European Commission Policy on Gender and Research Thessaloniki, 13 February 2009

1. European Commission Policy on Gender and Research Thessaloniki, 13 February 2009 European Commission, DG Research Dir. L Science, Economy and Society Unit L.4 Scientific Culture and Gender Issues johannes.klumpers@ec.europa.e Horizontal Unit L.1 Dionysia.lagiou@ec.europa.eu

2. FP7 2007-2013 Cooperation mio € 32,365 Infrastructures mio € 1700 SME mio € 1336 Ideas mio € 7460 Regions mio € 126 People mio € 4728 Potential mio € 370 Capacities mio € 4217 Science in Society mio € 330 + JRC (nuclear & non-nuclear) + Euratom Internationalmio € 185

3. Science in Society 3 action lines: Place of science and technology in society Society’s engagement on science issues More dynamic governance of the science and society relationship Our science system, its professional codes, expertise Role of the universities in the social fabric Gender and research Strengthening potentials, broadening horizons Young people between science education and research careers Science and society communicate Two-way communication of science and the public, and role of the media

4. Broken down intoActivities Activitiesgive the objectives and cover a number of“Areas” (budgets defined at this level) EachAreacovers one or moreTopicsalong with their intendedImpact Not all Areas are covered each year – remember there will be annual workprogrammes during the life of FP7. All topics open to international cooperation: one topic 1.2.2.1(European & international awareness of ethical aspects of security technologies) is particularly suited Sub-Parts (Action lines)

5. The background Courtesy of AMONET

6. The Community shall: Art. 2: promote … equality between men and women… Art. 3: eliminate inequalities, and to promote equality between men and women… in all the activities [incl.R&TD] Art. 13: the Council… may take appropriate action to combat discrimination based on sex… Art. 137: the Community shall support…equality between men and women with regard to labour market opportunitiesz and treatment at work Art. 141: Each MS shall ensure that the principle of equal pay for male and female workers for equal work or work of equal value is applied. The Council shall adopt measures to ensure the application of equal opportunities and equal treatment of men and women in matters of employment. [To ensure] full equality in practice between men and women in working life, the principle of equal treatment shall not prevent MS from adopting measures providing specific advantages … for the underrepresented sexd to pursue a vocational activity or compensate for disadvantages in professional careers. Legal basis: The Treaty

7. Why ? Improving scientific excellence Increasing the number of women in Science & Engineering How ? Ensuring that the gender dimension is properly addressed in EU-funded research content Promoting the participation of women scientists in Framework Programme activities Reaching out to schools to combat early stage Gender stereotypes Specific programmes for Women in research and technological developmentInitial Objectives

8. Women in Science Commission Communication (1999) Political forum and Gender Watch System (40%) Science and Society Action Plan (2000) FP6 Science and Society - Women and Science Sector/Unit Women and Science Activities: Networking – Sex-disaggregated data collection – Private Sector – new MS analysis and comparison of national policies, experts' advice, mentoring schemes, exchange of knowledge Experts Groups (esp. Helsinki Group, Enwise, WIRDEM, STAT…) 1. Women and Science Policy

9. The CommissionWorking Document (SEC (2005) 370 of 11 March 2005)Excellence and innovation - Gender equality in science (2005) (25%) takes stock of achievements since 2000 and sets out priorities for the future Council Conclusions of 18 April 2005 based on the COM WD Gender pact (European Council, 23/24 March 2006) 2. Women and Science Policy

10. Women in Science rationale • More women in science by: • Monitoring number of Women in Science (She Figures & Gender Watch) • Working conditions in scientific professions (WLB, Partnership for Researchers) • Science Education (see later) • Promoting networks (EPWS) • Bringing change into research organisations • Gender mainstreaming: • Ensuring that gender is properly taken into account when formulating research questions • Identify research themes that would benefit from looking at gender issues

11. Specific actions for women in science (budget: €18 million over 4 years) Ambassadors of science (WomeninNano, DIVA,… ) Mentoring programmes (EUMENT-NET, Set Routes, Advance …) Networking: Women scientists networks in the new Member States, European Platform of Women Scientists (EPWS) Participation of women in specific sectors (construction, transport, medicine…) PROMETEA – Empowering Women Engineers Careers in Industrial and Academic Research (incl. Greek partners) Gender Action Plans for IP and NoE To increase women's participation To integrate a gender dimension in research projects Women in Science (FP6)

12. Women in Industrial Research (WIR) 2003 Statistics on number of women in industial research Call of CEO’s from 7 companies to analyse gender diversity as a business case Women in Science and Technology (WIST)2006 Expert Group and companies «Gender management – the business case» report FP6 - Specific Activities with the Private Sector

13. Women in Science (FP7 Capacities) • Research Infrastructures • Research for the benefit of SMEs • Regions of Knowledge • Research Potential of Convergence Regions • Science in Society • Support to the coherent development of Research Policies • International Co-operation Action Line 2: Strengthening potential, broadening horizons • Gender and research • Young people and science

14. References to gender in Work Programmes: Health, environment, nanotechnologies… Possibility of gender-focused projects At project level: Possibility of gender equality actions in projects (as part of a Work Package) with reporting Responsibility of all actors in the objective of gender equality, and implementation of gender mainstreaming At specific programme level: Call for proposals on specific topics for  “Women in science” and “gender in science” Women in Science (FP7 Capacities)

15. 2007: Meta-analysis on gender and research (horizontal / vertical segregation) Survey on positive action schemes for women in decision-making (EU, USA, Australia, Canada): PRAGES project Gender training / toolkit for FP7 (tender) Expert group “Gender and Excellence; focus on grant and funding systems, and transparency and accountability Expert group “Women in science and technology follow-up”: Work-life balance and dual career Leaky pipeline - involving universities Women in Science Work Programme (2007)

16. Call for proposals: three topics Gender management in research organisation Research on the influence of perception of science in study Choice Gender and leadership in medicine “Stock-taking of 10 years’ activities on women in science” 2009 Conference She Figures 2009 (tender) Women in Science Work Programme (2008)

17. Women in Science Work Programme (2009) • Call for proposals published on September 3rd • Closing date : January 13th, 2009 • Budget available: 5.6 M€ • Topics: • Involving research bodies in the debate on gender and research • Mobilising science centres and museums on women and science

18. Where do we stand

19. Proportions of men & women in a typical academic career (headcount) in 1999 & 2003 Where do we stand Definition of grades: A-The single highest grade/post at which research is normally conducted within the institutional or corporate system, B -Researchers working in positions not as senior as top position (A) but more senior than the newly qualified PhD holders, C-The first grade/post into which a newly qualified PhD (ISCED6) graduate would normally be recruited within the institutional or corporate system.

20. Proportions of men & women in a typical academic career – 1999-2003EU-25, headcount, nat. science and eng. fields Where do we stand Definitions: Grade A - The single highest grade/post at which research is normally conducted, Grade B - Researchers working in positions not as senior as top position (A) but more senior than the newly qualified PhD holders, Grade C - The first grade/post into which a newly qualified PhD (ISCED6) graduate would normally be recruited ISCED 6 – Advanced higher education programmes (PhD) ISCED 5A – Basic higher education programmes (Bachelors and Masters) leading to access to advanced university studies (PhD)

21. % women researchers in the private sector in 2003 0-20 % women EU 25: 18 % Women Norway 19 % Italy 19 % Finland 18 % Belgium 18 % Switzerland 17 % Luxembourg 14 % Germany 12 % Austria 10 % Netherlands 9 % 40-60% women Latvia 54 % Bulgaria 48 % Romania 42 % Lithuania 37 % Greece 35 % Iceland 33 % Slovakia 31 % Portugal 30 % Slovenia 28 % Poland 28 % Spain 27 % Sweden 25 % Denmark 25 % Turkey 25 % Hungary 25 % Estonia 24 % Cyprus 22 % France 20 % Irelande 20 % Czech Rep. 20 % 20-40 % women Source: Eurostat R&D statistics (WiS database, DG Research for IL) EU-25 calculated by DG Research Exception to reference year 2003; CH, PL: 2000, AT, BE, FI, TR: 2002 Estimated data: SE Unavailable data: MT, UK Full time equivalent (FTE) instead of headcount: IL

22. Where do we stand • Survey on EPO patents as a measure of innovation output in FR, DE, IT, NL, ES, UK between 1993/1997 • PatVal-EU survey (2007) - www.sciencedirect.com • In terms of talent and workforce, the potential of female researchers in Europe in underused on the job market • Overall % of female inventors: only 2.8!! • Remuneration of Researchers in Public and Private Sector • Published by the European Commission in April 2007 • Average yearly salaries of researchers in EU+FP countries, disaggregated by gender, show considerable pay gaps

23. Women in Science and Technology (WIST) – The Business Perspective, 2006 Mapping the Maze: Getting More Women to the Top in Research (WIRDEM expert group) – Identifies positive actions and gender equality measures at national and institutional levels to promote women into senior positions in public research 2008 – Recommends: EU and MS should fund networks and support public awareness Make gender balance in decision-making posts mandatory Measures for adequate work-life balance for men and women Benchmarking of Policy Measures for Gender Equality in Science – updates previous Helsinki Group Report of 2002, 2008 – EU 27 + AC + Western Balkans Recent outcomes

24. Meta-analysis Tender Analysis of all gender and research literature produced in Europe (27 MS + 6 AC) over the last 25 years Will include horizontal and vertical segregation, causes and effects Work will be divided by arguments and it will include country reports Contract signed beginning 2008 Coming next

25. 2009 – Conference “stock taking” – 10 years of Women in Science, and avenues for future work, under CZ Presidency (Prague, May 2009) 2009 – She Figures 2009 (previous editions 2003 and 2006) Gender Toolkit (contract recently signed; provides a toolkit and training to train researchers and research policy-makers on how to properly address gender) Coming next

26. Science in Society More information: • Relevant websites: • SINAPSEhttp://ec.europa.eu/sinapse/sinapse/index.cfm • SCIENCE IN SOCIETYPORTAL http://ec.europa.eu/research/science-society/home_en.cfm • FORUM 2005http://ec.europa.eu/research/science-society/page_en.cfm?id=3173 • SCIENCE AND SOCIETY in FP7 – CORDIS WEBSITE http://cordis.europa.eu/fp7/capacities/science-society_en.html • UNIVERSITIES hhtp.//ec.europa.eu/eracareers/index_en.cfm • Find previous projects and partners – useful for locating prospective partners http://ec.europa.eu/research/science-society/index.cfm?fuseaction=public.topic&id=66 EVALUATORS, please (re)-register at:https://cordis.europa.eu/emmfp7/index.cfm?fuseaction=wel.welcome

27. Thank you for attention!  Website: http://www.ec.europa.eu Women in Science: http://ec.europa.eu/research/science-society/page_en.cfm?id=3197