Strategies for Advancing Female Researchers' Careers at ZRC SAZU, Slovenia
Enhancing gender equality and career advancement for female researchers at ZRC SAZU in Slovenia is a priority, with measures like mentoring, flexible working hours, funds for family support, and promoting excellence being key strategies. The institution's Gender Equality Plan (GEP) includes initiatives such as mentoring, work-life balance, promoting excellence of female researchers, raising awareness of gender equality, and ensuring gender neutrality in official documents. The focus is on addressing disparities in perception and support for career development between male and female staff, particularly at different career stages.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
E N D
Presentation Transcript
Improving female researchers careers through GEP actions at ZRC SAZU (Slovenia) Tanja Petrovi
ZRC SAZU One of the largest research institutions in Slovenia 18 institutes, autonomous in organization of work In 2019: 369 employed, 146 M, 223 F Projects
Academic careers of men and women in Slovenia
Survey on perceptions of gender equality among ZRC SAZU employees In general, employees of ZRC SAZU share positive opinions about the state of gender equality in their institution. Results of bivariate statistical analysis show that large majority of the employees find that men and women are treated equally at their institute or department; that they are equally able to develop their potentials, have equal access to and influence in decision-making bodies and opportunities for career advancement However, such opinions are significantly more prevalent among senior male research staff, than among female ones, especially those in junior positions.
The following measures/strategies singled out as the most appropriate strategy for assuring career advancement of researchers MENTORING TELEWORK & FLEXIBLE WORKING HOURS AVAILABILITY OF FUNDS FOR FAMILY SUPPORT FOR LONGER STAYS ABROAD PROMOTION OF FEMALE RESEARCHERS RESULTS AND ACHIEVEMENTS
ZRC SAZUs GEP Also among strategies of the GEP adopted at ZRC SAZU in Febraury 2019 (in the framework of the R&I PEERS Horizon 2020 project): Mentoring Work-life balance Promoting excellence of female researchers + Raising awareness of gender equality in the organization Improving gender neutrality and sensitivity in official documents
MENTORING A conservative understanding of mentoring vs. precariousness of early career researchers in need of appropriate mentoring Mentoring Career related decision making + Getting informed of formal requirements for career advancement + Acquiring knowledge and skills necessary for career advancement
Raising awareness of the need for appropriate mentoring and GE in career paths Yearly gender segreggated statistics indicators of career paths of early career researchers Statistics (number of researchers segreggated by gender and junior/senior position was included into ZRC SAZU Yearly Report for the first time in 2019 Carreer planning Workshops on international fellowhips, on successful project application, ERC workshops; campaign for strenghetning career capacities Information on formal requirements Seminar for newly employed Workshops on promotion criteria and how to achieve them Knowledge, skills Workshops on communication skills, leadership skills Workshops on project writing, academic writing, presentation skills...
Horizontal networking, cohesion and exchange Connecting young researchers from different ZRC SAZU institutes (workshops, events, presentation of their results) Exchange of experiences among mentors from ZRC SAZU and other Slovenian institutions Informal networking to enable young researchers to meet promotion criteria (mentoring, research stays abroad; Alt+G COP)
Work-life balance Telework and flexible working hours Before pandemic: differences in availability among institutes Now: available to everyone Differently used
Promotion of excellence of female researchers Preliminary analysis: ZRC SAZU website: much more posts on achievements of male, senior researchers Social media, less difference, more re-posting/sharing Awards for excellence: Men more frequently awarded in all categories Honorary award has not been awarded to a women in the last 25 years; 2020: Dr. Heidemarie Uhl
Coordinated PR campaigns Reluctance; hierarchical relations Providing researchers with skills to promote their research and achievements Seminar on presentation skills for researchers and scientists Events that enhance cohesion among women at different stages of academic careers
