GENOVATE Model for Gender Equality in Transforming Research and Innovation
The GENOVATE model for Gender Equality in Transforming Research and Innovation is based on the outcomes of the GENOVATE project processes and activities. The model aims to make a key contribution to holistic understanding of the issues, processes and outcomes of gender inequality in research within a diverse mix of universities and national contexts.
Centre for Inclusion and Diversity
University of Bradford
Professor Uduak Archibong [MBE]
+44 (0) 1274 233816
+44 (0) 1274 236448
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The Central Tenets of the GENOVATE Model
GENOVATE Gender Equality Change Academy Framework
The GENOVATE Model is underpinned by the Change Academy Model (CAM) that recognises the complexity of contemporary higher education institutions as social systems in constant change. Adapting CAM to produce the Gender Equality Change Academy Framework enabled the development of the GENOVATE Model, highlighting the importance of supportive environments for gender equality in research and innovation.
GENOVATE Action Research Cycle
This cyclic, participative, qualitative and reflective approach guides the implementation of Gender Equality Action Plan [GEAP]. Using this cycle, a problem is identified; data is collected for detailed action; then solutions and are discussed, and implemented; and findings are interpreted. Then, lessons learned from this process are shared with other partners. Finally, the problem is re-assessed and another cycle starts again.
GENOVATE recognises the relationality and interdependency of individual factors, organisational structures and institutional cultures, together with individuals, institutions and wider society's felt need for change as powerful drivers for organisational change. Both external and internal factors are important drivers that stir stakeholders' questioning of existing gender dynamics, and open up possibilities for organisational transformations.
Gender Climate Assessment (GCA)
Gender climate assessment helps determine the degree of institutional gender equality compliance, as well as the organisational sensitivity towards gender equality issues.
Equality Impact Assessment
This is a fundamental instrument to determine the impact on relevant equalities groups of policies, practice, functions, procedures, criteria, service delivery and policy decisions. It is also an assessment to see if that impact is adverse or not.
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A process used to collect, store and analyse data about personal diversity details that can be used to highlight possible inequalities; identify any barriers to achievements or progress faced by different individuals; investigate the underlying causes of those inequalities; seek to redress any unfairness or disadvantage; and promote equality of opportunity.
Adapted for GENOVATE project, this is World Café style informal stakeholder meetings offer opportunities and safe open spaces for group discussion and engagement in a more casual and relaxed atmosphere on gender equality related issues. GENOVATE Cafés are highly versatile "tools" that can be used at different stages of the GENOVATE Model: INVESTIGATE - PLAN - REFLECT.
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Gender Equality Action Plans
Gender Equality Action Plans [GEAPs] are strategic plans for long-term change realised through medium-term actions. GEAPs are also necessarily flexible and adaptable. In keeping with the action-research cyclical approach, it is important to allow space for amendments to actions and timelines as circumstances change and as the process of research highlights new opportunities and challenges.
The café contributes to creating a safe space to discuss questions while providing information and data that can be used to work on the transformation of each university, as well as to develop its gender-sensitive leadership. The GENOVATE Café has been applied differently by partner institutions to offer open spaces for discussing gender equality issues.
A context-sensitive approach in developing policies and action plans to promote gender equality is fundamental to respond to institutional realities and needs. While the gendered nature of academic/research careers is a universal phenomenon, in reality, local and national contexts provide different environments for the implementation of gender equality actions. An example of applying context-specific methodology is illustrated by the GENOVATE Contextualised Guidelines.
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Gender and Diversity Toolkit
This toolkit enhances integration of gender equality and diversity into different knowledge and innovation systems and promotes sustainable and long-term change in organisational cultures. The toolkit provides academic institutions, social innovators, funding agencies, knowledge transfer partnerships, and intermediaries with a number of gender equality and diversity instruments, which can be used during other phases of the model.
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Mentoring is a fundamental measure to promote gender equality in organisational cultures by specifically supporting and promoting women in academia, research and innovation. Mentoring programmes significantly enhance women's career access and their competence in career building/development; support gender equality in scientific networks; provide researchers with role models; and develop their identity and autonomy as experts in their field.
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These are collaborative cross-sector, cross-institutional stakeholder collaborations at individual and organisational levels that ensure that gender mainstreaming processes are as widespread, local, participatory, inclusive and representative as possible.
Interactive tool on gender-competent higher education leadership and management, targeted at senior managers and leaders, including academics, that aims to create gender equality awareness in a cross-cultural context.
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Guiding Principles for Excellence in Research Standards
This is a tool to promote research excellence in a gender competent way in organisations, research bodies, and universities. It seeks to achieve meaningful and sustainable impact in transforming cultures and promoting inclusive environments; agenda setting and decision-making within the research enterprise as a whole. The Guiding Principles embrace the core principles at the heart of GENOVATE: Transparency, consistency, accountability and inclusivity.
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Structural Change Initiatives
These initiatives address institutional gender-responsiveness, and gender and diversity management in order to tackle and eradicate gender inequality. These measures involve a strategic GEAP with a clear set of targets; corresponding measures tailored to the challenges of the respective institution; adequate human and financial resources for implementation; and proper monitoring and accountability mechanisms for achieving these objectives.
A seminal part of effective gender mainstreaming, gender-sensitive budgeting deals with the conception, planning, approval, execution, monitoring, analysis and audit of budgets in a gender-sensitive way.
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Career Development Programme (CDP)
Career development programmes [CDP] can be used to support female academic researchers in accessing opportunities for advancement in their careers. CDP can encompass on-boarding, individual and organization career development strategies.
Gender Equality Change Academy Teams (GeCATs)
Collaborative Evaluation Model
This is a useful tool for carrying out an evaluation of a GEAP. The participative, inclusive, and context specific character of GENOVATE constitutes its robust foundations, and the goal of the collaborative evaluation model is to facilitate organisational learning through the use of participatory, empowering, learning and building tools, integrating the evaluation process within each partner institution.
Access the Guidelines for Evaluating GEAPs.
Learning Circles (LCs) are learning communities that facilitate good practice sharing, collective problem solving, and general informal discussion in more relaxed environments. The LCs are important arenas to strengthen interinstitutional connections (i.e. further education institutions, local government and private sector) to standardise gender mainstreaming processes, maximise policy impact, and achieve a broader social and institutional change.
A guided reflection framework, including verbal reflective discussions and written reflections, was devised and deployed as a tool to enable and facilitate the collection of narratives and stories on the experience of gender transformation within GENVATE institutions. Guided reflections are a powerful and effective process of self-enquiry, development, and learning through collective reflection that facilitates organisational learning and change.
The GENOVATE Café has been applied differently by partner institutions to obtain feedback on implementation of GEAPs, gender equality policy revision and monitoring mechanisms used to enact institutional change.