WP5 Task 5.2 WOMEN in COnstructin scientific REsearch WOMEN-CORE Executive Summary Abstract: This reprt summarises the main cnclusins f the WOMEN-CORE prject and prvides a set f recmmendatins fr imprving the knwledge base f wmen in cnstructin research and fr empwering wmen in this sectr. COPYRIGHT 2008 Cpyright by the WOMEN-CORE Cnsrtium. The WOMEN-CORE Cnsrtium cnsists f the fllwing institutins: LABEIN C-rdinatr Spain CIREM Cntractr Spain GESIS-CEWS Cntractr Germany CIFS Cntractr Denmark CVUT Cntractr Czech Republic Lughburugh University Cntractr United Kingdm This dcument may nt be cpied, reprduced, r mdified in whle r in part fr any purpse withut written permissin frm the WOMEN-CORE Cnsrtium. In additin t such written permissin t cpy, reprduce, r mdify this dcument in whle r part, an acknwledgement f the authrs f the dcument and all applicable prtins f the cpyright ntice must be clearly referenced. All rights reserved.
INDEX INDEX...2 1. WOMEN-CORE PROJECT...3 2. INTRODUCTION...6 3. CONCLUSIONS...8 4. RECOMMENDATIONS...13 Executive Summary 2
1. WOMEN-CORE Prject The WOMEN-CORE 1 prject has been established t address the under-representatin f wmen wrking in cnstructin research. It is a three-year STREP Prject (FP6), c-funded by the Eurpean Cmmissin. The verall bjective f the WOMEN-CORE prject was strengthening wmen scientists participatin in cnstructin research in Eurpe by means f: enhancing the knwledge f wmen and their influence in cnstructin research, identifying f main research areas attractive frm wmen's perspective and identifying and assessing gender-specific needs f R&D in cnstructin sectr. WOMEN-CORE cmbined different methds and techniques f data cllectin f existing and new surces f infrmatin, analysis (quantitative and qualitative), synthesis and evaluatin, based n three main axes: the statistical analysis frm existing surces; the fieldwrk t explre new surces (surveys, interviews and case studies); and new develpments in research cntent. WOMEN-CORE relies n a clear distinctin between cnstructin as an industry and cnstructin as a field f research. Cnstructin research was defined accrding with the Eurpean Cnstructin Technlgy Platfrm (ECTP), cnsidering seven fcus areas: Cities and buildings; Undergrund Cnstructin; Netwrks Systems; Cultural Heritage; Quality f Life; Materials; and Prcesses and Infrmatin and Cmmunicatin Technlgies. Accrding t this definitin, the cre academic disciplines related t cnstructin research are: Architecture; Urban Planning; Mechanics including fluid mechanics and dynamics; Building structures; Water management and structures; Transprt rganisatin and structures; Envirnmental engineering; Cnstructin and ecnmic Management; Building physics; Cnstructin Technlgy and Organisatin; Infrmatin Technlgies; Heating, cling, ventilatin, electricity (HVAC) and netwrks; and Getechnics, undergrund structures. Arund 1,500 Eurpean research institutins devted t cnstructin have been identified and classified int fur main categries: Higher educatin institutins, research centres, cnstructin cmpanies (SMEs and LEs), netwrks and gvernment institutins. The analysis dne in WOMEN-CORE was fcused n three different targets in cnstructin research: a) individuals, b) institutins and c) cntent f research: a) Individuals: The main characteristics f the scientific career in cnstructin research and the mst relevant trends that shape the prfessinal develpment f cnstructin researchers have been identified. Significant differences between wmen and men have arisen as key issues with 1 WOMEN-CORE Cnsrtium: LABEIN-Tecnalia (Crdinatr)-Spain, CIREM- Spain, GESIS-CEWS-Germany, CIFS- Denmark, CVUT-Czech Republic and Lughbrugh University-UK Executive Summary 3
relevant implicatins with regard t prfessinal cntinuity and success. Gender inequalities have been seen at level f stability, pay, prmtin pprtunities and expertise with sme f them prbably related t career breaks because f family respnsibilities. Besides the inequalities at an rganisatin level there are ther factrs difficult t measure where wmen and men differ. They are partly related t wmen themselves, partly because f a lack f supprt utside their wrk, which makes it difficult fr wmen t build up a career. In particular wmen seem t lack self-cnfidence when ging fr prmtin and higher psitins. The traditinal divisin f labur within the researchers husehld still persists and affects the career pprtunities f wmen and men differently. b) Institutins: Research institutins, thrugh institutinal practices and structures, play a relevant rle that can either enhance r minimise gender inequality. Plices implemented t attract, retain and prmte wmen as researchers, as well as measures fr wrk/life balance, targets and qutas have been identified and analysed in rder t define and recmmend suitable initiatives t increase gender equality. Regarding the situatin f female cnstructin research in industry it seems that fr wmen it is mre difficult t have a linear career prgressin due t the inflexibility f wrking time r part-time cntracts, lwer level f senirity and therefre lack f rle mdels, reasns which seems t attract wmen mre t wrk in an academic envirnment. A higher prprtin f wmen wrking in an academic envirnment seem als t be influenced by ther gender equality measures, such as netwrking and mentring and set up targets, which Higher Educatin Institutins (HEI) are mre bliged t fulfil than private industrial cmpanies. c) Cntent f research. Results frm the mapping f cnstructin research have shwn actual changes in the cntent f research, including fields with a mre integrated and multidisciplinary apprach f scientific and technlgical issues, ften fcused n envirnmental and sciallysensitive issues. The emergence f these new fields may cnstitute a gd pprtunity fr changing ld-fashined structures and encurage a higher participatin f wmen in cnstructin research, althugh this culd als be a surce f hrizntal segregatin. The findings f WOMEN-CORE cnfirmed the pertinence f a set f recmmendatins with respect t vercming the difficulties met by WOMEN-CORE partnership during the analytical wrk, as well as ffer specific means which may imprve wmen s careers in cnstructin research, cntributing t an equal wrking envirnment and a mre equal sciety. The recmmendatins culd be integrated within new plicies t imprve gender equality in this sectr. Different key grups culd benefit frm them: plicymakers at Eurpean, natinal and lcal level, stakehlders in the cnstructin sectr, research institutins (HEI, public and private research centres and industry) and individual researchers. This apprach will allw every grup Executive Summary 4
t make suitable decisins abut their strategy fr gender mainstreaming and career management and prgressin. The netwrk ENCORE, Equality Netwrk fr Cnstructin Researchers in Eurpe, was launched in December 2009 as result f WOMEN-CORE prject. Executive Summary 5
2. INTRODUCTION This reprt presents a summary f the results achieved in WOMEN-CORE prject 2, including the main cnclusins and recmmendatins reached. Since the kick-ff in April 2006 up t December 2008, WOMEN-CORE prject has been fcused n strengthening wmen scientists participatin in cnstructin research in Eurpe by means f: enhancing the knwledge f wmen and their influence in cnstructin research, identifying the main research areas attractive frm wmen's perspective, identifying and assessing gender-specific needs f R&D in cnstructin sectr, explring new pprtunities and anticipating tendencies fr empwering Wmen in cnstructin research, prviding recmmendatins fr empwering wmen in cnstructin research, disseminating results and establishing a netwrk f wmen scientist in cnstructin. T reach these bjectives the methdlgical design f the WOMEN-CORE prject cmbined different methds and techniques f data cllectin f existing and new surces f infrmatin, analysis (quantitative and qualitative), synthesis and evaluatin, based n three main axes: the statistical analysis frm existing surces; the fieldwrk t explre new surces: surveys, interviews and case studies; the analysis f new develpments in research cntent. Additinally, the WOMEN-CORE Prject held brad discussins with high-level experts in the framewrk f the Advisry Bard meetings and the wrking Natinal Seminars that were rganised in the five WOMEN-CORE partner cuntries. WOMEN-CORE relies n a clear distinctin between cnstructin as an industrial sectr and cnstructin as a field f research. Fr the purpses f this prject, cnstructin research was defined accrding with the Eurpean Cnstructin Technlgy Platfrm (ECTP 3 ). Thus, cre academic disciplines related t cnstructin research and cnsidered under WOMEN-CORE are the fllwing: Architecture Urban Planning Mechanics including fluid mechanics and dynamics 2 WOMEN-CORE is a Strategic Targeted Research Prject (STREP) f the Sixth Framewrk Prgramme fr Research and Technlgical Develpment (FP6), c-funded by the Wmen and Science Unit f the Eurpean Cmmissin s DG Research. 3 ECTP web site: http://www.ectp.rg/ Executive Summary 6
Building structures (structural materials, steel structure, wden structures, masnry structures, ) Water management and structures Transprt rganisatin and structures Envirnmental engineering Cnstructin and ecnmic management Building physics (fr example acustics, thermal perfrmance and energy saving, day lighting) Cnstructin Technlgy and Organisatin Infrmatin Technlgies (IT) Heating, cling, ventilatin, electricity (HVAC) and netwrks Getechnics, undergrund structures. Hwever, due t the interdisciplinary character f cnstructin research, there are many peripheral disciplines related with this field f research that have been cnsidered within the scpe f the WOMEN-CORE prject. These include amng thers, physics, gelgy, histry, psychlgy, scilgy and gegraphy. Executive Summary 7
3. CONCLUSIONS The analysis was fcused n three different targets in cnstructin research: individuals, institutins and cntent f research. The main characteristics f the scientific career in cnstructin research and the mst relevant trends that shape the prfessinal develpment f cnstructin researchers have been identified. Significant differences between wmen and men have arisen as key issues with relevant implicatins with regard t prfessinal cntinuity and success. Gender inequalities have been seen at level f stability, pay, prmtin pprtunities and expertise with sme f them prbably related t career breaks because f family respnsibilities. Besides the inequalities at an rganisatin level there are ther factrs difficult t measure where wmen and men differ. They are partly related t wmen themselves, partly because f a lack f supprt utside their wrk, which makes it difficult fr wmen t build up a career. In particular wmen seem t lack self-cnfidence when ging fr prmtin and higher psitins. The traditinal divisin f labur within the researchers husehld still persists and affects the career pprtunities f wmen and men differently. Research institutins, thrugh institutinal practices and structures, play a relevant rle that can either enhance r minimise gender inequality. Plices implemented t attract, retain and prmte wmen as researchers, as well as measures fr wrk/life balance, targets and qutas have been identified and analysed in rder t define and recmmend suitable initiatives t increase gender equality. Regarding the situatin f female cnstructin research in industry it seems that fr wmen it is mre difficult t have a linear career prgressin due t the inflexibility f wrking time r parttime cntracts, lwer level f senirity and therefre lack f rle mdels, reasns which seems t attract wmen mre t wrk in an academic envirnment. A higher prprtin f wmen wrking in an academic envirnment seem als t be influenced by ther gender equality measures, such as netwrking and mentring and set up targets, which Higher Educatin Institutins (HEI) are mre bliged t fulfil than private industrial cmpanies. Results frm the mapping f cnstructin research have shwn actual changes in the cntent f research, including fields which are less male-dminated and ften fcused n envirnmental and scially-sensitive issues. The emergence f these new fields may cnstitute a gd pprtunity fr changing ld-fashined structures and encurage a higher participatin f wmen in cnstructin research, althugh this culd als be a surce f hrizntal segregatin. Executive Summary 8
Wmen s presence in cnstructin research Gender educatinal segregatin. In 2004, wmen were fund t accunt fr 40.7% f bachelr and masters graduates and 33.9% f dctral graduates in cnstructin-related fields. It is higher than the prprtin f wmen graduates in science and engineering. Vertical and hrizntal segregatin in cnstructin research. In 2005, wmen nly accunted fr 19% f scientists and engineers in cnstructin research. In 2006, wmen represented nly 18% f the ttal membership within the ECTP. Vertical segregatin is strng, with high prprtins f wmen studying cnstructin subjects in higher educatin, but much smaller prprtins f wmen in mre senir psitins. Only 24% f female researchers are fund in the highest level f expertise whilst 34% are in the lwest levels. Hrizntal segregatin. Wmen wrk in a higher prprtin at institutins that perfrm R&D activities in the fields f architecture, urban planning and ther nn-classified activities. Participatin in EU funded prjects. In FP6, wmen represented 11.2% f crdinatrs and scientific managers f cnstructin research prjects funded by the EU. Participatin in patents. In 2004, wmen cmprised nly 4.9% f patentees in the cnstructin sectr. Participatin in publicatin and citatin. In 2003, wmen accunted fr 21.7% f publishing authrs in cnstructin scientific jurnals. Differences between Academia and Industry Wmen s presence in Industry and academia Industry has the lwest prprtin f female cnstructin researchers (33.5%). Higher Educatin Institutins have the best prprtin f wmen in cnstructin research (44.4%) and the best prfile n gender equality measures. The mst decisive factrs in wmen chices f the public sectr culd be the flexible wrking hurs and the high degree f intellectual freedm. The dynamic character f research in industry and the high degree f respnsibility entrusted t researchers are the main factrs attracting wmen t it. Differences in wrking cnditins. In Academia the prductivity is based n number f publicatins while in Industry n ecnmic benefits. Full-time wrk is mre likely in Industry while part-time wrk is mre likely in academia. The academic research sectr presents Executive Summary 9
lwer salaries and the lwest gender pay gap. Views, perceptins and satisfactin n wrklife balance are similar in industrial and academic research. Natinal Trends Cuntries differences in wmen s participatin in cnstructin research. Overall, the cuntries with the highest prprtins f wmen participating acrss all areas f cnstructin research are cuntries where the ttal number f peple invlved in cnstructin research is very small. Natinal trends in the WOMEN-CORE partner cuntries. The UK, the Czech Republic and Denmark all experienced decreases in the prprtin f wmen scientists and engineers in cnstructin research between 2000-2005; The Czech Republic and Spain bth experienced higher than average increases in the prprtin f wmen wrking as crdinatrs r scientific managers f EU funded cnstructin prjects between FP5-FP6; The UK experienced decreases in the prprtin f wmen in many f the indicatrs in cnstructin research: scientists and engineers; crdinatrs and scientific managers in EU funded prjects; and patentees. Hwever, there was an increase in the prprtin f wmen publishing in cnstructin scientific jurnals; Spain experienced a lwer than average increase in the prprtin f wmen publishing in cnstructin scientific jurnals between 2000 and 2003. All ther partners cuntries experienced a higher than average increase, which was particularly ntewrthy in the Czech Republic. Institutinal practices helping t achieve gender equality Retaining wmen plicies and patterns f senirity. The departments f HEI and research centres have the highest prprtin f wmen staff and als the highest frequency (generally) f gender equality measures. Research centers appear t be better at retaining wmen cnstructin researchers than ther types f institutins with a high prprtin f mre senir wmen cnstructin researchers. The prprtin f wmen decreases by level f senirity. Industrial cmpanies have a steady decline f wmen cnstructin researchers. Wrking cnditins. The use f part-time cntracts is mre widespread in academia than in industrial research and in bth institutinal sectrs, the prprtin f wmen wrking parttime is far higher than men s. Whereas salaries tend t be higher in industrial than in academic research there is a relevant gender pay gap in bth institutinal sectrs, which appears t be larger in industrial research. Executive Summary 10
Wrk-life balance and gender equality measures. Wrk/life balance measures, such as flexible wrking hurs, the ability t wrk frm hme and infrmal mentring schemes are the mst prevalent equality measures. Qutas are least prevalent. Effectiveness f publicatins and patents in cnstructin research careers Scientific publicatins and participatin in peer review are very valuable in cnstructin research careers with great differences between academia and industry. Neither editrs, authrs nr reviewers perceived any gender bias in the peer review prcess. Significance f patents in cnstructin research careers. Wmen are abslutely underrepresented amng patent hlders in cnstructin. Patenting was nt perceived as necessarily imprtant fr the career prgressin f either sex. Relevance f ther Supprting practices Mentring. Bth wmen and men surveyed agreed that mentring is an imprtant instrument fr prmting the research careers in cnstructin research. Infrmal mentring was very prevalent in cnstructin research, instead f frmal mentring. Differences amng cuntries were fund in relatin t participatin in frmal mentring prgrammes. Germany and UK are the mst experienced cuntries in mentring prgrammes, while Spain presented the lwest experience. The number f mentring prgrammes related t cnstructin in Eurpe is very lw. HEI cncentrate the highest number f mentring prgrammes, exceptinally large cnstructin cmpanies. Rle mdels are imprtant fr the career f yung wmen, accrding t many participants acrss the selected institutins and cuntries. But there are hardly any rle mdels fr wmen available and if s it happens mre n an infrmal basis. Netwrking experiences in cnstructin research. The influence f netwrking was perceived as very psitive in career prgressin in cnstructin research, althugh wmen shwed slightly mre interest in it. A high participatin in prfessinal netwrks has been detected with minr differences between wmen and men. High levels f satisfactin with existing netwrks were fund. A netwrk specifically fr cnstructin researchers was cnsidered a gd idea, althugh there were reservatins abut hw successful this wuld be if it was exclusive t wmen. Executive Summary 11
Cntent f cnstructin research Wmen s participatin in the ECTP fcus area varied significantly (2006). Wmen were mstly represented in the Cultural Heritage grup, accunting fr the 13% f the ttal representatin, fllwed by Netwrks (11%), Materials (10%) and Quality f Life (9%). On the cntrary, wmen were scarcely represented in Undergrund Cnstructin (5%), Cities and Buildings (6%) and Prcesses and ICTs (7%). Changes in the cntent f research have been seen, including new fields less maledminated and fcused n envirnmental and scial-sensitive issues. New fields f research and appraches are emerging frm new scial demands, envirnmental respect and sustainability which may lead t pprtunities fr wmen and fr ther grups traditinally discriminated. The emergence f these new fields may cnstitute a gd pprtunity fr changing ld-fashined structures and encurage a higher participatin f wmen in cnstructin research, althugh this culd als be a surce f hrizntal segregatin. Executive Summary 12
4. RECOMMENDATIONS The findings f the WOMEN-CORE prject cnfirm the pertinence f a set f recmmendatins with respect t gaining mre quantitative and qualitative data and challenging rganisatin and plicy, as well as sciety and culture as a whle, t cntribute t an equal wrking envirnment in cnstructin research and a mre equal sciety. (A) Addressed t plicy: Additinal effrt fr updating surveys, databases, studies, etc. n a regular basis There is a strng need fr the Eurpean Cmmissin and the Member States t make additinal effrt fr imprving access t sex-disaggregated data in industrial research. A central register r database f research institutins shuld be established. This is an essential need fr carrying ut mre research abut cnstructin research institutins. Patents. Patent applicants d nt state their gender in the patent applicatin frm. It is recmmended that patent applicatins cllect data n the gender f patentees. Funded prjects by the EC. Cntractrs f funded research prjects will be required t prvide sex-disaggregated data n the participatin f researchers at all levels f the prject implementatin. Building up lngitudinal databases at Eurpean level wuld allw the study n prfessinal trajectries f researchers and the differences between wmen and men. In this sense reference databases culd be the Natinal Science Fundatin databases, which allw the study f prfessinal paths f pst-dctrates. The creatin f natinal data bases where female researchers/scientists enrl themselves can be a supprtive tl t psitively influence the emplyment situatin f wmen in science. Establishing new rules fr increasing wmen s presence in cnstructin research Female encuragement at educatinal level. The lack f encuragement f wmen in scientific careers at educatinal level has been cnsidered as ne f the bstacles t btaining gender equality in cnstructin research. This can be started at schl level. Recruiting and retaining wmen in research-rientated careers in the cnstructin sectr. Given the relatively high prprtins f wmen undertaking cnstructin related degrees (bachelrs and masters), but lwer prprtins f wmen in scientific and mre senir Executive Summary 13
cnstructin research psitins, it is imprtant t cnsider measures fr recruiting and retaining wmen in research-rientated careers in the cnstructin sectr. There is a strng need t include men int gender issues. The idea that gender discriminatin is nt a prblem r that it affects nly wmen has t be firmly fught. There is a strng need t include men int gender issues, since they cncern bth wmen and men as a whle sciety. Sme f the main barriers t wmen-nly measures include the fact that wmen d nt want t be perceived as a special case, cncerns that men may perceive these measures as reverse discriminatin. Fstering equal participatin between wmen and men in childcare, family respnsibilities and dmestic wrk. The recnciliatin between wrk and private life is the main bstacle fr female researchers, especially fr thse wh have children. Wrk-life balance measures are mainly taken up by wmen with children and this fact is in many cases prejudicial fr their careers. A balanced participatin between wmen and men in childcare, family respnsibilities and dmestic wrk shuld be fstered by EC and Natinal Gvernments. Better infrastructure f childcare facilities shuld be prvided t ensure equal pprtunities fr wmen and men. Mre childcare facilities are needed, especially in cuntries like Spain and Czech Republic and even in Germany, particular fr the first three years f children. Other practive measures t prgress twards gender equality in cnstructin research A larger awareness campaign abut mentring prgrammes shuld be prmted. Within the cnstructin sectr nly a few cmprehensive mentring prgrammes have been identified. They practically always pursue the specific aims f the funder (University r large cmpany). In SMEs sufficient cnditins t guarantee a systematic lng-term mentring prgramme are usually difficult t create. The pssibility t derive benefits frm external rganisers, external mentrs and pssibly frm external financial subventins culd be welcmed. Additinal supprt fr netwrking is needed. Further research is necessary t determine the advantages and disadvantages f wmen-nly netwrks, including explratin f wmen s wn views n this. Prmting a gender mainstreaming apprach in public R&D plicies relevant fr the Cnstructin sectr The Eurpean Cmmissin and Natinal and lcal gvernments shuld make additinal effrts t: Executive Summary 14
Better disseminate infrmatin amng the scientific and research cmmunity regarding their interest in gender-sensitive prjects. Measures include spnsring seminars aimed at bringing tgether gender experts and cnstructin experts and disseminating gd examples f gender-sensitive research. Reach wmen in the research cmmunity. Measures include drawing up lists f wmen in senir and junir psitins in cnstructin research institutins and establishing netwrks f exchange with specialised netwrks. Enabling new multidisciplinary fields and new appraches f research. Emerging mre scial sensitive fields f research must be supprted in terms f financing, material resurces and prfessinal recgnitin. Cnstructin research areas shuld be redefined and prvided with funding prgrammes t prmte multidisciplinarity and fster sustainableriented appraches. Analysis f wmen s rate f publicatin indicated that wmen may have a higher rate f participatin in sfter areas f cnstructin research such as the envirnment r architecture. Hwever, further analysis f wmen's hrizntal segregatin in cnstructin research is necessary as this was nt cnclusive in ther tasks. Hrizntal segregatin shuld als be cnsidered. Redefine scientific excellence minimising gender bias. Different criteria f scientific excellence shuld be designed and established. Indicatrs f quality such as impact factrs and number f citatins rendered by wrk wuld define scientific excellence n a mre cnsistent qualitative basis, althugh these criteria shuld be re-examined, t assure their fairness and equality. The current criteria in the evaluatin f scientific excellence, favur high specialised career paths. New criteria shuld be intrduced t appraise multidisciplinary curricula. Other measures fr prgressing twards gender equality in cnstructin research: There is nt enugh infrmatin and awareness abut the wrk dne the last years by the Eurpean Cmmissin regarding Wmen and Science in the research cmmunity. The Eurpean Cmmissin shuld better disseminate infrmatin in the scientific cmmunity the actins taken regarding gender issues. Further research There is a need fr further research int wrking cnditins in cnstructin research. In rder t increase knwledge n the nature f gender equality measures and emplyees mre detailed research int rganisatins with bth strng gender equality measures and high prprtins f wmen staff is necessary. There is a need fr further research int the psitin f emplyees, their wrking time, cnditins f emplyment and distributin in Executive Summary 15
research activities and areas, and the specific nature f gender equality measures that have been implemented and the reasns fr implementatin. Studies that include a time perspective are particularly needed. This will imprve ur knwledge f the effects f the gender equality measures and thus enable a transfer f the mre successful measures n t ther types f institutins and ther parts f sciety. It is als necessary t further explre the significance f publishing and patenting in industrial and academic careers and whether r nt wmen are better represented in academia than industry. Further research in specific cuntries. Further research is necessary t explain the decrease in wmen's participatin in cnstructin research within particular cuntries. Additinal research may explre whether this pattern is specific t cnstructin research r a pattern reflected mre generally within certain cuntries. (B) Addressed t Institutins: Better disseminatin f equal pprtunities plicies shuld be dne at rganizatinal level t assure that these plicies d nt just exist but that they are actually understd by emplyees and managers and implemented and updated when needed. These equality plicies shuld be adapted in wrking practices t make gender equality a reality. Mre practive measures are recmmended at institutins level, such as psitive actin in selectin and prmtin plicies, t increase the presence f wmen amng the research cmmunity, in particular in senir management psitins and industrial field. Further prmtin in implementing wrk-life balance measures in cnstructin research institutins is needed. The prgress n addressing this issue is diverse, while there is a wide recgnitin f its relevance n ensuring equal pprtunities. Althugh wrk-life balance measures, such as flexible wrking hurs, wrking frm hme etc. have created sme psitive changes t the wrking practices f rganizatins during recent years, the prmtin f these actins shuld cntinue. Still, sme wmen cnsider a family as ne f the main bstacles fr career prgressin. The lack f childcare facilities cmbined with extremely large wrklad and high demands in prfessinal skills are the main prblems t be slved by mthers. An emplyee attitude survey can be a helpful instrument t find ut what wmen and men really need e.g. fr better wrk-life balance. Emplyers shuld take respnsibility by changing wrking cultures t decrease wrking hurs. The cncept f the research career needs t be recnsidered as this prject fund Executive Summary 16
that extremely lng wrking hurs seem natural fr thse in the field. While recgnising that research wrk is perceived as a hbby and a vcatin by many researchers, the study als bserved the existence f peer pressure. Lng wrking hurs are a threat t the recnciliatin f wrk and private life, as well as t the health f researchers in the lng run. Further rganisatinal supprt fr netwrking is needed. Netwrking activities are fund t be very beneficial fr wmen s careers in cnstructin research. Given the high value placed n netwrking by individuals and institutins alngside suggestins that there is a lack f time fr netwrking, it is imprtant that bth rganisatins and individuals ensure that netwrking becmes an integral part f cnstructin researchers wrk. Rle mdels shuld be fstered. Rle mdels are senir, experienced scientists whse prfile and prfessinal achievements are actively cmmunicated t junir researchers in rder t inspire and mtivate them in their prfessinal careers. Rle mdels demnstrate that it is pssible t be a senir figure in cnstructin research and als a wman. Rle mdels help t break up the steretypes f being scientist and increase the visibility f female researchers in the cnstructin field. (C) Addressed t wmen themselves: Share ut the respnsibilities. Besides the inequalities at an rganisatin level there are ther factrs difficult t measure where wmen and men differ. They are partly related t wmen themselves, partly because f a lack f supprt utside their wrk, which makes it difficult fr wmen t build up a career. Child bearing and a lack f supprt f partners regarding child caring and dmestic wrk hinder wmen t fllw a linear career prgressin. Raise prfessinal self-cnfidence when ging fr prmtin and senir psitins. Wmen seem t be mre critical twards their wn perfrmance, which is striking since they describe themselves as having been very successful students. In particular wmen seem t lack selfcnfidence when ging fr prmtin and higher psitins which might be a delimiting factr in their career develpment in cnstructin research. Executive Summary 17