Wednesday, September 23, 2015

Ready for Dialogue: Conference on the Gender Dimension in Science and Research

Registration Open: Conference on the Gender Dimension in Science and Research.
'Ready for Dialogue', Berlin 5th of November 2015

The online registration for the international conference "Ready for Dialogue" on the 5th of November 2015
 at the dbb forum berlin, Germany is now activated.

You can now register on our conference website

This link will take you directly to the registration form.
Registration deadline is the 15th of October 2015.

As part of the conference “Ready for Dialogue”, all attending institutions will have the opportunity to present themselves and their activities in the field of the integration of the gender dimension in research and science. If you want to participate in the poster exhibition, please submit an abstract of max. 250 words describing the intended content of your poster for consideration by the conference team. For submitting your abstract, kindly exclusively use the electronic form on the conference website.

This link will take you directly to the abstract submission form.
Submission deadline is the 15th of September 2015.

The event will be organised by the Essen College of Gender Research at the University of Duisburg-Essen, Germany, in close cooperation with the European Platform of Women Scientists EPWS as European partner organisation.

For your convenience, please find additional information on the conference as well as the poster exhibition on the conference website

The website will be continuously updated with further information.

Ready for Dialogue

Conference on the Gender Dimension in Science and Research
dbb forum berlin, Germany

5th of NOVEMBER 2015

How can we target and eliminate existing blind spots concerning the importance of sex and gender in science and research? How can the contribution and potential of the gender dimension to scientific excellence and innovation more purposefully be taken into account for the benefit of science and research as well as research policy at national and European level?

The international conference “Ready for Dialogue” in Berlin will take these questions as starting point. The conference aims at initiating a strategic dialogue among relevant national and European key players, such as associations, (research) institutions and organisations that work within and outside the university context on the integration of the gender dimension in science and research. The aim is to foster the exchange between “knowledge” and “political action” and to strengthen and expand existing approaches in both areas and to develop a roadmap for the institutionalization of a regular dialogue.

The following topics are scheduled for discussion:

1) The conceptual approach of the strategic gender dimension and its sharpening with respect to strategic gender equality approaches.

2) The challenges with respect to the scientific recognition of the gender dimension in science, research and innovation, particularly within the excellence and innovation debate, but also in terms of discussions on the category ‘Diversity’. 3) The positioning of the strategic approach gender dimension in national and international research policies, such as research funding and targeted research programmes.

This conference addresses representatives of national and European institutional associations (institutions/organisations/networks) committed to the integration of the gender dimension in science and research or having an interest to do so in the future, actors in science and research that have yet to integrate the gender dimension into their scientific approach as well as junior scientists of all disciplines.

As part of the event, all attending institutions will have the opportunity to present themselves and their activities in a concomitant poster session. Simultaneous translation into German and English will be provided.

The event will be organised by the Essen College of Gender Research at the University of Duisburg-Essen, Germany in close cooperation with the European Platform of Women Scientists EPWS as European partner organisation. At the end of the programme, EPWS will host a reception celebrating the Platform’s 10th Anniversary to which you are also cordially invited.

Visit the conference website 
for more details concerning the programme.

Kindly forward this information to interested colleagues and organisations.

Tuesday, September 22, 2015

Gender quotas in academia – challenges and opportunities

Heidelberg / Stuttgart, 23 September 2015 – Authors of a new report have examined the use of gender quotas to increase the number of women at the highest career levels in academia. “Exploring quotas in academia”, a report of a study conducted by EMBO in collaboration with the Robert Bosch Stiftung, looks at the potential benefits and challenges that could arise from the use of quotas as one way to achieve better gender balance in academia. The report describes options for introducing quotas and provides information for decision makers who might consider implementing them.

After conducting interviews with a wide range of stakeholders, the authors organized a closed workshop in Berlin, where options for the use of gender quotas were analyzed. The working group included gender researchers, heads of research institutes, funders and scientists. They discussed measures such as cascade models for hiring, quotas for the composition of committees, and equal success rates in funding schemes.

“There will be no perfect system to assure gender balance in academia and other research organizations,“ said Michele Garfinkel, Manager of the EMBO Science Policy Programme. “Some administrators and politicians may want to use quotas but this is not straightforward,” added Sandra Bendiscioli, Programme Officer. “Quotas require sensitive implementation. Moreover, they are not sufficient. Further changes in academic settings are necessary to assure that everyone has a fair chance.”

“The cascade model can be an effective type of quota setting,” commented Gerlind Wallon, EMBO Deputy Director. The cascade model envisages flexible quotas for female participation at various levels: The quota is calculated on the percentage of women at the level immediately below. “This seems a reasonable method that takes into account the number of available, qualified candidates. I would call this a smart quota,” added Wallon.

Quotas can produce an immediate increase of female representation in higher academic positions. Quotas, however, do not address two fundamental problems: significantly more men then women choose scientific and/or technology-based careers in the first place and, if women do choose this path, they tend to leave academia early.

Ingrid Wünning-Tschol, Senior Vice-President at the Robert Bosch Stiftung: “Gender inequality is a critical issue in academia. To increase the number of women at the highest career levels, every possible solution should be considered. Quotas are one potentially powerful option”.

A full list of participants in the project is available in the report. Gerlind Wallon, Sandra Bendiscioli and Michele Garfinkel from EMBO are the authors of the final report.

Exploring quotas in academia was funded by a grant from the Robert Bosch Stiftung. 

The full report is available at 

Further information on the EMBO Science Policy Programme is available at and about EMBO Women in Science Activities at

Further information on the Robert Bosch Stiftung’s Women in Science Activities is available at

Media Contacts
Yvonne Kaul, Communications Officer
Tel. +49 6221 8891-111

About EMBO
EMBO is an organization of more than 1700 leading researchers that promotes excellence in the life sciences. The major goals of the organization are to support talented researchers at all stages of their careers, stimulate the exchange of scientific information, and help build a European research environment where scientists can achieve their best work.
EMBO helps young scientists to advance their research, promote their international reputations and ensure their mobility. Courses, workshops, conferences and scientific journals disseminate the latest research and offer training in techniques to maintain high standards of excellence in research practice. EMBO helps to shape science and research policy by seeking input and feedback from our community and by following closely the trends in science in Europe. For more information:
About Robert Bosch Stiftung
The Robert Bosch Stiftung is one of the major German foundations associated with a private company. It holds 92 percent of the share capital of the Robert Bosch GmbH. Established in 1964, it represents the philanthropic endeavors of Robert Bosch (1861–1942), focussing on the fields of science, health, international relations, education, society, and culture. In Stuttgart, the Foundation maintains the Robert Bosch Hospital, the Dr. Margarete Fischer-Bosch Institute for Clinical Pharmacology, and the Institute for the History of Medicine. Between 1964 and 2014, the Foundation has made 1.3 billion euros available for projects. In 2014, approximately 68 million euros were spent on project funding. For more information:   

Sunday, September 20, 2015

The League of European Research Universities analyses the role of gender and sex analysis in research and innovation

The League of European Research Universities (LERU) is an association of twenty-one leading research-intensive universities that share the values of high-quality teaching within an environment of internationally competitive research.

Founded in 2002, LERU advocates education through an awareness of the frontiers of human understanding; the creation of new knowledge through basic research, which is the ultimate source of innovation in society; and the promotion of research across a broad front in partnership with industry and society at large.

The purpose of the League is to advocate these values, to influence policy in Europe and to develop best practice through mutual exchange of experience. LERU regularly publishes a variety of papers and reports which make high-level policy statements, provide in-depth analyses and make concrete recommendations for policymakers, universities, researchers and other stakeholders.

In a paper published today, the League of European Research Universities analyses the role of gender and sex analysis in research and innovation (R&I), arguing that it needs to be better integrated into R&I funding, content and implementation process.
  •     The symptoms of a heart attack are different for women than for men.
  •     Female and pregnant crash test dummies lead to better vehicle safety standards.
  •     Highly skilled women have a higher risk of involuntary part-time employment than the general population.
  •     Research on fruitflies shows sex-specific differences in the neural circuitry of aggressive behaviour.
  •     The effects of maternal smoking on the unborn child have been shown to be different in boys and girls.
  •     Eating disorders in young men are underdiagnosed and undertreated.
  •     Gender and other factors have an impact on how we respond to climate change.
Why is it important?

Gendered research and innovation (GRI) is an under-recognised issue: it is unfamiliar, not practiced, or not well integrated into the design of the research, save some significant exceptions, for example in biomedical research.
If GRI is not recognised, research can yield results that are less applicable to women than to men (or in some cases the reverse), which can lead to costly fixes later. GRI is important because it ensures that research results are equally valid for people of all genders and sexes, because it improves global citizens’ lives in many ways and because it helps to ensure that research and innovation are in tune with universities’ responsibility to society.
It is crucial that GRI questions are posed at the onset of research, so that potentially costly fixes don’t have to happen later.

Who needs to hear this?

Universities need to hear this: the university leadership needs to put this on the agenda within the university and with others outside the university with whom they interact. Researchers, who may or may not be aware of this issue, need to be informed so they can assess whether or not GRI is important in their research and act accordingly. The paper shows how LERU universities and researchers are dealing with GRI.
Governments need to hear this, and should include a GRI dimension in research policies and programmes.
Research funders need to hear this, and create incentives for researchers. They can look to the EU R&I funding programme H2020 as a model.
Research journals should set standards for including GRI information, with clear guidelines for authors.

What do we want? 

LERU universities have started to address this issue, but there is much work to be done. We would like to see:
  •        concerted and systematic efforts to raise awareness of and provide training on GRI to members of all research stakeholder communities.
  •        links to and integration with other gender equality initiatives at all levels: through inclusion of GRI in government policies and strategies, funders’ programmes, universities’ gender equality strategies or action plans, research activities and researchers’ projects.
The LERU paper on GRI offers twenty recommendations for stakeholders to act upon, emphasising the importance of support, promotion and resources for GRI.


Contact details

Prof. Kurt Deketelaere, Secretary-General LERU: +32 499 80 89 99 /
Dr Katrien Maes, Chief Policy Officer LERU: +32 479 97 70 14 /

Wednesday, September 16, 2015

L'Oréal Foundation unveils the results of its exclusive international study #ChangeTheNumbers

The L'Oréal Foundation unveils the results of its exclusive international study #ChangeTheNumbers

67% of Europeans think that women do not possess the required capabilities in order to access high-level scientific positions.

Paris, September 16th, 2015 - The Maison de la Chimie hosted the L'Oréal Foundation’s #ChangeTheNumbers press conference this morning. On this occasion the results of its exclusive international collaborative study with OpinionWay were announced in order to help understand the causes of disparities affecting women in science and the obstacles they face in their professional progression.

David Macdonald, Philanthropy Director of For Women in Science, noted that the public is not aware of the weight with which prejudices are still anchored in perceptions, at a time when only 30% of researchers are women. To enrich this study, the L'Oréal Foundation called upon testimonies from women scientists that it has rewarded. It had the honour of welcoming Elizabeth Blackburn as a spokesperson on this subject, Laureate of the L'Oréal-UNESCO Award For Women in Science and the Nobel Prize in Physiology or Medicine in 2009. She says:

"Having had to overcome prejudices myself throughout my career, it seems essential to me to participate in this fundamental movement in order to significantly push boundaries."

#CHANGETHENUMBERS: A digital module to share the results of the study and engage the community

The L'Oréal Foundation, after reading these results, thinks that it’s time to push the boundaries. This is why it launched #ChangeTheNumbers, a digital device to help change attitudes and change the preconceptions regarding women in science. Thus, the L'Oréal Foundation is calling upon public opinion to share this message and fight against preconception via a digital campaign: #ChangeTheNumbers.

This campaign is brought to life today as a digital module that can be found at It allows users to understand the issues and relay key messages from the study. 

Monday, September 14, 2015

VII MEDA Women Entrepreneurs Forum and AFAEMME’s Annual Meeting - Barcelona


which will take place on the 27th of November 2015 in Barcelona (Spain).

The Forum is co-organized by AFAEMME, the Association of Mediterranean Chambers of Commerce and Industry (ASCAME) and the Barcelona Chamber of Commerce.

As an added value of this edition, the Forum will take place in the framework of the MEDITERRANEAN WEEK OF ECONOMIC LEADERS, a major economic event in the Mediterranean region which in its 9th edition will be focusing on key aspects for the economic development of our region.

If you are interested in participating 
please register at 

Click on the image to download the PDF

Tuesday, September 1, 2015

Utrecht University: Post-doc 'Combatting the Queen Bee phenomenon in the workplace'

The department of Social and Organizational Psychology of the Utrecht University is looking for a Post-doc on an NWO-funded project entitled ‘Combatting the Queen Bee phenomenon in the workplace’.

This four year post-doc project focuses on the ‘Queen Bee phenomenon’ whereby senior women limit the career opportunities of junior women. Queen bees are senior women in male-dominated organizations who have achieved success by displaying masculine behavior and distancing themselves from other women. Research has established that queen bee responses among women leaders are not a typically female response but develop particularly in masculine organizational cultures in which women come to see their gender as a liability to career success. Moreover, men have been found to contribute to this phenomenon by rewarding the behavior of queen bees. The current project examines the underlying processes of the role women ànd men play in the development of this phenomenon. In experimental and longitudinal field studies mediating and moderating mechanisms such as gender identification and social identity threat will be examined among male and female employees in typically masculine organizations (e.g. the police force). The ultimate goal of the project is to design and test interventions aimed to combat the Queen Bee phenomenon.

This post-doc project is part of the larger NWO VIDI -funded project ‘The Queen-Bee-Phenomenon: How men and women maintain gender inequality in the workplace’ awarded to prof. dr. Belle Derks. This full-time appointment will be located at the Department of Psychology (Social and Organizational Psychology unit) and includes 0.2 FTE teaching time. Additionally, the post-doc will co-supervise a Ph.D. candidate who is also involved in the larger project.

Your tasks will consist of:
  • reading the relevant literature;
  • recruiting organizations to participate in the research;
  • designing, programming, coordinating and conducting studies;
  • analyzing data;
  • writing scientific papers for peer-reviewed journals;
  • presenting at national and international scientific conferences;
  • sharing results with participating organizations;
  • co-supervising a Ph.D. candidate.

We are looking for someone who:
  • holds a completed Ph.D. in Psychology (preferably Social psychology, Work and Organizational psychology or related areas);
  • has a keen interest in both fundamental research and the application of behavioural theories to practice;
  • has a - preferably proven - research interest in the topic of the project. Experience with research in organizations is preferred;
  • shows scientific creativity and productivity, as evidenced by innovative research projects and publications in (international) peer-reviewed journals;
  • has an excellent written and spoken command of English;
  • has advanced data-analytic skills (e.g. longitudinal data analysis, multilevel analysis);
  • has the ability, willingness, and commitment to work in a small team.

The position starts 1 November 2015, and is initially for one year that, with satisfactory completion, will result in an extension of three additional years (until 31 October 2019). The gross salary depends on qualifications and experience and ranges in principle between €2,476 and €3,908 per month for a full time employment of 38 hours per week. The salary is supplemented with an annual holiday pay of 8% and an end-of-year bonus of 8,3% per year. We offer flexible working conditions to support a good work – life balance of our employees. Other secondary conditions include e.g. a pension scheme, partially paid parental leave and flexible employment conditions. For more information visit Working at Utrecht University.

About the organisation
Utrecht University has great ambitions for its teaching quality and study success rates. This also applies to its clear research profiles which are centred on four themes: Dynamics of Youth, Institutions, Life Sciences and Sustainability. Utrecht University plays a prominent role in our society and contributes to finding the answers to topical and future societal issues.

The Faculty of Social and Behavioural Sciences is one of the leading faculties in Europe providing research and academic teaching in cultural anthropology, educational sciences, interdisciplinary social science, pedagogical sciences, psychology, and sociology. Research and teaching activities are concentrated in five areas: Behaviour in Social Contexts; Child and Adolescent Studies; Cognitive and Clinical Psychology; Education and Learning; and Methodology and Statistics. More than 5,600 students are enrolled in a broad range of undergraduate and graduate programmes. The Faculty of Social and Behavioural Sciences has some 850 faculty and staff members, all providing their individual contribution to the training and education of young talent and to the research into and finding solutions for scientific and societal issues.

You will be employed in the Department of Social and Organisational Psychology of the Faculty of Social and Behavioural Sciences, Utrecht University. The department’s research concentrates on three interrelated domains: Motivation, Performance, and Self-regulation, in which applied and fundamental approaches are combined to study cognition and behaviour in the social, organisational, and work contexts. A variety of methods are employed, including survey studies, diary studies, behavioural lab experiments, and psychophysiological studies.

The department has outstanding research facilities within a state-of-the-art, newly designed (autumn 2013) faculty lab environment. In addition, the department has access to a mobile lab and has well-developed expertise in conducting research in work and organisational settings. The department contributes to three Bachelor’s degree programmes (Psychology, minor programme in Social Neuroscience, and Social Sciences at University College Utrecht), a one-year Master’s degree programme (Social and Organisational Psychology), a two-year Master’s degree programme (Social and Health Psychology), the Kurt Lewin Institute PhD programme in Social Psychology, and the Helmholtz PhD programme in Cognition and Behaviour. The department participates in the Utrecht strategic theme of Institutions, and has ongoing research collaborations with the University Medical Center Utrecht (UMCU), the Utrecht School of Law, TNO, and Unilever. The department further participates in the focus areas Professional Services, Future Food, and Neuroscience and Cognition.

Additional information
For more information, please contact Prof. Dr. Belle Derks (, +31 30 2534571).
Please provide a letter of motivation, a CV, and two names of referents before September 17, 2015.
We aim to have job interviews between September 21 and 30, 2015.

The application deadline is


Interview of the Month: Federal Conference of Gender Equality Officers in Higher Education in Germany BuKoF

Every month, EPWS presents the characteristics and activities of one Member Association.

Our member for September 2015 is the Federal Conference of Gender Equality Officers in Higher Education in Germany BuKoF 

For BuKoF, Marion Woelki, head of the Office for Equal Opportunities and Family Affairs of the University of Konstanz and member of the extended executive board has accepted to answer the EPWS questionnaire.

Contact this association: Federal Conference of Gender Equality Officers in Higher Education in Germany (BuKoF)

Contact this member:

Association website:

EPWS: If you wanted to describe your association in one sentence, what would you say?

M.W.: We are the federal German institutional network of officers and managers for gender equality to achieve equal opportunities in the academic system and to promote female researchers in their career.

EPWS: What are the objectives of your association?

M.W.: We cooperate to aid one another in our work and targets. In order to do so, we discuss the political, social and economic issues around the academic system for all types of universities in Germany. Our main goal is to fight against the underrepresentation of female professors and faculty positions at universities and to balance out the structural inequality for women. That is why we ask for target quotas for the advancement of women in each career stage based on the cascade model. Another objective is to raise the awareness and to change the academic culture towards a gender sensitive organizational and personal development. So we need gender-fair hiring and appointment procedures, affirmative action programs and antidiscrimination policies. We are about to implement gender mainstreaming as a basis of our work. A main topic is also to look for a good work-life-balance in the academic working and studying conditions to offer the possibility of combining an academic career with family issues. In the academic field, we promote gender studies and we are interested in a good and productive relationship between the results of gender research and equal opportunities. To spread the network idea, our twelve commissions provide support to all colleagues with useful materials, like guidelines and field manuals.

EPWS: What is the history of BuKoF, in a few words?

M.W.: The BuKoF was founded in 1989, when a lot of academic institutions began to appoint equal opportunities officers in order to comply with the new state laws. In the 25 years of our history we can differentiate 5 phases: In the beginning the structure of the organization and their main objectives were discussed and formalized. Up to 1994 the first political resolutions were devised and the network began to interfere in academic programs and legislation. From 1999 to 2003 we analyzed the Bologna Process and the principle of the European “gender mainstreaming” with their impacts on German academic organizations and their equal opportunities policies. In the years from 2004 to 2010 the main instruments of gender mainstreaming were presented and we discussed the role of the BuKoF between management and lobbying. Since 2011 the BuKoF has begun to cooperate more actively with the main stakeholders of the academic and scientific community to gain more influence in the programs and policies.

EPWS: Could you explain the organization of your association?

M. W.: In the structure of a nonprofit organization the BuKoF counts about 270 members. Its executive committee has five members who are responsible for the representation and the strategic framework. The political work is done in twelve thematic commissions whose chairs together with spokeswomen of the 16 state conferences compose the extended executive board. The legislative power has the annual General Assembly.

EPWS: What are its recent achievements?

M. W.: We now have a good collaboration with the German Research Foundation DFG towards the integration of standards of equal opportunities in federal research programs. We also value good networking with the Federal Ministry of Education and Research BMBF and the Science Council Wissenschaftsrat to discuss the frame conditions and perspectives for scientific careers and to develop new ideas for promoting women. Thus we have more opportunities to be present as experts in legislation processes and in the development for new programs. More and more we are asked for statements and reports regarding the situation of female scientists, and we elaborate discourses of quota and targets.

EPWS: What is your agenda for the coming months?

M. W.: We want to guarantee that the new German “Excellence Initiative” continues with a focus on gender equality. Another main topic for our annual conference this year is the discussion of the relationship between gender and diversity policies and measures.

EPWS: Are you collaborating with other EPWS members?

M. W.: Until now, unfortunately we do not. We only have some relation to our Swiss neighbor conference KOFRAH.

EPWS: What do you expect from EPWS? In what ways can it help you develop your action?

M. W.: Above all we expect a constructive exchange on possible ways towards an increased implementation of gender mainstreaming in EU programs and funding lines, like Horizon 2020, as well as an efficient networking in the European context. Another interesting topic is the internationalization of the academic system, its challenges for personal mobility and the impact on gender and family affairs. It would be helpful to discuss these topics with European colleagues and maybe develop together nice programs and gender networks.


Sunday, August 30, 2015

Job Posting: GIGA German Institute of Global and Area Studies seeks a Research Fellow

The GIGA German Institute of Global and Area Studies / Leibniz-Institut für Globale und Regionale Studien is an independent social-science research institute based in Hamburg. It analyses political, social and economic developments in Africa, Asia, Latin America and the Middle East and combines this analysis with innovative comparative research on international relations, development and globalisation, violence and security, and political systems. The GIGA seeks to appoint a

Click the image below to read the Full Job Posting

Monday, August 3, 2015

European Commission adopts Roadmap for improving work-life balance in working families

The European Commission has today published a Roadmap setting out policy options to address the challenges of work-life balance faced by working families. This represents a new start after the Commission confirmed last month it would withdraw the 2008 draft Maternity Leave Directive, given the lack of progress by the co-legislators and despite the Commission's continuous and intensive efforts to facilitate an agreement. 

The new initiative aims to allow parents with children or workers with dependent relatives to better balance caring and professional responsibilities, by modernising the current EU legal and policy framework and adapting it to today's labour market. This would also help improve labour market participation of both parents. 

The Roadmap outlines the Commission's ideas for a fresh approach, setting out a range of policy options to achieve these objectives.

 For more information: Natasha Bertaud – Tel.: +32 229 67456; Tim McPhie – Tel.: +32 229 58602

Monday, July 20, 2015

She Figures 2015 - Preliminary Results

"This leaflet presents some initial results of the She Figures 2015 data collection. It provides data on the proportions of women and men amongst top level graduates and researchers. Furthermore it shows preliminary data on women’s representation in decision making roles, such as at the head of universities or as members and leaders of research boards at national level. It also shed light on the commitment to promote gender equality of a subset of Research Performing Organisations (RPOs). 

The She Figures 2015 Report will be published by the end of the year and uploaded on this e-Library. The cooperation of the Member States, Associated Countries, and colleagues from Eurostat in preparing She Figures is gratefully acknowledged."

Conference: Hydrogeological Risk Management: Gender (Women-Men) Issue and Impacts

Thursday 29th October 2015
9:00 -17:30

Italian Senate – Sala Capitolare -
Chiostro del Convento di Santa Maria
sopra Minerva, Roma

The conference is organized by the Technical Committee for Hydrogeological Risk of Professional Engineers Registration Board of Rome, chaired by Maria Rosaria Di Lorenzo. The conference aims at involving participants in a discussion on gender-sensitive risk management and focuses on the importance of economic growth, social equality and environmental sustainability.

Today, there is a paramount convergence on the fact that gender matters when we face major challenges and change factors, nevertheless in water cycle and natural disaster risk management. In order for gender issues to be taken into account in disaster risk management and related decision-making, it is necessary to gather gender-disaggregated data with a systematic and comprehensive approach, as well as to increase availability of genderrelated indicators and methodologies.

The discussion is organized in three oral sessions and a follow-up session, focusing on the dimensions: hazard, hazard exposure, and risk management.