Digital Document (pdf, doc, ppt, txt, etc.)

This document presents the Co-creation Toolkit for the Communities of Practice (CoP) of the ACT project and their Facilitators. It also shows how and with the use of which tools and methods the toolkit can help CoPs operate, develop, implement gender equality plans (GEP), gender equality (GE) measures and activities, and facilitate institutional change in relation to GE in HE and R&I.

The draft consists of the toolkit’s theoretical framework which includes the EIGE roadmap to GEPs, CoP lifecycle phases, CoP success factors, the four areas of CoP activity, and tips for gender equality projects. At the same time, the theoretical framework provides the structure for the design of the toolkit. Based on the guidance drawn out of the theoretical frameworks, the toolkit contains participatory methods for co-creation to support the CoPs, as well as tips for visual and documenting methods and online tools.

This is the final version 2.

1^st Blog

A journey to an academic institution where women and men are equal

Author

Minna Salminen Karlsson, Uppsala University

2^nd Blog

Getting started with Communities of Learning and Communities of Practice at next SPEAR meeting in March

Author

Christine Steffens, RWTH Aachen University

3^rd Blog

Why are Communities Central to SPEAR?

Author

Eva Sophia Myers, University of Southern Denmark

4^th Blog

The critical friends approach

Author

Sarah Beranek and Florian Holzinger, Joanneum Research

5^th Blog

Transnational gender equality work

Author

Peter Bjelskou, University of Southern Denmark

The publication takes a critical look at current mentoring research and practice and is a resource designed to build sector-wide, higher education capacity in the delivery of mentoring programs. It is equally suited to non-university contexts and is particularly applicable where culture change is desired.

Sponsorship involves active engagementto create career-enhancing opportunities while mentoring is a more passive talkingwith, or advisingof colleagues with no active intervention on the part of the mentor. Sponsorship involves leaders drawing on their power, networks, resources, social capital and influence on behalf of a more junior colleague.

This publication is an educational and strategic tool to guide universities, and individuals working within universities, to address gender diversity and equality issues that may arise through currently informal sponsorship practices. We position sponsorship not as a formal ‘program’ to be implemented, as you may do with mentoring, but part of effective leadership development and practice.

The publication is based on qualitative research (28 interviews of senior leaders in two Australian research intensive universities) and combined with two decades of practice with mentoring and other gender equality interventions