Gender imbalance in career progression: The underlying causes of the gender imbalance in women’s career progression are numerous and complex. Several dimensions interplay at different levels and contribute to the horizontal and vertical segregation of female researchers. At a macro‐level, society dictates gender roles which influence and restrict women’s and men’s choices. At a meso‐level, organisational cultures and procedures can be gender‐biased (or even blind) which constrains women’s career progression. At a micro‐level, female researchers may lack role models, as well as incentives to achieve their full potential.
Making recruitment, retention and promotion procedures gender sensitive is one of SUPERA's main priorities. If you are a member of the CEU community, you can check our Gender Equality Plan 2019-2022 and our yearly workplans to see our objectives and planned actions in this key area for gender equality.