On June 21st, in the framework of the Sixth Project Meeting in Serbia, a second workshop of experience exchange regarding GEPs Implementation was held. The session has been addressed to the identification and selection of best practices from the measures implemented within the framework of the GEPs of LeTSGEPs partners.

ICM-CSIC proposed a methodology with two key steps to facilitate the process:

  • A presentation of the guidelines and approach proposed for best practices identification and selection. After the workshop an online meeting was organized in which pre-identified practices were shared, and their complementarity was sought in relation to the diversity of fields of intervention.
  • Partners internal process of best practices identification considering the guidelines proposed by ICM-CSIC and template filling.

Among the guidelines presented in the workshop, the ICM-CSIC adopted the definitions of best practices provided by the European Institute for Gender Equality (EIGE). Therefore, the good practices should aim at:

  • represent steps aimed at structural changes that contribute to the institutionalization of gender equality as a guiding principle and to the change of organizational culture
  • are oriented towards the mainstreaming of equal treatment and opportunities in norms, processes, and institutional practices
  • promote coordination, cooperation, transparency, and accountability.

 

Moreover, to be distinguished as a best gender equality practice in successful structural changes, the measure must meet minimum criteria. First, it should address one of the compulsory areas of GEPs introduced in Horizon Europe. Second, it must respond to one of the fields of action of the GEP, such as: understanding the organization, raising awareness, career progression and development, among others. Finally, to be considered a good practice it must fulfil at least two of the following quality criteria:

 

  • Long-term funded/sustainable measure
  • Structural change/Institutionalized initiative
  • Capacity building approach
  • Responding to an identified need
  • Measurable change
  • Beyond legal requirements

 

All partners presented their best practices regarding different impact areas, such as:  gender dimension in research (ICM), gender balance in decision-making bodies (MISANU and UT), work-life balance and organizational culture (UNIME) and, measures to prevent gender-based violence (GBV), including sexual harassment (CY and MPG). Among the best practices shared, it can be highlighted the integration of the gender dimension in the internal funds (ICM), the assignation of gender equality responsibility to a Director in the RPO (MPG), raising awareness on gender-based violence (MPG and CY), support for a gender-balanced management structure (MISANU), work-life reconciliation policies (UNIME), and the creation of a unit to support gender equality at the university (UT).

 

The overall success of the session will produce a public document that gather the best practices and lessons learnt during the implementation process of the GEPs and that cover different areas and fields of action, to address the diversity of actions and the different contexts of each RPO. This publication would present this experience exchange that could inspire other institutions through successful gender equality measures and actions.