The design of a GEP requires a co-design, that is participatory, approach in order to facilitate collective creativity. This may result to innovation in organisations, and making research institutions gender equal/sensitive requires a good degree of innovation.
Essentially, co-design is a process that is valuable because it allows us to frame and understand a current challenge and imagine solutions from diverse viewpoints and experiences.
CALIPER adopted a participatory approach throughout the GEP design process. Partners elaborated different “strategic change scenarios” sketching different potential ways to reach a desirable future in terms of institutional change for gender equality in STEM
More information regarding the participatory approach and how CALIPER project applied it to deliver inclusive GEPs is avaiable at the relevant blog post ‘Cultivating Collective Innovation: The Power of Co-Design for Structural Change’.
Gender equality has become an increasingly pivotal concern in today’s organisations, with many institutions recognising the importance of implementing Gender Equality Plans (GEPs) to foster inclusivity and diversity.
However, the effectiveness of such plans cannot be assumed; they must be rigorously assessed to ensure they are achieving their intended goals. In this context, the CALIPER project has provided a valuable methodology for evaluating GEPs, offering a structured approach to assess their implementation, outcomes, and impacts. This evaluation process not only aids organisations in identifying areas for improvement, but also serves as a base for outlining collaborative efforts among Gender Equality Working Groups or partnerships within institutions.
More information regarding the participatory approach and how CALIPER project applied it to deliver inclusive GEPs is available at the relevant blog post ‘How can an organisation effectively assess their Gender Equality Plan?’.
It is vital to recognise that since the issue is structural, it’s not solely a “women’s problem” but one that concerns everyone. In many organisations, men hold key decision-making positions, making their involvement essential for meaningful change.
Viewing men as both part of the problem and the solution acknowledges their role in effecting systemic change, especially as they are already involved in Gender Equality Plans (GEPs), such as work-life balance initiatives.
Three strategies applied within CALIPER project are available at the relevant blog post ‘How to involve men in institutional structural change processes towards Gender Equality?’
Communication plays a pivotal role in fostering inclusivity and equity within any organisation. Adopting a gender-sensitive approach to communication is not just about adhering to political correctness; it’s about creating an environment where everyone feels valued and respected. The CALIPER project identified three levels of communication consisting of institutional, scientific and interpersonal communication, thus indicating the complexity of communication dynamics
More information about these levels and key concepts applied within the CALIPER project to integrate gender sensitivity are availble at the relevant blog post ‘How to communicate in a more gender-sensitive way?’.