Yes / ”Promoting sustainable change” provides answers to those and similar questions and encourages people to learn more about gender equality and diversity in research and innovation systems. This is a toolkit for experienced and new innovators as well as for people who want to learn more about how understanding gender and diversity can lead to more innovation in their everyday lives. / FP7

Yes / Higher Education [HE] policy makers play a major role in the application of international standards on gender equality. Depending on the particular characteristics of each Higher Education organisation, this responsibility is borne and/or shared by specific actors that may be located in Human Resources departments, and/or could be strategically placed throughout the organisational structure. It also rests on the actions and commitment of senior leaders and managers, who are visual and powerful champions for structural change. Either way, policy actors are particularly involved in monitoring and evaluation processes, and policy implementation, as well as legitimation of gender equality standards. Therefore, it is fundamental to work with a clear roadmap to integrate gender equality into organisational change, which would sustain context-specific, legally compliant and responsive policies that meet international and national standards of gender equality and non-discrimination. Accordingly, this resource offer a hands-on and transparent approach to gender mainstreaming in Higher Education institutions, constituting a support tool for policy makers and actors involved in policy development and implementation, which is key for regulating and legitimating organisational transformation along gender sensitive, gender competent, gender balanced and gender equal principles. / FP7

Yes / Research institutions, universities and organisations at large have a growing interest for gender equality and diversity to be integrated into all stages of research and innovation including strategic planning, promotion, recruitment, performance reporting and transformation. Creating and finding open spaces where these processes can be approached from different perspectives, in which multiple stakeholders can express and share their interests and experiences, and where critical conversations, discussions and knowledge sharing can take place is fundamental for advancing collaborative projects and actions aimed at profound organisational change. Learning Circles, therefore, are useful resources that facilitate organisational safe spaces where multiple stakeholders from different backgrounds, sectors, disciplines, and nationalities reflect, in a relaxed and collaborative atmosphere, about gender equality and diversity as collective projects; and their impact and relevance for/in research and innovation fields. The advantages of Learning Circles are manifold: they represent intersectional, interdisciplinary and even transnational arenas and opportunities for experience sharing, and knowledge generation/transfer. / FP7

Yes / This paper aims to seek to contribute to current debates about the effectiveness of different types of gender equality interventions in the academic context. This paper presents an argument for the need to move beyond an individual-structural dichotomy in how such interventions are perceived. The paper draws on an action-research case-study, the Through the Glass Ceiling project, to challenge the idea that “individual”/single-actor interventions serve only to reinforce underlying inequalities by attempting to “fix the women”.It is suggested that actions that support women in their careers have the potential to achieve a degree of transformation at individual, cultural and structural levels when such actions are designed with an understanding of how individuals embody the gendered and gendering social structures and values that are constantly being produced and reproduced within society and academia. The case study highlights the benefits of supporting individuals as gendered actors in gendering institutions and of facilitating the development of critical gender awareness, suggesting that such interventions are most effective when undertaken as part of an integrated institutional equality agenda. By calling attention to the ongoing mutual construction of actors and practices in organizations, this paper seeks to make both a conceptual contribution to how we understand the (re)production and potential transformation of gender relations in academia and to influence wider policy dialogues on diversity at work. / FP7

No / FP7

No / FP7

No / FP7

No / FP7

The purpose of this study is to explain the variation in approaches to gender equality and innovation in Canada and Sweden through the study of policy, performance measurement, and resource allocation. This is the first study of its kind in comparative public policy to explore differences in gender equality and innovation policy in Canada and Sweden. This research also contributes more widely to the existing body of gender and public policy and innovation literature in Canada and Sweden respectively. This qualitative case study includes 44 interviews with innovation leaders in the public sector, private sector, and academia as well as policy experts at the OECD. This dissertation challenges assumptions about the social and economic power dynamics reflected in current innovation systems in both countries, through the theoretical lens of feminist institutionalism. The findings highlight similarities in the challenges faced in both countries to create gender equality in innovation spaces, despite differences in economic assets and welfare state models. The findings also explain the multiplicative effects of gender inequality at the intersection of institutions: university, government, and private sector. / Dissertation / Doctor of Philosophy (PhD)

Fältstudiens syfte har varit att analysera och beskriva jämställdhets effekter på den unga generationen i dagens Rwanda. Min uppsats utfördes med en kvalitativ ansats där intervjuer har varit centrala som metod för att samla in mitt material och data. Jag har intervjuat unga vuxna kvinnor som är entreprenör eller i ledare position. Mitt resultat erhålls genom deras berättelser och upplevelser om jämställdheten i Rwanda. Rwanda har haft en stor representation av kvinnor i parlamentet vilket har i sin tur påverkat dessa unga kvinnor. Genom mina intervjuer har jag kommit fram till att Kvinnor i Rwanda tar mer plats som aldrig förr. Sammanfattningsvis har Rwanda gjort en stor skillnad för deras kvinnor. Den stora representationen av kvinnor i höga positioner har haft en bra inverkan på nästa generation och har inspirerat dem att drömma stort. Även om Rwanda har kommit långt när det gäller jämställdhet, utmaningar finns fortfarande och hela arbetet är inte gjort.