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Gender equality and inequality in Danish Research Policy

Gender equality and inequality in Danish Research Policy. Professor Peter Munk Christiansen Chair of The Danish Council for Independent Research. The Danish Council for Independent Research. Supports bottom up basic research + advisory role Covers all scientific areas

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Gender equality and inequality in Danish Research Policy

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  1. Gender equality and inequality in Danish Research Policy Professor Peter Munk Christiansen Chair of The Danish Council for Independent Research

  2. The Danish Council for Independent Research • Supports bottom up basic research + advisoryrole • Covers all scientificareas • Annual budget: 160 million Euro • 3000 yearlyapplications, 550 grants

  3. Short on women in Danish research • Proportion of female professors in selected years: • 1963: 1 % • 1999: 7 % • 2011: 16 % • Progress is taking place – but at a slow rate, particularly in a comparative perspective • Proportions of male and female PhD students are equal, but the proportion of women in Danish research decreases between each academic level

  4. Men and women in academic positions, Denmark, 1999 and 2010 Master Degree PhD Student PhD Degree Assistant Professor Associate Professor Professor Master Students Women 1999 Men 1999 Women 2010 Men 2010

  5. Women applying to the Danish Council for Independent Research (DFF) • From 2009-2012 women applied for 31 % of the amount of funding from DFF and they received 28 % of the amount funded by DFF • Corresponds to the 32 % share of women in Danish research • Success rates for women and men 2009-2012

  6. Gender equality policy in the Danish Council for Independent Research • Aim of all DFF research grants: • To support the best and most original researchers and projects - regardless of gender • Aim of the DFF Gender Equality Policy: • To bring all talents into the recruitment group for DFF grants by motivating more female talents to bring their career to the next level

  7. Main targets for the gender equality policy in DFF • The Gender distribution of DFF applicants should correspond to the actual distribution in the academic environments • The rates of success with DFF grants should be more or less equal between men and women based on their share of applications • In boards and committees of DFF the under-represented gender should account for at least 40 %

  8. Special program: YDUN • Special program in 2014: YoungerWomenDevoted to a UNiversityCareer • 15 m. euro targetedtowardyoungerfemalePIs • Applicable in all scientificareas • Scentificquality • Twoearlier programs: 1998 and 2008-09 • (Dependent on final financialbill)

  9. Why gender equality in research? • Research is a key factor in international economic competition • Talent and potential among female researchers are not fully utilised • Valuable human resources and education investments are not realised • Research funding organizations cannot do the whole job, but they can make a difference • We cannot afford not to promote better realisation of talent among all researchers!

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