Starting and prioritising institutional/organisational change is key to achieving gender equality in research and innovation in science, and Gender Equality Plans are crucial tools to accomplish this.

In particular, wherever such policies have gained more support over the years, integration with DEI (Diversity, Equality, and Inclusion) Strategies and the adoption of an inclusive and intersectional gender approach are the way forward. However, individual efforts from academic and non-academic actors within research and innovation cannot suffice if we want to accelerate the pace of change.

Therefore, the CALIPER Charter acknowledges the principles highlighted below.

Principles and values

The complexity of interconnections and inter-dependencies at the level of research and innovation ecosystems needs to be acknowledged when planning for change. This complexity includes education (from early stages to higher education, and vocational education and training) public and private research, industrial and societal uptake of innovations, and the results of scientific research, as well as the employment they generate. All these elements are closely interlinked, and similar inequality challenges are shared by different organisations in the same countries or regions. This calls for orchestrated solutions, as gaps generated in one link in the chain will propagate into the next ones.

Virtuous cycles can be triggered and should be pursued between fostering inward change (at the level of organisations) and outward change within respective research and innovation ecosystems at the territorial (city, regional, national) levels. To facilitate this, leveraging existing networks, consortia, partnerships, and creating ad-hoc ones where appropriate can be useful.

Inter-sectoral collaboration and synergies within research and innovation ecosystems are pivotal. These can take the form of dedicated inclusive gender equality measures and/or a focus on mainstreaming and integrating an inclusive gender perspective within existing actions, programmes and projects.

Commitment to action

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

  1. Promote, advocate and sustain the adoption of Inclusive Gender Equality Plans and Diversity and Inclusion Plans in their own organisation, and include actions/measures that are designed and implemented in collaboration with external actors from within the research and innovation ecosystems, where located.
  2. Undertake inclusive gender-sensitive mapping and assessment of existing networks, collaborations and partnerships within the relevant research and innovation ecosystem, so as to identify areas for improvement and collaboration.
  3. Design and use measurable indicators that are sensitive to gender and other intersected inequalities for mapping, monitoring and assessing initiatives at the level of their own organisation, as well as at research and innovation ecosystem level in cases of multi-stakeholder collaborative actions and initiatives.
  4. Share dis-aggregated data along gender and other intersected discrimination grounds with stakeholders they collaborate with, and join forces in data collection tools, whenever possible.
  5. Strengthen collaborative efforts and actions among different stakeholders types, within GEPs and parallel to GEPs, aimed at addressing gender and other intersected inequalities that impact our different institutions and spread positive effects to their respective networks.