Dr Rochelle Fritch
Research Policy Scientific Programme Manager, Science Foundation Ireland
Over the past year we have seen more than ever, the key role that science has in providing solutions to the challenges we face as a society and economy.
In order to deal with these challenges, it is critical that we have diverse perspectives and a varied ecosystem in science, technology, engineering and mathematics (STEM) research in Ireland.
The continued growth in the demand for highly skilled STEM graduates and employees means it is important that we deal with the gender gap that persists in the sector. Currently 35% of STEM academic staff members in Irish universities are women.
Implementing certification to enhance gender equality
Across the sector many are working to reduce the gap. For example, higher education institutions are implementing Athena Swan, which aims to enhance gender equality and equality in the in the higher education sector. This is done by institutions designing and implementing gender equality plans to address areas such as workplace culture, hiring and promotional processes, and work-life balance.
By requiring Athena SWAN certification to be eligible for research funding, funding agencies have been a catalyst of change in the higher education system addressing gender equality issues.
In order to deal with these challenges, it is critical that we have diverse perspectives and a varied ecosystem in science, technology, engineering and mathematics (STEM) research in Ireland.
Research funding agencies, like Science Foundation Ireland (SFI) and the Irish Research Council (IRC) can also make an impact and support change through direct actions by working on gender equality within our own portfolios.
Over the past number of years, through the implementation of successive gender initiatives, we have seen an increase in number of female researchers holding SFI awards, from 21% in 2015, to 29% in 2019 and we are on a path to meet the 2020 target of 30%.
Supporting diversity through bespoke equality measures
Some of the more recent actions we have undertaken include widening the eligibility criteria to allow for a more diverse applicant pool. We are providing unconscious bias training for staff and reviewers, having a language expert review our documentation to ensure the language was inclusive and, in the event of applicants receiving the same final score, priority being given to applications from the underrepresented gender candidates.
Furthermore, we undertake an analysis of the gender balance at both application and awarding stages for each programme call in order to design bespoke gender equality measures suitable for the programme and career stage.
We will continue, in collaboration with the higher education institutions and other funders, to innovate and implement best practice in gender equality in research and innovation funding, setting ambitious targets to improve the gender balance and equity, as well as collaborating internationally to lead in the development of best practice in this critically important area.