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Gender equality and gender dimension in research and innovation content have gained a higher profile in Horizon 2020 calls for proposals. In order to assess properly the way applicants deal with gender issues in their proposals, experts with gender expertise are needed to participate in the evaluation panels.

This Guidance shows how to signal your gender expertise in the H2020 database. 

Study of 1,200 US graduates suggests family and choice of doctoral field dents women's earnings.

Women are underrepresented in the biomedical research workforce. Only 30% of funded investigators are women.1,2 Junior faculty women have fewer peer-reviewed publications than men3,4 and are more often on clinician-educator (vs traditional) tracks.5 One reason may be differences in early-career institutional support, which to our knowledge has not been previously examined.

van Knippenberg, D., & Schippers, M. C. (2007). Work group diversity. Annual Review of Psychology, 58, 515-41. http://doi.org/10.1146/annurev.psych.58.110405.085546

Work group diversity, the degree to which there are differences between group members, may affect group process and performance positively as well as negatively. Much is still unclear about the effects of diversity, however. We review the 1997–2005 literature on work group diversity to assess the state of the art and to identify key issues for future research. This review points to the need for more complex conceptualizations of diversity, as well as to the need for more empirical attention to the processes that are assumed to underlie the effects of diversity on group process and performance and to the contingency factors of these processes.