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|funding_agency=European Union’s Horizon 2020 Research and Innovation Programme | |funding_agency=European Union’s Horizon 2020 Research and Innovation Programme | ||
|total_cost=€2,029,351.25 | |total_cost=€2,029,351.25 | ||
|lead_partner=[[ | |lead_partner=[[Universita Degli Studi di Salerno]] (UNISA) | ||
|partners=[[ | |partners=[[Cyprus Neuroscience and Technology Institute]] (CNTI), <br> [[Consiglio Nazionale Delle Ricerche]] (CNR), <br> [[Associazione Industriali Della Provincia di Salerno]] (AISAI), <br> [[Asociacion - Centro de Investigacion Cooperativa en Nanociencias - CIC NANOGUNE (CIC nanoGUNE)]], [[MIGAL Galilee Research Institute LTD]] (MIGAL), <br> [[Digital Leadership Institute]] (DLI), <br> [[Znanstvenoraziskovalni Center Slovenske Akademije Znanosti in Umetnosti]] (ZRC SAZU), <br> [[Agence Nationale de la Promotion de la Recherche Scientifique]] (ANPR), <br> [[Hellenic Republic Ministry of Interior]] (GSGE) | ||
|fwc_coordinator=[[ | |fwc_coordinator=[[Andreas P. Andreou]]<br>[[Elena Aristodemou]] | ||
|website= | |website=http://ripeers.eu/ | ||
}} | }} | ||
The R&I PEERS project is funded by the European Union’s Horizon 2020 Research and Innovation Programme. The project is coordinated by the [[ | The R&I PEERS project is funded by the European Union’s Horizon 2020 Research and Innovation Programme. The project is coordinated by the [[Universita Degli Studi di Salerno]] (UNISA) with the participation of nine additional partners from Cyprus, Greece, Tunisia, Israel, Slovenia, Belgium, Spain and Italy. | ||
__TOC__ | __TOC__ | ||
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*Maximise the impact and the efficacy of gender content into the research programmes | *Maximise the impact and the efficacy of gender content into the research programmes | ||
==Geographical COverage== | |||
== | |||
Four | * Italy | ||
* Cyprus | |||
* Spain | |||
* Israel | |||
* Belgium | |||
* Greece | |||
* Slovenia | |||
==Gender Equality Plan (GEP)== | |||
As envisioned by the project, [[Cyprus Neuroscience and Technology Institute]] (CNTI) has designed a customised Gender Equality Plan (GEP) to foster gender equality and strengthen the participation of female employees within the departments of the organisation. The customised Gender Equality Plan developed lies on the following target areas: work-life balance, reducing the gender gap in decision-making bodies, reducing gender gap among researchers, improving the use of gender-neutral language in organization’s documents, mentoring and supporting the career and excellence of female researchers. Among others, the plan includes the establishment of equal participation of the two genders in [[Cyprus Neuroscience and Technology Institute]] (CNTI)'s Board of Directors for a period of at least 5 years and the introduction of the possibility of flexible working hours as well as remote work in order to improve the work-life balance of the employees. | |||
Full access to the GEP is granted [[Media:R&I_PEERS_BOARD_GEP_2019.pdf|here]]. | |||
==National Legislation about Gender Equality== | |||
In order to sufficiently develop the internal Gender Equality Plan (GEP) at [[Cyprus Neuroscience and Technology Institute]] (CNTI), the following national legislative documents were taken into account and further used to raise awareness among the employees regarding gender equality: | |||
* Ο Περί Ίσης Μεταχείρισης στην Απασχόληση και την Εργασία Νόμος του 2004 (Ν. 58(I)/2004) / The Equal Treatment in Employment and Labor Law of 2004 (Law 58 (I) / 2004) [[Media:L.58(I)2004.pdf|pdf]] | |||
* Ο Περί Ίσης Μεταχείρισης Ανδρών και Γυναικών στην Απασχόληση και στην Επαγγελματική Εκπαίδευση Νόμος του 2002 (Ν. 205(I)/2002) / The Equal Treatment of Men and Women in Employment and Vocational Training Law of 2002 (Law 205 (I) / 2002) [[Media:L.205(I)2002.pdf|pdf]] | |||
* Ο περί Ίσης Μεταχείρισης Ανδρών και Γυναικών (Πρόσβαση σε Αγαθά και Υπηρεσίες και στην Παροχή Αυτών ) Νόμος του 2008 (Ν. 18(I)/2008) / Equal Treatment of Men and Women (Access to and supply of goods and services) Law 2008 (Law 18 (I) / 2008) [[Media:L.18(I)2008.pdf|pdf]] | |||
* Ο Περί Γονικής Άδειας και Άδειας για Λόγους Aνωτέρας Bίας Nόμος του 2012 (Ν. 47(I)/2012) / Parental Leave Law (2012) 47 (I) / 2012) [[Media:L.47(I)2012.pdf|pdf]] | |||
* Ο περί Προστασίας της Μητρότητας Νόμος του 1997 (Ν. 100(I)/1997) / The Maternity Protection Law of 1997 (Law 100 (I) / 1997) [[Media:L.100(I)1997.pdf|pdf]] | |||
* Ο Περί Ίσης Μεταχειρίσεως Ανδρών και Γυναικών στα Επαγγελματικά Σχέδια Κοινωνικής Ασφάλισης Νόμος του 2002 (133(I)/2002) / The Equal Treatment of Men and Women in Professional Social Security Schemes Law of 2002 (133 (I) / 2002) [[Media:L.133(I)2002.pdf|pdf]] | |||
* Ο περί Προστασίας της Πατρότητας Νόμος του 2017 (117(Ι)2017) / The Paternity Protection Law of 2017 (117(Ι)2017) [[Media:L.117(I)2017.pdf|pdf]] | |||
* Ο Περί Ίσης Αμοιβής μεταξύ Ανδρών και Γυναικών για την Ίδια Εργασία ή για Εργασία Ίσης Αξίας Νόμος του 2002 (Ν. 177(I)/2002) / The Equal Pay for Men and Women for Equal Employment or Equal Work Law of 2002 (177 (I) / 2002) [[Media:L.177(I)2002.pdf|pdf]] | |||
* Ο περί Κοινωνικών Ασφαλίσεων (Τροποποιητικός) Νόμος του 2010 (59(I)/2010) [[Media:L.59(I)-2010.pdf|pdf]] | |||
==[[Structured Democratic Dialogue]] workshops== | |||
Four [[Structured Democratic Dialogue]] workshops were implemented during the life-cycle of the project focusing on the cooperative knowledge sharing between R&I PEERS and other initiatives and projects dealing with gender equality plan. The scope of these workshops which will bring together stakeholders and experts is double: | |||
*to strengthen the knowledge base | *to strengthen the knowledge base | ||
*to share experiences with the Gender Equality arena, thus ensuring long term adaptation of R&I PEERS GEPs and outlined strategies. | *to share experiences with the Gender Equality arena, thus ensuring long term adaptation of R&I PEERS GEPs and outlined strategies. | ||
Below is a list of all [[Structured Democratic Dialogue]] workshops | |||
{| class="wikitable" | |||
|+ Table Caption | |||
!width="5%"|# | |||
!width="75%"|SDD | |||
!width="10%"|Place | |||
!width="10%"|Dates | |||
|- | |||
|1 | |||
|[[R-I-Peers Rome SDDP Identification of best practices in the Gender Equality Arena within an organisation]] | |||
| Rome | |||
| 7 Nov 2018 | |||
|- | |||
|2 | |||
|[[R-I-Peers Ljubljana SDDP Identification of measures and actions for successful Gender Equality Plans implementation within Research Performing Organisations]] | |||
| Ljubljana | |||
| 14 Oct 2019 | |||
|- | |||
|3 | |||
|[[R-I-Peers San Sebastian Virtual SDDP Best practices to overcome problems, barriers, issues when implementing your GEPs]] | |||
| San Sebastian | |||
| 9 Dec 2020 | |||
|- | |||
|4 | |||
|[[R-I-Peers - Athens Virtual SDD Obstacles we face when designing and implementing GEPs]] | |||
| Athens | |||
| 16 Dec 2021 - 27 Jan 2022 | |||
|} | |||
==Newsletters== | |||
The project's Newsletters are available at: | |||
[[http://ripeers.eu/newsletter]] | |||
* Download the 1st Newsletter [[Media: Newsletter-1-from-the-RI-PEERS-Project.pdf|here]] | |||
* Download the 2nd Newsletter [[Media: Newsletter-2-from-the-RI-PEERS-Project.pdf|here]] | |||
* Download the 3rd Newsletter [[Media: Newsletter-3-from-the-RI-PEERS-Project.pdf|here]] | |||
* Download the 4th Newsletter [[Media: Newsletter-4-from-the-RI-PEERS-Project.pdf|here]] | |||
* Download the 5th Newsletter [[Media: Newsletter-5-from-the-RI-PEERS-Project.pdf|here]] | |||
* Download the 6th Newsletter [[Media: Newsletter-6-from-the-RI-PEERS-Project.pdf|here]] | |||
==Press Releases== | |||
* [[R-I-Peers Press release, 1st May 2021]] | |||
* [[R-I-Peers Press release, 15 December 2021]] | |||
* [[R-I-Peers Press release, 1st February 2022]] | |||
* [[R-I-Peers Press release, 21 June 2022]] | |||
* [[R-I-Peers Press release, 11 July 2022]] | |||
==References== | ==References== | ||
[[Category:Future Worlds Center Projects]] | [[Category:Future Worlds Center Projects]] | ||
[[Category:NML Projects]] | [[Category:NML Projects]] |