CreativeFED Gender Equality Plan

The mission of this Gender Equality Plan is to guide CreativeFED as an organisation and the management on the implementation of a gender perspective in all the processes and actions of CreativeFED.

Objectives

1. Enhance Gender Balance in Leadership and Decision-Making: Implement proactive measures to achieve a more balanced representation of genders in leadership positions and decision-making bodies within ECBN/CreativeFED.
2. Promote Gender Equality in Research and Innovation: Ensure that gender considerations are systematically integrated into the research and innovation lifecycle, from conceptualization to implementation and evaluation.
3. Foster an Inclusive Organizational Culture: Create an environment that supports diversity and inclusivity, recognizing and valuing the contributions of individuals of all genders.
4. Address Gender Biases and Stereotypes: Actively work to dismantle gender biases, stereotypes, and any forms of discrimination within the organization and its activities.
5. Support Work-Life Balance: Develop policies and practices that facilitate work-life balance for all employees, acknowledging and accommodating their diverse needs.

Implementation Strategies

• Leadership and Governance: Establish a Gender Equality Committee to oversee the implementation of the GEP, monitor progress, and update strategies as necessary. This committee will include diverse members from various levels of the organization.
• Capacity Building and Awareness: Conduct regular online training and evaluation sessions for all staff members on gender equality, unconscious bias, and diversity at least once a year. These initiatives aim to raise awareness and equip our team with the knowledge and tools to foster an inclusive workplace.
• Research and Innovation Integration: Incorporate gender analysis into the planning and execution of all projects, ensuring that gender perspectives are considered in research content and methodology. This includes the collection and use of gender-disaggregated data to inform research outcomes and policy recommendations.
• Events and Speakers: This involves the establishment of clear, equitable criteria for speaker selection that priorities gender balance, representation from diverse ethnic backgrounds, and the inclusion of voices from underrepresented groups, thereby ensuring a multiplicity of perspectives. Critical to this endeavor is the cultivation of partnerships with organizations and networks that advocate for equality and diversity, which can enrich the pool of potential speakers and presenters. Moreover, the adoption of flexible formats and accessibility measures, such as virtual participation options, can accommodate a broader range of speakers, including those who may face geographical or physical barriers to participation. By systematically integrating these considerations into every stage of the event planning process, from the conceptualization phase to the event's culmination, organizers can foster an environment that not only promotes but exemplifies the principles of equality and inclusivity. Such efforts not only enhance the quality and depth of discourse at events but also signal a commitment to advancing equity within the broader academic and professional communities.
• Monitoring, Reporting, and Evaluation: Develop a comprehensive monitoring and evaluation framework to assess the effectiveness of the GEP. This will include setting clear, measurable objectives and indicators for gender equality, with annual reporting to track progress and identify areas for improvement.
• Policy Development and Implementation: Review and revise existing policies and procedures to integrate gender equality principles, including recruitment, promotion, and remuneration practices. Introduce flexible working arrangements and support mechanisms to promote work-life balance and address gender-specific challenges.

Conclusion

ECBN/CreativeFED's Gender Equality Plan is a living document that reflects our ongoing commitment to promoting gender equality, diversity, and inclusivity within our organization and the broader research and innovation ecosystem. By implementing this GEP, we aim to not only meet the eligibility criterion for Horizon Europe but also contribute to a more equitable, innovative, and sustainable future. Our commitment to gender equality is integral to our mission, enhancing the creativity, relevance, and impact of our work across the European cultural and creative sectors.

References