LIBRARY OF ACTIONS on recruitment, career progression and retention
Complete list of actions on this key area
| KEY AREAS | Objectives | Actions |
|---|---|---|
| KA2 - Recruitment, career progression and retention | 2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes | Developing gender awareness initiatives, briefings or guidelines for recruitment and appointment of Recruitment Committee/panel members |
| KA2 - Recruitment, career progression and retention | 2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes | Organizing a workshop to enhance transparency about the selection/promotion process and the criteria for promotion |
| KA2 - Recruitment, career progression and retention | 2.1. Ensure that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypes | Training the members of selection and promotion committees regarding gender bias, inclusive recruitment and promotion procedures |
| KA2 - Recruitment, career progression and retention | 2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution | Requiring a justification for single-gender presence in the different recruitment phases |
| KA2 - Recruitment, career progression and retention | 2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution | Creating a Gender Balance Committee with the aim to eliminate gender bias from the recruitment process |
| KA2 - Recruitment, career progression and retention | 2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution | Promoting gender balance in all Recruitment Committees with the aim of reaching a 40-60 balance |
| KA2 - Recruitment, career progression and retention | 2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution | Developing and communicating a guide on biases that might affect recruitment, evaluation and promotion committees |
| KA2 - Recruitment, career progression and retention | 2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution | Developing explicit, transparent, unbiased and published criteria for the entire recruitment process, weighted in a transparent way |
| KA2 - Recruitment, career progression and retention | 2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution | Including gender balance as a criterion, every other conditions being equal, for selection, promotion and research funding allocation |
| KA2 - Recruitment, career progression and retention | 2.2. Promote gender inclusive and bias free recruitment, career progression, retention and evaluation policy in the institution | Taking maternity, paternity and parental leave periods into consideration when assessing and evaluating Research output for recruitment and promotion decisions |
| KA2 - Recruitment, career progression and retention | 2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes | Reviewing the recruitment and promotion process for identification of potential gender bias |
| KA2 - Recruitment, career progression and retention | 2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes | Developing an exit questionnaire for staff in order to help the understanding of reasons for leaving the organization from a gender perspective |
| KA2 - Recruitment, career progression and retention | 2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes | Analysing the eligibility criteria for grant applications, to identify the sources of possible bias and to prevent discrimination |
| KA2 - Recruitment, career progression and retention | 2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes | Reviewing recruitment/promotion criteria to include not only metrics but other aspects as well, as for ex. team working, effective collaboration, mentoring/empowering of colleagues and collegiality |
| KA2 - Recruitment, career progression and retention | 2.3. Understand more deeply the multiple gender bias that happen in the recruitment, career progression and retention processes | Analysing and reporting regularly internally and externally data comparison about pay and benefits |
| KA2 - Recruitment, career progression and retention | 2.4. Ensure all women in the institution are empowered from a gender perspective | Enhancing visibility of female role models (for representation, chairing meetings, keynote speaking at a conference, sharing career good practices, communicating and disseminating role models for women, etc.) Mondragon University experience Kemijski Inštitut, National Institute of Chemistry experience |
| KA2 - Recruitment, career progression and retention | 2.4. Ensure all women in the institution are empowered from a gender perspective | Developing communication campaigns to enhance women's contribution to research |
| KA2 - Recruitment, career progression and retention | 2.4. Ensure all women in the institution are empowered from a gender perspective | Organising empowering activities for early career researchers and offering them training to increase their leadership skills. |
| KA2 - Recruitment, career progression and retention | 2.4. Ensure all women in the institution are empowered from a gender perspective | Launching induction and/or mentoring initiatives for newly hired faculty member to gain valuable insight from a small group of senior faculty members |
| KA2 - Recruitment, career progression and retention | 2.4. Ensure all women in the institution are empowered from a gender perspective | Offering mentoring and empowerment courses to improve visibility, self-confidence, negotiating and leadership skills, particularly dedicated to the underrepresented gender |
| KA2 - Recruitment, career progression and retention | 2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions | Creating a Gender Balance Committee with the aim to monitor women's career progression and attract female scientists |
| KA2 - Recruitment, career progression and retention | 2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions | Reviewing career progression criteria to avoid cases in which employment status of the underrepresented gender is considered a barrier for career progression. e.g. fixed-term positions, part-time contract or career breaks – common characteristic of women’s career paths |
| KA2 - Recruitment, career progression and retention | 2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions | Encouraging women to participate in management positions (e.g. through seminars, lettlers, mentoring, individual meetings…) |
| KA2 - Recruitment, career progression and retention | 2.5. Promote initiatives to support the career progression of the underrepresented gender in high and top positions | Providing training and advice to women in STEMM to apply and write funding aplications |
| KA2 - Recruitment, career progression and retention | 2.6. Ensure a gender aware internal evaluation system | Promoting rewards and incentive systems for gender equality and diversity efforts and results (such as, e.g. collegiality, PLOTINA prize, etc) |
| KA2 - Recruitment, career progression and retention | 2.6. Ensure a gender aware internal evaluation system | Developing a collegiality indicator |
| KA2 - Recruitment, career progression and retention | 2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions | Implementing a wide communication policy for vacant positions, inside and outside |
| KA2 - Recruitment, career progression and retention | 2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions | Inclusive writing of job profiles in order to encourage/attract a diverse pool of candidates |
| KA2 - Recruitment, career progression and retention | 2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions | Creating a Handbook for Academic Hiring and Search Committee, to provide guidance on every phase of the search and hiring process in order to ensure fair and consistently applied practices |
| KA2 - Recruitment, career progression and retention | 2.7. Ensure a wide pool of diverse applicants is reached in all vacant positions | Developing guidelines on how to write Letters of Recommendation - Helpful both to experienced faculty letter writers concerned about writing fair letters, and to new letter-writers who value some guidance in the process |