Gender Equality

Gender Equality Policy

At ARCHES, we maintain the belief that achieving excellence in research and innovation necessitates an inclusive, fair, and respectful environment. We are committed to advancing gender equality and equal opportunity across all levels of our organisation, from recruitment and career development to leadership and decision-making.

Our Gender Equality Plan (GEP), developed in line with Horizon Europe requirements, outlines concrete actions to:

  • Promote work–life balance and an inclusive organisational culture.

  • Ensure gender balance in leadership and decision-making.

  • Support transparent and equitable recruitment and career progression.

  • Integrate the gender dimension into research and innovation.

  • Prevent and respond to gender-based violence and harassment.

Through these measures, ARCHES seeks to remove barriers faced by women and under-represented groups while fostering a culture of equity, diversity, and inclusion that benefits our staff, our research, and society as a whole.

 

Gender Equality Plan (GEP)

  • Focused on supporting ARCHES’ Participation in HORIZON EUROPE projects
  • Period Covered: 2025‑2028
  • Approved by: Board of Directors, 18 July 2025
  • Contact Person: GEP Officer, simone@arches-centroricerca.org

1. Commitment and Public Availability

ARCHES commits to not only meeting the standard GEP eligibility criteria under Horizon
Europe, but to specifically align its GEP with the aim of investigating and addressing career barriers for under-represented and marginalised researchers. The GEP, formally approved by top management, is published on the ARCHES website and shared internally.

2. Dedicated Resources

- Appoint a GEP Officer / Project Lead experienced with intersectionality
- Set up an Inclusive Research Careers Working Group (IRCWG)
- Allocate resources for surveys, toolkits, pilot interventions, dissemination

3. Data Collection and Monitoring (with intersectional lens)

- Collect quantitative and qualitative data on under-represented groups
- Disaggregate data across gender, disability, race, refugee status, LGBTIQ, etc.
- Establish measurable indicators: representation, precarity, access to networks, recognition
- Annual monitoring and reporting

4. Training and Capacity-Building

- Provide mandatory training on intersectionality, unconscious bias, inclusive mentoring
- Organise workshops for leadership on systemic barriers
- Pilot test training modules and ensure accessibility for all researchers
- Engage marginalised researchers in co-design of training and evaluation

5. Thematic Areas

5.1 Work‑Life Balance and Organisational Culture

- Promote flexible work, parental leave, and caregiving policies
- Respect multiple identities and provide accommodations
- Recognise non‑traditional career paths

5.2 Gender Balance, Leadership & Decision‑Making

- Broaden diversity metrics beyond gender
- Ensure representation in leadership and committees
- Provide targeted leadership training for under-represented researchers

5.3 Recruitment and Career Progression

- Review job postings for inclusivity
- Ensure transparent promotion criteria
- Provide mentorship and support for marginalised researchers

5.4 Integration into Research & Teaching

- Require gender and intersectional sensitivity in research design
- Train researchers on inclusive methods and participatory approaches

5.5 Measures Against Harassment and Injustice

- Adopt anti‑harassment and anti‑discrimination policies
- Provide confidential reporting mechanisms
- Address epistemic injustice through recognition and inclusive peer review

6. Specific Actions

1. Participatory Barrier Investigation across ≥10 countries, including Turkey
2. Pilot mentorship and inclusive training programmes
3. Develop toolkits and policy recommendations
4. Disseminate results with stakeholders, in multiple languages
5. Ensure ethical and legal compliance when engaging vulnerable groups

7. Implementation Timeline

Year       Key Activities

2025      Establish IRCWG; baseline data collection; design pilots; initiate training

2026      Conduct fieldwork in ≥10 countries; run pilot programmes; develop toolkits

2027      Evaluate pilots; finalise policy recommendations; disseminate outputs

2028      Ensure sustainability; integrate practices into ARCHES policies; final evaluation

8. Evaluation, Reporting & Indicators

- Track representation of under-represented groups at all career stages
- Monitor contract types and access to leadership positions
- Evaluate training outcomes and mentorship participation
- Publish annual monitoring reports and share with policymakers and partners