Key action areas
Recruitment, selection and career progression support
This area regards existing recruitment processes at all stages, in order to develop specific measures to promote equal opportunities for both sexes. Great attention is being devoted to create welcoming and respectful working environments that recognise the importance of balancing professional and private lives.
Leadership and decision-making
The project aims at demonstrating that making governance processes and procedures more gender‐sensitive greatly contributes to more transparency, accountability and effectiveness. SUPERA wants to institutionalise gender‐sensitive procedures and practices not only through changing numbers, but also by increasing transparency in decision‐making processes and budget allocation. SUPERA also targets potential biases preventing women from taking their full share of decision‐making.
Integrating gender in research and education content
Thanks to specific actions, SUPERA can help to demonstrate how gender‐sensitive research improves the quality and relevance of knowledge and innovation. The related outcomes include more evidence‐based and robust research and contribute to pluridisciplinarity.
Cross-cutting area: gender biases and stereotypes
Gender biases and stereotypes are behind gender imbalances and biases in research fields and academic careers, recruitment, promotion and evaluation processes. They also substantially contribute to the absence of a gender dimension in research. These biases and stereotypes frequently appear as sexism and sexual harassment in academic institutions. SUPERA supports the developement of specific measures to fight against gender biases and stereotypes and to create welcoming and respectful working environments.