university of luxembourg...university of luxembourg: dynamic and research orientated founded in 2003...

University of Luxembourg:dynamic and research

orientated

Founded in 2003

6.287 students (110 different countries); Dec. 2014) BA: 3.231 MA: 1.283 PhD: 569

1.506 staff members; 238 academic staff members (detailed development: please see annexe 1)

3 Faculties and 2 Interdisciplinary center

FSTC: Science, Technology and Communication FDEF: Law, Economics and Finance FLSHASE: Language and Literature, Humanities, Arts

and Education SnT: Interdisciplinary Centre for Security, Reliability and

Trust LCSB: Luxembourg Centre for Systems Biomedicine

Research Priorities

Computational Sciences Physics & Materials Science International Finance European Law Entrepreneurship & Innovation Sustainable Development Educational Sciences Multilinguisme & Intercultural Studies

Gender - Starting point

Position of the gender delegate embodiedin the Law of the University as

Staff position, affiliated to the rectorate

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First gender conception in 2004

Infrastructuralmeasures

Genderin

teaching

Genderin

research

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First Gender Strategyembedded in…

Net

Work

Net

8

Networking

Inside and outside University European and international level

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Results (1)

Percentage of women in the academic staff improved from 18% in 2004 to 27% in 2014

Percentage of full professorships from 7,3 % to 15,5%

Child care institution “Babbeltiermchen”Convention to improve the reconciliation

between family-life and research activities

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Results (2)

Guidelines for the implementation of gender-sensitive recruiting procedures

Gender delegate in all faculties Gender Mainstream CommitteeGender-Expert-Group for Research and

Teaching Stop Sexual Harassment Initiative

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Supporters

Gender as transversal axis

Gender open mindedpersons: empowerment; equality

Institutional perspective Systematic activities,

spread across many shoulders

Anchoring of strategic measures : making gender measures sustainable

Obstacles

Gender as one separate aspect

Helper: Women need help (paternalistic feminism)

Focus on individuals Single point actions with

too few active persons and without a follow up

Randomness of activities and measures; gender activities as passing and fashion trend

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Supporters

Networking between all actors

Political decision on institutional level

Coherence with national and international policies

Intersectional perspective: Gender in interplay with race, class, age etc.

Obstacles

Focused on «special» persons

Based on good will of one person

Isolated inhouseproduced ideas

Considering gender as the only dimension / category of possible discrimination

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Supporters

Paradigm shifting: from a binary to a pluralistic view: gender as continuum

Acknowledgment of more than two gender

Gender plurality as normality including inter-and transgender

Obstacles

Remaining on a dualistic perspective including traditional stereotypes as basis for any action

Persisting on a female vs. male perception

Inter- and transgender as apart from the so called normal binarity

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Remedy

Gender Strategy for Research & Innovation (2015-2021) with Gender Action / Equality

Plans

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Three pillars involved in this development and implementation

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Government

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Government (1) Sustainable gender balance in al HR areas:

Target: Each of the female and male gender must be represented by 40 % by 2020; in case of presence of other gender (inter- and transgender): they should also be represented in the councils etc. of the institution

Gender balance in the leading and decision making positions: Conseil de Gouvernance, Rectorat, Doyens et Directeurs des

Centre Interdisciplinaire, Comités scientifiques, Recruitment panels

Electoral lists for the University and Faculty Councils (40%) Gender balance in all career levels Systematic career development on BA, MA and PhD-level

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Government (2) Targets defined in the Performance Contracts:

Implementation of gender as transversal dimension in research projects

Offered courses in Gender studies for all students Implementation of gender related measures in the institutional

infrastructures Monitoring of the processes of the implementation Development of a data base Evaluation Incentives

Implementation of the Gender Dimension in Research and Innovation in an upcoming future Equality Act

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Institutions

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Institutions (1)Structural changes

Development of measures for to reach the targets fixed in the Contract de performance

Recruitment procedures: Implementation of gender sensitive recruitment procedures Establishing of the procedures in the law of the institution and

the bylaws Awareness raising activities, seminars for the persons in charge

of and in responsibility for the recruitment procedures Using blind assessment procedures in order to avoid implicit

gender bias, disadvantage or deterrent in the language or criteria Gender balanced job advertisements

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Institutions (2) Monitoring:

Carrying out an assessment of existing policies and processes in relation to gender equality in research careers and integration of sex/gender analysis in research content

Trainings: Implementation of training measures to enhance competence in

the Councils and boards etc. on gender equality and the integration of sex/gender analysis in research content

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Institutions (3)

Career development: Mentoring Child care facilities: better reconciliation between private

and professional live Implementation of a Code of Conduct and of the Charter

for Researcher Data base: production of annual statistics with sex

disaggregated data (students, staff; research projects; curricula; councils and boards etc.)

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Institutions (4)

Gender in Research and teaching Implementation of the gender dimension in all research projects Implementation of Gender Studies for all (extracurricular studies)

Cross-linking between University and Research Institutions Twice a year meetings for exchange, discussions about

cooperation in research and teaching as well as about needed structural improvements

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Funder

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Funder (1) Panels:

Composition du panel: Each of the female and male gendermust be represented by 40 % by 2020; in case of presence of other gender (inter- and transgender): they should also berepresented in the panel

Chaque group/panel comprend au moins un expoert/ une expert ayant uns expertise dans le domaine de l´égalité des sexes/du genre.

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Funder (2) Projects:

Composition du groupe de recherche: Each of the female and male gender must be represented by 40 % by 2020; in case of presence of other gender (inter- and transgender): they shouldalso be represented in the research group

Content of the research projects: Implementation of the gender dimension in the research project

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Council conclusions (1/12/2015)Important steps

• Changing institutional, male oriented, «oldboys club» culture into a gender-balancedone

• Integration of the genderdimension intoresearch and teaching

• Need of gender action - equality - equity -plans on national as well as on institutionallevel

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Council conclusions-documents (1)

Advancing gender equality in the European Research Area - Council conclusions (adopted on 01/12/2015)

http://www.consilium.europa.eu/register/en/content/out/?&typ=ENTRY&i=ADV&DOC_ID=ST-14846-2015-INIT

Under this link, you can also find the document in all official European languages by clicking one step back

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Council conclusions-documents (2)

Research integrity - Council conclusions (adopted on 01/12/2015)



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Also interesting

Equality between women and men in the field of decision-making - Council Conclusions (7 December 2015)



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Remedy : Genderpackage at the University

in order to reach more gender balance

by enhancing the part of the underrepresented gender in the academic staff (full professorship) as well as in the decision making positions

by implementing institutional mechanisms for the advancement of the underrepresented gender in the career development

by implementing the gender dimension in the field of research and teaching

by implementing measures for a better work life balance by monitoring

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More concret (1)

Implementation of gender sensitive recruitment procedures;

awareness raising activities, seminars for the persons in charge of and in responsibility for the recruitment procedures;

trainings for enhancing the competence in the Councils and Boards etc. on gender equality;

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More concret (2)

monitoring: data base: production of annual statistics with sex disaggregated data (students, staff; research projects; curricula; councils and boards etc.);

career development: mentoring for all levels (BA, MA, PhD);

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More concret (3)

better reconciliation between private and professional live (child care facilities; rooms for breastfeeding rooms, implementation of extracurricular gender studies);

cross-linking between University and Research Institutions.

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Thank you very much for your attention.

For further information please see: genderpolicies.uni.lugenderresearch.uni.lu

or contact:[email protected]

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http://www.gender.uni.lu/

http://www.genderresearch.uni.lu/

mailto:[email protected]

university of luxembourg...university of luxembourg: dynamic and research orientated founded in 2003...

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