As previously announced, last week, on Ferbuary, 27th the LeTSGEPs consortium held its Second International Workshop, greatly organized by the University of Tirana (UT).

The main issue of the workshop concerned women’s careers prospects and gender balance in decision making bodies in RPOs, a wide and relevant matter that involved experts from all over Europe. Their contributions represented for participants a very important source of inspiration and we, as LeTSGEPs consortium, would really like to thank them for their generosity in sharing with us their knowledge and experience.

The important panel of speakers was very attractive for participants, to the point that reached 123 people, mainly from Universities and RPOs from 18 countries in Europe, 94% of which women.

Reflecting on the contributions that we heard, some conclusions may be outlined:

  • GEPs are a crucial component of the EU Commission agenda, and the Commission is committed towards increasing Gender Equality and balance. GEPs will become an eligibility criterion for certain categories of legal entities from EU countries and associated countries.
  • The “Glass Door Index” can be used along with “Glass Ceiling Index” to measure inequality from a different perspective, and also to provide the possibility to measure inequalities at a deeper level than that of the institution, by going down to the department level.
  • The concept of “Gender Procurement” was revealed during the workshop as a tool that could be used as a criterion to assign funding and that could help women career equal progress. Gender Procurement can also be seen as a career incentive.
  • As some research has shown that gender quotas alone are not enough to increase the general quality of life of women, a suggested solution may be addressing gender stereotyping from earlier in life by including gender topics at school. This could increase the so-known spill-over effect and could really improve the quality of work for women and prospects of their career.
  • Although there is not much cross-country research on Gender Equality in high-ranking professorship, data from individual countries or RPOs show a clear prevalence of males in higher professorship grades (grades A and B).
  • There are no one-size fits all measures. There is rarely one reason for gender imbalance, the picture will always be that if you attack a problem or topic from several areas, the chances are greater that you will make a change.
  • The Gender Balance Toolbox is a new approach to deal with still existing inequalities, especially in those institutions that have already implemented it, That takes into account several perspectives as there is not a single solution for all problems and specific problems regarding gender balance should be approached by using several measures.

For further details, we share here the link to the workshop recording, hoping to increase the dissemination of this important event.