Gender aspects within the Framework Programme Horizon Europe

In the framework programme Horizon Europe, greater priority is given to gender aspects than in previous framework programmes.
With the start of the European Commission's 9th Research Framework Programme "Horizon Europe", the "Gender Equality Plan" will be made mandatory as an admission criterion in calls for proposals from 2022 for public institutions, research institutions and universities.

Formally, a Gender Equality Plan must include the following elements:

1. Public Document

It is required to have a Gender Equality Plan, which is published on the pages of the institution and signed by the head of the institution.

The University of Paderborn implemented a framework plan for gender equality for the entire university in 2000. On the basis of this framework plan, the faculties, central institutions and the central administration draw up specific gender equality plans for their respective areas with concrete targets and measures.

2. Dedicated Resources

Institutions must provide human resources and gender expertise for the implementation of the Gender Equality Plan.

For the implementation of equal opportunities at the University of Paderborn, HR resources and funds for gender equality measures are made available.

At the central level, the University of Paderborn has an Equal Opportunities Officer and a deputy. The faculties, central institutions and the university administration appoint decentralised Equal Opportunities Officers who represent the central Equal Opportunities Officer in their respective areas.

The central Equal Opportunities Officer of the University of Paderborn draws up the framework plan for equal opportunities and develops measures for its implementation. The responsibility for the creation and implementation of the decentralised equality plans lies with the respective department with the participation of the Equal Opportunities Officer.

3. Data Collection & Monitoring

The European Commission requires gender-disaggregated data on staff and students as well as annual reporting based on indicators.

At the University of Paderborn, staff data is collected and analysed annually on a gender-disaggregated basis. Data monitoring is also undertaken for the gender equality plans. Student data is documented and published annually in a student and graduate survey. The data collected is passed on to the faculties, institutes and facilities and published on Paderborn University's website. The data is included in the equal opportunities plans and their evaluation. The State Equality Act (LGG) anchors a reporting obligation for the equality plans. During the validity period of the equality plan, an intermediate report with a review of objectives is prepared, and a final report is prepared at the end of the plan.

4. Training & Capacity Building

The Gender Equality Plan must include sensitisation offers on gender equality and unconscious gender biases for staff and directors.

At the University of Paderborn, there are numerous educational offers in the area of gender sensitisation on a regular basis. The offers are organised by different areas within the university according to their focus, e.g. the central Equal Opportunities Officer, the Centre for Gender Studies, the Internal Professional Development and Further Education, the Higher Education Development Office (HEDO).

You can find information on education programmes, for example, on the websites of the Central Equal Opportunities Officer and Staff Development at the University of Paderborn.