Working towards a better integration of the gender dimension: the Istituto Nazionale di Geofisica e Vulcanologia approach
Authors: Sangianantoni Agata , De Paola Valeria , Perfetto Viviana , Maracchia Giovanna , Hunstad Ingrid 
Published: March 2020

&lt;p&gt;Research institutions play a key role in the innovation process, producing knowledge, interacting with&amp;#160; Universities, governmental bodies, private sector and other relevant stakeholders.&lt;/p&gt;&lt;p&gt;According to the World Economic Forum's Global Gender Gap Report 2020, gender equality will not be achieved for 99.5 years.&lt;/p&gt;&lt;p&gt;A Research Institution has an ethical duty in order to set an example for the social community in building a working environment where gender equality is a natural element of the organization.&lt;/p&gt;&lt;p&gt;Furthermore, the promotion and integration of the gender dimension within a research institution&amp;#160; represents an added value in terms of excellence, creativity and competitiveness.A specific management approach is needed in order to ensure an equal presence in research groups, offering opportunities for access to funds and research projects, adopting policies for the work life balance.&lt;/p&gt;&lt;p&gt;This document is aimed to present the overall measures and the planned actions developed within the National Institute of Geophysics and Volcanology for the promotion and integration of the gender dimension.&lt;/p&gt;&lt;p&gt;INGV, fully aware of the need to reach gender equity approves a Positive Action Plan which includes principles aimed at strengthening and enhancing female participation within geoscience community such the use of a respectful language, a diversified evaluation of the scientific production of female and male researchers in conjunction with maternity/paternity, a strong implementation of flexible work, a better organization of common working times.&lt;/p&gt;&lt;p&gt;Defining a joint stategy implies the mutual interaction of the overall key players among the organizational well-being, ensuring that physical, moral or social discrimination does not occur in the workplace.&lt;/p&gt;&lt;p&gt;Confidential Counsellor plays a crucial role in preventing, managing and solving discrimination, mobbing issues and harassment occurring in the workplaces.&lt;/p&gt;&lt;p&gt;We will present the ongoing activities aimed at enhancing the female component within INGV and the processes of facilitation of work organization and recognition of the extra working commitment.&lt;/p&gt;&lt;p&gt;We are fully aware that a real cultural revolution has been taking hold in recent decades and is progressing gradually towards goals increasingly aimed at total gender equality, but there is still a long way to go towards a better integration of the gender dimension.&lt;/p&gt;&lt;p&gt;The cultural development in the enhancement of gender balance in work organizations requires the affirmation of inclusive work cultures of a broad training plan that invests in the very idea of female participation.&lt;/p&gt;&lt;p&gt;&amp;#160;&lt;/p&gt;&lt;p&gt;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&amp;#160;&lt;/p&gt;&lt;p&gt;&amp;#160;&lt;/p&gt;