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.