RestPoll Gender Equality and Diversity Plan (Milestone MS25)

RestPoll Gender Equality and Diversity Plan WP7: COORDINATING, NETWORKING, AND DATA MANAGEMENT TASK 7.3: DEVELOP A GENDER, DIVERSITY AND EQUALITY PLAN Milestone MS25 15 March 2025 Version 3 - Public Anda Adamsone-Fiskovica, Ilze Mileiko, Maija Usca Baltic Studies Centre Nina Kranke, Amibeth Thompson, Alexandra-Maria Klein University of Freiburg RestPoll Restoring Pollinator habitats across European agricultural landscapes based on multi-actor participatory approaches This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 2 MS25: Gender equality and diversity plan Prepared under contract from the European Commission Grant agreement No. 101082102 EU Horizon Europe Framework Programme Project acronym: RestPoll Project full title: Restoring Pollinator habitats across European agricultural landscapes based on multi-actor participatory approaches Start of the project: Oct 2023 Duration: 48 months Project coordinator: Professor Alexandra-Maria Klein University of Freiburg, Freiburg, Germany www.restpoll.eu Milestone title: Gender equality and diversity plan Milestone n°: MS25 Nature of the milestone: Report Dissemination level: Public WP responsible: WP7 Lead beneficiary: University of Freiburg (UFR) Citation: Adamsone-Fiskovica, A., Mileiko, I., Usca, M., Kranke, N., Thompson, A., Klein, A.-M. (2024). MS25 Gender equality and diversity plan. 3rd draft. EU Horizon RestPoll Project, Grant agreement No. 101082102. Due date of the milestone: Month 3 Actual submission date: Month 3 Milestone status: Version Status Date Author(s) 1.0 Submitted Document 27 December 2023 Anda Adamsone-Fiskovica, Ilze Mileiko, Maija Usca [BSC] Nina Kranke, Amibeth Thompson, Alexandra-Maria Klein [ALU-FR] 2.0 Revised Document 23 February 2024 Anda Adamsone-Fiskovica [BSC], Nina Kranke [ALU-FR] 3.0 Revised Document 15 March 2025 Amibeth Thompson [ALU-FR], Nina Kranke [ALU-FR], Anda Adamsone-Fiskovica [BSC] This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 3 MS25: Gender equality and diversity plan *This is a public version of the Milestone. Email addresses of members and links to internal documents have been removed. * The content of this deliverable does not necessarily reflect the official opinions of the European Commission or other institutions of the European Union. This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 4 MS25: Gender equality and diversity plan Table of contents 1. Introduction .......................................................................................................................... 5 2. Mission statement and objectives ........................................................................................ 6 3. State-of-the-art of gender balance and diversity in the project ........................................ 8 4. Implementation strategies ..................................................................................................11 4.1. STAFF RECRUITMENT ................................................................................................11 4.2. MANAGEMENT OF THE MULTI-ACTOR CONSORTIUM...................................................11 4.3. WORK ENVIRONMENT .............................................................................................11 4.4. COMPOSITION OF THE ADVISORY BOARD ...................................................................12 4.5. STAKEHOLDER ENGAGEMENT ...................................................................................12 4.6. RESEARCH PROCESS AND CONTENT ..........................................................................13 4.7. TRAINING AND CAPACITY BUILDING ...........................................................................14 4.8. WHISTLE-BLOWING AND SUPPORT SYSTEM ...............................................................14 5. Monitoring and evaluation ..................................................................................................16 6. Concluding remarks ............................................................................................................19 7. Updates Version 2.0 .............................................................................................................20 8. Updates Version 3.0 .............................................................................................................21 8.1. MONITORING AND EVALUATION UPDATES .................................................................21 8.2. ANNUAL INTERNAL ASSESSMENT ..............................................................................24 8.3. WORKSHOP AT THE ANNUAL GROUP MEETING ..........................................................29 This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 5 MS25: Gender equality and diversity plan 1. Introduction “Restoring Pollinator habitats across European agricultural landscapes based on multi-actor participatory approaches” (RestPoll) is a pan-European transdisciplinary project (Innovation Action) aiming to provide society with tools to reverse wild pollinator declines and to position Europe as a global leader in pollinator restoration. The present document lays out the RestPoll Gender Equality and Diversity Plan (henceforth - the Plan) to serve as a common source of reference for the principles guiding the project regarding recruiting and employing the RestPoll staff, managing the multi-actor network, elaborating the research design, engaging stakeholders, gathering and analysing data, and communicating the obtained results. Such a plan is crucial for ensuring inclusivity, equal opportunities, equity, and diverse perspectives in our transdisciplinary research and innovation activities and multi-actor work environment, promoting a culture of openness and mutual understanding, as well as reducing biases along socio-demographic, cultural, academic, and other dimensions (https://www.youtube.com/watch?v=e0FNvHRmhUE). Lack of or inadequate consideration of gender and diversity in research, land management, and development of agricultural policy is known to constrain successful long-term implementation of sustainable land use. Hence, we aim to carefully embed overall gender and diversity dimensions throughout our research and innovation activities. This Plan outlines our commitment to fostering an inclusive and equitable environment throughout the project's lifespan. It characterises the state-of-the-art of the project in terms of gender equality and social inclusiveness, identifies the relevant activities in support of it, as well as defines measures to be taken for the implementation of the Plan. While most partner organisations in the beneficiaries status (i.e. UFR, TUM, UFZ, CIHEAMIAMM, ENSFEA, CYFNU-YFCNU, ULUND, AU, CREAF-CERCA, UTH, CER, TCD, INPT, INN, BSC, IRTA-CERCA, WU, BNPI, SLU) 1 , as well as associated partners (UCAM, UREAD, MLR-BW, UM-BW, PennState, WBF, INNOCENT LTD) 2 have their institution-specific gender equality plans that come as a prerequisite for all public bodies and research institutions taking part in projects funded under the EU “Horizon Europe” framework programme, the present Plan sets out the general principles that are applicable to all consortium members, irrespective of the possession and content of the individual institutional plans. Each consortium member is thus personally responsible for acquainting themselves with the Plan and for adhering to the defined values and principles in their daily activities in the RestPoll project. This Plan is released at the beginning of the project, with all partners given the possibility of commenting on the initial draft, with a subsequent update of the document to be carried out during the project implementation to accommodate any issues emerging over the course of its execution. 1 No plans reported by CONFAGRI, ADASEA DU GERS; HVR Group does not have such an internal plan. 2 No plans reported by BBCT and Avalon Fresh. This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 6 MS25: Gender equality and diversity plan 2. Mission statement and objectives Our mission is to foster an inclusive and diverse project environment. Through deliberate and proactive measures, we aim to create a culture that promotes equal opportunities, embraces diversity, and ensures that every voice is not only heard but actively included. By prioritising gender equality and diversity, we strive to cultivate a collaborative space where all project partners, advisory board members and collaborators feel respected and valued. Together, we commit to building a project community that reflects the diversity of human experiences and perspectives and promotes a culture of mutual understanding, respect, and growth. The main objectives underlying this Plan are to: ● Promote gender equality, diversity, and social inclusion across all project activities; ● Foster respectful, inclusive, and supportive work environment; ● Ensure fair and equal opportunities and access to resources for all participants, irrespective of gender, race, ethnicity, disability, or any other characteristic; ● Encourage diverse perspectives to enhance the project's creativity, innovation, effectiveness, and acceptance of measures. While RestPoll acknowledges the broad spectrum of specific target groups of social inclusion, not least in terms of being respectful of and non-discriminatory towards individuals based on their social background, ethnicity, race, sexual orientation, care-giving responsibilities, health status, physical and mental disabilities, and others, the dimensions of equality and diversity specifically highlighted and targeted by this Plan in view of the RestPoll project pertain mainly to the following ones: - Gender, with a focus on promoting equal opportunities for both women and men and non-binary persons in employment, leadership positions, stakeholder engagement and other areas; - Age, with a focus on promoting equal opportunities for individuals of all age groups, including combating ageism in the workplace; - Career stage, with a focus on ensuring the inclusiveness and promoting career advancement of early-stage researchers; - Cultural and national diversity, with an aim of celebrating and embracing cultural diversity, fostering an inclusive environment for individuals from various cultural and national backgrounds; - Academic background, with an emphasis on promoting collaboration between project partners and stakeholders with varying degrees and domains of formal education that can foster our understanding of how to restore habitats in light of a wider society; - Disciplinary background, with an aim of promoting equality and inclusiveness in science disciplines by fostering an environment where individuals from diverse disciplinary profiles feel welcome, respected, and have equal opportunities to contribute and succeed; - Sex, with a focus on the sex-specific biological differences in pollinator behaviour that bear implications for research on pollinators and restoration of their habitats. This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 7 MS25: Gender equality and diversity plan We are aware that gender is not a stand-alone category and that there is significant diversity within the broader categories of ''women'' and ''men'' and acknowledge that experiences and challenges may vary based on factors like ethnicity, socio-economic status, age, and sexual orientation. Building on the concept of intersectionality, we recognise that individuals possess multiple social identities that intersect to shape their experiences and opportunities, resulting in potentially unique combinations of discrimination and privilege. We also recognise that gender and sex are not non-binary categories and that there can be notable variation within those. Given the specific multi-actor nature of the RestPoll project, which involves collaboration among various organisations, entities, and stakeholders, the target groups for gender equality and diversity initiatives extend beyond individual partner organisations to encompass a broader range of stakeholders and thereby reflect a commitment to inclusivity in its broader ecosystem. This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 8 MS25: Gender equality and diversity plan 3. State-of-the-art of gender balance and diversity in the project At the submission stage of the project proposal, which serves as a point of reference for further monitoring, there was a good gender balance with 55 (51.4%) male and 52 (48.6%) female participants listed in total by project partners (see Table 3.1). The project consortium is represented by a rich composition of 19 nationalities across Europe and beyond (the USA). Table 3.1. Gender and career stage of project participants by nationality at the proposal submission stage. The composition of the consortium also features an equal distribution of nominated participants across the four different research career stages, ranging between 20% and 28% Nationality Number Gender Career stage Male Female Categ. A Categ. B Categ. C Categ. D Austria 1 1 0 0 1 0 0 Denmark 3 3 0 1 2 0 0 France 17 7 10 3 5 3 6 Germany 13 5 8 6 0 7 0 Greece 5 4 1 1 0 2 2 Hungary 7 5 2 0 1 3 3 Ireland 3 0 3 1 0 1 1 Italy 5 3 2 0 2 0 3 Latvia 5 2 3 1 2 1 1 Luxembourg 1 1 0 1 0 0 0 Netherlands 7 5 2 1 1 3 2 Spain 7 4 3 0 3 3 1 Sweden 5 2 3 2 1 1 1 Switzerland 2 2 0 0 2 0 0 Tunisia 1 1 0 1 0 0 0 Turkey 1 0 1 0 0 0 1 Ukraine 6 0 6 1 2 2 1 United Kingdom 15 9 6 1 6 2 6 USA 3 1 2 1 0 2 0 TOTAL 107 55 52 21 28 30 28 This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 9 MS25: Gender equality and diversity plan per stage category (see Table 3.2). Yet, viewed from a gender balance there is a trend of a progressively higher representation of male researchers at higher career stages and female researchers at lower ones. In terms of the overall composition of the consortium, 14 of the 31 partners are represented by females. Gender balance in the consortium has been integrated throughout the work packages. Above all, the coordinator of the consortium, UFR, is led by a female researcher. According to the Grant Agreement, five of the seven work packages are led by females (WP1, WP2, WP5, WP6, WP7) and two by male participants (WP3, WP4). Each work package has been assigned two co-leads, of which five are female and nine are male. Thus, the project aids in closing the gaps in the participation of women in research teams. Meanwhile, efforts shall be made to ensure that both genders are equally represented in decision-making processes about the progress of the project and involved in the execution of the tasks of the work packages. Table 3.2. Career stage and gender balance of project participants at the proposal submission stage. Career Stage Total per category (% of all participants) Males (% of all participants / per category) Females (% of all participants / per category) Category ATop Grade Researcher (Full professor/ Director of research) 21 (19.6%) 13 (12.1 / 62%) 8 (7.5 / 38%) Category BSenior Researcher (Senior Researcher/ Associate professor) 28 (26.2%) 16 (15.0 / 57%) 12 (11.2 / 43%) Category CRecognised Researcher (Researcher/ Assistant professor) 30 (28.0%) 14 (13.1 / 47%) 16 (15.0 / 53%) Category DFirst stage researcher + non-researcher 28 (26.2%) 12 (11.2 / 43%) 16 (15.0 / 57%) TOTAL 107 (100%) 55 (51.4%) 52 (48.6%) As noted above, a crucial built-in aspect of RestPoll is the interdisciplinary and transdisciplinary nature of the consortium, which adds to the overall diversity mix. Table 3.3 illustrates the initial attribution of partners to the two broader groups of sciences, with natural scientists making up 61%, while social scientists represented by 15% of all team members, along with 23% of non-research partners. The smaller share of social scientists among the scientific staff, as well as the dominance of research partners in the consortium needs to be kept in mind when undertaking the collaborative work. Table 3.3. Disciplinary attribution of consortium partners. This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 16 MS25: Gender equality and diversity plan 5. Monitoring and evaluation In order to monitor and evaluate the implementation of the Plan and the set objectives, a regular update of gender equality and diversity metrics across project activities will be carried out based on a set of key performance indicators (KPIs): (1) share of male/female project staff members (incl. advisory board), (2) share of male/female participants and stakeholders in project-related engagement activities, (3) career stages of project research staff members, (4) gender and disciplinary attribution of WP and task leads, (5) any additional indicators that will emerge as relevant over the course of the project. KPIs for gender equality and diversity are essential to assess progress, track the impact of initiatives, and ensure accountability. Regularly monitoring and evaluating these indicators helps ensure that gender equality and diversity remain integral to the project's success. To this aim, regular evaluations to assess the effectiveness of gender equality and diversity initiatives as well as highlight potential problem areas will be performed, soliciting feedback from team members to identify areas for improvement. The assessment will include the perceived level of gender equality, satisfaction with involvement in decision-making, the level of integration of different partner perspectives and proposed solutions, among others. The RestPoll project management team will carefully evaluate all deliverables, including research results, reports, and publications, prior to submission to make sure the interpretation of results will fully embrace gender equality and diversity aspects. A dedicated section on gender equality and diversity initiatives will be included in project reports, highlighting achievements, challenges, and proposed actions for improvement. Action strategies will be adapted based on the outcome of these internal reviews, feedback, changing circumstances, and emerging best practices. Table 5.1 summarises the specific measures and activities planned for the implementation of the principles laid out in this Plan, identifying their content, expected results, time-frame, and organisations in charge, as well as their implementation status at the time of the regular update of the plan. Table 5.1. Measures to be taken for the implementation of the Plan. [Text in brown was added or updated in version 2 and 3 of the Plan] Planned activity Result Due date(s) Responsible Status Assignment of the RestPoll Equal opportunities officer A concrete person assigned to serve as the contact point for identifying and resolving any disputes involving gender equality and diversity issues in the project M4 UFR The RestPoll project management team assigned with the responsiblity for This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 17 MS25: Gender equality and diversity plan performing the Equal opportunitie s officer duties Create a protocol/checklist to guide the consortium and project management team throughout the project A concrete protocol/checklist that lists the important points that need to be considered when developing a project, creating documents, and ensuring an inclusive work environment M6 UFR, BSC, TUM The checklist developed, linked in this document and sent to all consortium members Data collection on gender equality and diversity within the consortium (incl. advisory board) Annual update of data on the composition of the consortium, advisory board, as well as WP and Task leads in terms of gender, career stage, and disciplinary attribution M15, M27, M40 UFR M15updated data covered by V3 of GEDP Data collection on gender equality and diversity among the project’s stakeholders Data collected on the gender and diversity profiles of participants involved in project outreach activities and reported in respective reports M4-M48 Leads of WPs and Tasks that involve stakeholder engagement Data being collected by individual LL leaders to be reported during their monitoring Invited lecture on gender equality and diversity aspects of research and innovation projects An online lecture by an invited speaker on gender equality and diversity aspects organised for and attended by consortium members M6 BSC, UFR Online workshop with two external speakers held on 27 March 2024 Invited workshop on gender equality and diversity aspects at research institutions A hybrid workshop by an invited speaker at the AGM in Freiburg and Barcelona M14, M25 UFR Workshop with Robert Kötter held on 13 November 2024 Dedicated section in all project All deliverables contain either a dedicated section on the M3-M48 Leads of individual Ongoing This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 18 MS25: Gender equality and diversity plan deliverables highlighting any relevant gender equality and diversity aspects aspects of gender equality and diversity or have these explicitly addressed in relevant sections throughout the document deliverables Pre-submission evaluation of all project deliverables in the light of gender equality and diversity aspects Feedback provided to the lead authors of draft deliverables on the gender equality and diversity issues that need to be further elaborated and/or added in the respective documents M3-M48 UFR, BSC, TUM Data management plan commented; Living Lab guidelines screened Regular annual assessment by and feedback from consortium members Annual internal assessments (incl. brief surveys, reflexive discussion sessions with a focus on gender equality and diversity) organised, providing input for self-monitoring reports M15, M27, M40 BSC M15Assessment conducted at 1. AGM (Nov 2024), results reported in V3 Annual update of the Plan Updated Plan that features an annex on the main project developments regarding gender equality and diversity implementation in the respective period and highlights any emerging aspects that need to be addressed in the project M15, M27, M40 BSC, UFR, TUM M15Plan update (V3) in March 2025 This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 19 MS25: Gender equality and diversity plan 6. Concluding remarks In conclusion, the RestPoll Gender Equality and Diversity Plan represents a significant stride towards fostering an inclusive and equitable environment within the project, by embedding overall gender and diversity dimensions throughout our research and innovation activities. As we navigate the complexities of the modern workplace and research environment, it is imperative that we recognise the strength that diversity brings to our team and the innovation that arises from a variety of perspectives. By implementing this Plan, we aim to create a project environment that values and respects the diverse perspectives, talents, and contributions of all team members. Together, we can ensure the success of our project while promoting a culture of equality and inclusion. As we move forward, it is crucial that each member of the project actively participates in the implementation of this Plan. This requires a collective effort to challenge stereotypes, eliminate bias, and cultivate an atmosphere where every voice is heard and respected. We are not just shaping a diverse work environment; we are building a culture of inclusivity that empowers everyone to reach their full potential. Regular assessments, feedback mechanisms, and a commitment to adaptability will guide our strategies, ensuring that our initiatives remain effective and relevant. Gender equality and diversity are not just goals, but ongoing processes of learning, development, assessment, feedback, and adjustment. By fostering an environment where individuals are valued for their unique qualities and feel seen, respected, and empowered, we are not only investing in the success of our project but also contributing to a more just and equitable society. This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 20 MS25: Gender equality and diversity plan 7. Updates Version 2.0 The RestPoll project management team (Amibeth Thompson, Nina Kranke, Alexandra Klein) is responsible for the Equal opportunities officer duties outlined in this Plan. The respective passages in this document have been changed accordingly. Instead of appointing a single person as Equal opportunities officer, we decided to appoint a team of three people to ensure that problems can be identified and solved quickly and reliably. In case an issue is raised by one of the consortium members, concrete procedures, measures and problem-solving approaches will be discussed within and executed by the RestPoll project management team. In cases of conflict of interest, the team will seek the support of a suitable person outside the consortium. Creation of a protocol/check-list was added to the planned measures, to help guide the management team efficiently, thoroughly, and impartially evaluate the milestones, deliverables and other documents created throughout the project. An online workshop on gender and diversity aspects was organized on 27 March 2024 from 10:00 – 12:00 (CET). 19 members of the RestPoll consortium attended the event. Programme: 10:00 – 10:15: Welcome and introduction of the RestPoll Gender Equality and Diversity Plan (Anda Adamsone-Fiskovica, BSC) 10:15 – 11:00: Gender perspectives and the diversity of reproductive ecologies (Ingrid Ahnesjö, Uppsala University) 11:00 – 11: 45: Don’t Believe All Your Thoughts – Diversity in Daily Academia (Carolin Demus, University of Leipzig) 11:45 – 12:00: Joint final discussion With the workshop we promoted the Plan among RestPoll members and raised awareness for gender and diversity aspects at research institutions/in research projects as well as the social dimension of knowledge production. The workshop was recorded with the permission of the speakers and participants to allow for members that could not attend to view at a later date. The video recording is available for members to view on the RestPoll drive. The presentations and a list of links from the guest speakers is also available on the RestPoll drive. Some of the suggestions for a more inclusive work environment by Carolin Demus were included in the RestPoll gender equality and diversity checklist for consortium members. We also followed her suggestion to design the next workshop without mentioning that it is a diversity measure and without explicitly mentioning ‘gender’ or ‘diversity’ in the title to avoid potential reservations or negative preconceptions and to encourage broad participation and engagement (see 8.3). To have one male and one female speaker, we had originally invited Matt Fortnam (University Exeter) to present alongside Carolin Demus, but he was not available on the day of the This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 21 MS25: Gender equality and diversity plan workshop. We will try to find a male speaker for the AGM 2024 to present another topic on Gender and Diversity. With Ingrid Ahnesjö, professor emeritus, Uppsala University, and Carolin Demus, acting head of the office for equality, diversity and family affairs, University of Leipzig, however, we found two speakers with different ages, disciplinary backgrounds and positions within the academy from two different European countries. 8. Updates Version 3.0 This update includes the annual update from 2024 to the gender balance and diversity within the project (8.1), results from the first annual internal assessment conducted during the first annual group meeting (8.2), and the workshop at the first annual group meeting by Robert Kötter (8.3). 8.1. MONITORING AND EVALUATION UPDATES This section is an annual update to section 3 “State-of-the-art of gender balance and diversity in the project”. It includes data on the composition of the consortium (Table 8.1), advisory board (Table 8.2), as well as WP and Task leads (Table 8.3) in terms of gender, career stage, and disciplinary attribution by the end of 2024 (Month 15). Changes from the proposal submission stage are indicated with an increase arrow (↑) or a decrease arrow (↓) after a percentage. No change are indicated with an equal sign (=). At the end of 2024 (Month 15), there was a good gender balance with 57 (48.7%, ↓) male and 60 (51.3%, ↑) female participants listed in total by project partners (see Table 8.1). The number of participating nationalities did not change from the proposal submission stage and still includes 19 nationalities across Europe and beyond (the USA). Table 8.1. Gender and career stage of project participants by nationality at the end of 2024 (Month 15 of project). Nationality Number Gender Career stage Male Female Categ. A Categ. B Categ. C Categ. D Austria 1 1 0 0 1 0 0 Denmark 4 ↑ 3 1 ↑ 1 2 0 1 ↑ France 19 ↑ 8 ↑ 11 ↑ 2 ↓ 4 ↓ 5 ↑ 8 ↑ Germany 12 ↓ 4 ↓ 8 3 ↓ 1 ↑ 6 ↓ 2 ↑ Greece 8 ↑ 5 ↑ 3 ↑ 1 0 4 ↑ 3 ↑ Hungary 7 5 2 0 1 3 3 This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 22 MS25: Gender equality and diversity plan Ireland 3 0 3 1 0 1 1 Italy 6 ↑ 4↑ 2 0 2 0 4 ↑ Latvia 6 ↑ 3 ↑ 3 2 ↑ 2 1 1 Luxembourg 1 1 0 1 0 0 0 Netherlands 5 ↓ 4 ↓ 1 ↓ 1 1 2 ↓ 2 Spain 6 ↓ 3 ↓ 3 0 4 ↑ 2 ↓ 1 Sweden 8 ↑ 4 ↑ 4 ↑ 2 2 ↑ 3 ↑ 1 Switzerland 2 2 0 0 2 0 0 Tunisia 1 1 0 1 0 0 0 Turkey 1 0 1 0 0 0 1 Ukraine 7 ↑ 0 7 ↑ 1 2 3 ↑ 1 United Kingdom 15 7 ↓ 8 ↑ 2 ↑ 5 ↓ 1 ↓ 7 ↑ USA 4 ↑ 2 ↑ 2 1 0 3 ↑ 0 TOTAL 117 ↑ 57 ↑ 60 ↑ 19 ↓ 29 ↑ 34 ↑ 25 ↑ Table 8.2 Gender balance and career path of our advisory board. Gender Career Male Female Industry Policy Research 4 2 2 3 1 Table 8.3 Gender balance, career stage, and disciplinary attribution of the WP and Task Leads Gender Career stage Disciplinary profile Male Female Categ. A Categ. B Categ. C Categ. D Natural science Social science Other (nonresearch) 12 9 7 8 6 0 14 6 1 The composition of the consortium also features an increase in Category B-D researchers (see Table 8.4). Yet, viewed from a gender balance there is still the trend of a progressively higher representation of male researchers at higher career stages and female researchers at lower ones. This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 23 MS25: Gender equality and diversity plan Table 8.4. Career stage and gender balance of project participants at the end of 2024 (Month 15 of project). Career Stage Total per category (% of all participants) Males (% of all participants / per category) Females (% of all participants / per category) Category ATop Grade Researcher (Full professor/ Director of research) 19 (16.2%, ↓) 13 (11.1 ↓/ 68.4% ↑) 6 (5.1 ↓ / 31.6% ↓) Category BSenior Researcher (Senior Researcher/ Associate professor) 29 (24.8%, ↑) 17 (14.5 ↓/ 58.6% ↑) 12 (10.3 ↓ / 41.4% ↓) Category CRecognised Researcher (Researcher/ Assistant professor) 34 (29.1%, ↑) 15 (12.8 ↓/ 44.1% ↓) 19 (16.2 ↑ / 55.9% ↑) Category DFirst stage researcher + non-researcher 35 (29.9%, ↑) 12 (10.3 ↓ / 34.3% ↓) 23 (19.7 ↑ / 65.7%↑) TOTAL 117 (100%) 57 (48.7%, ↓) 60 (51.3%, ↑) The interdisciplinary and transdisciplinary composition of the consortium evolved slightly, with a higher percentage of social scientists joining the team (Table 8.5). An additional category was introduced, recognizing two researchers who identify as both natural and social scientists. Overall, gender balance was relatively equal across disciplines, though there was a slight male bias among social scientists. Table 8.5. Disciplinary attribution of consortium partners. Disciplinary profile of partners Total per category (% of all participants) Males (% of all participants / per category) Females (% of all participants / per category) Natural sciences 66 (56.4 %, ↓) 29 (24.8 ↓ / 43.9 % ↓) 37 (31.6 ↓/56.0 % ↑) Social sciences 22 (18.8 %, ↑) 15 (12.8 ↑/ 68.2 % ↓) 7 (6.0 ↑/ 31.8 % ↑) Other (non-research) 27 (23.1 %, ↓) 12 (10.3 ↓ / 44.4 % ↓) 15 (12.8 ↑/ 55.6 % ↑) Both (natural and social sciences) 2 (1.7%) 1 (0.9 / 50%) 1 (0.9 / 50%) The monitoring of stakeholders involved in the RestPoll project is conducted by individual Living Lab leaders and will be documented in the corresponding reports (MS14-17). This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 24 MS25: Gender equality and diversity plan 8.2. ANNUAL INTERNAL ASSESSMENT At the first annual group meeting on 13 November 2024 in Freiburg, Germany, the first annual internal assessment was conducted with the RestPoll members present. In 30 minutes, 40 members were asked eight (8) questions and were prompted to respond via Mentimeter, an online tool where participants can anonymously respond to questions in the moment. Below we share the results from the assessment. 1. What’s the word that best describes your overall feeling about the project’s first year? Overall, the member’s feelings of the first year within the project were positive, with “exciting”, “promising”, and “interesting” as the highest rated feelings (Figure 8.1). Figure 8.1 Word cloud that described the member’s feeling about the first year of the project (40 responses from 40 respondents). 2. On a scale of 1 to 7, how would you rate your personal involvement in the project during its first year? (1 = not involved at all, 7 = extremely involved) The average rate of personal involvement in the project was 4.7, which is above average (40 responses from 40 respondents). 3. What was your most significant success or proudest moment in the project this year? RestPoll members submitted 50 responses regarding this question. The responses were categorized to get an overview of the success within the project (Figure 8.2). The biggest This project receives funding from the European Union’s Horizon Europe Framework Programme under project No. 101082102. 25 MS25: Gender equality and diversity plan successful moment was conducting or completing the first round of the pollinator monitoring fieldwork (21 responses). Other successes included, engaging with stakeholders (8), establishing or conducting workshops within the Living Labs (7), gaining new skills or experiences (5), completing project milestones or deliverables (3), social media or communication engagement (3), recruiting good staff (2), or successful project communication (1). Additionally, one member was proud that “We are changing things.” Figure 8.2 Overview of participants’ responses about their most successful or proudest moment in the first year of the project (50 responses from 32 respondents). 4. What was the most significant challenge you encountered while working on the project? RestPoll members submitted 32 responses regarding this question. The responses were categorized to get an overview of the challenges that were encountered within the project (Figure 8.3). The biggest challenges were lack of project overview or clear definitions (10 responses) or weather/time constraints (9). Additionally, members faced communication issues (6), challenges when establishing the Living Labs (4), engaging stakeholders (3), constraints during fieldwork (1), or a lack of experience (1). One member reported that “All went smoothly.”