gender equality in horizon 2020 - ncp academy · and the gender dimension in research and...

PolicyPolicyResearch andInnovationResearch andInnovation

Gender Sector, DG RTD B7.2

THE EU FRAMEWORK PROGRAMME FOR RESEARCH AND INNOVATION

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Gender Equality in Horizon 2020


I. Gender Equality as a cross-cutting issue in Horizon 2020 and its

three objectives:

1. Gender dimension in Research & Innovation content

2. Gender balance in decision-making in managing Horizon 2020

3. Gender balance in project teams at all levels

II. Gender in the monitoring of Horizon 2020

III. Gender on the Participant Portal

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The Content

Research andInnovationResearch andInnovation

I. Gender Equality as a cross-cutting issue in Horizon 2020 and

its three objectives

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Gender equality as a cross-cutting issue in Horizon 2020

The promotion of gender equality, including the integration of the gender dimension in research and innovation content, is enshrined in the three core documents on Horizon 2020:

• The Horizon 2020 Regulation (link) (see next slides)

• The Rules for participation (link)

• The Specific Programme implementing Horizon 2020 (link)

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https://ec.europa.eu/research/participants/portal/doc/call/h2020/common/1595116-h2020-eu-establact-oj_en.pdf

http://ec.europa.eu/research/participants/data/ref/h2020/legal_basis/rules_participation/h2020-rules-participation_en.pdf

https://erc.europa.eu/sites/default/files/document/file/Specific%20Programme%20Horizon%202020_council_decision_establishing_the_specific_programme_implementing_Horizon_2020.pdf


Extract from the H2020 Regulation

Article 14

Cross-cutting issues

1. Linkages and interfaces shall be implemented across and within the priorities of Horizon 2020. Particular attention shall be paid in this respect to: (…)

(l) responsible research and innovation including gender;

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Gender Equality & Responsible Research and Innovation

Responsible Research and Innovation is a process where all societal actors (researchers, citizens, policy makers, business) work together during the whole R&I process in order to align R&I outcomes to the values, needs and expectations of European society .

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Science EducationEthics Open AccessGender EqualityEngagement

http://ec.europa.eu/research/science-society/document_library/pdf_06/responsible-research-and-innovation-leaflet_en.pdf


Extract from the H2020 Regulation

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Article 16

Gender equality Horizon 2020 shall ensure the effective promotion of gender equality and the gender dimension in research and innovation content. Particular attention shall be paid to ensuring gender balance, subject to the situation in the field of research and innovation concerned, in evaluation panels and in bodies such as advisory groups and expert groups.

The gender dimension shall be adequately integrated in research and innovation content in strategies, programmes and projects and followed through at all stages of the research cycle.


3 Objectives for Gender Equality in H2020

Gender balance in decision-making

processes Gender balance in project

teams at all levels

Gender dimension in research and

innovation (R&I) content

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Gender as a cross-cutting issues is also described in the General Introduction of the H2020 Work Programme:

1.4 Cross-cutting and other key features

(…) All applicants are invited to explore whether and how the gender dimension in research content is relevant to their research, including where appropriate specific studies and training. In addition, gender equality is promoted in all parts of Horizon 2020 including gender balance at all levels of personnel involved in projects. Gender equality issues linked to careers are also reinforced in the Excellent Science parts of the Horizon 2020 Work Programme dedicated to the ERC and MSCA.

Source: http://ec.europa.eu/research/participants/data/ref/h2020/wp/2016_2017/main/h2020-wp1617-intro_en.pdf

H2020 Work Programme 2016-2017

http://ec.europa.eu/research/participants/data/ref/h2020/wp/2016_2017/main/h2020-wp1617-intro_en.pdf


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Gender as a cross-cutting issues in the Marie Skłodowska-Curie Actions:

Introduction(…) The Marie Skłodowska-Curie actions pay particular attention to gender balance. In line with the Charter and Code, all Marie Skłodowska-Curie proposals are encouraged to take appropriate measures to facilitate mobility and counter-act gender-related barriers to it. Equal opportunities are to be ensured in the implementation of the actions by a balanced participation of women and men, both at the level of supported researchers and that of decision-making/supervision/management structure. In research activities where human beings are involved as subjects or end-users, gender differences may exist. In these cases the gender dimension in the research content has to be addressed as an integral part of the proposal to ensure the highest level of scientific quality.

As training researchers on gender issues serves the policy objectives of Horizon 2020 and is necessary for the implementation of R&I actions, applicants may include in their proposals such activity.

Source: http://ec.europa.eu/research/participants/data/ref/h2020/wp/2016_2017/main/h2020-wp1617-msca_en.pdf


http://ec.europa.eu/research/participants/data/ref/h2020/wp/2016_2017/main/h2020-wp1617-msca_en.pdf


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Gender in the ERC Work Programme 2016:

Objectives and principles of ERC funding

Scientific excellence is the sole criterion on the basis of which ERC frontier research grants are awarded

The evaluation of ERC grant applications is conducted by peer review panels composed of renowned scientists and scholars selected by the ERC Scientific Council. The panels may be assisted by independent experts working remotely. The ERC's peer review evaluation process has been carefully designed to identify scientific excellence irrespective of the gender, age, nationality or institution of the Principal Investigator and other potential biases, and to take career breaks, as well as unconventional research career paths, into account. The evaluations are monitored to guarantee transparency, fairness and impartiality in the treatment of proposals.

Source: https://erc.europa.eu/sites/default/files/document/file/ERC_Work_Programme_2016.pdf


https://erc.europa.eu/sites/default/files/document/file/ERC_Work_Programme_2016.pdf


The Gender Dimension in R&I Content


processes Gender balance in project

teams at all levels



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Objective 1: The Gender Dimension in R&I Content

• What does gender dimension mean?

• Why is it important to take gender dimension into account?

• Methods of sex and gender analysis

• Concrete examples and case studies

• Further information on the gender dimension in R&I content

• The gender dimension in Horizon 2020 projects

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What does gender dimension mean?

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Integrating the gender dimension in research content means taking into account the biological characteristics of both females and males (sex) and the evolving social and cultural features of women and men, girls and boys (gender).

DefinitionsSexrefers to biological characteristics of women and men, boys and girls, in terms of reproductive organs and functions based on chromosomal complement and physiology. As such, sex is globally understood as the classification of living beings as male and female, and intersexed.

Genderrefers to the social and cultural construction of women and men, of femininity and masculinity, which varies in time and place, and between cultures.


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Video (4m19s): Introduction to Gendered

Innovationshttps://youtu.be/aoGqpvO27QQ

What does gender dimension mean? (videos)

https://youtu.be/aoGqpvO27QQ




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What does gender dimension mean?

Gender Toolkit The toolkit and training packages give the research community practical tools to integrate gender aspects into FP7 research, including equal opportunities for women and men AND the gender dimension of research, thereby contributing to excellence in research.http://www.yellowwindow.be/genderinresearch/

http://www.yellowwindow.be/genderinresearch/


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Video (8m31s): Definition of sex and gender & how

sex and gender interact https://youtu.be/nETPIfrIf0A

What does gender dimension mean? (videos)

https://youtu.be/nETPIfrIf0A




Why is it important to take the gender dimension into account?

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Integrating the gender dimension in R&I

is an added value in terms of excellence, creativity, and business opportunities

helps researchers question gender norms and stereotypes, to rethink standards and reference models

leads to an in-depth understanding of citizen's’ needs, behaviours and attitudes.

Thus, it enhances the societal relevance of the knowledge, technologies and innovations produced and contributes to the production of goods and services better suited to potential markets.


Example: Common Pitfalls in SamplingConducting clinical trials (or animal studies) in only one or predominantly one sex but generalising results to both sexes.

1.Assuming observed differences between females and males are due to sex (biology) without considering factors intersecting with sex (age, socio-economic status, etc).

2.Relying on meta-analysis to detect sex differences without adequately controlling for differences in participants characteristics, treatment parameters, etc.

The following slides show illustrative examples of when the gender dimension has not been fully taken into account.

Why is it important to take the gender dimension into account?

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Source: https://genderedinnovations.stanford.edu/methods/health.html 20

https://genderedinnovations.stanford.edu/methods/health.html


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Percentage of articles reporting sex of cells used in the experiments

Taylor, K., Vallejo-Giraldo, C., Schaible, N., Zakeri, R., & Miller, V. (2011). Reporting of Sex as a Variable in Cardiovascular Studies using Cultured Cells. Biology of Sex Differences, 2 (11), 1-7.


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Methods of sex and gender analysis

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Sex and gender analysis is an umbrella term for the entire research cycle that includes:

It thus enhances all phases of the research cycle.


Methods of sex and gender analysis

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Problems to avoid when analysing sex and genderBeing blind to potential differences of sex and gender may result in missed

opportunities, with certain groups of people being left out, poorly accommodated etc.

Treating women and men as homogenous groups ignores the differences among women and among men.

Over-emphasizing differences between men and women cause engineers to overlook significant commonalities between them.

Designing to stereotypes may result in unpopular products.


HORIZON 2020

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Concrete examples of gender dimension in R&I content

Concrete examples and case studies of gender-sensitive research can be found on the website of "Gendered Innovations":

http://ec.europa.eu/research/gendered-innovations/

The following slides show some illustrative examples of how sex and gender analysis contributes to a better understanding of the subject matter (taken from the Gendered Innovations website).




Gender dimension in ICT: speech synthesis

The Challenge: Speech synthesis - in which a machine generates human-like speech - has applications in basic linguistic research, assistive technologies for people with disabilities, and commercial devices and software. Synthesizing sex and gender in speech is important to how speech is perceived and interpreted.

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The historic male default in speech synthesis can limit the use of this technology. Listeners apply gender norms to synthetic voices, and don't like machine voices that are "ambiguous" with respect to sex/gender.

Gendered Innovation: To create machines with greater flexibility to produce voices in different languages and dialects and to represent women and men speakers of different ages, gender identities, accents, geographic locations, etc.


Gender dimension in ICT: assistive technologies

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The Challenge: The world population will age dramatically by 2050. The increasing need for ambulant care and home health services places a growing strain on human caregivers, insurance companies, and social systems. New technologies are needed to support independent living for the elderly.

Methods: Look at sex differences: For example, women live longer, but may have more debilitating diseases; men, lose their hearing earlier. Look at gender differences: As they age, women and men have different partnering patterns (elderly women more often live alone), they have different experience in household management, and different receptivity to technology.

Gendered Innovations: to design the most effective and marketable assistive technologies, appealing to both women and men.


Gender dimension in water infrastructure

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The Challenge: Nearly one billion people worldwide lack reliable access to improved water. In sub-Saharan Africa, water-fetching is women’s work, and when villages lack water infrastructure, women and girls spend some 40 billion hours annually procuring water.

•Method: Because water procurement is women’s work, many women have detailed knowledge of soils and their water yields. This knowledge is vital to civil engineering and development projects—for instance, in determining where to place wells and water taps.

Gendered Innovations:1. Tapping into local women’s knowledge has improved the efficiency of water projects. Women’s participation also correlates strongly with project sustainability.2. Easy access to improved water supplies can improve school attendance for both girls and boys—hence helping to break the cycle of poverty.


Gender dimension in Video Games: Engineering Innovation Processes

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The Challenge: The stereotype of video gaming as masculine persists, even though women have become active gamers causes concern because games immerse players in interactive and compelling stories that can shape behaviors, social values, and gender norms.

•Gendered Innovations:1.Games may serve as catalysts for change. Analyzing Gender has led to understanding how games provide a virtual space where gender identities and behaviors can be explored. 2.By analyzing sex and gender, researchers have looked beyond stereotypes to understand the complex patterns of young women's and young men’s video gaming.

https://genderedinnovations.stanford.edu/terms/gender.html

https://genderedinnovations.stanford.edu/terms/gender.html


Further information on the gender dimension in R&I content

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For further information, you can consult the website of Gendered Innovations, a peer-reviewed project supported by the European Commission: http://ec.europa.eu/research/gendered-innovations/

On this website, you can also find a short videos on various aspects of "Gendered Innovations: Harnessing the Creative Power of Gender Analysis for Discovery and Design"(http://genderedinnovations.stanford.edu/video_landing.html )


http://genderedinnovations.stanford.edu/video_landing.html




Shaping science for a healthier world: A short video from the Canadian Institute of Health Research on how sex and gender intersect and how a gender dimension in health research can improve our knowledge on health issues.

•https://www.youtube.com/watch?v=LCiSytha55U 31

Further information on the gender dimension in R&I content

https://www.youtube.com/watch?v=LCiSytha55U

https://www.youtube.com/watch?v=LCiSytha55U


The Gender Dimension in Horizon 2020 Projects

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H2020 WP:Some topics

require a specific sex/ gender

analysis

• The integration of the gender dimension in each stage of the research cycle


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Horizon 2020 Work Programme:

-Identify topics which require a specific gender analysis i.e. "the research should include a specific exploration of the sex and /or gender aspects of …"

- Identify needs for new knowledge on gender issues and launch specific studies / research to explore them

Starting point: suggestions from the Advisory Groups


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analysis Application form"Where relevant

describe how sex and/or gender

analysis is taken into account in the project

's content"


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Gender dimension in proposals:Application Forms

The following H2020 Application Forms, specifically ask applicants to describe where relevant how sex and/or gender analysis is taken into account in the project’s content:

• Research and Innovation Actions (RIA) & Innovation Actions (IA)• Coordination and Support Actions (CSA) (funding scheme used for

NCP networks)• ERA-NET Cofund actions• European Joint Programme Cofund (EJP Cofund)• MSCA Innovative Training Networks (ITN) 2016

To find templates of application forms go to the "Reference Documents" on the Participant Portal Templates & Forms 2016-17

http://ec.europa.eu/research/participants/portal/desktop/en/funding/reference_docs.html


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Extract of an Application Form (Research and innovation actions / Innovation actions )

"Where relevant, describe how sex and/or gender analysis is taken into account in the project’s content.

Sex and gender refer to biological characteristics and social/cultural factors respectively. For guidance on methods of sex / gender analysis and the issues to be taken into account, please refer to http://ec.europa.eu/research/swafs/gendered-innovations/index_en.cfm?pg=home"

Part B, Page 2 (http://ec.europa.eu/research/participants/data/ref/h2020/call_pte

f/pt/2016-2017/h2020-call-pt-ria-ia-2016-17_en.pdf)

http://ec.europa.eu/research/swafs/gendered-innovations/index_en.cfm?pg=home

http://ec.europa.eu/research/swafs/gendered-innovations/index_en.cfm?pg=home

http://ec.europa.eu/research/participants/data/ref/h2020/call_ptef/pt/2016-2017/h2020-call-pt-ria-ia-2016-17_en.pdf

http://ec.europa.eu/research/participants/data/ref/h2020/call_ptef/pt/2016-2017/h2020-call-pt-ria-ia-2016-17_en.pdf


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• NCPs should encourage applicants to :

Involve partners / researchers with gender expertise

Secure uptake of established gender knowledge from previous research / projects

A novelty of Horizon 2020 is the inclusion of gender training among the eligible costs of an action. The aim is to help researchers to further develop and share gender expertise in relation to the funded project.

Gender dimension in proposals


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's content"

EvaluationExperts assess the

inclusion of the gender dimension

under the excellence criterion.


Gender dimension in R&I: evaluation

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EvaluationExperts assess the inclusion

of the gender dimension under the excellence

criterion.

Source: Guidance for evaluators of Horizon 2020 proposals http://ec.europa.eu/research/participants/data/ref/h2020/grants_manual/pse/h2020-evaluation-faq_en.pdf

http://ec.europa.eu/research/participants/data/ref/h2020/grants_manual/pse/h2020-evaluation-faq_en.pdf




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's content"




Grant AgreementGender dimension is part

of the Description of Action (DOA)


Gender dimension in R&I content: Model Grant Agreement

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Grant Agreement

Gender dimension is part of the Description of Action (DOA)

(copied from the application form )


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Gender dimension in R&I content: Model Grant Agreement

In the Grant Agreement the gender dimension is part of the description of action (DOA).

Here is an extract from the model grant agreement for Infrastructures:

16.1.2 In addition, the access provider must:

- advertise widely, including on a dedicated website, the access offered under the Agreement;

- promote equal opportunities in advertising the access and take into account the gender dimension when defining the support provided to users;

- ensure that users comply with the terms and conditions of the Agreement;


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's content"




Grant AgreementGender dimension is part

of the Description of Action (DOA)

ReportingIf relevant as part of the

deliverables and of periodic reports.


Objective 2: Gender balance in decision-making

in managing Horizon 2020

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Gender balance in decision-making processes within the European Commission

Gender balance in project

teams at all levelsGender

dimension in research and


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processes



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Advisory groups for the European Commission 50 % men / womenat least one expert with gender expertise(Link: Guidelines on the selection of experts with gender expertise)

Evaluation panels and expert groups for the EC 40 % under-represented sex taking into account the situation in the field of the action


Objective 3: Gender balance in project teams

at all levels

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Gender balance in project teams at all levels


processes



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Gender balance in project teams

at all levels


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Gender-mixed teams perform better"Promoting diversity not

only promotes representation and fairness

but may lead to higher quality science." Campbell et al. (2013) *

" (…) the key levers and drivers for innovative processes are positively influenced by having a

50:50 proportions of men and women in teams. This clearly shows that equal gender representation can help

to unlock the innovative potential of teams."The Lehman Brothers Centre for Women in Business. (2007) **

"High-performing collaborative research teams are created and maintained when

team diversity (broadly defined) is effectively fostered and interpersonal skills are taught

and practiced."Cheruvelil et al. (2014) *

* Refers to gender-mixed/diverse teams in research** Refers to gender-mixed/diverse teams in companies


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Gender-mixed teams perform better (Sources)• Campbell, L. G., Mehtani, S., Dozier, M. E., & Rinehart, J. (2013). Gender-heterogeneous working groups produce

higher quality science. PloS One, 8(10), e79147. doi:10.1371/journal.pone.0079147• The Lehman Brothers Centre for Women in Business. (2007). Innovative Potential : Men and Women in Teams.

Women in Business.• Cheruvelil, K. S., Soranno, P. A., Weathers, K. C., Hanson, P. C., Goring, S. J., Filstrup, C. T., & Read, E. K. (2014).

Creating and maintaining high-performing collaborative research teams: the importance of diversity and interpersonal skills. Frontiers in Ecology and the Environment, 12(1), 31–38. doi:10.1890/130001

• Catalyst. (2010). Why Diversity Matters. Research Studies 2005-2010. Research Studies. New York, San Jose, Toronto.

• Richard, O. C., & Miller, C. D. (2013). Considering Diversity as a Source of Competitive Advantage in Organizations. In Q. M. Roberson (Ed.), The Oxford Handbook of Diversity and Work. Oxford: Oxford University Press.

• Van Knippenberg, D., & Schippers, M. C. (2007). Work group diversity. Annual Review of Psychology, 58, 515–41. doi:10.1146/annurev.psych.58.110405.085546

• Salazar, M. R., Lant, T. K., Fiore, S. M., & Salas, E. (2012). Facilitating Innovation in Diverse Science Teams Through Integrative Capacity. Small Group Research, 43(5), 527–558. doi:10.1177/1046496412453622

• Roberge, M.-E., & van Dick, R. (2010). Recognizing the benefits of diversity: When and how does diversity increase group performance? Human Resource Management Review, 20(4), 295–308. doi:10.1016/j.hrmr.2009.09.002

• Boroş, S., & Curşeu, P. L. (2013). Would you like to talk about that?’ How and when group emotional awareness enhances effectiveness of gender diverse teams. Psihologia Resurselor Umane, 11(2), 45–56.


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H2020 WP: balanced participation

in research teams/ management

structures


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structures

Proposalindicate gender of persons primarily responsible for carrying out the

project's activities


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Gender balance in project teams

Proposal Template: Part B Chapter 4.1indicate gender of persons primarly

responsible for carrying out the project's activities:

4.1 Participants (applicants)Please provide, for each participant, the following (if available):(…) a curriculum vitae or description of the profile of the persons, including their gender, who will be primarily responsible for carrying out the proposed research and/or innovation activities;

To find templates of application forms go to the "Reference Documents" on the Participant Portal Templates & Forms 2016-17



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structures

Proposalindicate the gender of the person primarly

responsible for carrying out the


EvaluationIf same scores,

gender balance in teams is a ranking

factor


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EvaluationIf same scores, gender balance in teams is a ranking factor

3. Priority order for proposals with the same score: If necessary, the panel will determine a priority order for proposals which have been awarded the same score within a ranked list. (…). The following approach will be applied successively for every group of ex aequo proposals requiring prioritisation, starting with the highest scored group, and continuing in descending order: (a)Proposals that address topics, or sub-topics, not otherwise covered (…)(b)The proposals identified under (a), if any, will themselves be prioritised according to the scores they have been awarded for the criterion excellence. (…)If necessary, any further prioritisation will be based on the following factors, in order:

• size of EU budget allocated to SMEs; • gender balance among the personnel named in the proposal who will be primarily

responsible for carrying out the research and/or innovation activities.

Source: Annex H of H2020 Work Programme 2016-2017http://ec.europa.eu/research/participants/data/ref/h2020/other/wp/2016-2017/annexes/h2020-wp1617-annex-ga_en.pdf

http://ec.europa.eu/research/participants/data/ref/h2020/other/wp/2016-2017/annexes/h2020-wp1617-annex-ga_en.pdf


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structures






factor

Grant Agreement Equal opportunities and

gender balance at all levels


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H2020 General Model Grant Agreement Equal opportunities and gender balance at all levels

ARTICLE 33 - GENDER EQUALITY

33.1 Obligation to aim for gender equality

The beneficiary must take all measures to promote equal opportunities between men and women in the implementation of the action. It must aim, to the extent possible, for a gender balance at all levels of personnel assigned to the action, including at supervisory and managerial level.

Source: H2020 General Model Grant Agreement — Mono http://ec.europa.eu/research/participants/data/ref/h2020/mga/gga/h2020-mga-gga-mono_en.pdf

http://ec.europa.eu/research/participants/data/ref/h2020/mga/gga/h2020-mga-gga-mono_en.pdf


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H2020 Model Grant Agreement for Marie Skłodowska-Curie Innovative Training Networks (H2020 MGA MSC-ITN — Multi)

ARTICLE 32 - RECRUITMENT AND WORKING CONDITIONS FOR RECRUITED RESEARCHERS

32.1 Obligations towards recruited researchers The beneficiaries must respect the following recruitment and working conditions for the researchers recruited under the action: (…)c)recruit the researchers, following an open, transparent, impartial and equitable recruitment procedure, on the basis of:

i. their scientific skills and the relevance of their research experience; ii. the impact of the proposed training on the researcher's career; iii. a fair gender representation (by promoting genuine equal access opportunities

between men and women throughout the recruitment process)

Source: H2020 Model Grant Agreement for Marie Skłodowska-Curie Innovative Training Networks http://ec.europa.eu/research/participants/data/ref/h2020/mga/msca/h2020-mga-msca-itn-multi_en.pdf

http://ec.europa.eu/research/participants/data/ref/h2020/mga/msca/h2020-mga-msca-itn-multi_en.pdf


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H2020 Model Grant Agreement for Marie Skłodowska-Curie COFUND (H2020 MGA MSC-COFUND — Mono)

ARTICLE 15 - FINANCIAL SUPPORT TO OR IMPLEMENTATION OF [DOCTORAL] [FELLOWSHIP] PROGRAMMES

15.1 Rules for providing financial support to or implementation of [doctoral] [fellowship] programmes

(…) OPTIONS for Doctoral Programmes (DPs):- ensure gender balance in the recruited researchers;

Source: H2020 Model Grant Agreement for Marie Skłodowska-Curie COFUND http://ec.europa.eu/research/participants/data/ref/h2020/mga/msca/h2020-mga-msca-cofund-mono_en.pdf

http://ec.europa.eu/research/participants/data/ref/h2020/mga/msca/h2020-mga-msca-cofund-mono_en.pdf


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structures






factor

Grant Agreement Equal opportunities and

gender balance at all levels

Reportingof the workforce in

periodic reports


II. Gender in the monitoring of Horizon 2020

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Gender in the monitoring and evaluation of H2020

As set in Article 31 of the H2020 Regulation, the Commission shall monitor annually the implementation of H2020, including information on cross-cutting topics such as gender equality. Four indicators will be used for the monitoring of gender equality as a cross-cutting issue:

Percentage of women participants in Horizon 2020 projectsPercentage of women project coordinators in Horizon 2020 projectsPercentage of women in EC advisory groups, expert groups, evaluation panels, individual experts, etc.Percentage of projects taking into account the gender dimension in R&I content

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Definition of indicatorsDefinition of the indicator Type of data required

Percentage of women participants in Horizon 2020 projects

Gender of participants in Horizon 2020 projects

Percentage of women project coordinators in Horizon 2020

Gender of MSCA fellows, ERC principal investigators and scientific coordinators in other Horizon 2020 activities

Percentage of women in EC advisory groups, expert groups, evaluation panels, individual experts, etc.

Gender of members of advisory groups, panels, etc.

Percentage of projects taking into account the gender dimension in research and innovation content

Projects properly flagged

Source: Horizon 2020 indicators. Assessing the results and impact of Horizon http://ec.europa.eu/programmes/horizon2020/en/news/horizon-2020-indicators-assessing-results-and-impact-horizon 64

http://ec.europa.eu/programmes/horizon2020/en/news/horizon-2020-indicators-assessing-results-and-impact-horizon


Gender in the monitoring and evaluation of H2020

In addition to the indicators on gender equality as a cross-cutting issue, three performance indicators under the "Excellence Science" part of H2020 include gender –disaggregated data :

Number of researchers undertaking international mobility under the MSCA and number of researchers undertaking mobility between academic and non academic sectors Number of researchers who have physical or remote access to research infrastructuresNumber of researchers who have access to research e-infrastructures

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Definition of performance indicatorsDefinition of the indicator Type of data required

Number of researchers undertaking international mobility under the Marie Skłodowska-Curie actions. Number of researchers Undertaking mobility between academic and non-academic sectors

Nationality and gender of the researcher; country of origin of the researcher; country, legal status and activity type of the host organisation, legal status and activity type of the employing Organisation prior to the Marie Skłodowska-Curie actions. Enrolment of a researcher in a PhD programme

Number of researchers who have physical or remote access to research infrastructures

Nationality and gender of the researcher; country of origin of the researcher; country, legal status and activity type of the employing OrganisationNumber of researchers who have

access to research e-infrastructures

Source: Horizon 2020 indicators. Assessing the results and impact of Horizon http://ec.europa.eu/programmes/horizon2020/en/news/horizon-2020-indicators-assessing-results-and-impact-horizon 66

http://ec.europa.eu/programmes/horizon2020/en/news/horizon-2020-indicators-assessing-results-and-impact-horizon


III. Gender on the Participant Portal

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The Participant Portal

http://ec.europa.eu/research/participants/portal/desktop/en/opportunities68

http://ec.europa.eu/research/participants/portal/desktop/en/opportunities


The Participant Portal: Gender as a cross-cutting issue

http://ec.europa.eu/research/participants/docs/h2020-funding-guide/cross-cutting-issues/gender_en.htm 69

… is part of the "H2020 Online Manual" on the Participant Portal

The section on "Gender equality" offers definitions and explanations as well as links to further information.

http://ec.europa.eu/research/participants/docs/h2020-funding-guide/cross-cutting-issues/gender_en.htm





The Participant Portal: Funding opportunities

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Topics with gender dimension in R&I content that are currently funded through Horizon 2020, can be found on the Participant Portal by clicking on

"Funding Opportunities" then on "Search topics" (on the top left) and then on "Gender" (on the bottom left) (see next slide)

http://ec.europa.eu/research/participants/portal/desktop/en/opportunities/index.html

http://ec.europa.eu/research/participants/portal/desktop/en/opportunities/index.html


HORIZON 2020

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Scroll down to see this box on the left sideScroll down to see this box on the left side


The Participant Portal: Guidance document for evaluators of Horizon 2020 proposals/Frequently asked questions

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Section 5 of the document (on page 5), explains how the gender dimension should be addressed and evaluated in proposals and provides links for further information on methods of gender analysis.

Guidance Document: http://ec.europa.eu/research/participants/data/ref/h2020/grants_manual/pse/h2020-evaluation-faq_en.pdf




H2020 wiki

https://webgate.ec.europa.eu/fpfis/wikis/display/iknowplus/H2020+Documentation

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Useful reading and additional resources

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This Vademecum provides all the actors involved in the implementation of Horizon 2020 with practical guidance on the effective application of the new Gender Equality provisions.

https://ec.europa.eu/research/swafs/pdf/pub_gender_equality/vademecum_gender_h2020.pdf

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Vademecum on Gender Equality in Horizon 2020

http://ec.europa.eu/research/swafs/pdf/pub_gender_equality/vademecum_gender_h2020.pdf





Further reading / Useful linksThe Horizon 2020 Regulation: https://ec.europa.eu/research/participants/portal/doc/call/h2020/common/1595116-h2020-eu-establact-oj_en.pdf

The Rules for participation: http://ec.europa.eu/research/participants/data/ref/h2020/legal_basis/rules_participation/h2020-rules-participation_en.pdf

The Specific Programme implementing Horizon 2020: https://erc.europa.eu/sites/default/files/document/file/Specific%20Programme%20Horizon%202020_council_decision_establishing_the_specific_programme_implementing_Horizon_2020.pdf

Reference Documents on the Participant Portal:http://ec.europa.eu/research/participants/portal/desktop/en/funding/reference_docs.html

H2020 Online Manual:http://ec.europa.eu/research/participants/portal/desktop/en/funding/guide.html

FAQ on Participant Portal:http://ec.europa.eu/research/participants/portal/desktop/en/support/faq.html

NCPs on Participant Portal:http://ec.europa.eu/research/participants/portal/desktop/en/support/national_contact_points.html

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https://ec.europa.eu/research/participants/portal/doc/call/h2020/common/1595116-h2020-eu-establact-oj_en.pdf

http://ec.europa.eu/research/participants/portal/desktop/en/support/national_contact_points.html


http://ec.europa.eu/research/participants/portal/desktop/en/funding/guide.html

http://ec.europa.eu/research/participants/portal/desktop/en/support/faq.html


GenPort is the online community of practioners for sharing knowledge

and inspire collaboration.

www.genderportal.eu

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http://www.genderportal.eu/

http://www.genderportal.eu/


Gender Toolkit The toolkit and training packages give the research community practical tools to integrate gender aspects into FP7 research, including equal opportunities for women and men AND the gender dimension of research, thereby contributing to excellence in research.http://www.yellowwindow.be/genderinresearch/

Cost Action genderSTEgenderSTE is a new COST initiative intended to advance the state of the art in knowledge and policy implementation on gender, science, technology and environment through creating a network of policy-makers and experts on gender, science and technology. http://www.genderste.eu

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http://www.yellowwindow.be/genderinresearch/

http://www.genderste.eu/


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If you want to order our publications:[email protected]

http://ec.europa.eu/research/swafs/index.cfm?pg=policy&lib=gender

http://ec.europa.eu/research/swafs/pdf/pub_gender_equality/2012.4808_Gendered%20Innovations_web2.pdf

http://ec.europa.eu/research/swafs/pdf/pub_gender_equality/structural-changes-final-report_en.pdf

http://ec.europa.eu/research/swafs/pdf/pub_gender_equality/KINA26565EN-web.pdf

http://ec.europa.eu/research/swafs/index.cfm?pg=policy&lib=gender

mailto:[email protected]


Guidance for the selection of experts with gender expertise

For the purpose of evaluating the gender dimension of H2020 proposals, experts should demonstrate an understanding of sex and gender issues in the relevant scientific disciplines (e.g. biomedicine, engineering, social sciences and humanities). The following conditions are useful indicators in this regard:

Higher Education Degree in a particular scientific field, including specific work / thesis on gender issues related to this field;

Professional qualification in gender in a particular scientific field, as demonstrated through a certification by an establishedbody (e.g. professional societies)

Higher Education Degree in gender studies or women's studies;Publication record on theories of gender, their historical development and their impact on scientific fields;Publication record on sex and gender related issues, in the specific scientific fields and disciplines covered by the H2020

topics to be evaluated;Gender expertise in innovation/technological development;Membership of relevant boards related to gender issues, e.g. scientific review boards, editorial boards of journals and

gender related scientific societies, public or university boards focusing on gender issues;Participation as principal investigator or coordinator in publicly funded research projects which have gender in their title

and/or in the title of a work package;Academic, consultancy or practice-based teaching and/or training experience on women/gender studies and/or gender in

specific scientific disciplines related to the H2020 topics to be evaluated.

Source : Guidance for the selection of evaluators with gender expertise for proposals submitted under H2020 calls –established by the Advisory Group on Gender – 03-07-2014

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Thank you very much for your attention!

For any question and further information please contact:

[email protected]

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