ERC Gender Policies and Findings. Prof. Athene Donald ERC Scientific Council member

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1 The European Research Council ERC Gender Policies and Findings Prof. Athene Donald ERC Scientific Council member Art & Build Architect / Montois Partners / credits: S. Brison

2 ERC Gender Policies ScC Gender Balance Working Group In 2008, ERC Scientific Council established the Gender balance Working Group to promote gender mainstreaming at each level of ERC procedures, aiming at ü informing and raising awareness among both male and female excellent researchers of the opportunities of the ERC grants; ü giving equal opportunities and treatment to men and women applying in all ERC grant competitions; ü monitoring gender distribution within the ERC s peer review system; ü taking into account the gender dimension in all ERC grants. Members: Prof. Isabelle VERNOS (Chair), Prof. Jean-Pierre BOURGUIGNON, Prof. Athene DONALD, Prof. Tomas JUNGWIRTH, Prof. Michael KRAMER, Prof. Janet THORNTON, Prof. Michel WIEVIORKA, Prof. Matthias KLEINER Observer: Prof. Margaret BUCKINGHAM 2

3 ERC Gender Policies Gender Balance Working Group Developed two Gender Equality Plans with main objectives: ü Raise awareness about the ERC gender policy; ü Identify and remove gender bias in evaluation; ü Improve gender balance in ERC calls (PIs and teams); ü Monitor differences in gender specific careers; ü Keep gender awareness in ERC processes; ü Strive for gender balance among the ERC peer reviewers 3

4 ERC Gender Policies ERC Work Programmes Evolution on Gender Issues 2007 Eligibility extensions included 12 months per child born after PhD Eligibility extensions to 18 months per child born before or after PhD Scientific leadership potential (self-evaluation) section removed Model CV template included in application forms No limit to eligibility extension (before was 4,5 years => 4 th child was out) Care of sick relative now a reason for extension of the eligibility.

5 ERC Gender Policies ERC Work Programmes Evolution on Gender ERC Work Programme 2017 Text Objectives and Principles of ERC Funding Gender Balance Under, beneficiaries of ERC grants must take all measures to promote equal opportunities between men and women in the implementation of the action and aim for a gender balance at all levels of personnel assigned to the action, as set out in the ERC Model Grant Agreement. ERC Principal Investigators should also determine the relevance of integrating sex and gender analysis into their research. Specific activities promoting equal opportunities or gender balance or covering the gender dimension of research funded by the ERC can be considered as eligible costs where these costs are necessary for the implementation of the action.

6 ERC Gender Findings Overview Figures on Gender Equality Scientific Council members Women share increased from 23% (in 2006) to 40% (in 2016) Panel members 27% women in the panels Evaluated 26% women applications: 31% Starting 29% Consolidator 15% Advanced Grantees 22% women funded: 26% Starting 27% Consolidator 13% Advanced ERCEA Scientific Officers 62% women coordinating the evaluations 6

7 ERC Gender Findings Women Applicants to ERC Calls The proportion of women applicants varies considerably by call type and domain: from 44% in StG Social Sciences and Humanities (SH) to 9% in AdG Physics and Engineering (PE) and 30% in Life Sciences (LS). Share women in evaluated LS PE SH All domains F F F F proposals StG 36% 21% 44% 31% StG % 22% 43% 30% StG % 20% 40% 29% StG % 19% 43% 29% StG % 17% 40% 28% StG % 19% 41% 29% StG % 24% 45% 34% StG % 23% 46% 33% StG % 23% 49% 34% StG % 22% 48% 36% CoG 34% 19% 42% 29% CoG % 19% 42% 29% CoG % 18% 42% 27% CoG % 19% 42% 29% CoG2016* 32% 18% 42% 28% AdG 18% 9% 24% 15% AdG % 9% 19% 14% AdG % 9% 21% 14% AdG % 7% 25% 13% AdG % 8% 24% 15% AdG % 10% 24% 16% AdG % 9% 26% 16% AdG % 9% 21% 14% AdG % 10% 29% 17% AdG2016* 19% 9% 28% 17% TOTAL 30% 17% 37% 26% 7 *) under evaluation

8 ERC Gender Findings Women Applicants to ERC Calls 8

9 ERC Gender findings Women ERC Grantees The proportion of women grantees varies by call type and domain: from 44% in CoG Social Sciences and Humanities (SH) to 8% in AdG Physics and Engineering (PE). Share women in LS PE SH All domains funded proposals F F F F StG 26% 21% 40% 27% StG % 21% 51% 27% StG % 22% 30% 24% StG % 22% 38% 26% StG % 15% 34% 21% StG % 17% 35% 24% StG % 27% 34% 30% StG % 26% 46% 32% StG % 23% 45% 28% StG % 23% 45% 30% CoG 28% 20% 44% 27% CoG % 17% 44% 24% CoG % 20% 40% 28% CoG % 22% 48% 31% The CoG Life Sciences (LS) domain numbers increased from 21% to 32% in the period AdG 15% 8% 23% 13% AdG % 5% 18% 11% AdG % 7% 32% 15% AdG2010 9% 6% 22% 10% AdG % 7% 15% 12% AdG % 8% 25% 16% AdG % 10% 17% 14% AdG % 5% 17% 10% AdG % 12% 36% 19% 9 TOTAL 23% 17% 35% 22%

10 ERC Gender findings Women ERC Grantees 10

11 ERC Gender findings Success Rates of Men and Women 11

12 Share Female StG and CoG Applicants by HI Country vs Share Women Academic Staff Grade B Positions Grade B: "Researchers working in positions not as senior as top positions (A) but more senior than newly qualified PhD holders''. (She Figures 2015)

13 Share Female AdG Applicants by HI Country vs Share Women Academic Staff Grade A Positions Grade A: "The single highest grade/post at which research is normally conduced ''.(She Figures 2015)