FESTA Documents
Published on 2015-11-30 10:01
This aim of this report is to address how to increase transparency and inclusivity in the informal decision-making and communication processes in the research units. Moreover it addresses how to enable/create an enduring transformation of the organisational culture favouring a more active participation of women in all the decision-making and communication processes.
The process has two stages and this report describes and reports the advancement of the first stage where we directed our...
Published on 2015-03-19 11:31
Recommendations to more transparency in decision making processes to the advantage of gender equality
FESTA has published a report on gendered decision making and communications in organisations, which shows how power works and the arenas of power in organisations. The title is: Gendering Decision Making and Communications Processes.
The report is relevant for everyone working in organisations concerned with gender. It is interesting because it shows the ways that organisation practices in...
Published on 2015-03-19 11:10
Improving meeting culture - in a gender context
You can improve the meeting culture in your organization for the benefit of everybody and especially women.
FESTA is presenting ways of doing so in the report: Improving meeting culture. When we talk about changing meeting culture we talk about minimizing the negative effects of gendered interactional patterns. This can be done by structuring formal and informal meetings in ways that are based on collaboration and negotiation rather than...
Published on 2015-03-19 11:09
Published on 2015-03-19 11:08
This expert report is thought as a handbook. It is intended to support practitioners who are involved in hiring processes and stakeholders who can influence regulations. This handbook will also support to create awareness of the biases that can influence appointment processes and criteria. The aim is to ensure a fair process with equal opportunities for female and male researchers. The appointment systems of each institution are depicted in flow charts. Gender biases are marked, differing...
Published on 2015-03-19 11:07
The myth of excellence in academia It is a myth that academic excellence is a gender neutral standard based on scientific achievements. Instead, this myth is a central mechanism in the ways gender inequality is reproduced in academia. With awareness this can be changed. The FESTA findings suggest that a) raising awareness of (unconscious) gender biases as well as b) greater transparency in hiring processes and gender-sensitive criteria are necessary if appointment processes are to become more...
Published on 2015-03-19 11:05
This toolkit consists of the following sections:
Background: theoretical and methodological considerations – in this section we will present our theoretical and methodological standpoint. Institutional context – in order to provide a possibility for understanding our decisions, concerns and approaches at each of our four different organizations, an overview of our different organizational structure and the position within the organization of the FESTA project and team is provided....
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