Gender is a cross-cutting issue and is mainstreamed in all European and national projects, ensuring a more integrated approach to research and innovation. The objectives of the Gender Equality Committee are based on the strategy on gender equality of Horizon 2020:
The Gender Equality Committee created within the Severo Ochoa project has the goal of recognizing and strengthening equal opportunities within the Institute.
In 2019 the objective of the Gender Equality Committee is to create a Gender Equality Plan for the Institute and to make gender-related resources accessible to all the staff.
From left to right: Pietat Sierra (Administration), Susagna Ricart (RL2), Anna May Masnou (Communication & Outreach), Riccardo Rurali (RL1), Carlos Frontera (RL3), Esther Barrena (RL4), Ángel Pérez (RL1), Marta Vendrell (Administration), Anna Crespi (Scientific & Technical Services), Núria Aliaga (RL4) (not in the picture), Amanda Muñoz (PhD) (not in the picture)
The ICMAB was awarded with the 2018 Certificate of Equality (Distintivo de Igualdad) by the CSIC in 2018. The EEZ and IFCA were awared with the two runner-up prizes. In this section you can download the call, our proposal and some news regarding this Gender Equality award:
The She Figures presents the latest available official statistics on the footprint of women in the research and innovation landscape. The data follow the ‘chronological journey’ of researchers, from graduating from higher education programmes to acquiring decision-making roles, while considering their working conditions and intellectual outputs. The publication highlights also the differences between women and men in all these respects.
The She Figures Handbook 2018 provides methodological guidance on the calculation of indicators included in the She Figures 2018 publication, the sixth iteration of the European Commission’s She Figures publication since the release of its seminal version in 2003.
In the hiring process, unconscious bias happens when you form an opinion about candidates based solely on first impressions. Or, when you prefer one candidate over another simply because the first one seems like someone you’d easily hang out with outside of work. Even in the early hiring stages, a candidate’s resume picture, their name, or their hometown could influence your opinion more than you think. In short, unconscious bias influences your decision – whether positively or negatively – using criteria irrelevant to the job.
This animation, by the Royal Society, introduces the key concepts of unconscious bias. It forms part of the Royal Society’s efforts to ensure that all those who serve on Royal Society selection and appointment panels are aware of differences in how candidates may present themselves, how to recognise bias in yourself and others, how to recognise inappropriate advocacy or unreasoned judgement. You can find out more about unconscious bias and download a briefing which includes current academic research at www.royalsociety.org/diversity.
On 29 October 2019, representatives of the SOMMa Centres discussed at CNIO (Spanish National Cancer Research Center) in Madrid, the network's best practices in gender equality, to implement a change of culture that allows gender equality to be integrated into strategic science decisions. From the ICMAB, Riccardo Rurali, ICMAB Deputy Director and Coordinator of the Gender Equality Committe at the ICMAB, attended the event.
Invited speaker Cheryl Smythe, gender equality expert from the Babraham Institute, talked about the gender policies implemented by her centre to obtain the Athena SWAN Charter, a UK recognition to best practices for gender equality, and a prospective model for similar future European initiatives. You can download her presentation here.
You can see the whole event in this video:
A study by the Royal Society of Chemistry reveals gender biases in publishing. You can find here the report and additional material to download, read and share:
"Biases exist at each step of the publishing profile. Many of these appear minor in isolation, yet their combined effect puts women at a significant disadvantage"
"Only by recognising the biases introduced at decision points by authors, reviewers, editors and publishers, can we act to reduce them"