Following the end of LeTSGEPS, we are proud to share the Final Process Monitoring report, available in seven languages: English, Albanian, French, German, Italian, Serbian and Spanish.

Drafted by RWTH Aachen University (LeTSGEPs internal evaluator), it presents the supporting factors for implementing GEPs in RPOs. On one side, there are institutional supporting factors, such as clear and comprehensive policies, leadership committment, access to and availability of gender-disaggregated data and development and application of specific indicators, if existing data are not enough. To design an inclusive GEP that transcends various status groups within an organisation, the establishment of a GEP Working Group can be instrumental to address a broad spectrum of gender-related issues.

Establishing clear, specific, achievable, and measurable objectives within a GEP is fundamental to its success to monitor progress and carry out an ongoing evaluation.

LeTSGEPs experience shows the importance of training and awareness-raising programmes, to improve the understanding of gender bias and stereotypes among all staff and to disseminate knowledge about gender equality and the gender dimension in research. By tailoring these programmes to the needs of different groups within the organisation, they play a crucial role in fostering an inclusive and supportive environment for all genders.

Internal capacity building also emerges as a critical element, essential for the institutionalisation of GB and a GEP: the establishment of a
specialised unit or committee that includes a range of departmental representatives from within the RPO is crucial.

On the other side, the report lists the individual supporting factors that change agents for gender equality in RPOs should have: capacity building, empathy and cultural sensitivity, communication skills, negotiation skills, networking and relationship building. Equally important are flexibility and opennes to innovation, persistence and reailience.

Senior management support is critical to the success of change agents in academia and research institutions, particularly when implementing a GEP, as they typically lack formal authority despite their commitment and expertise in driving gender equality initiatives.