PDF-download of detailed work package-list
GEDII aims for nothing less than a fundamental re-configuration of research performance assessment. The first challenge lies in upgrading the lens through which gender dynamics influence teams and organizations’ research outputs, which at present is largely seen through “soft science” investigations. GEDII proposes examining new types of quantifiable evidence, new units of analysis, and new “perspectives” for investigating gendered group dynamics.
Secondly with this approach for using new evidence and units of analysis, the next challenge lies in discovering how to compare findings about these units across different private and public sectors and countries. Here, GEDII’s substantial contribution for conceiving and evaluating gender on the team level will stand out in its usefulness.
Given new understandings and available comparative data, next is the challenge of how to begin to measure the social value and opportunity costs involved in current science policies and assessment practices. GEDII’s ambition is to contribute to a more inclusive understanding of evaluation and science assessment while contributing to the dialogues for unblocking political and institutional reticence to change.
Fourthly, through the combination of the GEDII survey with datamining performance indicators, GEDII will go beyond existing bibliometric studies and performance surveys alike. The innovative approach allows us to explore correlations between detailed performance measures (bibliometrics) and the survey level data regarding the dimensions aggregated in the Gender-Diversity-Index GDI.
- develop concepts and tools for assessing the antecedents, processes and outcomes of gender diversity on research performance in teams and organizations
- develop through four case studies a method for detecting and measuring how gendered role expectations and behaviors shape team communication and information sharing
- develop and test a scalable, reliable statistical measure of gender diversity that is aware and sensitive to the gendered structures of team work
- target the team and organizational level, assess the benefits of gender diversity for science and society
- develop and test a flexible assessment framework that links our gender-diversity measure to a combination of traditional (patents & publications) and new emerging performance indicators
- generate empirical evidence through a five country / two sector survey on the multiple effects of gender diversity on research performance and its moderating variables
- stimulate public awareness and support change-enabling engagement in science, industry, policy and civil society through innovative societal dialogues about the evidence-based, comparable benefits of gender-diversity.
Below are the 7 work packages (WP) that GEDII deals with:
WP1: Strategic Analysis for Gender Diversity Impact Assessment
The overall objective of WP1 is to lay the conceptual and empirical foundations for the project work. This involves a state of the art literature review as well as compiling background information on participating countries/sectors and gaining field access.
- synthesizing the available evidence of the impact of gender diversity on research productivity, quality and innovation, identifying gaps and highlighting potential added-value in the sectors under study;
- analyzing the strengths and weaknesses of existing approaches and indicators to research performance evaluation in the public and private sector from a gender perspective;
- preparing background information on targeted countries and sectors as well as compiling field access
WP2: Empirical Case Studies
This WP aims at producing empirical grounded knowledge about the contexts and logic of “gender diversity” on the organizational and team level and its potential impacts on research performance. It will:
- develop methods for studying gendered dynamics at the team level using sociometric badges;
- achieve an endemic understanding on how gender diversity and research performance is conceived by team and organizational members;
- generate first-hand insights on the key gender diversity “proxies” and their potential role in influencing research performance, which will feed into the cross-country survey design.
WP3: Measuring Gender Diversity
The objective of WP3 consists of making operational “gender diversity” at the organizational and team level by constructing the Gender-Diversity-Index (GDI). To assess the impact of gender diversity on research performance, the project needs to develop a credible and reliable instrument for comparing “gender diversity” across teams and organizations. WP3 will:
- define the key quantitative dimensions of gender diversity on the team and organizational level;
- design a robust, modular statistical measure of gender diversity that is sensitive to sector, disciplinary, organizational and team differences;
- provide a user-friendly and “recommendable” assessment tool for the GDI on the project Website.
WP4: Scaling Up Evidence-based Practice: Testing the Diversity-Performance Link
The overall objective of this WP is to test-drive and scale up the elaborated gender diversity – research performance impact assessment in selected research environments and to generate a second round of quantitative results on the impact/benefits of gender diversity on research performance by:
- designing, conducting and analyzing a survey across 5 countries and 2 sectors that measures the impact of gender diversity on research and innovation performance;
- generating first-hand evidence on a large, cross-European scale on the impact of gender diversity on research performance
- understanding better the relative importance of wider contextual (country, sector) differences that influence research performance in their interplay with gender diversity.
WP5: Consolidating Tools and Results
The aim of this work package consists of synthesizing the findings of the main body of work (WP2, 3, 4) and of facilitating its future uptake by researchers, policy makers and the public in general. Specifically, this WP aims to:
- achieve a more developed understanding of how gender diversity influences research quality, productivity and innovation by comparing GEDII results across countries, thematic areas and/or public vs. private sectors.
- draw out and articulate through comparative analysis and stakeholders’ views on constraints and opportunities, the implications of the research findings for use in policy debates on research management, human resource management, research and science policy making as well as on gender equality policies in science.
- provide foresight guidance, capacity-building and incentives for the wider uptake of GEDII results (tools and concepts) across European research performance landscapes.
WP6: Engagement for Citizen-Grounded Science and Exploitation
The aim of this work package consists of driving the information, participation and empowerment processes between GEDII and stakeholders working on research assessment, and of promoting the uptake of the results as effectively and widely as possible. Its specific objectives are to:
- grow collaborations between existing and emerging science assessment initiatives, funding organizations and scientists through the gender diversity research being undertaken.
- generate new insights and continuity to open, effective debates among civil society organizations and innovation stakeholders on the consequences and enablers of gender diversity on research performance and impact assessments.
- showcase and give guidance on the significance and utility of the Gender-Diversity-Index tools for improving research quality, productivity and the foundations for innovation.
- enhance the capacities of all partners to contribute to engagement activities and bolster citizen’s participation.
The objectives of the management work package are to:
- ensure the accomplishment of the project objectives on time and within budget, in accord with the contract, including all reporting and liaison with relevant EC authorities on issues of import to GEDII and SWAFS.
- drive the overall scientific strategy of the project, with Steering Committee support and external Advisory Groups’ feedback and guidance.
- support seamless interactions between WPs and WP tasks, through effective internal communication protocols, teamwork and rules-based conflict-solving.
- secure timely production of deliverables, through ongoing monitoring for quality and for the achievements of impacts as set out in each WP.
- run project management that ensures the implementation of RRI throughout the project and guarantee all administrative, legal and financial requirements are fulfilled.