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About (English version):
Despite significant improvements over the last few generations, the discipline of mathematics
still counts a disproportionately small number of women among its practitioners. These
women are underrepresented as conference speakers, even more so than the underrepresentation of
women among PhD-earners as a whole. This underrepresentation is the result of implicit biases
present within all of us, which cause us (on average) to perceive and treat women and men differently
and unfairly. These mutually reinforcing biases begin in primary school, remain active through
university study, and continue to oppose women’s careers through their effects on hiring, evaluation,
awarding of prizes, and inclusion in journal editorial boards and conference organization committees.
Underrepresentation of women as conference speakers is a symptom of these biases, but it
also serves to perpetuate them; therefore, addressing the inequity at conferences is valuable and necessary
for countering this underrepresentation. We describe in detail the biases against women in
mathematics, knowing that greater awareness of them leads to a better ability to mitigate them. Finally,
we make explicit suggestions for organizing conferences in ways that are equitable for female
mathematicians.
The present report (GENDER-NET Deliverable Report D2.6) summarises research undertaken to understand the impact of existing national/regional initiatives and award schemes in selected research institutions that aim to stimulate gender equality and enact structural change. It considers whether institutional initiatives can aid the design of national strategies and initiatives, and identifies successful elements that could be recommended for transnational implementation. Based on these recommendations, work will be carried out in GENDER-NET to develop transnational initiatives and indicators on structural change. The report provides an overview and analysis of existing institutional gender equality plans, also called gender action plans, (GEPs), central institutional initiatives, decentralised/area-specific institutional initiatives, and summarises the most common and innovative practices (MCIPs), implemented within the framework of existing national/regional initiatives and award schemes. Based on the essential elements of structural change, the GENDER-NET partners are looking at five areas of intervention, and, therefore, the assessment of institutional initiatives covers these areas: 1. Anchoring gender equality issues at leadership level, 2. Identifying decision making structures and procedures, 3. Recruiting, retaining, and advancement of women researchers, including leading positions, 4. Improving work environment, work-life balance and dual careers, 5. Facilitating in-/outgoing mobility for women researchers.
The present report (GENDER-NET Deliverable Report D2.6) summarises research undertaken to understand the impact of existing national/regional initiatives and award schemes in selected research institutions that aim to stimulate gender equality and enact structural change. It considers whether institutional initiatives can aid the design of national strategies and initiatives, and identifies successful elements that could be recommended for transnational implementation. Based on these recommendations, work will be carried out in GENDER-NET to develop transnational initiatives and indicators on structural change.
Fruit d’un travail avec des linguistes, des professionel.le.s de la communication et des chercheur.e.s, ce Guide est pensé comme un outil pédagogique et concret pour que l’argent public investi dans la communication contribue à la lutte contre les stéréotypes, au lieu de les laisser perdurer, voire les entretenir.
En effet, si conformément aux engagements internationaux et européens de la France, l’égalité entre les femmes et les hommes est aujourd’hui promue à tous les niveaux, il n’en reste pas moins qu’en 2015, la communication publique est encore largement vectrice de stéréotypes de sexe :
* dans le langage: en usant du masculin dit « neutre » et « universel » dans les textes adressés à la population mais aussi dans les noms de fonction, ce qui contribue à invisibiliser les femmes ;
* dans les images: en enfermant dans les femmes et les hommes dans des représentations stéréotypées : couleurs douces ou rose pour les femmes/sombres ou bleu pour les hommes, positions lascives ou maternantes des femmes/ambition et domination pour les hommes ;
* à la tribune et au micro avec une présence déséquilibrée des femmes et des hommes.
Au travers d’exemples illustrés, ce Guide pratique propose 10 recommandations pour une communication libérée des stéréotypes de sexe. Lors de cet événement qui a attiré plus de 200 personnes, la Présidente Danielle Bousquet a encouragé les pouvoirs publics et la société civile „à se saisir de ce Guide et à en être les relais pour amplifier la dynamique pour une communication égalitaire“.
About (English version):
The manual was created in cooperation of linguists, communication professionals and researchers. It shall serve as a pedagogical tool and in specific as a guideline on the investement of public money on communication in a way that it contributes to the fight against stereotypes, instead of keeping up or even promoting stereotypes.
