Table 7 Indicator analysis
From: Tackling gender disparities in energy research: a diagnostic tool for equality in research centres
Indicator | Definition | Result | Data source | Weights of ERGIs | Influential | Needs Recomm | |
|---|---|---|---|---|---|---|---|
Yes | No | ||||||
C1. Research management and results | |||||||
C11. Gender diversity in research leadership | % Women principal investigators of projects | 11.1% | Secondary data/ Institutional public data base | 8.8 | X | * | |
C12. Mobility actions implemented | % Mobility actions carried out by women | 26.7% | Primary data/survey | 3.3 | X | ||
C13. Participation of women in scientific production | % Scientific publications written by women | 14.7% | Secondary data/ Institutional public data base | 4.9 | X | ||
C14. Participation of women in knowledge transfer | % Knowledge transfer agreements and patents developed by women | 7.1% | Secondary data/ Institutional public data base | 3.6 | X | ||
C15. Leadership in scientific production | % Scientific publications led by women | 22% | Secondary data/ Institutional public data base | 7.3 | X | ||
C2. Staff configuration and structure | |||||||
C21. Vertical segregation | % Women in management positions/ %People in management | 0% | Secondary data/ Institutional public data base | 9.3 | X | * | |
% Women in permanent positions/ %People in permanent positions | 84% | ||||||
C22.Horizontal segregation | % Women in laboratories | 0% | Secondary data/ Institutional public data base | 6.5 | X | ||
% Women in administration | 100% | ||||||
% Female researchers | 16% | ||||||
C23. Transparency in selection processes | Transparency in the evaluation process and the evaluation committee | Yes. Regulated by institutional regulations | Primary data/interviews | 7.4 | X | ||
C24. Gender diversity in organizational leadership positions | Number of women in leadership positions in relation to the total of leadership positions | There are no women in positions of responsibility | Secondary data/Research Institute Website | 11 | X | * | |
C3. Work culture | |||||||
C31. Ease-of-use of reconciliation measures | Existence of measures for work–life balance. both formal and informal | Yes. Formal measures regulated by institutional regulations and informal measures at the centre | Primary data/interviews and survey | 8.3 | X | * | |
C32. Respectful and inclusive work environment | This refers to an environment free of sexual/ sexist/ racist, etc., comments | Sexist environment (sexist jokes) in informal events | Primary data/interviews and survey | 5.8 | X | ||
C33. Existence of regulations on conduct in cases of workplace harassment | 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 | Yes. Regulated by institutional regulations but mostly unknown in the centre | Primary data/interviews | 2.7 | X | ||
C34. Existence of an equality plan | Awareness of the existence of the equality plan | Yes. Regulated by institutional regulations. content or implications unknown in the centre | Primary data/interviews | 10 | X | * | |
C35. Gender-specific training | The existence of gender training in the research centre | There is no gender-specific training | Primary data/survey | 7.8 | X | * | |
C4. Research Content | |||||||
C41. Gender in research content | Gender perspective in research content. E.g., gender perspective in the sample, gender issues as part of the project, or gender perspective to assess the impact | There is no gender perspective in the content | Primary data/survey | 3 | X | ||