For more detailed Information please visit our German website: Aktionsplan Chancengleichheit UZH 2017–20
The University of Zurich’s second gender equality action plan arose from the swissuniversities program "Equal opportunity and university development 2017–2020" and runs from 1 January 2017 to 31 December 2020.
Contents of Action Plan
This action plan encompasses three main projects as well as various supporting activities and events. The three projects are designed to address both the P7 program aims and the priorities of the UZH Executive Board as set out in the Gender Policy Code of Conduct.
Project I: Open, Transparent and Merit-Based Recruitment of Researchers (OTM-R)
This project looks closely at professorial appointment procedures. It is often assumed that the low representation of women in the professorial staff will simply correct itself over time. However, the University of Zurich has found that the proportion of both female professors and female applicants amount to approx. 23%. Further increases in the representation of female professors are – from a purely mathematical perspective – currently not possible: Waiting will not increase the proportion of women professors.
For this reason, the University of Zurich works with the OTM-R toolkit (Open, Transparent and Merit-Based Recruitment of Researchers) which is a component of the HR Strategy for Researchers (HRS4R) issued by the European Commission (European Research Area, ERA), to increase the proportion of women professors.
- PD Dr. Nina Jakoby
- Prof. Gabriele Siegert, Deputy President and Vice President Education and Student Affairs
Project II: Research Funding and Academic Careers
A significant aspect in building an academic career is the ability to raise research funding. This often has a decisive influence on junior academics' future research careers. Junior researchers at the University of Zurich are generally successful in acquiring third-party funding. However, with several funding instruments, there are noted differences between women and men in terms of their application and success rates. With this project, the University of Zurich aims to systematically identify and take advantage of its possibilities as a potential host institution for externally funded research projects to ensure that junior female researchers in particular do not experience unintended bias in acquiring funding.
- Jennifer J* Moos
- Dr. Beatrice Scherrer (Research, Innovation and Academic Career Development)
- Sibylle Hodel, lic. phil. (EU Grants Access)
Project III: New Organization Models for Part-Time Management Positions at the University of Zurich
Members of the professorial staff hold leadership positions in their academic fields and also serve as university managers. Reducing the work load of these positions is rarely feasible. This project, therefore, seeks new models to improve work-life integration for UZH management staff with family/care or other responsibilities. Among other things, the project explores organizational models in place at other universities and as well as in the private sector.
- Dr. Beate Böckem
- Prof. Katja Rost
- Prof. David Seidl
- Prof. Klaus Jonas
- Bernhard Nievergelt, lic. phil., Center for Higher Education and Science Studies (CHESS)
swissuniversities: Program P-7 Equal opportunity and university development 2017–2020
The P-7 Program Equal opportunity and university development 2017-2020 aims to embed gender equality more deeply in the core processes and development of institutions of higher education by pursuing the following objectives:
- Gender equality in academic career development
- Gender equality in study program and career choice, reduction of labor market skills shortages
- Awareness-raising regarding diversity at institutions of higher education
The P-7 programm encompasses two modules:
- Module A - Action plans
- Module B - Project cooperations
Module B fosters collaboration between different types of higher education institutions.