Section 4. How to Overcome the Barriers
Many higher education and research organisations have adopted different strategies to overcome barriers to career progression for women and men. Since every institution is different, interventions will vary from organisation to organisation. In each organisation there may be a different set of drivers to support their work in promoting gender responsive leadership and in reducing gender stereotyping, be they business or social benefits or legal requirements. The concepts, resources and methodologies proposed by this e-learning package are presented therefore not as a roadmap, but to facilitate discussion and exploration within organisations.
This section presents case studies from GENOVATE institutions to illustrate strategies and interventions to promote gender/diversity competent leadership.
Some institutional case studies are provided below:
Cultural Understanding in Leadership & Management: UNIBRAD Case
Through the Glass Ceiling: UCC Case
Click on the link to access " Through the Glass Ceiling "
New Approaches for Fixing the System: LTU Case
Interview on "Why women leadership still matters?": AU Case
This is a part of the video recording of the interview with Prof. Gulay Toksoz from Ankara University. This part presents views on the ways to overcome societal and structural barriers to gender equality in academia in the context of leadership through the experiences of academics in Turkey.
Overcoming Barriers Through Mentoring Programme: UNINA Case
Click on the link to access the " Mentoring Pilot Programme "
Gender Equality in Slovak Republic: TU Case
Importance of Diversity for Gender Equality Matters in Academia
Source: SATIN Project Gender&Diversity ( http://www.gdtoolbox.eu/ambassadors/ )
- Gender audits: Evaluations that monitor and evaluate the implementation of gender issues into procedures. Unlike regular audits, they are based on self-assessments of how gender issues are addressed in internal organisational processes, and not on external evaluation.
- Gender budgeting: It ensures that the allocation of resources and funds takes place in a gender sensitive manner (WGHE: 2006). It therefore involves the examination of all institutional revenues and expenditures from a gender perspective. For instance, it scrutinises the assignment and beneficiaries of resources within an institution as well as paid and unpaid forms of work (such as staff welfare and student counselling), and allocates new resources for the changes proposed by GM efforts.
- Gender impact assessments: Provide help for policymakers in incorporating a gender perspective into policies that take account of the different needs, characteristics and behaviours of the users at whom they are aimed.
- Gender Equality Monitoring: collecting, collating and analysing data to identify trends on gender grounds and to identify positive actions to address gender imbalances.
- Gender targets: Concrete estimations of outputs and outcomes of Gender Mainstreaming in terms of numbers and actions within a given time period.
- Gender proofing: It is a check carried out on a policy proposal to ensure that any potential gender discriminatory effects arising from that policy have been avoided and that gender equality is promoted.
- Gender analysis: The process of considering the impact that a development programme or project may have on women/girls and men/boys, and on the economic and social relationships between them.
- Sex disaggregated data : For a gender analysis, all data should be separated by sex in order to allow differential impacts on men and women to be measured.
- Mentoring: A relationship where one person assists in the professional/career development of another through guidance, support, reflection and facilitation, in an atmosphere of trust, and outside the normal management/supervision relationship.
- Schiebinger, L. 2008b, Getting More Women into Science and Engineering -Knowledge Issues. In L. Schiebinger, ed. Gendered Innovations in Science and Engineering, Stanford University Press, Stanford, pp. 1-21.
- European Commission. Structural change in research institutions: Enhancing excellence, gender equality and efficiency in research and innovation (2011).https://ec.europa.eu/research/science-society/document_library/pdf_06/structural-changes-final-report_en.pdf
- De Vries, J., Webb, C. and Eveline, J. (2006) 'Mentoring for gender equality and organizational change', Employee Relations, 28(6), pp. 573-587.
- Gibson, S. K. (2004), 'Being mentored: the experience of women faculty', Journal of Career Development, 30(3), pp. 173-188
- Nobauer, H. and Genetti, E. (eds.) (2008) Establishing Mentoring in Europe: Strategies for the promotion of women academics and researchers. Fribourg, Switzerland: Eument.net