees in their scientific careers.
Seventhly, it is important to share good practices and stories of trailblazing. As experts who engage in circular and inter-university activities, we give media interviews, speak at scientific conferences, inspire companies and corporations, and carry out further projects.
A project team led by prof. Ewa Łojkowska is working on developing a gender equality plan for UG. The stage of collecting and preparing data on the situation at the University is currently underway. Interviews at faculties and a questionnaire for employees will soon be launched for this purpose. The first and at the moment the only university in Poland that has already implemented such a plan is the University of Warsaw (Gender Equality Plan for the University of Warsaw. Equality Action Plan for 2020-2023). The plan for UG will help to meet the requirements of the new Horizon Europe programme and will contribute to improving working conditions and development opportunities for academic and administrative staff at our university.