The CBMSO Equality Working Group is formed in accordance with the Equality policies launched by the State General Administration and the CSIC, and namely, in line with the CISC Equality Plan that states that “in any Institute and Centre wherever it is considered, Equality Committee could be formed, as a good practice policy and on a voluntary basis, aimed to boost the Equality policies reflected in the CSIC Equality plan in force at the moment”. The Board of Directors of the CBMSO, in its meeting held on April 22nd 2021, approved the constitution of the Equality Working Group of the CBMSO.
In accordance with the guidelines for the constitution of Equality Working Groups in the ICUs of the CSIC, this group should contain the same number of women and men and include members of any of the professional categories of the Centre, to ensure proper attention to the different situations of inequality that may arise. The Equality Working Group is not executive in its nature, but rather, will act transmitting any concerns related to this matter to the Board of Directors of the CBMSO. Its performance must be in accordance with the Equality Plan of the CSIC and, being the CBMSO a CSIC-UAM joint centre, it must also comply with the Equality Plan of the UAM in force at the moment.
The aim of the CBMSO Equality Working Group is to ensure and to foster in our Centre the practice of the policy of equal opportunities in all its activities, without distinction of gender, race, ideology, affective-sexual orientation or religion.
This Working Group will maintain close contact with the Comisiones de Igualdad and Mujeres y Ciencia del CSIC, and with the Unidad de Igualdad de Género de la UAM and it belongs to the “Comisión de Igualdad Intercentros CSIC” located at the UAM+CSIC Campus of excellence (CBMSO, CIAL, CNB, ICMAT, ICMM, ICP, ICV, IFT, IIB, IMN) to work in a coordinate way in topics of gender equality and promotion of women researchers.
Members of the CBMSO Equality Working Group:
- Sonsoles Campuzano Corrales (Directora, scampuzano(at)cbm.csic.es)
- José Mª Carrascosa Baeza (Vicedirector, jmcarrascosa(at)cbm.csic.es)
- Anabel Marina Ramírez (vocal, amarina(at)cbm.csic.es)
- Jaime Millán Martínez (vocal, jmillan(at)cbm.csic.es)
- Daniel Ruiz Gabarre (vocal, daniel.ruiz(at)cbm.csic.es)
- Esther Serrano Sáiz (vocal, eserrano(at)cbm.csic.es)
- Carmen Arroyo Martín (carroyo(at)cbm.csic.es)
- Elena Campos Sánchez (Gondwatec(at)gmail.com)
- Elisa Carrasco Cerro (elisa.carrasco(at)cbm.csic.es)
- Beatriz Cubelos Alvarez (bcubelos(at)cbm.csic.es)
- Alejandra Gámez Abascal (agamez(at)cbm.csic.es)
- Beatriz Pardo Merino (bpardo(at)cbm.csic.es)
- Guadalupe Pereyra Gómez (gpereyra(at)cbm.csic.es)
- Sara Picó del Pino (sara.pico(at)cbm.csic.es)
- Eva Porlan Alonso (eva.porlan(at)cbm.csic.es)
- Kostas Stamatakis (k.s(at)csic.es)
Half of the members of this Working Group will be renewed every two years.
The action goals of the Equality Working Group will be as follows:
- To disseminate and promote the knowledge of the equality policies of the CSIC and the UAM, and more specifically, the equality plans of AGE, CSIC and UAM.
- To publicize institutional activities and decisions on equality policies.
- To serve as a channel for any proposals or suggestions that CBMSO personnel may issue in this area
- To attend, in strict confidentiality, to any member of the CBMSO victim of harassment, discrimination or any other type of inappropriate behaviour.
- To promote policies to reconcile work, personal and family life for all CBMSO employees.
- To carry out a diagnosis of the situation in the CBMSO regarding equality, based on the data available in the center and promote specific measures that tackle any improvement area detected.
- To promote the training for all CBMSO employees on gender equality and diversity issues, as well as specific training focused on treating sexual and gender-based harassment, preferably within the framework of the CSIC Training Plan.
- To promote, in agreement with the Direction of the CBMSO, equality in the functional and organisational structures of the CBMSO.
- To encourage sex/gender inclusion in research and innovation and promote training in these matters, fostering the integration of sex/gender analysis in research projects.
- To promote, through specific actions, the visibility of the role of women in the CBMSO, in all working areas, and the dissemination of the role of women in Science in general as a reference for current and future generations.
Including a gender perspective in research is a human rights challenge, aimed at achieving the desired equality between women and men. It requires that several actions be carried out aimed at increasing the participation of women in research, and towards their professional stabilization, as well as the incorporation of gender dimension in research. Many years of research have revealed that sexual and gender biases are harmful and costly to society. Therefore, gender innovations:
- add value to research and engineering, ensuring excellence and quality in results and improving sustainability.
- add value to society, by making research more responsive to social needs.
- add value to businesses, through the development of new ideas, patents and technology.
Embracing the gender dimension in research implies that gender is considered a key analytical and explanatory variable. Therefore, we must apply a systematic and visible strategy to promote gender equality in science and research. This strategy includes four aspects: 1) increasing the participation of women in science and research, 2) research must address the needs of women as well as those of men, 3) there must be a gender-specific research aimed at improving the understanding of gender issues and 4) in basic research, adequate samples of both cells and tissues of male and female animals should be used to avoid bias in the results. Moreover, investing in a gender-sensitive approach to research content contributes to higher quality and validity.
Finally, gender must be taken into account at all stages of the research cycle:
- Ideas phase, generating gender-sensitive ideas for gender-sensitive research proposals and hypotheses
- Proposal phase, ask gender-sensitive questions, choose a gender-sensitive methodology
- Research phase, collect gender sensitive data, analyze data in a gender sensitive way
Dissemination phase, report data in a gender-sensitive way, use gender-neutral language.
There is no use in denying the fact that human populations consist of very diverse people and, in a fair society, such diversity would permeate through each and every layer of our social and work life. But that is just not the case.
Turning our eyes specifically to the STEM field (Science, Technology, Engineering and Mathematics), data are not very encouraging. Lack of diversity can be easily spotted on the clear gap between men and women, especially noticeable on high-power positions; but also on the fact that the great majority of the workforce is composed of white men (even in regions where they are a minority within the rest of the population), on the poor percentage of people with any kind of disability or the high proportion of LGTBIQ+ people that need to conceal their identity at work or that report any type of discrimination or harassment.
This sense of diversity is also related to the quality of scientific research: when scientists takes into account the diversity of their groups, Science is not only more inclusive and fairer, but also improves Science itself. Accumulated evidence points out that more diverse groups are more innovative and creative, more diligent and better at anticipating alternative viewpoints and at solving complex problems. Furthermore, diversity is shown to enhance and promote innovation, which is particularly interesting for the STEM field.
However, we must not forget that the need of detecting the lack of diversity and the potential harm this may exert on people is justified first and foremost as a matter of respect towards Human Rights: inclusion of every person, regardless of their specific reality (including sex, race, gender identity, sexual orientation, religious preference…) must be guaranteed – not only for those on privileged positions, but for every single person, also at work.
The scientific community is finally addressing this problem, supported by growing social efforts towards visibility and the work of associations in Spain and outside our frontiers. From the Equality Workgroup at CBMSO we want to show and share our commitment with the acknowledgement and promotion of diversity in every form and fashion and join the global effort towards inclusion and effective equal opportunities for everyone.
Take a look at the supplementary material to gain a more in-depth insight on the topic and get access to resources addressing diversity and inclusion.
If you have experienced any problem related to the acknowledgement, acceptance or expression of your identity in any way or you know someone struggling with these issues, you can contact us on email@example.com
- Protocolo de actuación frente a la violencia en el trabajo en la Administración General del Estado 2015
- Protocolo prevención de acoso sexual CSIC
- Resultados estudio sobre acoso sexual en el CSIC 2020
- Protocolo prevención de acoso UAM
- Conocer y sensibilizar para prevenir el acoso laboral
- Guia para un uso no sexista de la lengua
Dia internacional de la mujer y la niña en la ciencia. Febrero 2020
Dia internacional de la mujer y la niña en la ciencia. Febrero 2019
Dia internacional de la mujer y la niña en la ciencia. Febrero 2018
Mujeres y Ciencia en el Centro Biología Molecular Severo Ochoa
Ciclo Mujer y Ciencia en el CBMSO Webinar Maria Llorens: ¿Como se puede ser científica en España?. 11 Febrero 2021