Table 3 Indicators selected to monitor the gender gap in Energy Research Centres

C1. Research management and results

C11. Gender diversity in research leadership

Variety of gender profiles as principal investigators (PIs) of projects

[1, 13]

C12. Mobility actions implemented

Proportion of women who have undertaken placements in relation to the total number of placements undertaken by all staff

[1, 11]

C13. Participation of women in scientific production

Number of scientific publications co-authored by women in relation to the number of publications of the research institute

[2, 11]

C14. Participation of women in knowledge transfer

Women’s participation in knowledge transfer including formal (patents, entrepreneurship, agreements) and informal (collaboration with associations or others) transfer

[13]

C15. Leadership in scientific production

Number of scientific publications in which women are first authors in relation to the number of publications of the research institute

[11, 13, 20]

C2. Staff configuration and structure

C21. Vertical segregation

Difference between the number of women and men in management and permanent positions

[1, 13]

C22. Horizontal segregation

Difference between the number of women and men according to job positions (administration, research, laboratory, etc.)

[1, 13]

C23. Transparency and equality sensitivity in selection processes

Transparency in selection processes should permeate both the evaluation process itself and the formation of the selection and evaluation committee (e.g., evaluation criteria published in advance). Also, the inclusion of gender specific measures like minimum % of women in the selection committees, active recruitment of women or gender-sensitive language in employment calls

[11]

C24. Gender diversity in organizational leadership positions

Number of women in positions of responsibility (e.g., affirmative action policies…) in relation to the total number of positions of responsibility

[1, 13]

C3. Work culture

C31.Use of reconciliation measures

Existence of measures for work–life balance, both informal (e.g., non-regulated flexible working hours, non-regulated teleworking, etc.) and formal (e.g., regulated flexible working hours, detailed teleworking, leaves, other)

[4]

C32. Respectful and inclusive work environment

Perception of a respectful work environment and respectful informal dynamics. This refers to an environment free of sexual, sexist, racist, etc., comments

[1]

C33. Existence of regulations on conduct in cases of harassment in the workplace

Existence of a protocol for dealing with cases of harassment at work, as well as a specific protocol for dealing with cases of sexual harassment

[1]

C34. Existence and implementation of an equality plan

Awareness of the existence of the equality plan and perceived impact of its measures

[4]

C35. Gender-specific training

The existence of gender training in the research centre, including a calendar of courses on gender issues, gender awareness days adapted to different groups, campaigns to disseminate scientific and technological vocations among girls and young women, etc.

[4, 11]

C4. Research Content

C41. Gender in the research content

The existence of research projects that include gender diversity (human or animal), gender perspective to assess the gender impact and gender issues

[4]