Research and innovation sectors offer knowledge-intensive employment opportunities that should be open to all, overcoming existing and persistent inequalities. The CALIPER Charter signatories agree in identifying phenomena like the under-representation of women in research and innovation fields as seriously affecting the sector as far as leadership positions are concerned.

By endorsing the Charter the signatories share the same understanding on the values and principles highlighted below.

Principles and values

More girls and women from different backgrounds, as well as people from minority groups, are to be employed in research and innovation fields. Diverse mindsets and experiences are needed in research-oriented, managerial and entrepreneurial positions.

The impact of gender bias, care-related burdens, and other socio- economic inequalities on working life should be acknowledged and considered in recruitment and human resources management practices and processes.

Careers in research and innovation fields should not require individuals to sacrifice their personal lives in organisational cultures that put at risk the psychological and physical wellbeing of workers.

Open and flexible study and career paths in and out of academia should be devised, facilitating voluntary transition and career progression from one to the other sectors and vice versa, preserving rights to adequate and just compensation and treatment across sectors.

Research and innovation organisations and ecosystems can be affected, like any other organisations and networks, by sexist, racist, classist, ableist, homo-transphobic behaviours that need to be prevented, countered by all means and banned at all levels so as to ensure safe working environments for all.

When it comes to gender discrimination, gender-based violence is a global, crosscutting and cross-sectoral issue that affects societies in general as well as working places and professional collaborations. It encompasses violence, targeting women from all walks of life and different backgrounds, with potential reinforcing effects in cases of multiple intersected inequalities. It also refers to violence exerted that is based on gender identity against LGBTQI+ persons. From “jokes” to harassment and rape, the problem is deeply rooted in structural inequalities, power relations and cultures at all levels of societies. Thus, partnership and collaboration between different stakeholders can be useful to tackling it so that multiplying effects could be achieved.

Commitment to action

In respect to the above, the CALIPER Charter signatories are willing to:

1. Promote diversity and inclusion in research and innovation employment.

  • Use gender-sensitive indicators to collect data on students’ enrolment, research and administrative sector employment, patenting, transfer to market and society, and entrepreneurship so as to monitor and detect gender gaps and other inequalities.
  • Implement inclusive hiring practices to ensure that more girls, women and individuals from minority groups are employed in research-oriented, managerial and entrepreneurial positions.
  • Encourage diverse mindsets and experiences within our organisations and ecosystems.
  • Regularly review recruitment processes to eliminate any biases that may exist.

2. Support open and flexible career paths. Create open and flexible study and career paths, both within and outside academia, to facilitate voluntary transitions and career progression, while preserving the rights to adequate compensation and fair treatment.

  • Provide mentoring and guidance for individuals considering transitions between academia and industry.
  • Ensure that individuals can move between sectors without facing discrimination or loss of benefits.

3. Address gender bias and socio-economic inequalities. We commit to acknowledging and addressing the impact of gender bias, care-related burdens, and other socio-economic inequalities on working life by:

  • Developing inclusive human resources management practices that consider these factors during recruitment and career development.
  • Implementing policies to support work-life balance and mental health in the workplace.

4. Ensure safe and inclusive working and collaboration environments. We pledge to create safe and inclusive working, collaboration and partnership environments, both in research and innovation organisations and ecosystems, by:

  • Taking measures to prevent and contrast sexist, racist, classist, ableist, and homo-transphobic behaviours.
  • Implementing training and awareness programmes to prevent and address discrimination and harassment.
  • Establishing mechanisms for reporting and addressing incidents of discrimination or harassment.
  • Partnering with other stakeholders, including organisations within the research and innovation ecosystem, to tackle gender-based violence.
  • Raising awareness and providing education on gender-based violence prevention.
  • Creating a culture that prevents and contrasts all forms of gender-based violence, from “jokes” to harassment and assault.

5. Intersectional approach. We acknowledge that gender inequalities intersect with other forms of inequality. Our commitment includes:

  • Recognising and addressing the reinforcing effects of multiple intersected inequalities.
  • Ensuring that our efforts to combat inequalities are inclusive and intersectional, taking into account how economic power/hierarchies and socio-economic disadvantage play a role, and the needs and experiences of racialised minorities, LGBTQI+ communities, people with disabilities , etc.