Gender aspects in Horizon Europe
The Horizon Europe framework programme attaches greater importance to gender aspects than previous framework programmes.
With the launch of the European Commission's 9th research framework programme "Horizon Europe", the "Gender Equality Plan" will be a mandatory admission criterion in calls for proposals for public institutions, research institutions and universities from 2022.
Formally, a Gender Equality Plan must include the following elements:
1. public document
A Gender Equality Plan is required, which is published on the institution's website and signed by the institution's management.
Paderborn University has had a framework plan for gender equality for the entire university since 2000. Based on this framework plan, the faculties, central institutions and the central administration draw up specific gender equality plans with concrete targets and measures for their respective fields.
2. dedicated resources
Institutions must provide human resources and gender expertise to implement the Gender Equality Plan.
Personnel resources and funding for gender equality measures are made available for the implementation of equal opportunities at Paderborn University.
At the central level, Paderborn University has an Equal Opportunities Officer and a deputy. The faculties, central institutions and the university administration elect decentralised Equal Opportunities Officers who represent the central Equal Opportunities Officer in the respective fields.
The central Equal Opportunities Officer of Paderborn University draws up the framework plan for equal opportunities and develops measures for its implementation. Responsibility for drawing up and implementing the decentralised equality plans lies with the respective department with the involvement of the Equal Opportunities Officer.
3. data collection & monitoring
The European Commission requires gender-disaggregated data on staff and students as well as annual reporting based on indicators.
Paderborn University collects and analyses gender-disaggregated personnel data on an annual basis. Data is also monitored for the gender equality plans. Student data is documented and published annually in a student and graduate survey. The data collected is passed on to the faculties, institutes and institutions and published on the Paderborn University website. The data is incorporated into the equality plans and their evaluation. The State Equal Opportunities Act (LGG) stipulates a reporting obligation for the equality plans. An interim report with a review of objectives is prepared during the term of the equality plan and a final report is prepared at the end of the plan.
Here you can find the Paderborn University in figures.
4. training & capacity building
The Gender Equality Plan must include awareness-raising programmes on gender equality and unconscious gender biases for staff and managers.
Paderborn University regularly offers a variety of further education programmes in the field of gender sensitisation. The offers are organised by different fields within the university according to their focus, e.g. the central Equal Opportunities Officer, the Centre for Gender Studies, internal further education and training, the Office for Educational Innovation & University Didactics.
Information on the continuing education programmes can be found, for example, on the websites of the Central Equal Opportunities Officer and Paderborn University's Human Resources Development.