- Convince the University community of the importance of equality within the institution. This message should be communicated by everybody.
- Remind people that the underrepresentation of women in certain posts justifies the rule of preference. It is a simple yet misunderstood fact.
- Explain that identical situations should be treated identically but that different situations should be treated differently.
- Properly monitor and plan careers to avoid, for example, women staying in intermediary positions longer than men.
- Be aware of the importance of the move from postdoc to assistant professor for women.
- Make sure that the few women aren’t burdened with panels, especially ones that are time-consuming and not useful for their career development.
Action during the procedure
- Introduce the delegation member and explain the delegation’s role during the first meeting of each appointment panel.
- Be aware of how male and female applications are still assessed differently even nowadays, especially when two CVs are equal.
- Draw attention to the fact that only looking at the list of publications can indirectly discriminate against women.
- Consider more generally what a person will bring to the students, research groups, their future faculty, the University and – if relevant – their patients.
- Evaluate applications in a more general way. Look for the candidates who want to get involved on behalf of their faculties.
- Rethink excellence – it is a criterion that is often abstract and poorly defined.
- Reconsider the notion of excellence and also the way of evaluating it, for all positions.
Support female researchers
- Prepare and encourage female researchers very early on, so that they do not fail for reasons that have nothing to do with their intellectual capacity.
- Highlight excellent applications by women.
- Encourage a strategic view of careers.
- Continue and promote mentoring programmes and other specific support.
- Teach female researchers how to deal with competition and find their place in the academic world.
- Make it possible to reconcile home and work life, and look at part-time options for men as well.
- Support equal parenting and sharing family tasks.
- Encourage men to participate in family life – it is said that the key decision in a woman’s academic career is her partner.
Pursue a more proactive policy
- Train panel chairs and other members: improve their knowledge of HR, of how the University works and of equality.
- Set numerical targets for full professors, or implement temporary quotas.
- Create more assistant professor positions.
- Make it possible to appoint young female candidates to assistant professor positions by invitation.
- Use tenure-track assistant professor positions to facilitate integration and success.
- Follow the work of planning committees and committees charged with evaluating options for professorial succession, which should support assistant professors; monitor promotions.
- Actively find, approach and hire high-level female researchers by invitation.
- Make a real effort to recruit young people via tenure tracks.
- Find out the number of female applicants at the beginning and bring into line data collection and entry across faculties.
- Increase the visibility of the issue of dual careers, because partners who cannot really move – and children – can slow down female researchers’ careers.
- Consider bonus points for CVs to make up for having fewer publications.