Promote networking activities among females

It is necessary to create a competition mechanism for choose of managers in an organization. On competition should not be affected by gender or age. Everyone (men or women) should have equal opportunities.

Exchange openly

• how they managed both - work and family
• what was critical
• what they would do differently

Format: brown bag lunch, grab a sandwich and listen to new input, afterwards open discussion, clearify questions

To get the critical mass: organize with different regional institutions, maybe at different locations

Increase data and process transparency to better assess the situation of gender equality

Although women are successful in gaining qualifications, their subsequent careers are often more interrupted, they have lower pay and their careers are flatter. As a consequence, they earn less than men over their life cycle, and their pensions are lower. The gender pay gap is often moving in the opposite direction from the gender employment gap.

Offer financial support for extra hours of childcare (e.g. in case of travel, after work activities, etc.) that staff can use upon request.

Language is a powerful gun that motivates or crush people. While talking about gender equality, the importance of approperiate language should be remarked. Some of women working in IT field experiences irrespectful or undesarable comments towards women. These comments arises due to various reasons: negative view toward women, stereotypes, cultural approach and many other reasons.

- Conduct short interviews with female Information Systems (IS) students and alumni (role models for potential female students).

- Publish the interviews on the website of the Department of Information Systems.

- Make the interviews permanently accessible to ensure sustainability.

The goal of this idea is to help ISS female students to integrate to the majority of ISS students. More social activities out of study should be organized for ISS students, such as company visit, get together and welcome new ISS students, celebrations and so on. This will also help to change the image of ISS suject, such as not to be perceived as a male-dominated subject.

Workforce diversification is a key component towards prosperous future of the company and asset upraise. But even nowadays, women's opinion sometimes misheard, put off the line, and treated badly. How do we finally eradicate this problem in the years ahead?

Organize social advertising with information about IT professions. 

The presence of summer camps organized by the university and dedicated to female students from high schools may help to promote the participation of women in Information and Communications Technologies (ICT) studies.  Laboratory activities focused on a learning-by-doing approach are likely to have a two-fold positive effect: 1) smoothly and nicely introduce girls to computer sc

Since cultural issues and stereotypes are generally recognized to be the main causes of gender inequalities, the countermeasures should involve the younger generations, integrating specific contents into the educational programs of middle or even elementary schools.

It's a kind of a common opinion that boys are good for science, computers and all that technical stuff and at the same time girls are good for bookkeeping, accounting and things that need a diligent, thorough working out.

Decision making process requires to take a responsibility and have a forsight for future changes and influences. Many organizations to reduce the negative influences that might occur after taking one or another decision, involve its' employees to help in this process. In the IT field, a majority of employees are men, so, the lack of women's insights are notable.

Creation of a gender committee; protection of rights and interests of faculty members and students on gender equality

• Create a document which shows the career advancement criteria for each department and academic/non-academic staff
• Consider including both quantitative (years of experience, employment, degrees etc.) and qualitative (research, parental leave, quality of work) criteria into the aforementioned document

The goal of this idea is to realize good peer support between employees which can also help promote gender equality in workplace.

Goal: the presence of a permanent monitoring system on gender equality would permit to observe the long term effects of choice over years.

To improve the effectiveness of existing dedicated committees,  a clear commitment of the high level management of the university and of the departments is needed, as well as the explicit intent to go beyond the simple fulfillment of bureaucratic and legislative obligations.

- Revise the regulations related to gender parity quotas in committees and decision-making bodies.

Note: Implementation of this idea might not be feasible, but the results of voting will be communicated to the Equal Opportunities Office at the University of Muenster (WWU) to be communicated further at the state and country levels.

Goal(s): it proposes to use training to promote social change. In this way, participants will act for explore, analyse and transform the reality in which they are living.

Details of the proposed activities:

- Rephrase the current obligatory sentence in the text of job vacancies from “Women will be preferred in case of equal qualification” to, for instance, “Gender cannot act as a factor advantaging or disadvantaging a candidate. The Department of Information Systems is a place without gendered tasks, we believe that all genders can do the same job at our Department.”

To increase awareness about gender equality we need to create opportunities for people to physically meet and discuss together about this topic and the related issues. A possible solution is the establishment of dedicated working groups, consisting of members of different departments and with different professional roles within the university.

I think that it is necessary to hold various events, lectures, master classes, where the organizers will be people who are not ordinary for such activities. For example, a master class on hand-made or a lecture on the upbringing of children should be conducted by a man, and a woman should tell about innovative technologies in the IT sphere.

In my opinion, stereotypes can not be erased, because they are basically created by people who are not very smart and want to self-affirm in this way. These people will be around forever and there is almost certainly no way to change their mind. Even now a lot of people assocciate different groups with old stereotypes because they need these stereotypes to feel better about themselfs.

1. Goals: provide example and motivation to persons who are under such stereotypes.

2. Orginize meetings with people who has broken this stereotypes to listen their success stories.

3. People who might be influenced by such steriotypes.

4. Does not required.

Implementation of the concept of "Family Friendly University"

It would be great if employer can allocate funds on babysitter for their employees (in of case of overtime). 

Having help with the child can lighten womens`s load and give them the opportunity to do their job/education properly.

Goal:

Providing support for parents that struggle to provide adequate care for their children and cannot while working at the universities.

Target:

People working at the university and (possibly) students

Regardless combining career and childcare (not education and childcare). This can be an unpopular opinion nowadays, but i think if a women wants both: a baby and a top career at the same time, that is the problem right here. I think that mother is one of the most important roles in a person's life and mother should be around at least until child goes to school.

Sdet-up a fund that pays for babysitter services in case of work events in the evening or on weekends outside the normal daycare hours. Specially in Liechstenstein and Switzerland babysitter services are very expensive and often hinder parent to attend such work events. A fund that each employee can use to apply for financial support would help.

Engage with the Communications Department of the Institutes or the University to develop a strategy towards supporting and advertising the existing possibilities and rights, as well as the achievements on gender equality, and encourage all staff and students to interact and be up-to-date.

The goal of this idea is to help promote female in ISS unit. Female researchers, though not professors yet, should be promoted in the unit, and make the voice of female to be heard in the unit throught different ways.

- Extend the current set of the questions in the evaluation forms with the points like “The lecture uses gender-sensitive language” and “The examples provided by the lecture do not provoke gender stereotypes”.

Goal: support young women at the beginning of their career in research with dedicated training / educational activities and examples of female role models

Details: organizing dedicated specific mentoring programs including:

Pursue a policy that every employee, especially women, from their first day at work are aware that every position in the organization is equaly available for men and women. Hold meetings to raise awareness, make the information clear to the employee at their firts day briefing.

- Initiate a mentoring programme for female Information Systems (IS) students and doctoral candidates.

Goals: it gives to womens show themselves at the level of leaders.

Details: conducting trainings at enterprises, namely the days of self-managment, when ordinary employees changinge posts with their immediate supervisors (women with men).

It give an opportunity to solve the problem of "glass ceiling".