LIST OF GOOD PRACTICES for recruitment, career progression and retention

Key AreaName of the actionType of actionMain aim of the actionOrganizationOrganization typeLevel of implementation
Recruitment, career progression and retentionIntroduction in internal research evaluation procedures of the consideration of maternity and parental leave periodsPositive action/policyThe main objective of this action is to grant an equal evaluation of the scientific production and research of both female and male UNIBO academic staff.Alma Mater Studiorum – Universita Di BolognaHigher education institutionResearchers and professors
Recruitment, career progression and retentionWorkshop to enhance transparency about the selection/promotion process and the criteria for promotionTraining/workshopThe objective of this workshop is to provide academic-led information about what is needed for promotion at each academic career stage. The speakers at these events include Pro-Vice Chancellors, Chairs of Faculties and members of the University Promotion Committee.University of Warwick Higher education institutionAll staff interested in promotions and mentors in terms of their role in supporting junior staff.
Recruitment, career progression and retentionShare career good practices - role models for womenAwareness raising/CommunicationTo inspire female researchers to pursue research careers.Kemijski Inštitut, National Institute of ChemistryResearch instituteFemale researchers
Recruitment, career progression and retentionWide communication policy for vacant positions, inside and outsideCommunicationIncrease transparency and visibility for vacancies to attract candidates from a diversified pool.Kemijski Inštitut, National Institute of ChemistryResearch instituteNew staff
Recruitment, career progression and retentionShare career good practices - role models for womenAwareness raising/CommunicationTo enhance visibility of female role models for academic and administrative staff.Mondragon UnibertsitateaHigher education institutionStaff and students
Recruitment, career progression and retentionRecruitment processes aware of gender-issues, discrimination and stereotypesTrainingEnsuring that every person involved in the recruitment process is aware of gender-issues, discrimination and stereotypesMondragon UnibertsitateaHigher education institutionDepartment Coordinators and Knowledge Areas Coordinators
Recruitment, career progression and retentionOffer of mentoring and empowerment courses to improve visibility, self-confidence, negotiating 
and leadership skills, particularly dedicated to the underrepresented genderTrainingIncreased the self-efficacy and leadership skills of female researchers and professorsAlma Mater Studiorum – Universita Di BolognaHigher education institutionResearchers/professors and technical and administrative staff, students
Recruitment, career progression and retentionPromotion of campaigns within and outside 
the institution to make women’s contribution to research and the gender diversity of research teams more visibleAwareness raising/CommunicationThe aim of this action is to raise awareness and encourage researchers and professors to adopt the integration of the sex-gender variables in their research practices.Alma Mater Studiorum – Universita Di BolognaHigher education institutionResearchers and professors