Committee Chair
Alejandra Gámez Abascal
Committee Vice-chair
Jose Mª Carrascosa Baeza
Contact information
igualdad(at)cbm.csic.es
The CBM Equality Committee was set up in 2021 and follows the Equality policies of the State General Administration and the CSIC, and the CISC Equality Plan. Its creation was approved and has the support of the CBM Board of Directors.
In accordance with the guidelines for the constitution of Equality Committees in the ICUs of the CSIC, this committee 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 Committee is not executive in its nature, but rather, will act transmitting any concerns related to this matter to the Board of Directors of the CBM. Its performance must be in accordance with the Equality Plans of the CSIC and the Universidad Autonoma de Madrid.
Our aim is to ensure and foster the practice of the equal opportunities policy in all its activities, without distinction of gender, race, ideology, age, affective-sexual orientation or religion.
We will maintain close contact with the CSIC Equality and Women and Science Committees and with the UAM Gender Equality Unit. We are members of the CSIC-UAM Excellence Campus Network of Institutes’ Equality Committee (CBM, CIAL, CNB, ICMAT, ICMM, ICP, ICV, IFT, IIB and IMN), and we work in colaboration on topics of gender equality and promotion of female researchers.
Vacio
Committee members
Members:
* Alejandra Gámez Abascal (Directora, agamez@cbm.csic.es)
* José Mª Carrascosa Baeza (Vicedirector, jmcarrascosa@cbm.csic.es)
* Beatriz López-Corcuera (Vocal, blopez@cbm.csic.es)
* Esther Serrano Saiz (Vocal, eserrano@cbm.csic.es)
* Álvaro Sahún (Vocal, alvaro.sahun@cbm.csic.es)
* Elisa Carrasco Cerro (Vocal, elisa.carrasco@cbm.csic.es)
* María José Martín Pereira (Vocal, comunicacion@cbm.uam.es)
Collaborators:
* Kostas Stamatakis (k.s@csic.es)
* Carmen Arroyo Martín (carroyo@cbm.csic.es)
* Elena Campos Sánchez (Gondwatec@gmail.com)
* Leyre Campos Talaverón (lcampos@cbm.csic.es)
* Violeta Gallego Rodríguez (violeta.gallego@estudiante.uam.es)
* Adrián Martínez Bonilla (amartinez@cbm.csic.es)
* Jaime Millán Martínez (jmillan@cbm.csic.es)
* Andres Soto (andres.soto@cbm.csic.es)
* Ernest Palomer (epalomer@cbm.csic.es)
* Ángela Vázquez Calvo (avazquez@cbm.csic.es)
* Cecilia Lara Segura (lara@vivotecnia-ms.com)
* Sara Cogliati (scogliati@cbm.csic.es)
Half of the members of the committee will be renewed every two years.
Aims and goals
* 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 CBM staff may issue in this area
* To attend, in strict confidentiality, to any member of the CBM victim of harassment, discrimination or any other type of inappropriate behaviour.
* To promote policies to reconcile work, personal and family life for all CBM employees.
* To carry out a diagnosis of the situation in the CBM 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 CBM 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 CBM, equality in the functional and organisational structures of the CBM.
* 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 CBM, in all working areas, and the dissemination of the role of women in Science in general as a reference for current and future generations.
News and activities
- Día Internacional de la mujer y la Ciencia: Catalina Ribas “Científica tenia que ser…”
- Ciclo Mujer y Ciencia en el CBMSO Webinar Maria Llorens: ¿Como se puede ser científica en España?. 11 Febrero 2021
- Día Internacional de la mujer y la Ciencia: Mesa redonda con motivo del 11 F en la Academia Joven de España
- Día Internacional de la mujer y la Ciencia: Mesa redonda en homenaje a la prof. Margarita Salas
- CBM en la noche europea de los investigadores e investigadoras
- Elena Campos Sánchez, colaboradora de la Comisión de Igualdad del CBM, ha participado como invitada en el debate “Observatorio. Mujer y Niña en la Ciencia” (ElMundo y Yo Dona) que tuvo lugar el día 2 de febrero de 2022 con motivo del 11F, Día Internacional de la Mujer y la Niña en la Ciencia. Intervino como investigadora joven y presidenta de la Asociación para Proteger al Enfermo de Terapias Pseudocientíficas (APETP).
Día internacional de la mujer y la niña en la ciencia. Febrero 2024
Día internacional de la mujer y la niña en la ciencia. Febrero 2023
El Consejo Superior de Investigaciones Científicas hace entrega de los Distintivos de Igualdad CSIC a los centros destacados por su implicación en el diseño e implantación de políticas de igualdad de género. La acreditación correspondiente a 2021 ha sido otorgada al Centro de Biología Molecular Severo Ochoa por su labor de promoción, difusión y divulgación de la Igualdad en la ciencia
Día internacional de la mujer y la niña en la ciencia. Febrero 2020
Día internacional de la mujer y la niña en la ciencia. Febrero 2019
Día internacional de la mujer y la niña en la ciencia. Febrero 2018
Equality in numbers
Gender perspective in research
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.
Adapted from “El género en la investigación. MINECO”
Documents:
Diversity
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 take 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 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 to detect 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. The Equality Committee at the CBM want to 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 into 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 at igualdad@cbm.csic.es
Prevention of harassment
The term “harassment” covers any offensive, humiliating, intimidating, violent or discriminatory conduct on grounds of racial or ethnic origin, religion or belief, opinion, sex, gender, sexual orientation, disability, age or any other personal or social condition or circumstance.
Mobbing is a situation of violence that occurs in the workplace, in which one or more individuals exercise physical, verbal or psychological violence against a specific person in a repeated and prolonged manner. Its purpose or effect is to create a hostile or humiliating environment that disrupts the victim’s working life.
Sexual harassment is defined as a sub-type of violence (verbal or physical) of a sexual nature, perpetrated by one person against another who does not want or has not expressed a desire for such sexual implications. Sexual harassment is condemned by the international community, and is illegal in more than 125 countries.
Harassment on the basis of sex, sexual orientation, gender expression or gender identity (hereafter included in the term harassment on the basis of sex) involves any behaviour on these grounds that may be considered offensive, humiliating, violent, or intimidating, with the purpose or effect of violating the dignity of the victim and of creating an intimidating, degrading or offensive working environment.
Situations of harassment at work, sexual and gender-based harassment cause fear and discouragement and can seriously affect the mental health of those who suffer it, increasing absenteeism and even leading to job abandonment. Harassment is a violation of the human rights to sexual freedom, dignity and safety at work.
Both the CSIC and the UAM have protocols against sexual and gender-based harassment and harassment at work. Their general objective is to prevent possible situations of harassment in any form and to deal with them effectively, should they occur. The procedure for action is indicated in the protocols. In case it helps, and always bearing in mind that the task of the committee is merely consultative, serving as a channel of communication, if any of you consider yourselves to be a victim of harassment, you can contact one of the members of the equality committee directly, where you will be fully attended.
Documents:
- 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
- Prevention and Intervention protocol against sexual and sex-based harassment at CSIC
- Protocolo de actuación frente al acoso laboral de la Agencia estatal CSIC
Equality plans
- Planes Igualdad AGE:
- Planes Igualdad CSIC:
- Plan Igualdad UAM:
Useful resources
Lenguaje Inclusivo
Gender equality
- Comisión Mujeres y Ciencia del CSIC https://www.csic.es/es/el-csic/ciencia-en-igualdad/comision-de-mujeres-y-ciencia
- Unidad de Igualdad de Género – UAM https://www.uam.es/uam/unidad-igualdad-genero
- Observatorio de Mujeres, Ciencia e Innovación – Ministerio de Ciencia e Innovación https://www.ciencia.gob.es/Secc-Servicios/Igualdad/OMCI.html
- Asociación de Mujeres Investigadoras y Tecnólogas (AMIT) https://amit-es.org/
- Instituto Europeo para la Igualdad de Género (EIGE) https://eige.europa.eu/
- Igualdad de género en la Comisión Europea https://commission.europa.eu/strategy-and-policy/policies/justice-and-fundamental-rights/gender-equality_en
- For Women in Science de la Fundación L’oreal https://www.fondationloreal.com/our-programs/program-our-convictions
- Mujeres con ciencia – Cátedra de Cultura Científica de la Universidad del País Vasco https://mujeresconciencia.com/
- Mujeres de ciencia – Proyecto de la Fundación de la Real Academia de Ciencias de España para visibilizar el talento femenino y apoyar las nuevas vocaciones STEM https://mujeresdeciencia.org/
LGBTIQ+ Equality
- Prismaciencia https://prismaciencia.org/
- CienciaLGTBI http://ciencialgtbi.es/
ICMM-CSIC Good Practices Manuals
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- MANUAL DE BUENAS PRÁCTICAS PARA CONGRESOS INCLUSIVOS https://www.icmm.csic.es/sites/default/files/2023-03/Manual%20Congresos%20Inclusivos.pdf
- MANUAL DE BUENAS PRÁCTICAS PARA UNA DIVULGACIÓN INCLUSIVA https://www.icmm.csic.es/sites/default/files/2023-12/Manual%20Divulgaci%C3%B3n%20Inclusiva.pdf
- MANUAL DE BUENAS PRÁCTICAS PARA UNA EVALUACIÓN NO SESGADA https://www.icmm.csic.es/sites/default/files/2023-12/Manual%20Evaluaci%C3%B3n%20no%20Sesgada.pdf
- MANUAL DE BUENAS PRÁCTICAS PARA GRUPOS DE INVESTIGACIÓN https://www.icmm.csic.es/sites/default/files/2023-12/Manual%20Grupos%20Investigaci%C3%B3n.pdf
- MANUAL DE BUENAS PRÁCTICAS PARA LA IGUALDAD LGTBQIA+ https://www.icmm.csic.es/sites/default/files/2023-12/Manual%20Igualdad%20LGTBQIA.pdf