Genis Lab project Final narrative report In

Genis Lab project
Final narrative report
In accordance with WP4 objectives a set of guidelines suitable to support measurable genderfocused structural changes in our organization, with special attention to the implementation of
NIC Slovenia’s Tailored Action Plan (TAP) has been performed and shortly described in this final
narrative report. Based on all executed activities a preparation of the report on the work progress
and its results is an activity with general objectives of all three dimensions of examination:
- to identify if there exist gender sensitive differences in all three dimensions,
- in terms of dissemination and awareness campaign with the aim to introduce and present our
Genis Lab project activities, their results and the progress of their implementation at the NIC
Slovenia,
- identification of (hidden) stereotypes and minimization of their uses,
- improvement of organizational climate workplace, acting on organizational culture and
remodel/change of the perception of stereotypes in science.
The NIC Slovenia devoted the last year of the project work primarily to the continuation of
planned work on the implementation of activities in WP4 (Definition and implementation of selftailored action plans) and in WP6 (Dissemination and Awareness Campaign), with a specific
awareness campaign on gender stereotypes in science.
Dimensions OCS, HRM:
On the activity Monitoring perceptions about active fatherhood and perception how this is
accepted at higher managerial levels interviews with researchers about science, science career
and the reconciliation of family life and career have been performed (interviews are published in
our Genis Lab webcorner (only in Slovenian language): http://www.ki.si/index.php?id=genis).
Based on all interviews and also on collected data on taking paternity leave in all examined years
(2010-2013) showed that NIC Slovenia accepts the image of active fatherhood very well, since all
newly-fathers at our institute took a paternity leave and paternity leave is accepted as “normal”
among our male researchers. Active fatherhood is also well accepted at higher managerial levels.
It seems men’s careers and their scientific efficiency and excellence don't suffer in this respect. It
can be concluded that NIC Slovenia is a family-friendly and unbiased working environment.
Dimensions GB and HRM:
A basis for a final synthesis of gender-based organizational assessments has been made, i.e.
assessment of professional performance which consists of data on budgeting and scientific
excellence by gender for the period 2010-2013. Regarding gender and existing budget the number
of male researchers in both grades (A and B) is higher than the number of women researchers. In
the Grade A men have much more disposable funds in comparison to women from the title of the
leadership of research programmes, basic projects and applicative projects. On the other hand
women are more successful in gaining funds from collaboration with industry and other projects.
In Grade B differences in funds regarding gender are not very big. Men and women are quite
competitive, but in the leadership of basic projects women are more successful in gaining funding
in comparison to men.
European 7th Framework Programme Project GENIS LAB (The Gender in Science and Technology LAB
Projekt 7. Okvirnega programa GENIS LAB (Enakost spolov v znanosti, tehnološki laboratorij)
National Institute of Chemistry Slovenia / Kemijski inštitut
Dimension HRM:
The analysis of scientific excellence and the overview of the annual evaluation/assessment of
researchers shows that budgeting is closely connected with scientific excellence and
consequently with professional performance of researchers (of Grades A and B). The annual
assessment of their work has been carried out by heads of laboratories and consists of the
assessment of their scientific performance/research accomplishments and of the assessment of their
soft skills. Data on the yearly assessment of researchers show that researchers of all grades are
assessed very high - the great majority was assessed between very good and excellent in the field
of scientific performance/research accomplishments and also in the field of soft skills. Regarding
the data on the number of employees (researchers in Grades A, B, C) and their comparison for the
period from 2010 to 2013 the percentage of women researchers has been higher each year and
the percentage of men researchers in all grades has been lower. In the investigation of
professional performance the data on overview of researchers on education abroad regarding
gender and duration, overview of vertical promotion and overview of the period from the
dissertation defense until the election to the scientific titles senior research associate /senior
specialist advisor are included (besides the analysis of scientific excellence and the overview of the
annual evaluation/assessment of researchers). All these data for the period 2010-2013 were
compared. The synthesis shows that the number of researchers on education abroad (regarding
gender and duration) and the number of vertical promotion were lower in 2013 in comparison to
previous two years, although the number of researchers in the top two levels (grades A and B)
and early stage researchers (grade C) has rised in 2013 in comparison to previous two years. Data
on the period from the dissertation defense until the election to the scientific titles senior research
associate/senior specialist advisor stayed the same in 2013 as in previous two years: the average
period for women’s promotion is 10 years and the average for men’s promotion is 9.6 years.
Interviews with female researchers about science, science career and the compatibility of family
life and career were carried out. From all Interviews with women at higher positions it can be
concluded (based on contents of all performed interviews) that reconciliation of scientific career
and family life is possible and in their cases successful, but sometimes difficult and requires
support from a partner/family. All interviews are published in our Genis Lab webcorner (only in
Slovenian language): http://www.ki.si/index.php?id=genis .
Dimension OCS:
NIC Slovenia’s Graphic campaign on stereotypes has been disseminated inside and outside the
Institute with aims to encourage and spread awareness of the issues concerning gender in
science and to encourage women in/for their scientific careers. On-going dissemination in terms
of promoting awareness of the equality of women in science and increasing their role/importance
has been performed the whole time of the project’s duration and its aim was to make a point of
improvement of the image and capacity of NIC Slovenia as an institution that actively promotes
gender equality and an inclusive working environment.
European 7th Framework Programme Project GENIS LAB (The Gender in Science and Technology LAB
Projekt 7. Okvirnega programa GENIS LAB (Enakost spolov v znanosti, tehnološki laboratorij)
National Institute of Chemistry Slovenia / Kemijski inštitut
Dimensions HRM, OCS, GB:
In January 2014 we collaborated with the INFN as a project partner with preparing and sharing
NIC’s HRM good practices and models for the purpose of formation the competency model of the
INFN.
In March 2014 we collaborated with technical partners, ADS and ITC/ILO with preparing and
sharing NIC Slovenia’s collection of requested data for the development of »Guidelines and
checklist for non-discriminatory recruitment in scientific research«.
Dimensions GB and HRM:
A basis for a final synthesis of gender-based organizational assessments has been made, i.e.
assessment of professional performance for every year (2010-2013) which consists of data on
budgeting and scientific excellence by gender. Based on the overview of project applications to
the Slovenian Research Agency's calls for basic, applicative and postdoctoral projects and on the
analysis of scientific excellence, investigation of professional performance and the overview of
the annual evaluation/assessment of researchers the synthesis of all these data was made. This
synthesis of gender-based organizational assessments shows that budgeting is closely connected
with scientific excellence and consequently with professional performance of researchers. The
annual assessment of their work was carried out by heads of laboratories and consists of the
assessment of their scientific performance, i.e. research accomplishments and assessment of
their soft skills. The synthesis of all these data shows, as regards gender, men made more
applications for basic projects than women, who on the other side made more applications for
applicative projects than men. In the second phase of the selection procedure men were more
successful than women in regard to basic projects. On the other hand, women were more
successful than men in applicative and postdoctoral project proposals. Regarding the final
success rate women were more successful in all three categories (basic, applicative, postdoctoral
projects) but the financial outcome was in favour of men in receiving funding for basic projects,
however women received all funding (100 %) in applicative projects and in postdoctoral projects
percentage of received funding was equally distributed among men (50%) and women (50 %).
Dimension HRM:
A review on data of Performance evaluation: Women underrepresented in senior posts has been
made in the period 2011-2013. It showed that the difference between the number of researchers
(female and male) in the highest grade (Grade A) up to June 30th 2014 is not very big. The number
of women in higher ranks is lower because the number of all female researchers is lower in
comparison with the number of male researchers. Women and men have the same conditions and
opportunities for advancement to a higher rank. We estimate there is no glass ceiling at the NIC
Slovenia. A review at what age men and women reach higher title showed that the age is almost
the same in case of female and male researchers.
An investigation on the fluctuation of employees by titles, namely the gender analysis of
dismissed employees was made for our researchers in Grades A, B and C. We collected data on
arrivals and departures of our employees to and from NIC Slovenia in 2012, 2013 and 2014.
Comparing the results of the first half of this year and the results of the year 2013, there were
European 7th Framework Programme Project GENIS LAB (The Gender in Science and Technology LAB
Projekt 7. Okvirnega programa GENIS LAB (Enakost spolov v znanosti, tehnološki laboratorij)
National Institute of Chemistry Slovenia / Kemijski inštitut
more arrivals and also departures in the year 2013 than in the year 2014. In comparison to data
from previous years we can conclude that arrivals to NIC Slovenia in 2013 were in the biggest
favour of women among PhD students. The result in this grade for the year 2014 cannot be
predicted at the moment, because the number of new PhD students will be known in autumn
with the beginning of the new study year (2014/2015). Last year was also in favour in women in
grades Technician and Research associate. The number of departures of employees in the year
2013 was lower in comparison to previous years (2011, 2012) and have been in all examined years
due to expiry of the contract of employment for a specified period (fixed-term contracts) and
departures among senior positions were due to retirements of those researchers.
Related to WP6’s activities the Genis Lab Slovenia Corporate identity (i.e. Campaign identity) has
been made with the purpose of project’s recognition. It represents the continuation/addition of
our Graphic campaign made last autumn and it will be used for the promotion of the project’s
final results and achievements of the Genis Lab Slovenia.
Dimension OCS:
We collaborated with the representative in charge for the Occupational Safety and Health who is
also a Staff union representative at the preparation (July – September 2014) of the Survey among
our employees on the satisfaction at the workplace. The questionnaire consisted of questions
considering:
- various forms of organizational climate and satisfaction of the staff,
- attitude towards quality, motivation and commitment,
- career development,
- assessment of being acquainted with information at NIC Slovenia.
Questions are similar to those in the previous survey in 2012, but since NIC Slovenia has formed
and adopted the Policy on preventing violence, torture and harassment in the workplace in 2013,
this topic has been included in the questionnaire which was distributed among all employees of
the NIC Slovenia at the end of July. The purpose of this repeated survey and especially of the
additional part of questionnaire is to find out if employees found their work environment as safe,
healthy and supportive and if they have been treated with respect, fairness and sensitivity.
Opinion of our employees could also confirm or reject if our work on considering improvement of
informal and formal procedures for conflict prevention, mediation and resolution has been
successful and established at the internal level. Data from both surveys (2012 and 2014) have been
compared and could be used in the future (after the conclusion of Genis Lab project) to detect
the trends and services that are most relevant / requested by male and female staff. That was also
one of recommendations in our PGA Report (but this activity was not in our TAP because the idea
of this survey was brought up later).
On September 26th 2014 the Evaluation of Genis Lab project took place. I was interviewed by Mrs.
Mina Teicher, a member of the scientific evaluation committee of the Genis Lab project.
Dimensions HRM, OCS:
In October a Workshop on soft skills was organized (October 1st and 2nd 2014). This activity was
originally planned in our TAP to be performed in the 2nd or 3rd quarter of the year 2013, but we
European 7th Framework Programme Project GENIS LAB (The Gender in Science and Technology LAB
Projekt 7. Okvirnega programa GENIS LAB (Enakost spolov v znanosti, tehnološki laboratorij)
National Institute of Chemistry Slovenia / Kemijski inštitut
didn't manage to carry it out as planned because some HRM changes occurred (arrival of new
assistant director for financial affairs) and for that reason it was performed later.
The tool used is the Strength Deployment Inventory (SDI), i.e. a self-assessment tool that helps
people understand what gives them a sense of self-worth and what’s important to them when
relating with others. Before attending the workshop every participant filled out the survey.
Presentation of soft skills, their role and importance (SDI methodology) has been made, since
effective relationships are essential to business success. In order to gain new knowledge and skills
on developing soft skills, social dialogue and interpersonal relations among co-workers which are
essential for achieving good collaboration and successful working results, our work consisted of
workshop and discussions in groups. Aims of the workshop were to understand the importance
of soft skills and their development, better interpersonal relations which are needed for
successful collaboration among co-workers in performing their work and for delivering results.
With this experience understanding and improvement of teamwork, services, relationships,
conflict management, the increase of trust and the decrease of conflict have been achieved. This
workshop was organized for all employees in the General Sector and it was very well accepted
among participants. Therefore, a recommendation to the management would be to organize this
kind of workshops also in the future for other employees of the Institute.
The event NIC Slovenia’s open day was organized every year in the past 3 years in October. Events
were attended by children from Slovenian elementary and high schools. Presentation of
chemistry and the work of our researchers (lectures, experimental presentations) to children
from Slovenian elementary and high schools has been made. On this occasion the Genis Lab
project was introduced as a part of dissemination campaign and Genis Lab Slovenia wristbands
were distributed among children with the message to encourage younger population to get
involved in science, especially girls for their future career as scientists.
Dimensions GB, HRM, OCS:
Before the end of the Genis Lab project the Genis Lab Ex-post Gender Survey was formed and
performed among NIC Slovenia's employees on the initiative of Mrs. Benedetta Magri,
representative of technical project partner ITC/ILO (October – November 2014). The results
represent together with the initial Genis Lab Gender Survey (March 2011) an important component
of qualitative gender analysis of career, resource allocation and organizational culture. According
to the Gender Survey 2011 65% of respondents to the on-line survey were not sure about the
effectiveness of the initiatives to promote gender equality undertaken so far at NIC Slovenia. This
was a confirmation that genis Lab was timely initiative that could address some needs in this
regard. In Ex-post Gender Survey employees were asked about their opinion if Genis Lab project
changed the way in which gender equality is dealt with at NIC Slovenia – 49% of female and 45% of
male respondents think that Genis Lab project had some effect on dealing with gender equality at
the Institute. Concerning employees being aquainted with gender issues the survey results show
some progress in comparison to the survey 2011. When asked about Genis Lab project and its
activities at NIC Slovenia respondents showed relatively great extent of acquaintance with that.
61% of women and 64% of men said to be aware of the campaign on women in science that was
realized at NIC Slovenia. The comparison of their results will be of valuable assistance in further
aspiration for implementation of gender equality at NIC Slovenia.
European 7th Framework Programme Project GENIS LAB (The Gender in Science and Technology LAB
Projekt 7. Okvirnega programa GENIS LAB (Enakost spolov v znanosti, tehnološki laboratorij)
National Institute of Chemistry Slovenia / Kemijski inštitut
The Genis Lab corner on the NIC Slovenia’s website (http://www.ki.si/index.php?id=genis) has
been kept up to date with information on carried out activities for the whole time of the project
duration. Some important updates, Newsletters, interviews have been published with the aim of
informing our employees on the project activities and invitation to collaborate and contact the
project team with questions, contributions etc. on the project's aims and activities.
Dissemination and Awareness campaign
In terms of dissemination, awareness-raising, perceiving and sharing experiences and good
practices in the field of gender equality, NIC Slovenia representatives attended several national
conferences and all partner conferences (in the period 2011-2014).
At the end of the project a promotional material (Genis Lab USB keys), final guidelines (prepared
by technical partners FGB, ADS and ITC/ILO and additionally translated into Slovenian language)
and internal final guidelines of project achievements/implementation (i.e. State of the art of the
implementation of NIC Slovenia’s TAP) have been prepared and presented to the internal as well
as to the external public (http://www.ki.si/index.php?id=genis).
Ljubljana, December 19th, 2014
Polona Pečnik
Genis Lab Project manager at NIC Slovenia
European 7th Framework Programme Project GENIS LAB (The Gender in Science and Technology LAB
Projekt 7. Okvirnega programa GENIS LAB (Enakost spolov v znanosti, tehnološki laboratorij)
National Institute of Chemistry Slovenia / Kemijski inštitut