Gender equality plan

1. Introduction

DAEMON is committed to achieving equitable representation across all levels of participation, including leadership, speakers, trainers, grantees, and attendees. The Action recognises that diversity strengthens scientific quality, collaboration, and innovation, and therefore treats gender balance as an integral component of its governance and implementation.

To monitor participation, the Action collects anonymised self-identification data covering the Management Committee, the Core Group, Working Group leadership, invited speakers and trainers, participants in workshops, conferences and training schools, as well as applicants and awardees of grants such as Short-Term Scientific Missions, ITC grants, dissemination grants, and virtual mobility activities. These data are reviewed annually and discussed during at least one Management Committee meeting per year in order to identify potential imbalances and determine corrective measures.
Where possible, the Action aims to maintain a representation between 40% and 60% of each gender across leadership roles, invited speakers, event participants, and grant recipients. If imbalances are identified, corrective measures may include the active search for candidates from under-represented genders for keynote and plenary talks, the preparation of balanced candidate lists for leadership and panel nominations, transparent and open calls for participation and funding, the rotation of opportunities to prevent concentration among the same individuals, and the adoption of travel-sensitive scheduling when feasible.

In developing and implementing this plan, DAEMON follows the guidance and tools provided by the COST Association and relevant European gender mainstreaming frameworks. These external resources are complemented by internal monitoring mechanisms and feedback from participants, which support evidence-based improvements and the sharing of good practices within the network.

The Gender Equality Plan is treated as a living document that evolves alongside the Action. It is published on the Action’s website and reviewed annually to assess progress, update targets, and incorporate lessons learned. Outcomes and indicators are reported in annual reports and discussed within the Management Committee to ensure continuous improvement and sustained commitment.

Through the systematic implementation of this plan, DAEMON expects to achieve balanced representation across events, leadership roles, and funding instruments, while enhancing the visibility of diverse researchers and fostering a welcoming and inclusive research culture. These efforts are intended to promote fairness and transparency, broaden participation across career stages and countries, and ultimately strengthen the scientific excellence and sustainability of the network.

The Action acknowledges that gender mainstreaming may be affected by structural challenges that extend beyond the immediate control of the network. These include field-specific gender imbalances in senior academic roles, uneven distribution of caregiving responsibilities, and lower application rates from under-represented groups despite comparable success rates. Such factors can limit participation in mobility, leadership, or high-visibility opportunities.

To address these challenges, the Action adopts a proactive approach that includes targeted outreach, hybrid participation formats, mentoring and support for early-career researchers, and encouragement of nominations rather than relying solely on self-selection. Continuous dialogue with members helps identify barriers and refine measures accordingly.

2. Practices and plans to incorporate a gender dimension

DAEMON integrates the gender dimension systematically into the planning and delivery of its activities. Gender equality is considered not only as a matter of representation, but also of visibility, voice, access to opportunities, and overall inclusiveness of the research environment. Particular attention is given to events, communication activities, and funding instruments, which constitute the main mechanisms through which members engage with the network.

2.1 Representation at events

The Action seeks to ensure that all events, including workshops, conferences, meetings, and training schools, provide balanced visibility and equitable opportunities for participation. Organisers are encouraged to avoid homogeneous panels and to ensure that diverse perspectives are represented among speakers, chairs, and organising committees. Speaker shortlists are expected to include candidates of different genders, and single-gender panels or keynote line-ups are avoided wherever possible.

Session chairs are encouraged to facilitate inclusive discussions and equitable participation during question-and-answer sessions. Travel and participation grants are used strategically to support early-career researchers and individuals from under-represented genders in order to reduce structural barriers to attendance. Codes of conduct are applied to all events to ensure safe, respectful, and inclusive environments.

Success is measured through regular monitoring of participation data, with the objective of maintaining at least 40% representation of each gender among invited speakers, session chairs, and organising committees, and ensuring that the gender distribution of attendees broadly reflects the composition of the Action’s membership. Participant feedback and satisfaction surveys are also used to assess perceived inclusivity.

2.2 Media activity and visibility around key equality dates

DAEMON recognises that communication and visibility play an important role in shaping perceptions and encouraging broader participation. The Action therefore promotes diverse role models and inclusive narratives through its website, newsletters, and social media channels, particularly around internationally recognised equality milestones such as the International Day of Women and Girls in Science and International Women’s Day.

Communication activities include interviews, profiles, and features highlighting women and researchers from under-represented groups, as well as the promotion of grant winners and leaders from diverse backgrounds. Care is taken to use gender-balanced imagery and inclusive language in all materials. Through these efforts, the Action aims to foster an inclusive culture, raise awareness of equality issues, and encourage participation from a wider range of researchers. Engagement indicators, such as online interactions and subsequent participation in calls and events, are used to evaluate the effectiveness of these initiatives.

2.3 Balance in grants and opportunities

Ensuring equitable access to funding and mobility opportunities is a central objective of the Action. All calls for grants and missions are implemented through transparent procedures with clearly defined evaluation criteria. Selection panels are composed with attention to diversity and balance, and the gender distribution of both applicants and awardees is monitored regularly to detect potential disparities.

Where imbalances are observed, the Action may implement targeted outreach, encourage applications from under-represented groups, and provide flexible arrangements, such as adaptable timelines or virtual participation options, to reduce structural or practical barriers. The aim is to ensure that award rates reflect the diversity of the applicant pool and that no systematic differences in success rates occur between genders.

3. Governance and accountability