Gender in Physics Days

Gender Days are initiatives usually carried out within STEM fields (Science, Technology, Engineering and Mathematics) aiming to improve female participation starting from the higher education level to research career recruitment and progression. 

The aim of the Gender-in-Physics Days is to analyse the implementation of innovative activities towards gender equality identifying gaps, barriers, as well as best practices. These events pursue the goal of gender equality in Research Performing Organizations and Research Funding Organizations, modernising the organisational culture. The Gender-in-Physics Days will enable an exchange of experiences and information supporting an alliance of Research Performing Organizations and Research Funding Organizations to promote gender equality in Physics.   

Gender-in-Physics Days will take place in GENERA hosting institutions involving directly various levels of participants from junior and senior researchers to management level personnel, policy makers, and different stakeholders, internal or external to the hosting Organization.

Schedule

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Why Gender and Physics Days?

Physics is a science discipline with a persistently poor gender balance and particularly acute under-representation of women at high levels of the career in many countries. This is why one of our main objectives by setting up  the Gender in Physics Days is to raise the awareness for the importance of gender equality specifically in Physics.

To reach this goal we will present and discuss current and past activities and policies that show why the problem of a gender gap especially in the field of physics still remains unsolved and poorly understood.

All partners of GENERA will customize a framework to meet the local situation and needs by identifying a catalogue of topics and suggesting a common template to organize statistical information to be presented during the Gender in Physics Days. This includes a special view on the career path of women and men as well as the work of the organisation such as parental leave, part-time, telework, etc. We want to present a collection of practices for gender equality ranging from direct institutional measures to national gender quotas. With that, we want to find out why the gender gap sometimes goes up and sometimes goes down but rarely goes away.

Addressing this gap will require creativity that we would like to tease out by involving gender equality experts who will guide through tailored workshops with all gender relevant decision makers (including HR management) in order to find out what we can change to make the gender gap disappear.