The Commission's gender equality strategy
The European Commission is committed to promoting gender equality in research and innovation.
It is part of the European Commission Gender Equality Strategy for 2020-2025, which sets out the Commission’s broader commitment to equality across all EU policies.
In addition, the EU has a well-established regulatory framework on gender equality, including binding directives, which apply widely across the labour market including the research sector.
Because of the peculiarities of the research sector, specific action is needed to overcome persisting gender gaps. Many structural barriers to gender equality in research and innovation persist.
The European Commission addresses these barriers through
- the main funding instrument Horizon 2020 and Horizon Europe, the next Framework Programme for Research and Innovation (2021-2027)
- within the European Research Area in collaboration with member countries and research organisations.
Gender equality in Horizon Europe
With Horizon Europe, the Commission reaffirms its commitment to gender equality in research and innovation.
The legal base sets gender equality as a crosscutting priority and introduces strengthened provisions.
There are 3 main levels at which gender equality is considered in Horizon Europe
- having a Gender Equality Plan (GEP) in place becomes an eligibility criterion for certain categories of legal entities from EU countries and associated countries
- the integration of the gender dimension into research and innovation content is a requirement by default, an award criterion evaluated under the excellence criterion, unless the topic description explicitly specifies otherwise
- increasing gender balance throughout the programme is another objective, with a target of 50% women in Horizon Europe related boards, expert groups and evaluation committees, and gender balance among research teams set as a ranking criterion for proposals with the same score
Furthermore, specific funding will be dedicated to
gender and intersectional research, in particular under Cluster 2 of the programme Culture, Creativity and Inclusive Society
developing inclusive gender equality policies in support of the new European Research Area, through the Widening Participation and Strengthening the European Research Area programme part, Reforming and enhancing the European Research and Innovation System
empowering women innovators, in particular through Pillar III of the programme, Innovative Europe, and the European Innovation Council (EIC) (see statement on gender and diversity of the EIC Pilot Board)
The goal is to improve the European research and innovation system, create gender-equal working environments where all talents can thrive and better integrate the gender dimension in projects to improve research quality as well as the relevance to society of the knowledge, technologies and innovations produced.
The Factsheet on Gender Equality: a strengthened commitment in Horizon Europe summarises the key new provisions and requirements, with a particular focus on the new Gender Equality Plan (GEP) eligibility criterion.
Gender Equality Plans as an eligibility criterion in Horizon Europe
As detailed in the last part of the factsheet Gender Equality: a strengthened commitment in Horizon Europe, for calls with deadlines in 2022 and onwards, having a Gender Equality Plan (GEP) will be an eligibility criterion for all public bodies, higher education institutions and research organisations from EU Member States and associated countries wishing to participate in Horizon Europe.
As also recalled in the General Annexes to Horizon Europe 2021-2022 work programme, to comply with the eligibility criterion, a GEP must meet 4 mandatory process-related requirements or ‘building blocks’.
Mandatory requirements for a GEP
- Be a public document: The GEP should be a formal document signed by the top management, and disseminated within the institution. It should demonstrate a commitment to gender equality, set clear goals and detailed actions and measures to achieve them
- Have dedicated resources: Resources for the design, implementation, and monitoring of GEPs may include funding for specific positions such as Equality Officers or Gender Equality Teams as well as earmarked working time for academic, management and administrative staff
- Include arrangements for data collection and monitoring: GEPs must be evidence-based and founded on sex or gender-disaggregated baseline data collected across all staff categories. This data should inform the GEP’s objectives and targets, indicators, and ongoing evaluation of progress
- Be supported by training and capacity-building: Actions may include developing gender competence and tackling unconscious gender bias among staff, leaders and decision-makers, establishing working groups dedicated to specific topics, and raising awareness through workshops and communication activities
In addition to these mandatory process-related requirements, the following 5 thematic areas are recommended for content.
- work-life balance and organisational culture
- gender balance in leadership and decision-making
- gender equality in recruitment and career progression
- integration of the gender dimension into research and teaching content
- measures against gender-based violence including sexual harassment
When in the process is a GEP required?
At first proposal submission stage, a self-declaration is requested through a dedicated questionnaire.
An organisation may not yet have a GEP at proposal submission stage, but it must have a GEP in place at the time of the Grant Agreement signature.
The Model Grant Agreement commits beneficiaries to taking all measures to promote equal opportunities between men and women in the implementation of the action and, where applicable, in line with their GEP.
Guidance document on GEPs
A detailed Guidance document has been developed to support organisations to meet the Horizon Europe GEP eligibility criterion. This Guidance presents each mandatory ‘building block’ and recommended thematic area, explains what these requirements mean in practice when developing and implementing a GEP or reviewing the equivalence of existing plans or policies, and provides concrete practical examples, building on existing materials, good practices and various resources that support gender equality in research and innovation at national and institutional levels.
Trainings on GEPs
The Commission is also offering a series of trainings on Gender Equality Plans targeting EU Member States and Associated Countries in which there is larger amount of organisations concerned by the Horizon Europe eligibility criterion that do not yet have in place a GEP.
The first training took place remotely on 28 September 2021, targeting organisations from Bulgaria. The next training with take place on 9 November 2021 for organisations from Greece.
Greek public bodies, research organisations and higher education establishments are invited to register their interest for this free GEP training by completing this Expression of Interest for Gender Equality Plans (GEPs) training by 2 November. Priority will be given to organisations with little or no experience in developing and implementing a GEP.
Next trainings will target organisations from Hungary (23 November) and Croatia (8 December). More trainings will follow
Gender equality in the European Research Area (ERA)
Gender equality in research and innovation is a priority of the European Research Area (ERA).
Already under the ERA Communication 2012 framework, the European Commission has set 3 objectives to work with EU countries and foster an institutional change
- gender equality in scientific careers
- gender balance in decision making
- integration of the gender dimension into the content of research and innovation
Implementation and progress report
Conclusions on advancing Gender Equality in the European Research Area called for cultural and institutional changes to address gender imbalances in research institutions and in decision-making bodies.
EU countries were asked to develop national action plans for gender equality, which had very positive impacts in many research organisations and was a catalyst for transformation.
Research performing and funding organisations were encouraged to implement institutional changes, in particular through gender equality plans (GEP).
The Commission, through Horizon 2020, provided funds to research organisations for the implementation of GEPs.
- women occupy only 24% of top academic positions
- women are still under-represented in the STEM fields
- women represent less than 10% of patent holders
There is also a need to address gender-based violence, inclusiveness issues with intersecting social categories (e.g. ethnicity, sexual orientation, disability), perform intersectional research, and establish a link with the entrepreneurship and innovation sectors.
The recent communication on the European Research Area includes a common action between the EU, EU countries and countries associated with Horizon 2020, to strengthen gender equality provisions. Action 12 asks the EU and EU countries to develop concrete plans to promote gender equality, diversity, and inclusiveness in science, research, and innovation.
In concert with the Skills Agenda, the Communication on the European Education Area and the new Digital Education Action Plan, the ERA will strengthen the focus on increasing participation of women in Science, Technology, Engineering and Mathematics (STEM).
Gender mainstreaming through integration of the gender dimension in research and innovation content
Horizon 2020 was the first framework programme to set gender as a cross-cutting issue, with one of the underpinning objectives being to integrate the gender dimension into research and innovation content.
The policy report produced by the EU funded H2020 expert group on Gendered Innovations provides researchers and innovators with methodological tools for sex, gender and intersectional analysis.
It also presents concrete case studies, showcasing projects funded under Horizon 2020 and addressing key research and innovation areas for Horizon Europe clusters, missions and partnerships.
These include areas such as health, artificial intelligence and robotics, energy, transport, marine science and climate change, urban planning, agriculture, fair taxation and venture funding, as well as the COVID-19 pandemic.
Gender equality and coronavirus
There has been increasing scientific attention dedicated to the different impacts on women and men due to the pandemic, highlighted in this article in The Lancet, and also documented by the European Institute for Gender Equality
- clinical sex and gender differences in responses to the virus
- mortality rates
- clinical trials and side effects to different drugs and vaccines
- impact on domestic and gender-based violence
- impact on reproductive health and rights
- impact on the healthcare and caregiving professions, which are occupied by women at 76%
- work-life balance and economic equality.
Case study on sex and gender impact of the pandemic
Different measures are underway to address these sex and gender aspects of the crisis, including a case study on the sex and gender impact of the COVID-19 pandemic developed by the European Commission’s Expert Group on Gendered Innovations.
It builds on the latest scientific literature, as well as on Horizon 2020 projects, to document issues such as sex differences in immune responses, dosing and sex-specific side effects of vaccines and therapeutics, gender-specific risk factors, gender-sensitive prevention campaigns and gender-specific socioeconomic burden of public safety measures.
She Figures monitoring report
The She Figures publication is the main source of pan European, comparable statistics on the state of gender equality in research and innovation.
The data, presented throughout 6 chapters, follow the chronological journey of women from graduating from doctoral studies to participating in the labour market and acquiring decision-making roles, while exploring differences in women and men's working conditions and research output.
Looking at the evolution over the editions, the reader can see positive changes in certain themes. For instance, there is almost gender parity among doctoral graduates, and active authors at the earliest career stage. However, in other themes, such as women’s representation in decision-making positions and in inventorship, progress remains slow and uneven across the EU
Released every 3 years since 2003, the report constitutes a key evidence base for policies in this area. It is recommended reading for policy makers, researchers and anyone with a general interest in these issues.
The full report will be published in autumn 2021. In the meantime, a selected set of indicators from the She Figures 2021 publication is presented in the She Figures 2021 infographic.
You can also download previous edition of the publication, She Figures 2018.
Networking – at trans-national level, and at institutional level among practitioners, with professional associations, platforms of women scientists, and other networks – also plays a key role. The Commission has been funding several important initiatives which aim to support networking.
GENDER-NET Plus is the first European Research Area Network (ERA-NET) Cofund scheme to be dedicated to the promotion of gender equality in research and innovation. It gathers 16 national funding organisations coming from 13 countries (Austria, Belgium, Cyprus, Czech Republic, Estonia, France, Ireland, Italy, Israel, Norway, Spain, Sweden, and Canada) committed to strengthening transnational collaborations and joint funding towards a common goal: advancing gender equality in research institutions and the integration of the gender dimension into research and innovation contents and programmes.
GENDERACTION is a network of representatives from national authorities and national gender and science centres which mobilises national expertise across EU countries with the aim to create an innovative policy community to implement the gender equality priority in the European Research Area.
ACT is developing an international network of Communities of Practice (CoPs) as agents to develop gender equality actions in research organisations across Europe. It is building on the GenPORT internet portal – created through FP7 – to transform this resource centre and online community of practitioners on gender equality and excellence in science, technology or innovation, into a central CoP gender equality knowledge- and practice-sharing hub (GenPORT+).
The Standing Working Group on Gender in Research and Innovation under the European Research Area and Innovation Committee (ERAC SWG GRI) is a policy advisory committee that advises the Council of the EU, the European Commission and EU members on policies and initiatives related to gender equality in research and innovation. This group is the successor to the Helsinki Group on Gender Equality in Research and Innovation established by the Commission in 1999.
- Infographic: She figures 2021 ‘Tracking progress on the path towards gender equality in research and innovation’
- Gender equality: A strengthened commitment in Horizon Europe
- Infographic: closing gender gaps in research and innovation
- Factsheet: Gender and Intersectional Bias in Artificial Intelligence
- Factsheet: Coronavirus pandemic impact on gender equality
- Report: Gendered Innovations
- Report: Gendered Innovations 2 - How Inclusive Analysis Contributes to Research and Innovation
- Factsheet: Gendered Innovations 2 - How Inclusive Analysis Contributes to Research and Innovation